An experiment we did about whether you could measure the skills of people and based on this put a team together the covered all skills needed.

1. CAN YOU MEASURE A WELL
BALANCED TEAM?

3. Can you measure a well rounded team?

4. Roles within agile organisations

5. What were we trying to achieve?
• Understanding the different skills
• Roles with the same name doing different things
• Different roles doing the same thing
• What were the common areas, what was specialised?
• How could you identify if you had the skills needed on a team?
• Different projects may need different skills
• Could you put together a team based on these profiles?

6. The Experiment - Quantify
• Where do we spend our time today?
• Common between roles
• Quantify what you do now
• Where to start?

7. Key areas (BA focus)
• People and Process
• Analysis
• Product
• Technical

8. Where do we spend our time?

9. Tools
• Excel
• Of course!

10. WHY 155?

11. Here’s what it looks like
• Each person created a spreadsheet
• Why 155?
• Filled in for what we spend time on and want to spend time on
• Extracted into powerpoint to visualise results

12. The parts..

13. • Alignment
• Non-alignment
Putting it all together...

15. Skills Graph

16. Extending to a team
• Can we overlay different people’s graphs?
• What if all the team members had a graph
• Just a matter of numbers right..
• Would this result in a well rounded team?

17. Overlay the graphs
•A well rounded team?

18. Outcomes
• Career plan discussions
• Able to identify areas for growth
• Are you doing what you want to do?

19. What did we learn?
• Huge diversity in the roles
• Open to interpretation, both in completing spreadsheet and viewing
results
• Visual vacuum between current and desired
• Great for collaboration
• Helped people identify career goals and directions

20. ITS GETTING PERSONAL

21. WHERE TO NEXT?

22. Where to next?
• Discussed extensions
• Could it be generalised across other areas e.g. devs, QA
• Does every role have as many facets to it
• Compress to X attributes per key area
• Everyone could have a profile
• Extend to other areas of the business
• Take over the world!

23. CONCLUSIONS

24. Conclusion
• Great for collaboration
• Built relationships
• Identify what you do and where you want to go
• Visualise career goals
• Experimented and iterated

25. Conclusion
• It is not desirable to measure a team like this
• Objectifies people
• Misses the dynamics of the team
• May remove space for people to grow as all skills covered
• Would people be “selected” for team - What happened to self selection?
• Very personal – admitting where you want to go

26. It was a very interesting ….
EXPERIMENT!

27. Want to try it?
http://bit.ly/MeasureTeam

28. • Janet McLean - @janetemclean
• Paul Matthews - @pmforpm
• MYOB - @myob @myob_geek
• MYOB Tech Blog - https://underthehood.myob.com/
• Careers page - http://myob.com.au/careers
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