In this podcast episode, Jim and Sander discuss the final stages of Sander and Ryan Brooks's upcoming book, Solving for Value: A Journey of Ambition and Stupidity. Sander shares his excitement around the book's December 1st release and the launch event. The book, originally focused on Scrum, evolved to address broader challenges around creating value in product management beyond just following frameworks. Jim and Sander explore shifts in the industry toward product-centric models, noting the risks of adopting frameworks like Scrum without considering organizational context and the tendency for companies to prematurely abandon or restructure teams when products fail, disregarding the team’s accumulated knowledge and cohesion. They discuss the rising use of AI in product management and workforce reductions tied to AI, cautioning that while AI has potential, it also brings significant ethical and operational risks. Jim and Sander question whether AI advancements could meet needs without fully replacing human roles and the broader impacts on industry and society. The conversation touches on the potential impact of technologies like Neuralink and AI on future work and human life, noting ethical, social, and economic implications, including the challenges of accessibility to these advancements. They wrap up by promoting the book's storytelling approach, which mixes a business fable with real-life insights, aiming to deliver practical, relatable learning for those in product development and management. Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Hosted by Ausha. See ausha.co/privacy-policy for more information.

In this podcast episode, Jim and Sander discuss the final stages of Sander and Ryan Brooks's upcoming book, Solving for Value: A Journey of Ambition and Stupidity. Sander shares his excitement around the book's December 1st release and the launch event. The book, originally focused on Scrum, evolved to address broader challenges around creating value in product management beyond just following frameworks. Jim and Sander explore shifts in the industry toward product-centric models, noting the risks of adopting frameworks like Scrum without considering organizational context and the tendency for companies to prematurely abandon or restructure teams when products fail, disregarding the team’s accumulated knowledge and cohesion. They discuss the rising use of AI in product management and workforce reductions tied to AI, cautioning that while AI has potential, it also brings significant ethical and operational risks. Jim and Sander question whether AI advancements could meet needs without fully replacing human roles and the broader impacts on industry and society. The conversation touches on the potential impact of technologies like Neuralink and AI on future work and human life, noting ethical, social, and economic implications, including the challenges of accessibility to these advancements. They wrap up by promoting the book's storytelling approach, which mixes a business fable with real-life insights, aiming to deliver practical, relatable learning for those in product development and management. Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Hosted by Ausha. See ausha.co/privacy-policy for more information.

summary In this conversation, Sander Dur and Anita Kalmane-Boot explore the concept of neurodivergence, discussing its implications in personal and professional settings. They delve into the definitions of neurodiversity and neurodivergent conditions, share personal experiences, and highlight the importance of understanding and accommodating neurodivergent individuals in team environments. The discussion also touches on the challenges faced by neurodivergent people, the process of diagnosis, and the need for open conversations about mental health in the workplace. Sander and Anita discusse the complexities of neurodiversity, the challenges of social interactions, and the dynamics of remote work. They reflect on personal experiences and emphasize the importance of self-acceptance and creating supportive environments for neurodivergent individuals. The discussion also touches on parenting, confidence versus arrogance, and the need for understanding in team dynamics. takeaways Neurodiversity encompasses a range of brain wiring differences. Neurodivergent individuals may experience unique challenges in social settings. Understanding neurodivergence can enhance team dynamics and productivity. Open conversations about neurodivergence can reduce stigma. Diagnosis can provide clarity and self-acceptance for neurodivergent individuals. Different neurodivergent conditions can affect individuals in various ways. Accommodating neurodivergent individuals requires understanding their unique needs. Not all neurodivergent individuals are the same; diversity exists within the spectrum. Creating inclusive environments benefits everyone, not just neurodivergent individuals. Awareness and education about neurodiversity are crucial for fostering acceptance. Remote work can alleviate social anxiety for neurodivergent individuals. Observing team dynamics in person is crucial for effective Scrum Mastering. Planning ahead can reduce stress and improve decision-making. Self-acceptance is a vital yet challenging journey for many. Creating confident environments is essential for personal and team growth. Neurodiversity encompasses a range of conditions that require understanding. Confidence should be nurtured without crossing into arrogance. Parenting plays a significant role in developing children's self-esteem. Engaging in open conversations can foster better team dynamics. Understanding neurodiversity is an ongoing learning process for society. Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Hosted by Ausha. See ausha.co/privacy-policy for more information.

