8th Light Blog

There is no perfect software. At least I have never seen it. Bugs and minor feature changes are indications people are using your software. Real users hit a system in ways that no control group can, and on non-critical applications, this is the best way to test your software. Let people use it and see what happens. This is goes in line with the agile philosophy of release early and often. Get your application out there as fast as you can, so you can mold the finishing touches around the real users experience rather than a faux-environment.

There is some conversation about what is and what is not a “bug” in the software world. That is not a conversation I would like to partake in here, so lets call both bugs, integration items, minor feature enhancements, and things that fall through the cracks of development tweaks. It doesn’t matter what the nature of origin is, these are all things that MUST get done.

After the release of one of our products, a load of tweaks came in from the customer. As proud craftsman, we decided tweaks were our responsibility, and we would take them on in addition to our normal iteration. So we started to do them, to the detriment of our iteration. We accomplished only about half of our iteration’s velocity.

The next iteration, much to our surprise, we were twice as busy with production support. This is about the time that a developer looses a little faith. What did we miss? Is this high quality software we are writing? So we lost even more velocity when it came to iteration 2 after the release. Also, the customers were now unable to accurately plan new features moving forward due to an unstable velocity.

It is so hard to predict or estimate production support and tweaks. However, we needed to be able to so that the production support didn’t leave such a footprint in the project. It felt and looked like we were not getting very much done, even though we were working harder than usual. It was the time being put into a vacuum and being unaccounted for that was troubling the project. It also had a negative effect on the morale of the team.

We came up with a card, we call the “Production Support Card.” The amount of the iteration’s velocity this card took up was calculated by the amount of time we spent on production support the previous iteration averaged with the amount of time allocated for that iteration(sound like a familiar formula?). It is added as a card to the next iteration. If the developers only spend 6 of the 10 points on production support, it is expected that they will complete 4 points worth of stories, which are automatically entered in the iteration. For the first iteration where it becomes apparent that we need a production support card, we set the point value of the card at 0 and track how much time we spend, bumping out of the iteration the least important stories if needed.

So, what does this tracking buy you, if you have to spend the same amount of time on tweaks? First, it allows transparency to the customer about what you are working on that week. When they see your normal velocity of 20 points turn into 5 points, they have a right to be worried. When you say, in a defeated voice “we were fixing bugs,” they also have a right to worry about the stability of the code you have been writing, even though this spike in minor changes to the application is a part of the normal process.

Second, it raises the moral of the team, because they are working towards a specific goal, to remove the production support cards from the iteration. Also, we get the satisfaction of maintaining a velocity in points, which is something we know so well it is hard to work without.

It takes a few iterations, and the team squeezes the life out of the production support card, putting you back on track. After those iterations, the footprint goes from sasquatch to mini-me.

It also helps the customer plan around production support. Their time lines and release dates are made from a projection of feature difficulty to development’s velocity. Over a long period of time, the velocity normalizes, and it hurts the projections to have hiccups. If you have production support data, you can predict about how much time around a release you will loose on the initial release of brand new development.

One of the famous studies on peer pressure was the Stanford prison experiment. A group of average people were selected to play either a prisoner or prisoner guard. As the participant became engrossed in the role, the peer pressure from other participants quickly degraded their moral compass. The small negative actions lead the groups to quickly fall into patterns of behavior which were unlike their own.

I see peer pressure work in the same manner for good all the time. Since software is written by teams, the software is often a reflection of how well the team works together more so than individual skills of the developers. When you have a group of developers who entice each other to do good work, the outcome can be great work.

Creating a culture of positive peer pressure is about doing lots of little things. Small positive actions will lead the team to create positive patterns of behavior.

Here are different techniques which have worked for different teams I have been a member.

1. Name your team, not just your project. This gives me as a developer some self-identity as part of a team.

2. Greet your team mates each day. We shake hands to show respect each day for each team member. We generally start and finish each day with a handshake. This can alleviate tense situations by itself, as personal contact often does. No chance to avoid a team member.

3. Do some activity everyone enjoys. Anything from eating lunch together to playing a competitive game as a team. We have played basketball together. Being competitive with my team gives me pride in the team, win or loose. Get to know your team members.

4. We keep a good supply of coffee, tea, snacks, and gum for each other as gifts. This act of giving to the team promotes the selflessness any team needs from its members top succeed. There are different levels of skill on a team, but each team member is important. It is difficult to write software for any project of magnitude without the full contribution of each member of the team.

5. Switch pairs pairs often. When you work with everyone on the team, you feel closer to everyone on the team.

6. Talk while you pair. Reading someone’s mind takes more effort than talking. Talking aloud also is a great way of brainstorming. Pair communication starts when words become sound waves.

These small things can improve the accountability and creativity to make a well functioning team. A happier team will become a creative and productive team. A team that has a strong sense of togetherness will lift each other up when needed. I find myself more willing to step up to daily challenges with the support of the team on my side. There is no place for apathy and complacency in a team which has pressure to succeed.

When the team succeeds, as positive teams often do, it becomes a group success and brings the entire team great pride. A team which pressures each other to do better can turn an average developer into a great developer.

Removing the religion from software development

I had feared those words. I’d often been tempted to use them myself, but something told me I shouldn’t. As I sat in a planning game on a previous job, I heard the words. They still make me cringe. “We can’t do it that way. That’s not Agile.”

