I’ve often wondered how much weight to give this portion of the process? Sure, the team needs people they can work and play well with … but is it at the risk of creating an echo chamber or perhaps introduce irrelevant biases?
Great questions Rebecca LoveKing! For example, first question that comes to my mind is “Is a user story actually ready for work if it’s not testable? Is it even really a story?”
I mean even a SPIKE results in something. If it’s learning, then where are we going to keep the learning? If it’s finding something, where do we put…
Indeed. Organizations that aren’t continually growing and changing are effectively dying and decaying. There is no status quo.
This is why the term cultural fit needs to be reconsidered. If the fit means people don’t want to change then you’ve got a data point that you’re likely to walk into a situation that isn’t full of growth and challenging change.
I have to wonder if we’re still not missing some important factor in applying Wins Above Replacement (WAR)?
Specifically with regards to subordinates. For example, can we really judge Robert E. Lee without applying WAR for “Stonewall” Jackson and James Longstreet, or Ulysses S. Grant sans Philip Sheridan and William Tecumseh…
You mean, why it isn’t wise to make a press release claiming that your product is “… the beginning of the Uberization of local services businesses,” ?
Sounds to me like another excuse for the ageism that runs rampant in the software community. Sorta along the same lines when a candidate is totally qualified, but told “we didn’t think you were a cultural fit” because you’re over 50.