summary In this conversation, Sander Dur and Anita Kalmane-Boot explore the concept of neurodivergence, discussing its implications in personal and professional settings. They delve into the definitions of neurodiversity and neurodivergent conditions, share personal experiences, and highlight the importance of understanding and accommodating neurodivergent individuals in team environments. The discussion also touches on the challenges faced by neurodivergent people, the process of diagnosis, and the need for open conversations about mental health in the workplace. Sander and Anita discusse the complexities of neurodiversity, the challenges of social interactions, and the dynamics of remote work. They reflect on personal experiences and emphasize the importance of self-acceptance and creating supportive environments for neurodivergent individuals. The discussion also touches on parenting, confidence versus arrogance, and the need for understanding in team dynamics. takeaways Neurodiversity encompasses a range of brain wiring differences. Neurodivergent individuals may experience unique challenges in social settings. Understanding neurodivergence can enhance team dynamics and productivity. Open conversations about neurodivergence can reduce stigma. Diagnosis can provide clarity and self-acceptance for neurodivergent individuals. Different neurodivergent conditions can affect individuals in various ways. Accommodating neurodivergent individuals requires understanding their unique needs. Not all neurodivergent individuals are the same; diversity exists within the spectrum. Creating inclusive environments benefits everyone, not just neurodivergent individuals. Awareness and education about neurodiversity are crucial for fostering acceptance. Remote work can alleviate social anxiety for neurodivergent individuals. Observing team dynamics in person is crucial for effective Scrum Mastering. Planning ahead can reduce stress and improve decision-making. Self-acceptance is a vital yet challenging journey for many. Creating confident environments is essential for personal and team growth. Neurodiversity encompasses a range of conditions that require understanding. Confidence should be nurtured without crossing into arrogance. Parenting plays a significant role in developing children's self-esteem. Engaging in open conversations can foster better team dynamics. Understanding neurodiversity is an ongoing learning process for society. Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Hosted by Ausha. See ausha.co/privacy-policy for more information.

This episode features an interview with the hosts of Mastering Agility who discuss their personal and professional journeys into Agile. Sander and Jim share how they transitioned into the Scrum Master role from various career paths. Both highlight the importance of adaptability, continuous learning, and servant leadership in their Agile work. Jim initially worked in a tech company as a vice president managing multiple roles but shifted to Agile after being recruited by someone who saw potential in his leadership style. He explains that his previous experience prepared him for the Scrum Master role by teaching him to focus on value and relationships. Sander’s Agile journey began with a course on Scrum, which helped him rethink how to approach work, particularly after recovering from burnout. He reflects on how his burnout changed his perspective on success, leading him to focus on what gives him energy and purpose. They also dive into common challenges in Agile transformations, with both hosts mentioning frequent client questions like “How long does it take to become Agile?” or “What metrics should we use?” They emphasize that Agile success depends on adaptability, calculated risk-taking, and fostering an environment where teams can figure out what works for them, much like Spotify did. They criticize organizations that fear risk and avoid change, likening them to companies like Blockbuster and Blackberry, which failed to adapt and ultimately lost their market positions. In discussing work-life balance, Jim and Sander reflect on the impact their careers have had on their personal lives. Jim opens up about struggling with anxiety in the past, while Sander discusses the mental shift he experienced after his burnout, learning to prioritize happiness over traditional markers of success. They also stress the importance of creating space for self-care and setting boundaries in their work, noting that personal well-being is critical to professional success. The episode ends on a lighter note, where each of the hosts shares something personal. Sander reveals that he was once a ballroom dancer, while Jim talks about how he dealt with anxiety. They discuss hypothetical alternative careers if they didn't need to work for money, with suggestions ranging from running a sustainable farm to being a professional helper, tying back to their values of service and learning. Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Hosted by Ausha. See ausha.co/privacy-policy for more information.

