One thousand and one Q: When to introduce agile training or consulting?

Source: Internet
Author: User
This is the first article in The One Thousand and One Q & A series of agile development. (Here, I would like to ask, one, two, three, and the General Directory of the question) Problem As the question. This is a problem that many companies have asked, especially those companies that want to introduce agile development but are worried about failure. Analysis Currently, the agile development training market is divided into several categories. Category 1: Concept The basic concept is introduced mainly. It is characterized by the outline being "Comprehensive" but rather messy. It is difficult to go deep into the practical layer to try to cover all the elements of agile development. The value of such courses is actually not big, because all content can be read by Baidu or in a book, so If you only want to know the basic concepts of agile development, we recommend that you focus on self-learning. . Category 2: Practice It aims at practical training, including user story writing, planning, estimation, and tracking. Many people want to learn these skills directly from a course, but unfortunately, they almost cannot. If you do not have any experience in such courses, you will often feel "very strange" and "very good" in the class, but you will find it difficult to use it when you go back. Practical training courses generally overlap with the "best practice" courses mentioned below. That is to say, the actual practice of the class should be based on the previous practice of the actual enterprise, instead of just practicing some legendary practices. Category 3: Case or best practice Courses that focus on best practices in the industry, including the skills of specific activities, the flexibility of certain activities, and the implementation of specific fields. There is a misunderstanding that many individuals or enterprises want to learn all the knowledge from the "one complete case. In fact, enterprises are ever changing, and no company has said that its agile development has been achieved so far that it is worth learning. In addition, the differences between enterprises make the learning process not smooth. For example, when Google recruits employees who recognize agile ideas, few enterprises can learn this ". In fact, the best practices and cases that the lecturer has to accumulate should be very extensive, and some explanations can be picked based on the customer's needs, rather than holding a hammer in his hand to treat all the problems as nails.

Next, I will introduce the best time for introducing agile development training or consulting.

Step 1: independent trials by individual teams At this stage, the team does not need formal training. You can read books (recommended: scrum and XP in smoke) or online books (recommended to the Martian agile development manual). try it for a period of time. The first six months of agile development can be said to be a painful transitional period. It is best not to "suffer" after training, but to re-learn after the pain.
Step 2: after more than half a year of training promotion and discovering new problems, you can select the second type of practical training or the third type of best practice training to solve the actual problems. We recommend that you have 30 minutes of pre-sales communication with the lecturer before confirming the training. Participants must include team members who have tried agile and encountered problems. Through this communication, you can get a general idea of whether the lecturer has the ability and ideas to solve your own problems. In the specific training or consulting process, basic concepts should be less involved, actual practices and cases should be involved, and methods for changing the actual problems of the customer should be involved.
Step 3: some content in the promotion stage through participation in meetings and short training is difficult to expand in the training course, or it is difficult to discuss some issues in depth at the "training" stage, for example, "Performance Appraisal", "Organizational Structure Change", "User Group positioning", and "Big team management. No matter how good it is, It sounds beautiful, but it is difficult to apply it directly. However, after two or three years of accumulation and efforts, it is possible to discuss these key issues. However, due to few requirements, it is difficult to find training courses. It is better to acquire knowledge through participation and short training (several hours. At this level, it is enough for people who learn to hear the answer, and the rest are independent ideas.
Other problems Q: Is training good or consultation good? A: a difficult question to answer. We recommend that you try it yourself if you have limited funds. Unless you have sufficient funds, do not consult. I have consulted for many years and found that it takes about one year to really understand the problem of an enterprise. It takes two years to come up with the idea of an enterprise. Therefore, it is difficult to touch the essence of Enterprise R & D for consulting over ten days or even ten days. It can only bring some seemingly usable but difficult practices. Most of the money is paid for tuition. I once stayed in a foreign consulting company, where all the consultants are resident in European customers. The most common customers are 12 full-time consultants, all of which are consulting on various R & D management classes. Therefore, it is better to take the backbone of an enterprise to actively and deeply learn agile development, and then use it flexibly according to the situation of the enterprise. It is easier for consultants to understand the situation of the enterprise, it is also more valuable. Unless you can launch long-term consulting activities for hundreds of days. Q: How to conduct agile development technical training? A: It is not easy to find technical training for agile development. We suggest saving the country by curve. Most lecturers have been away from practice for a while, and the trainees are not enough to come out for training. Alternative methods include: 1. recruit technical personnel from the same industry to bring the technology to the company. find someone in your team who is skilled and fond of learning to study, and explore for yourself. in fact, these answers reflect the idea of "Martian slang", especially "people who ask questions are responsible for finding answers ", for details, see
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