Thanks. Well, some people would build a huge checklist of things to remember “the next time”, but the thing is that every project is special and the rough parts are always something new. I don’t really believe in this. I take it as a collective learning experience. I do know that the next time, something similar comes up, I’, going to take the drag factors a lot more serious, we have a few technical adjustments and we are currently working on getting a lot more behaviour driven…
]]>Now my comments:
I often find that it does require to change the method, as a new approach, game or meeting-form, When you do something new it tends to get people more involved, and subsequently activate the reflection on the project. This ‘shaking things up’ is maybe more a meta-method, but it tend to work if the meetings become to stale and repetitive. The downside is to be able to ‘compare’ learnings across methods (can team-members understand the different screenshots in the wiki etc.).
From my work studying creative process and trying to interview people on creative leaps, I have found methods similar to Moodgraph a good conversation starter. I conducted individual interviews with team members (groups of students), where they first drew a timeline over the project, plotted in the significant events (insights, sprints, design changes etc.) and then drew the fever-curve (Moodgraph) on top of it. I did not find anything surprising, but later the students have told, that the interviews was a valuable tool for individual reflection… But I still haven’t found a good way to make the insights explicit and carried over into projects (besides the obvious e.g. keeping deadline) – and I can see from the students work, that they too struggle with carrying the previous experiences into new projects. That always seem to be the hard part, especially in teams. Any suggestions?
]]>It is rather slow in virtualbox aswell, just did a test on this machine:
Boot windows 7 to login: 21 seconds
Boot Debian(With X) to login: 19 seconds
Another aspect of the same problem is, that this card is only played by managers that lacks a deep understanding of how the product is actually made. Not technical understanding, mind you, but an intuitive recognition that different actors play different roles in the overall process: All developers/salespeople/consultants are not equal.
By the way, have you ever heard management bang its fist hard down in the table and demand, that we ALL become better engineers?
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