Why we can’t just burndown everything

Prashad is the project manager for a new product. After reviewing the project scope, Prashad’s team gives it an initial estimate of about three to four months to complete, which is good enough for management. The project kicks off, and using Scrum along with a little bit of project management, the project gets underway. The first month goes quickly, there is great progress, and everyone loves what they see. But in the second month, things start to slow down — so, Prashad adds more resources to the project to compensate. But by the third month, there are real problems and it looks like the project will be late. Prashad adds even more resources. Now the team is almost double the original size. He adds a lot more quality assurance and testing support for the team, too, because a lot of problems are cropping up. The team cranks away, and they finish the project in the fifth month, and claim “success” because they almost hit the deadline (it was, after all, just an “estimate“).

But what about all those additional resources? Is it really success if the project cost twice as much as originally estimated? The problem is, that cost was never formally stated. It was never tracked as a metric, so the fact that the project went horribly over budget is quietly swept under the rug — at least this time. There are plenty of cases where the budget isn’t there, or the resources aren’t there, or the product just can’t ship late.

So, if so many projects are missing their mark, what’s causing the problem?

The fallacy of so called Agile methods

According to studies conducted by KPMG, as much as 70% of projects fail to meet their goals. In this case, “goals” mean quality, schedule, and function (or a combination of those). Clearly, being able to accurately estimate a project’s delivery date is important. Without knowing when a project is done, you can’t predict cost, plan business operations, or dovetail releases with marketing, training, and customer service.

Agile methods like Extreme Programming and Scrum make promises that, in my opinion, they can’t keep. For well over a decade we’ve seen an increasing trend in project failures, and a large number of those failures are the result of “unending projects.” Projects that go on and on, continuing to deliver improvement but slowly creeping over budget and never reaching an end state. Part of the problem is the lack of formal estimation and metrics.

Both Scrum and Extreme Programming dodge the entire issue of project life cycle estimation. They focus on the near term, providing estimates for the next one or two sprints. This works great if you don’t have budget or time constraints, but in the real world that’s rarely the case.

Burndown just doesn’t work

Most Agile methods don’t explicitly define how you estimate progress, but the most common method is burndown — the measurement of completed effort against the planned sprint goals. This is fine for a quick-and-dirty project but as a strategy it utterly fails to pinpoint problems with budget and timeline. For anything larger than a few months effort, it doesn’t do the job.

And the problem is, few of today’s engineers seem to be getting the formal education and training needed to use proper estimation methods.

There are better solutions than burndown

Earned Value Management, or EVM, is nearing it’s 40th year of practice. Throughout this 40 year history, EVM has repeatedly evolved to meet new demands as technology and innovation made new leaps forward. It’s a proven method for measuring progress and it’s been proven time and again.

Of the dozen or so software engineers I spoke with about this article, none of them had even heard of EVM.

Earned Value Management, as well as a variation known as Performance Based Earned Value® (PBEV), are my favorite choices for estimating a project. The PBEV approach provides an incredibly robust method for measuring progress and staying on top of your project. It’s only marginally more difficult than other techniques of measurement. And most project managers are already capturing the metrics needed to make it work.

PBEV is an improvement over Earned Value Management Systems’ (EVMS) national standard. It supplements EVM with guidelines for the integration of project cost, schedule, and technical performance — thus created a comprehensive and highly accurate method for measuring true progress in a project. The key here is integration of effort with schedule and performance.

Had Prashad been using PBEV, he would have had a very different experience. The early estimates would have been more accurate, since PBEV estimates the entire project. It would have measured not only resources and cost, but also the actual performance — the rate at which work is being done. Had the project gone off track, Prashad would have known much more quickly, and would have had a more precise picture of how to correct the project’s course.

There will definitely be situations in which PBEV is not warranted, and a skilled project manager will need to know when to use other methods, and why. EVMS, for instance, addresses only the quantity of work completed, ignoring cost and schedule metrics. The implication here is that a quick burndown or EVMS-based evaluation of a project might look A-OK, when in fact the only reason it’s on track is because resources are being thrown at it — and costs are skyrocketing.

