Agile – criticism
Why Isn’t Agile Working? https://hackernoon.com/why-isnt-agile-working-d7127af1c552
Scrum master anti patterns: My take on this is:
<strong-feelings> I tend to think this is the wrong approach. I wouldn’t have published it like this, because I think it give a pile of ammunition for a dev team to defeat any scrum master, except for one slavishly adhering to the guide. It offers little support or perspective. Notice how everything is the Scrum Master’s fault. The scrum master is a human likely dealing with a bunch of tricky organisation ambiguity, and the ‘we know better’ attitude (help only offered by status escalation) will make things worse. So as a guide to firing your scrum master, Yes, but as something that will improve process, No.</strong-feelings> All that said, there’s useful stuff to watch out for here, but hey, hold it lightly.
Architecture
Architecture Decision Records
Michael Nygard: “Documenting Architecture Decisions” 2011. http://thinkrelevance.com/blog/2011/11/15/documenting-architecture-decisions
Theory of constraints
The Theory of Constraints is a methodology for identifying the most important limiting factor (i.e. constraint) that stands in the way of achieving a goal and then systematically improving that constraint until it is no longer the limiting factor. In manufacturing, the constraint is often referred to as a bottleneck.
The Theory of Constraints takes a scientific approach to improvement. It hypothesizes that every complex system, including manufacturing processes, consists of multiple linked activities, one of which acts as a constraint upon the entire system (i.e. the constraint activity is the “weakest link in the chain”).
Theory of Constraints (Lean Production)
Modern Development
Appreciative Enquiry
Appreciative inquiry (AI) is a model that seeks to engage stakeholders in self-determined change. According to
https://en.wikipedia.org/wiki/Appreciative_inquiryBushe “AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and thestrengths based movement in American management.”[1] It was developed at Case Western Reserve University‘s department of organizationalbehavior , starting with a 1987 article by David Cooperrider and SureshSrivastva . They felt that the overuse of “problem solving ” hampered any kind of social improvement, and what was needed were new methods of inquiry that would help generate new ideas and models for how to organize.[2]