I have been involved in some conversations related to these principles and the consequences on the future strategies for the workforce management.
It’s interesting the point of the principle where this is a system where the companies are incorporated and where they declare to be agree wth the principles, nevertheless they are not obliged to go with them…
List of travels I have to do, without an order:
- Route of 21 days walking on the Annapurna mountains.
- Walking routes in the Tibet.
- Lisbon – Oporto by bike (330 kms).
- Cali – Quito – Lima – Arequipa with visit to the mountains.
- French Guayana
- Pirineos mountains from Portbou (Mediterranean sea) to Fuenterrabía (Cantabric sea).
- Munich – Milan (by bike 603 kms).
- South Korea.
From Happy Camp to Cooper City (California – 390 kms).
- Heysen Trail, in South Australia (From Parachilna Gorge to Cape Jarvis – 1200kms).
- Complete the 433kms between Burdeos to Sète by bike. Canal Du Midi (From Burdeos (in the Atlantic sea) to Toulouse) and Canal du Garona (from Toulouse to Sète, in the Mediterranean sea). 240km + 193km = 433km in total.
We are finishing the UAT and now we are in the controversy of classifying the different errors found by the test team.
At this point, the PM and the product owner are fighting against some “cosmetic details” that are classified as “errors”.
We are gathering all and we have to have a meeting to reach an agreement on them.
But, bringing this to the extreme of the absurdity:
In summary, funny times.
(Playa del Palmar, Conil, Cádiz)
Muchas veces ignoramos a los clásicos por ser muy leídos, por no aportar algo diferente o vanguardista… o yo que sé porque. El hecho es que los clásicos de la literatura son muy amplios y encontrar género literario adecuado al gusto de cada uno hace que ese clásico sea de muy buena calidad y grato de leer: por algo se convirtió en clásico.
El Arte nuevo de hacer comedias en este tiempo
es un ensayo escrito en verso, un clásico muy al uso en nuestro tiempo. Lope de Vega aludía al teatro de comedia, que como en el fútbol de nuestro tiempo, se convirtió en algo muy popular y que atrajo a mucha gente que antes nunca había reparado en el teatro como arte. Lope de Vega se queja amargamente de la atención exhacerbada que recibe este tipo de teatro en detrimento de otros tipos de teatro, defendiendo que otros tipos de teatro son posibles.
Él lo expresó así:
…y escribo por el arte que inventaron
los que el vulgar aplauso pretendieron,
porque, como las paga el vulgo, es justo
hablarle en necio para darle gusto.
If you know soccer rules, you know how clear is the “offside” rule but how difficult is to apply it.
As summary, this rule tries to be a component that helps to the defense just to cover a limit part of the field and in consequence avoid the big advantage of the attackers if the defense has to cover the whole field.
In projects, this rule is well defined if your project definition contains the enough levels of details. This point is key because to apply it makes you to be involved in different discussions where interpretations takes place, so define it well and you will avoid silly discussions.
On the other hand, if a referee lets the attackers to play offside so much times, he will have a problem once he would like to apply the offside rule.
He will receive a lot of complaints. Attackers will push the referee with phrases like: “…why are you sanctioning us now? … we were able to play in this way before?… what changed?…”
So you need to work the communications and align all the people in the same path from the beginning.
I did this picture to play with it an gain understanding from people: it works.
Yesterday we did this route with our bikes. 11 riders with a lot of energy from Gijón to Covadonga, doing it with a mixed route with a lot of tracks and local roads.
It was a pleasant day with a lot of anecdotes. I hope to repeat it next year.
I have assisted to a training course about agile practices for software development projects.
This picture was used during the session and I want to remind it:
It shows how the empirical process evolves through the time, and how it reachs its destiny.
All this has to be done with the right visibility, inspection, and adaptation.
Some reading for my summer time:
Gartner Magic Quadrant for Business Intelligence Platforms
There are interesting details that helped me to understand the position of Microsoft in this area and the evolution Business Objects is taking.
Open source solutions as Pentaho and Jaspersoft are mentioned but not ranked becuase they do not reach the minimum number of requirements.
Targeted Risk Assessment (TAR), that offers an integrated tool that helps on:
- Worker Exposure,
- Consumer Exposure,
- Environmental Exposure.
I have downloaded the first one (Worker Exposure), it’s an Excel spreadsheet!!
It allows the user to calculate predictions for inhalatory and dermal exposure (Tier 1 level) for the benefit of performing Chemical Safety Assessments.
It’s very easy to use,
- Open the excel,
- Allow Macros Execution,
- Read the “Notes before use” (it takes less than 1 minute, so do it).
- and go ahead.
You can find the user guide for “Work Exposure” here
You can find more information for TAR tool here
I have a problem with some aspects of the virtual work. When you need capable resources in your team and you have to look for it in different locations you face some problems:
- You don’t know these guys.
- You know their CVs,
- You can talk with them just some time during a phone call,
- You can take some point of view from their team leads (who you neither know!).
So you can understand what their capabilities are, but: where can I read about their commitment, how could I know that I can have it?
Ehhh!! people is always very professional…. probably yes, but I for me professional means a set of things and I need to understand that the person who is going to join my team is aligned with these features.
During this process, I don’t just look for capabilities, I also look for the commitment of the different people (the resource manager, the team lead, the person who is going to work).
I recognize to be a pain in the ass with this, I do a lot of questions, I ask a lot of details, but I just want to ensure:
- resource managers: do not offer me the wrong people for the team. Please do not waste my time !!!
- team leads really understand what I need (they have also to be professionals and accountable about what they offer).
- the person who is going to join the team is really aware about what is going to do and what is expected from the rest of the team.
My talks always go with things like: this person is going to be accountable of “this”; should be available to carry on with “that”; will have to face these technical gaps; has this guy overcome situations like “this”? how did he feel in that situation?
In summary, how easy is to find capabilities, and how difficult is to find commitment.
(Cué, Asturias, Spain)