Burndown versus critical path thinking

Burndown is a very simple method for estimating work effort over a short term. It explicitly avoids timeline, cost and performance metrics. That’s fine for projects that are not constrained by time, budget, or resources. The problem is, burndown is used as a defacto standard too often, on the promise that using an Agile method will deliver a project faster or cheaper than its alternatives. I don’t disagree on this front. Agile methods generally are faster and cheaper — but the question is, faster and cheaper than what?

Most business need to be concerned with time, money, and staffing. Projects that have those constraints need to think about the critical path — the sum of all activities to reach the end of the project. Having a solid understanding of the fundamentals of critical path management is important to managing any project schedule. Depending on the nature of your project, you may be able to rely on casual effort estimates — or, you may be required to carefully identify, analyze, and attack critical paths to shorten your project lifecycle and stay within stringent guidelines. Without understanding the principles, and knowing where to turn for more information, neither is possible.

I’ll revisit the topic of PBEV in a future article and provide more depth into how it can be applied to a project. If you’re eager for more information, check out Performance-Based Earned Value®, Paul J. Solomon, Ralph R. Young, IEEE Computer Society, Wiley Interscience, 2007.

First, care. Care intensely.

Excellent advice found on 43 folders: Before you sweat the logistics of focus: first, care. Care intensely. We spend a great deal of time working on “engaging the team” or engaging ourselves when what we really need to do is find the willpower to focus on the foremost problem at hand. As Merlin points out, “Obsessing over the slipperiness of focus, bemoaning the volume of those devil ‘distractions,’ and constantly reassessing which shiny new ‘system’ might make your life suddenly seem more sensible–these are all terrifically useful warning flares that you may be suffering from a deeper, more fundamental problem.”

Why Agile isn’t enough (and why it doesn’t work)

Agile methods are powerful tools when used properly — but as with all tools, they can be misused. The critics of agile methods are many and vocal, often looking at agile as a host of poorly thought-out and incomplete “shortcuts” that fail to get the job done. And with  90% of projects failing to meet objectives, the criticism is valid.

So is Agile just hype or is there something to it?

There are strengths to the agile way of thinking, and many of them bring useful perspectives to software and systems development that are new and even revolutionary. Here are some of the things that work — and, potentially, that radically change our old-world practices.

Whereas most legacy methods stem from industrial process — that is, assembling a product using a set of defined, predictable steps — the agile method is empirical. It recognizes that development is more like invention and research, more akin to scientific study, than assembly. This empirical nature is at the heart of the agile mantra: Deliver, measure, adjust and repeat. The strength of this approach often bears itself out in fantastically hyperproductive teams that deliver working product far more quickly than legacy methods, such as waterfall, could ever achieve.

Agile does this by cutting through complexity. Every agile-based methodology focuses on simplification of otherwise complicated problems. For example, XP and Scrum both emphasize development of near-term, complete deliverables. This means carving out tangible and reasonably independent pieces of work, focusing on that work, and then — at least as much as possible — moving on to other work. This approach requires that large, complex problems are broken down into manageable pieces and thought of on a micro-deliverable level. Likewise, this approach minimizes ceremony and eschews as much procedure as possible. Some agile methods go to extremes in this regard, focusing entirely on delivering work product and not at all on procedure. This translates into minimizing complexity on a large scale.

Closely related to eliminating complexity is agile’s focus on progress measurement. Most agile methods measure progress chiefly, if not exclusively, in terms of delivered work product. Most methods also are quite stringent in defining progress only when finished work is delivered, which means you can’t work for nine months on a single big feature. Instead, micro-deliverables target key features, deliver those features into the customer’s hands, then moving on to new features. This can be a huge strength because the customer gets working product in-hand to review early, and often. It involves the customer early in product evolution, leading to a host of benefits including better product targeting, prioritized development and improved quality.

These characteristics of agile methods combine to fundamentally change the way software and systems development is practiced. Agile also empowers individuals to become stellar performers. In fact, all forms of agile rely on this to some degree — with more lightweight agile methods being completely dependent on individual empowerment. The idea is that an empowered team will leap over constraints to get the job done, no matter how “out of the box” the thinking needs to be. It’s a refreshing concept and one that can indeed be supremely successful, but it does require the team to embrace the idea wholeheartedly.