This episode features an interview with the hosts of Mastering Agility who discuss their personal and professional journeys into Agile. Sander and Jim share how they transitioned into the Scrum Master role from various career paths. Both highlight the importance of adaptability, continuous learning, and servant leadership in their Agile work. Jim initially worked in a tech company as a vice president managing multiple roles but shifted to Agile after being recruited by someone who saw potential in his leadership style. He explains that his previous experience prepared him for the Scrum Master role by teaching him to focus on value and relationships. Sander’s Agile journey began with a course on Scrum, which helped him rethink how to approach work, particularly after recovering from burnout. He reflects on how his burnout changed his perspective on success, leading him to focus on what gives him energy and purpose. They also dive into common challenges in Agile transformations, with both hosts mentioning frequent client questions like “How long does it take to become Agile?” or “What metrics should we use?” They emphasize that Agile success depends on adaptability, calculated risk-taking, and fostering an environment where teams can figure out what works for them, much like Spotify did. They criticize organizations that fear risk and avoid change, likening them to companies like Blockbuster and Blackberry, which failed to adapt and ultimately lost their market positions. In discussing work-life balance, Jim and Sander reflect on the impact their careers have had on their personal lives. Jim opens up about struggling with anxiety in the past, while Sander discusses the mental shift he experienced after his burnout, learning to prioritize happiness over traditional markers of success. They also stress the importance of creating space for self-care and setting boundaries in their work, noting that personal well-being is critical to professional success. The episode ends on a lighter note, where each of the hosts shares something personal. Sander reveals that he was once a ballroom dancer, while Jim talks about how he dealt with anxiety. They discuss hypothetical alternative careers if they didn't need to work for money, with suggestions ranging from running a sustainable farm to being a professional helper, tying back to their values of service and learning. Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org) Hosted by Ausha. See ausha.co/privacy-policy for more information.

Summary In this conversation, Sander Dur and his guest Riina Hellstrom explore the evolving role of HR in organizations, emphasizing the shift from traditional "resource management" to a more agile, empowering approach. They discuss the importance of adopting an agile mindset in HR practices, the impact of AI on the workforce, and the necessity for continuous learning and adaptation in the face of change. Riina shares insights on how HR can create value for employees, the challenges faced during the COVID-19 pandemic, and the need for leaders to prioritize initiatives effectively. The conversation highlights the importance of co-creating change with employees and fostering a positive work environment that encourages engagement and fulfillment. takeaways HR should empower employees to succeed. Agile mindset is crucial for modern HR practices. Value streams in HR can enhance employee experience. AI will significantly impact HR roles and functions. Continuous learning is essential for career development. Leaders must prioritize initiatives effectively. Co-creating change with employees fosters engagement. The COVID-19 pandemic highlighted HR's importance. HR needs to adapt to technological advancements. A positive work environment enhances employee satisfaction. Hosted by Ausha. See ausha.co/privacy-policy for more information.

Summary In this conversation, Sander Dur and his guest Riina Hellstrom explore the evolving role of HR in organizations, emphasizing the shift from traditional "resource management" to a more agile, empowering approach. They discuss the importance of adopting an agile mindset in HR practices, the impact of AI on the workforce, and the necessity for continuous learning and adaptation in the face of change. Riina shares insights on how HR can create value for employees, the challenges faced during the COVID-19 pandemic, and the need for leaders to prioritize initiatives effectively. The conversation highlights the importance of co-creating change with employees and fostering a positive work environment that encourages engagement and fulfillment. takeaways HR should empower employees to succeed. Agile mindset is crucial for modern HR practices. Value streams in HR can enhance employee experience. AI will significantly impact HR roles and functions. Continuous learning is essential for career development. Leaders must prioritize initiatives effectively. Co-creating change with employees fosters engagement. The COVID-19 pandemic highlighted HR's importance. HR needs to adapt to technological advancements. A positive work environment enhances employee satisfaction. Hosted by Ausha. See ausha.co/privacy-policy for more information.