I’m a big fan of agile. I’ve long been convinced that the agile movement truly is uncovering ways to do software better. It’s revolutionizing the way that companies approach software. At 8th Light we’re using Agile to help us deliver the highest quality software possible to our clients. I wonder though, how exactly something can be classified as un-agile?

What is Agile anyway? Can it be measured? Can one thing really be more agile than another? If I had a yardstick and I was going to measure Agile, what would the markings be along the stick? What units would I use? ‘Points’ has already been taken, so maybe I should invent a new unit. I’ll call it the Agl. For every hour of pair programming an organization does it gets 10 Agls. Unit tests are worth 1 Agl each. Acceptance tests get 100 Agls. I’d use negative values too. For every page of documentation written, an organization looses 40 Agls, but the group running in iterations gets 1000 Agls. One week iterations are worth 2000.

The problem is that as a development organization adopts Agile and buys into various processes and practices, the temptation quickly grows to covert that development process into religion. “We can’t do code reviews, that’s not Agile!” “We don’t write documents, that not Agile!” What may start as genuine excitement and passion can quickly become religious dogma when those involved in the process lose sight of why they do what they do. Let me say that while I am a religious guy, I hate religion. Religion, to me, means action without thought: doing or saying something because that is the thing that you are supposed to say or do. I’d rather call what I have faith. Faith comes from beliefs or values held and turned into day-to-day living.

Since we are talking about religion, I thought I story from the Bible might be appropriate. Jesus and some friends were sitting down to eat when some super-religious folks showed up and started berating Jesus for letting his friends eat with dirty hands. These religious-types had established an elaborate ceremony for washing hands that had very little to do with removing bacteria. Jesus comes down hard on these guys for exchanging true principles for religious dogma. He responds by handing them the principle that does really matter. “Nothing outside a man can make him ‘unclean’ by going into him. Rather, it is what comes out of a man that makes him ‘unclean.’ ” (1) Here one of the most well-known religious leaders of all time shows his followers that it is the true principles that matter, not the religious practices or rules.

In software planning situations and day to day development we are faced with hundreds of little decisions about how to do our work. Should we throw this code out and start building the whole thing from scratch? Should we iteratively improve the code and slowly arrive at a better design? Do I write a test for this code? Should I pair with someone or just write this myself? When making these decisions we need guidance, something to help us understand if one thing is better than another. “Agile” is not that thing. Agile is just the label put on a whole spectrum of practices. Those guiding lights we need are principles. Principles are the domain-specific set of beliefs that an organization has adopted. They reflect what the organization values. I think it’s possible that many organizations get swept up in the excitement and freedom of agile practices that they skip this critical step of establishing the their principles. Kent Beck lays out a set of principles for extreme programming. Baby Steps, Failure, Quality, Redundancy, Opportunity, Flow, Reflections, Diversity, Improvement, Self-Similarity, Mutual Benefit, Economics, and Humanity(2) help direct an organization when it is trying to figure out the how of software development. Whenever I’ve heard Kent speak, he always comes back to the principles and values behind the practices in extreme programming. UncleBob has established a great set of principles that help us discuss and qualify designs. The Single Responsibility Principle, the Open-Closed Principle, the Don’t Repeat Yourself Principle(3), and others are guiding lights for design decisions. These give teams concrete evaluators that keep design discussions productive and prevent them from deteriorating into contests of dogma. Alistair Cockburn writes about 7 properties in Crystal Clear that can be translated into principles: Frequent Delivery, Reflective Improvement, Osmotic Communication, Personal Safety, Focus, East Access to Expert Users, Automated Tests, Configuration Management, and Frequent Integration (4). I don’t want to delve too deeply into these principles here, but an organization in the process of adopting agile should. Each of these manifesto-signing authors have explained these principles wonderfully in their books.

At issue in my planning meeting was whether or not to require a certain feature in a third party library for which we are shopping. At the time, we didn’t have a need for this feature, but we anticipated that it may show up an upcoming story. The person who spoke up saying “That’s Not Agile” was really referencing the XP value of simplicity. “Solve today’s problems today and tomorrow’s problems tomorrow.”(2) This would suggest that one shouldn’t take on additional complexity until it is needed. However, when purchasing a third party library, perhaps the principle of Economics might suggest that paying a little more for this library today will save a lot of time and money later and potentially avoid purchasing the library twice. Which is the right decision? I don’t know, but after having agreed on the principles that guide our decisions, we can have the conversations around those principles and pick a way forward.

An organization transitioning to some flavor of agile ought to first clarify what its organization’s principles are. Read Beck or Martin or Cockburn or your favorite Agile author and choose the principles that you want to live by. Second, make the principles visible. Put them up on a wall. Have meetings where team members present a principle. Refer to them as you pair. Write about them, read about them, explore them. At 8th Light, we’ve put them on our website. Revisit them when starting a new project. If you are working with a consultant, ask them to take you through a values and principles exercise. If you are a consultant, please don’t miss this critical part of transitioning to Agile. Making your principles part of the every day vernacular of your organization will take you to a place where design and planning discussions stay productive and you’ll hopefully never hear “That’s not Agile!” again.

End Notes:
1) Mark 7:1-16
2) Beck, Kent. Extreme Programming Explained: Embrace Change (2nd Edition). Addison-Wesley Professional. 2004.
3) Martin, Robert C. Agile Software Development, Principles, Patterns, and Practices. Prentice Hall. 2002.
4) Cockburn, Alistar. Crystal Clear: A Human-Powered Methodology for Small Teams Addison-Wesley Professional. 2004.