Another benefit, at least in some situations, is the creation of self-organizing teams. Partly because of the light ceremony, the fast pace, and the penchant for empowerment and accountability, teams become self-organizing. This works when the team has the right make-up, as individuals step up to take on tasks best suited to individual skills. Self-organized, empowered teams become very powerful and very productive, provided that the team members are up to the job.

There is absolutely no doubt that agile methods make it possible to get things done quickly. That’s what it’s all about, after all. The real question to me is how much of this tradeoff is really desirable? How often do we want to eschew process and maturity in favor of getting things done quickly?

More importantly: Can we effectively merge the best attributes of Agility with the most valuable benefits of established processes and standards?

Why Agile doesn’t work

When an agile project fails, it generally does so spectacularly and predictably. The common failings of agile-based projects are just that… common. We see the same problems over and over again, and this has become the basis for many critiques of agile methodology. After all, if we keep seeing the same problems crop up again and again, isn’t this proof enough that the process is flawed? This becomes clear in hindsight, so why do we continue to see 90 percent of projects missing the mark?

The fact is, agile by itself is just one tool in the toolbox that should be applied with other implements of the trade. In my experience, the problem comes in most often because small- and mid-sized organizations experience brilliant success with agile and then assume it can work everywhere. They throw out the toolbox (or perhaps never buy one in the first place). Yes, agile can succeed. Yes, it can deliver fantastic productivity and stellar results. But not always — in fact, I will go so far as to say not often.

This isn’t because of agile’s limitations. Instead, it’s because of overconfidence by those putting it to use, and the mistakes an immature organization makes as it grows and applies it inappropriately.

Immature companies and teams are cutting their teeth, again and again, on the limitations of agile.

All agile methods make it easy to oversimplify complexity. In fact, agile’s strength of eliminating complexity might be better stated as “ignoring complexity.” There are appropriate situations for this but, more often than not, ignoring complexity leads to problems. Most business cases don’t call for undefined delivery dates or loosely changing requirements and partial deliveries. These are risks that most business models are incompatible with. If the risks aren’t something that your business can sustain, adopting a purely agile process is taking a huge gamble.

Likewise, focusing on the near-term is an agile attribute that introduces a lot of unknowns into the business-end of an equation. Few people will contend that agile is appropriate for mission critical efforts such as, say, launch vehicle development, as sometimes requirements need to be set in stone before anyone starts development. But what about situations where some degree of fuzziness is acceptable or even beneficial? Agile advocates compatibility with change, sidestepping change control procedures that would otherwise place tight controls over requirements. Requirements change carries with it a heavy burden, particularly when it comes to the cross-organizational impact to marketing, budget, quality management and the customer. However, cutting change control, requirements management, and configuration management from the process can lead to long-term disaster that the short-term perspective of most agile methods will overlook.

This theme of reducing structure and control has cut out many waterfall-origin processes. The danger often manifests as small-scale agile projects are successful, leading to wider-scale adoption of agile. But, as the projects grow in complexity and criticality, major missing components in the process become evident. For example, no agile methods today integrate comprehensive quality assurance procedures (in fact, thanks to some early mistakes, such as MIL-STD-498[#], most people think quality assurance is software testing — it’s not). Structured software testing often becomes an afterthought, and risk management programs tend to be regarded as “fuzzy disciplines.” Yet, these are the processes that successfully put man on the moon, that develop health care and financial services systems, and ensure that nuclear plant regulatory systems don’t fail after delivery. Of course, there is a cost to each of these processes, and every business needs to weigh the cost-benefit of adopting more process against cutting those processes. This needs to be an on-going evaluation, made as projects, organizations, and teams evolve — it’s not a decision that stands alone.

From a purely hands-on, management level, agile methods pose “people problems” as well. The strong emphasis on self-organization and empowerment can easily backfire. The former relies heavily on people that are capable of self-management and self-direction. Not everyone can live up to that expectation. The latter, delivering empowerment to the team and individual, can lead to a hero mentality and silo’d teams that refuse to play well with others. As projects grow in size, complexity, and dependency on other teams and resources, these characteristics become the drawback of an immature organization.

Almost all agile methods oversimplify valuable processes. In some situations, the project survives the oversimplification. Sometimes the business is tolerant of the fallout. In every case, agile methods expose the project to risks that stakeholders should be — and often are not — aware of.