"The way we have been working for the last 20 years with standard frameworks and methodologies, we're going to leave behind."  Summary In this conversation Sander Dur, Jim Sammons and their guest Jurgen Appelo explore the impact of the current crisis on the agile community and the need for adaptation and learning new skills. They discuss the concept of agile being dissolved rather than dead, and the changing nature of the agile world. They emphasize the  importance of being a lifelong learner and continuously adapting to new technologies and ways of working. The conversation also touches on the need for individuals to invest in their own development and the challenges of finding new opportunities in a rapidly changing landscape. The conversation explores the potential impact of AI and LLMs on various aspects of work and life. Together with Jurgen, the hosts discuss the opportunities and challenges presented by these technologies, including the potential for job displacement and the need for continuous learning. They also touch on the concept of creative disruption and the importance of challenging complacency in large organizations, as well as the ethical implications of AI and the evolving boundaries of ethics. They conclude with reflections on their personal ambitions and the future of work. key takeaways Agile is not dead, but it is dissolved and evolving in response to changing circumstances. The focus should be on outcomes rather than rigid frameworks and methodologies. Continuous learning and adaptation are crucial in the face of technological advancements and changing job markets. Individuals should take responsibility for their own development and invest in their skills and employability. Controversial opinions and diversity of perspectives are essential for progress and innovation. AI and LLMs have the potential to significantly impact various aspects of work and life. Job displacement is a concern, but there are also opportunities for continuous learning and personal growth. Creative disruption is important for challenging complacency in large organizations. Ethical considerations and the evolving boundaries of ethics are crucial in the development and use of AI. Reflection on personal ambitions and the future of work is essential for navigating the changing landscape. Hosted by Ausha. See ausha.co/privacy-policy for more information.

summary In this conversation, hosts Sander Dur and Jim Sammons discuss various topics including the impact of books, the secrecy of Apple, consumer behavior, and the product operating model with their guest Chris Jones. They explore the concept of the product operating model, which focuses on shifting from output-oriented approaches to outcome-oriented approaches. They also discuss the importance of building and solving problems in product development, as well as the role of product strategy in driving cohesive decision-making. The conversation explores the implementation of the product operating model and the role of product owners and product managers. It discusses the shift from locally implemented frameworks to a more holistic approach throughout the entire organization. The conversation also touches on the involvement of CFOs in funding and investment decisions and the ideal composition of the C-suite in a product organization. Examples of companies that have successfully adopted the product operating model are mentioned. The distinction between product ownership and product management is clarified, emphasizing the importance of collaboration and a holistic approach. The conversation concludes with a discussion on the future of product management and the potential for automation.   takeaways Books can have a significant impact on personal and professional growth. The secrecy of companies like Apple can be both a strength and a weakness. Consumer behavior is influenced by both product features and brand image. The product operating model emphasizes outcome-oriented approaches over output-oriented approaches. ·         Building and problem-solving are key aspects of successful product development. ·         A cohesive product strategy is essential for effective decision-making. The product operating model is a holistic approach that should be implemented throughout the entire organization, rather than just in specific teams or departments. ·         CFOs are increasingly involved in funding and investment decisions related to product development. ·         Successful adoption of the product operating model requires collaboration and a shift from a command-and-control mindset to a focus on outcomes and value. ·         The distinction between product ownership and product management lies in the level of responsibility and the scope of the role. ·         Product management is a complex and judgment-based role that is less likely to be automated in the future.     Check out our sponsor: www.xebia.com (http://www.xebia.com) www.scrummatch.com (http://www.scrummatch.com) www.wiserbees.com (http://www.wiserbees.com) www.masteringagility.org (http://www.masteringagility.org)   Hosted by Ausha. See ausha.co/privacy-policy for more information.