What to do about it

We need to be cognizant that one solution does not fit all problems. While an agile method such as XP or Scrum may have led to success in one project, this doesn’t make it a foregone conclusion that it will do so again. Each project is different, and organizations evolve over time. Adopting one process to solve all problems is a sure recipe for failure. On the other hand, having a well-versed team that can draw on several methodologies, as appropriate for the job, is a recipe for success.

If your organization is looking for the one-size hammer to hit every nail, make sure it’s as configurable a hammer as possible. Don’t choose something that is either too lightweight, such as XP, because many projects will overreach the capabilities of such a lightweight process. Likewise, don’t try to implement a full-on waterfall style methodology either because, while definitely thorough and capable of getting the job done, it’s just overkill for many smaller projects. If you must choose a single process, pick one that’s efficient, borrows from both agile and waterfall, and is highly configurable, such as Rational Scrum or the Rational Unified Process. Both of these have the maturity to deliver large-scale projects, but also support starting small and adopting minimum ceremony.

A better awareness of what specific agile practices can and cannot accomplish is key. For example, Scrum is not a development methodology, and it cannot effectively deliver software or hardware projects unless it wraps itself around one. Yet today many organizations are employing Scrum as if it were a development methodology. I’ve even seen an organization of several hundred developers “force fed” Extreme Programming from the top down. The outcome of that particular operation: Mid-level management hid the fact that they didn’t use XP from top-level management after everyone realized what a mistake it was. Perhaps we’ll have to wait for mature standards in education and certification to evolve, but personally I’m not sitting idly by.

One of my personal pet peeves in the technology industry is a relative lack of standards and qualifications. Would you go to a doctor that didn’t have a medical degree? Would you hire an architect that didn’t have an appropriate engineering degree? Yet we hire software professionals (much less often hardware professionals) without adequate education, current qualifications, or meaningful certifications. For that matter, the proliferation of meaningless qualifications (such as Scrum Master certification) continues to weaken the industry. In the long run, we need better standards regarding education, accreditation and certification.

Understand agile methods for what they are. Keep in mind that lightweight process carries risk. Use the right tools in the right situation.

Coming full circle

If we add all of these things to agile methods, won’t we just end up using waterfall process all over again?

I don’t think so. Waterfall-based process, the original behemoth processes born out of industrial process, are widely recognized as inefficient. There are tremendous advantages to pressing forward with a merger between waterfall practices and agile practices. I hope the end result is a new generation of software and hardware development methodology — a generation that we’re just starting to see as processes such as Rational Scrum come to the fore. It’s time for development methodologies to evolve, and there’s no holding that back.

Fix your boss (or, reduce risk to quality using a matrix approach)

How do you ensure that one person doesn’t derail your entire project? Most of us have been there before, unfortunately. Maybe it’s a co-worker who doesn’t work well with the team. Maybe it’s your boss, who has to oversee every single decision even though he’s an overtasked bottleneck. Either problem poses a critical risk to your project: Delays, mistakes and rework because one person isn’t part of a streamlined process.

Probably the most difficult situation is the latter — a boss that’s too hands-on, or perhaps an external resource that is too busy, yet absolutely must approve every decision. The story usually goes something like this: He’s a great guy, pretty easy to get along with when it comes right down to it — but he’s also insufferably “hands-on.” He’s just got to review every critical decision, contributing, fine-tuning and tweaking until it’s just right. This micro-managing mentality is causing all kinds of bottlenecks: Decisions are held until the last moment, changes are made late in the game, and your entire department suffers — staying late to “catch up” after your boss delivers his final word on any given issue. But here’s the real kicker: He’s good at what he does, and even though it creates internal chaos the finished product is that much better for his input.

QS1Consider the image to the right: A critical “quality spike” representing the single project resource that is overloaded. This resource does raise project quality, but the spike also represents a huge bottleneck to the project.

Your department has tried everything: Getting him involved earlier in the game (it doesn’t work, his schedule is booked and it always presses to the last moment); Involving other review sources so your boss’ input is minimized (that helped a bit, but the other sources don’t like it when your boss overrides their contribution); You tried publishing the “departmental cost” figures that show all this inefficiency (but the powers-that-be seem to feel this is “just the cost of doing business”).

This is not a simple problem. It gets right to the root of the dynamics created in working teams. How can the situation be improved, realizing positive gains in a habitually entrenched process that some recognize as painful, but overall is regarded as good enough?

There are really two issues that need to be dealt with here. One is obvious, one perhaps a little bit less so. Most strategies up until now have focused chiefly on the primary goal:

“How can we minimize the negative impact of a critical resource (our ‘hands-on boss,’ for example) that doesn’t work efficiently with your team?”

The problem with this approach is that it attacks an entrenched problem head-on, and often does so using a single head-on approach to solve the problem. When an attempt fails, that approach is discarded and another tried. The principle flaw here is that each attempt to solve the problem is, in and of itself, not effective enough to get the job done. A secondary flaw is that each separate attempt tends to get lost in the chaff of day-to-day operations. We all know there’s a problem, but nobody is really tasked with studying it, compiling the entire scope of the problem and its impact, and somehow bringing about a solution.

For example, when your department produced some figures on costs to the organization, those figures clearly showed that, through inefficiency, rework, and last-minute changes, your team suffered. You even went so far as to tie it to actuals, a dollar figure that represented all that overtime and rework — but, it was accepted as “the cost of doing business.” Since it didn’t work, it was discarded — but the fact is, it’s only part of the overall puzzle.

So the head-on solution won’t work. Let’s consider a more subtle approach to the problem:

“How can we make the critical resource less critical?”

This would achieve the same result, but it’s really an entirely different problem — one that can be attacked somewhat obliquely. Rather than focusing on how to change the way your boss works (aka “the critical resource”), try focusing on changing what your boss needs to work on.

The first step toward a solution is realizing that solving this problem is a project, just like any other. It needs a project lead and sponsor. It needs to be handled as an iterative project, and the team needs to recognize that incremental improvement toward an ideal is acceptable. You aren’t going to discover a single silver bullet that solves the whole problem — that’s just not the nature of human team dynamics.

Make it a project initiative

Once your “quality improvement project” is up and running it will snowball. Here are a few steps that will get the ball rolling:

  1. Initiate the project. Don’t think of this as a “workplace problem” that needs to be fixed in the short term. Instead, create a project initiative around it and get some mindshare going. Someone is going to need to lead the project, even if it’s unofficial — that person will keep the forward momentum.
  2. Focus on making many small improvements across the board. For example, in the case I described above, consider how involving other review sources did in fact help, but not always. That’s an incremental improvement, and it raised the quality of the project a little bit.

QS2Now, consider the impact of this approach over time. If numerous improvements can be implemented, and each one raises project quality just a little bit, it has an inevitable outcome: Your boss is going to have less to worry about, and less to be involved in. This is shown visually in the second image — as the overall quality matrix delivers improvement across the project, the “critical spike” that represents your boss’ workload begins to shrink. This is a quality matrix at work.

The goal is simply this: Dilute the need for your boss to be involved in every decision, by raising the bar in as many places as possible. You will gain a “double whammy” by not only reducing the amount of work he needs to contribute to, but also by increasing his own efficiency since he’ll have less to worry about. The bottleneck will begin to dissipate.

Assemble your team

Get involvement from everyone that’s affected by the problem — your team, your peers, other departments that might be affected. Of course, part of the finesse in this kind of project is to make it clear exactly what problem you are solving without making the project sound subversive or offending the wrong people. Your boss may be a terrible bottleneck, but also remember how valuable he or she is — this isn’t about cutting him out of the picture, going around him, or changing policies you don’t like. It’s much better to focus on things like qualitative improvement, streamlining projects to avoid inefficiency, or developing lean principles. Make it positive, in other words.

Identify key risks

Your probably already know what the main pain points are. Your team experiences them all the time: Loss of productivity, overtime, last minute changes, introducing new errors, reworking something that could already be finished. These are the lesser symptoms of an endemic problem: What are the potential risks if the problem goes unaddressed? Certainly continued loss of efficiency, higher expenses to the company and lower employee satisfaction come to mind. Perhaps there’s even a trend of some team members transferring out of the department to find a better working environment. More dramatic effects can include missed product deadlines, problems with released products or lowered perception of the department’s attention to quality. All of these can have a real financial impact on the company.

Identify those risks that are most significant. Those should become the focal point for initial improvement. This is a “risk driven” model, where high risk is identified — in other words, the most painful or potentially painful result of the problem gets the most attention as early as possible. Generally it’s best to tackle a few things at a time. While the list of risks could be very long, if you try to solve every problem at once it’s going to be overwhelming.


Once you’ve identified the top few risks, pull together your project team and identify candidate solutions. You’re designing something new here, so it’s going to seem like brainstorming — which is exactly what it is:

  1. Can more attention from outside experts improve the overall product, lowering your boss’ need to be involved?
  2. Would the quality assurance organization be a helpful partner in achieving this?
  3. Could changes in the project timeline better accommodate your boss’ hectic schedule? Perhaps driving for earlier involvement (or longer project schedules) would help.
  4. Can the team multitask, effectively putting several critical paths into play so that if one gets stalled waiting for your boss, the others move forward?
  5. Would better tracking systems and information management help solve the problem? Perhaps your boss would benefit from a system that brings more organization and immediate answers directly to him.
  6. Perhaps greater visibility into the project timeline and reasonable deadlines would both improve responsiveness and provide some firm schedule guidance.
  7. Information radiators (such as task boards, timelines and assignment lists) might help keep people up to speed on overall project status (and what has moved from “medium” to “high” priority).
  8. A widely accessible system that assigns tasks and prioritizes those tasks would increase visibility of current goals as well as get everyone united about what needs attention first.

Every organization is going to discover different solutions that help its specific situation. It will likely take time to hit on the first few steps that move in a positive direction — but those are the ones you want to hang on to.

Include a quality improvement element

Organizations that have the benefit of a formal quality assurance and improvement group should try to leverage the group’s knowledge. Quality assurance is about auditing and measuring progress toward improvement. Most quality assurance groups tend to be very good at measuring improvement over time, and putting that knowledge to use will help in gathering metrics and identifying what’s working, and what isn’t.

Track your progress

Measure, act, measure again, and adjust. This is the heart of most agile development methodologies — and most scientific methods.

The most important thing to do is realize when improvement has taken place. That means tracking information — metrics — about your organization’s efficiency. This can seem pretty amorphous when dealing with a problem such as this. Remember that it comes down to improved efficiency of individuals. Some teams will have simple metrics that are easy enough to track, such as number of projects completed on a monthly or quarterly basis, or number of cases filed. When all else fails, the number of hours committed to rework is a great metric, because it tracks directly to risk identification and mitigation up front. That is, if you properly identify a risk and mitigate it early in the project, the amount of time spent in rework related to that risk goes down.

This is one reason it’s important to have everyone affected by the problem involved: It’s going to require everyone to look for these signs of improvement. It might even require tracking hours spent in rework. Fortunately, with the goal in sight (less time spent reworking and fewer overtime hours) it shouldn’t be too hard to commit people to some moderate tracking.

Gather metrics on what works and what doesn’t work. Emphasize incremental improvement as a desired outcome: Track the results of each effort, and keep the best practices. The important thing here is to demonstrate improvement over time, so that everyone sees each action as contributing to the solution, not as a failure in delivering the end result.

One of the most important goals in creating a project mentality is the positive group effect. Seeing each practice as part of a solution keeps it alive — as opposed to trying something and perceiving failure. As the team, department or company works together to deliver a solution it becomes a self-reinforcing effect. Even your boss might notice, and actively start to take part.

Scrum is not an agile methodology

People have lost sight of the fact that Scrum is not a methodology. I see comments such as “Scrum is killing agile” and it drives home, with emphasis, that there’s a huge disconnect between understanding what an agile methodology is and what Scrum is (and I know I’m beating a dead horse, but it’s important — because Scrum is not a methodology!).

Let’s start at the beginning and reiterate this original statement from Schwaber and Beedle, the creators of Scrum:

Scrum is a management and control process that cuts through complexity to focus on building software that meets business needs. Scrum is superimposed on top of and wraps existing engineering practices, development methodologies, or standards.

Scrum is a process. One process, that must be taken and combined with other practices, methodologies and standards. A process does not, in and of itself, create a methodology and for this reason I say that “Scrum is not an agile methodology.” I might even go so far as to say “Scrum is not Agile,” but that’s misleading — because as a process, Scrum is compatible with and enhances agility, either taken as an “Agile methodology” or a general practice of being agile.

As Scrum has become more of a buzzword it runs into this dichotomy more often. I experience this frequently with my clients, where the dialogue goes something this this:

Me: “So, what methodologies do you follow?”

Client: “We use Scrum.”

At this point, I feel as if, say, I’d asked for a bowl of fruit and being given a bit of jam.

Me: “Yes, but that doesn’t answer my question since Scrum is a management process, not a methodology — do you use any development methodologies?”

This last is often poorly received. It’s at this point that I typically remind my client the reason I’m here is because they’re having trouble, and the reason is likely because of poor internal processes.

Methodology is a body of practices, procedures, and rules used by those who work in a discipline or engage in an inquiry. In the context of software and systems engineering, it specifically addresses how we manage the conceptualization, specification and delivery of the software. Scrum does not cover any of this. Scrum is just a management process that can be applied to pretty much any business situation.

A good methodology is going to provide a framework in which requirements capture and management is specified. Project parameters and management criteria, such as reporting structure, authority and responsibility, status management and progress management will be specified. Program assessment goals and objectives will be specified. Assessing organizational capability and planning growth or acquisition may be needed. How requirements are stated, what depth they must go to and what standards must be met, and how to manage change in requirements will be specified. Likewise, quality assurance processes will be set forth (for example, audits and controls will be put in place to ensure requirements meet agreed upon standards). Testing of the product will be standardized as well: What techniques will be used, what are the goals of the test program, and what will the output of the test program be? User acceptance standards should be specified and usability testing programs implemented. Transitional phase operations, often overlooked until “after we’re done,” need to be planned and prepared for — and then executed. Scheduling, resource planning and budget management are of course a key component of any well-run program. And through it all, meaningful measurement criteria must be established and communicated to stakeholders.

Scrum touches only the tip of the iceberg in regard to much of this. This is intentional: Since it’s designed to work compatibly with just about any methodology, Scrum explicitly avoids putting too many constraints in place. More than anything it’s intended to refine an existing methodology and process, improving its productivity through streamlining.

Of course, sometimes Scrum is all you need. A sufficiently senior team, comfortable with the problem domain, combined with a project of reasonable size and a business that’s willing to launch without a clear end-point can work. But more often than not, one of these four essential elements is missing. Perhaps the business isn’t comfortable with an undefined, vague end-point (they may want to know what the budget is, or have a hard launch date). Perhaps the team is new, hence the necessity for more structure and measurement. It’s a rare situation that we can dive into a project with no methodology, only the Scrum process, and come out the other side in a favorable position. Sometimes it will work, but it’s a gamble — and often a gamble that the business isn’t willing to bet on.

I’d like to stop hearing “we use Scrum” in response to the question “what’s your methodology?” It’s great to say, “Rational Unified Process with Scrum to streamline it” or perhaps “XP with a Scrum wrapper so we have better visibility,” but please don’t try to deliver software with “just Scrum.”

Collabnet acquires Danube

Is ALM at odds with Agile? Application Lifecycle Management is often perceived as a traditional waterfall technique, but not always. Collabnet clearly believes there’s a convergence between ALM and at least Scrum, a process that is well-known as an “agile-oriented” technique for improving project efficiency and visibility. According to Bill Portelli, CEO of Collabnet, we could be seeing “by and large, a move away from waterfall because it is sequential and it doesn’t have the customer intimacy” of more Agile-oriented processes. He’s quick to point out that there’s no single right answer to every situation though. Read more about Collabnet’s product acquisition and hear an interview with Mr. Portelli.

Not a panacea, but trying: Comindwork is attractive

Management tools probably don’t bring to mind excitement and visions of “getting things done” the agile way. Nevertheless, it’s an important aspect of running any project — whether agile or not — and there are some tools, believe it or not, that are easy to use, hugely helpful in managing a project and sometimes even a little bit of fun.

One such tool is comindwork.com, a fabulously rich project management software as a service (SaaS) site. While not right for everyone or for every situation it’s definitely worth taking a look at.

Comindwork combines over 250 project management related capabilities under one roof, yet does it with a web interface that is, by and large, a breeze to use. Some of the strengths of the service include traditional project management tools, knowledge management, collaboration tools, information sharing and versioning, and both agile and traditional waterfall management tools (e.g.: think Gantt).

The entry point is easy, and that’s another strength for comindwork: A small team can get started for somewhere around $20 a month (for teams of 10 or fewer, it’s $1 per day that you actually use the service — if nobody logs in, it’s no charge). This offers up a wealth of really advanced tools at a fraction of the cost of most large scale management infrastructure. For companies that don’t have a system in place, it’s easy to give comindwork a spin.

Here are a few of the things I like about comindwork.

It all starts with the personal dashboard. I’m a huge believer in personal (meaning, customized and personally relevant) dashboards, especially if they follow the basic principle of “Getting Things Done” methodologies. Distraction is bad, focus is good:


With the project dashboard, you can:

  1. Get a bird-view on all activities where you are involved, see who changed what and when
  2. See your nearest milestones
  3. Check team members’ status and mood
  4. Easily access detailed project-specific dashboards

It offers both traditional (meaning, typically, “large scale”) project management and agile management philosophies living under one roof. At first glance I was taken aback by any system that can claim to offer this mix of tools, but comindwork manages to pull it off. On the traditional side, there are Gantt charts and round-trip import and export of Microsoft Project files, not to mention a whole host of reporting capabilities. On the agile end of the spectrum, to-do lists, tasks and very easy time tracking support simple progress monitoring. Unfortunately, burndown charts have yet to make an appearance, although there’s enough information available that they may not be entirely necessary.

Knowledge management and collaboration are central to the product. Blogs, to-do lists, milestones and business wiki support which codify and share tacit knowledge are tightly integrated into the project. In fact, one of comindwork’s strengths is that so many services are so tightly integrated. For example, linked business wiki entries, tasks and time commitments can be shared and kept up-to-date, with progress being reflected in round-trip Gantt tracking in Project. Notifications of all activity take place automatically, sending out instant email messages or daily digests that summarize project activity.

One of the problems I’ve run into with customers that have no pre-existing system is simply keeping track of all the project artifacts and versions of each. With email flying everywhere, documents being authored, and half the team not knowing how to use source management repositories, how can you hope to keep track of every artifact the team produces? I like to implement a policy of “email doesn’t exist,” but this means you need a tool that’s going to support the policy.

In other words, if someone wants to get something done, it should be in a system, not flying around in email. The idea of half a dozen versions of a document living on everyone’s desktop is just unacceptable to me. Comindwork provides file versioning and drag-and-drop upload. This makes it possible to implement the “email doesn’t exist” policy, and comindwork does a great job of delivering an easy to use tool:


Having a convenient and ubiquitous place to store project artifacts makes it easy for the team to share, manage, and collaborate. Comindwork put enough effort into the interface that it’s not painful:

  1. Create a convenient tree-structure of your documents
  2. Make common actions on a set of files (mass-delete, mass-move)
  3. Provide comments to any file version
  4. Versions are stored automatically whenever you upload a file with the same name. Check all revisions and easily revert if required
  5. Use drag & drop area for native multiple files upload

You can even email files directly to a folder in your comindwork project.

For more demanding projects, you can design custom workflows to support the security, policies and customer demands of the project. This is an essential tool in my mind. Any project management solution needs to be able to grow with the project. Custom workflow makes it possible:


You can create graphical representation of your business process, modify the process with appropriate business rules and make sure your project is enforcing necessary policy:

  1. Define, control and track states and transitions in your business process
  2. Encourage process automation and standardization
  3. Break your business process into easy to follow step-by-step workflow diagram
  4. Reconfigure your business process as needed
  5. Clearly define your business process and avoid miscommunication and inconsistency

If you’ve been casting about looking for how to get project tracking off the ground, take the quick tour and see what you think. It’s not a panacea that will fit all project’s needs, but it is a very solid tool that’s been seeing a lot of success lately.

If you decide it’s not for you, take a look at Atlassian’s JIRA too. JIRA is by far my favorite project management tool, especially if you’re agile-oriented. It requires a bit more of an up-front investment to get off the ground (both in terms of deployment and financial cost), but in my opinion, it’s one of very few first-rate tools available today. I’ve been trying to finish a detailed article on JIRA for some time now, so check back in a bit.