Teams helping each other? A shared mission? Dogs and cats living together!? WFT?
Teams helping each other? A shared mission? Dogs and cats living together!? WFT?
We are all powerless to effect change, excepting together.
Yes, change starts with ourselves, but we may see little impact outside of ourselves until we get together to support one another and build a movement to action, to changing our group or community’s collective assumptions and beliefs.
Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has.
OTOH folks not needing to see change can carry on in isolation, ploughing their own furrrows, with no need for cooperation, community, or messy human interactions.
Kahane, A. and Barnum, J. (2017). Collaborating With The Enemy: How To Work With People You Don’t Agree With Or Like Or Trust. Berrett-Koehler Publishers, Inc.
I’m back on Twitter. Kinda.
Yes I said years ago I wouldn’t be returning. And I have not exactly returned. Judge me as you will.
Maybe we’ll see you out there?
Particular structures for communities and groups are pretty much irrelevant. For example, teams.
It’s the relationships within communities or groups that matter.
Although, certain kinds of structure are more friendly towards enabling relationships to emerge and grow.
Do you need to see a Sea Change in the software industry, or does the status quo suit you and your needs just fine and dandy, thank you very much?
As the inventor of Agile software development circa 1994, I feel uniquely placed to suggest the need for such a sea change,and what that sea change might look like.
How often have you discussed the subject with your peers, friends, colleagues, higher-ups, etc.?
Without your active support and involvement, a sea change ain’t never likely to happen. Until then, status quo FTW.
Marshall, R.W. (2021). Quintessence: An Acme for Software Development Organisations. [online] leanpub.com. Falling Blossoms (LeanPub). Available at: https://leanpub.com/quintessence/[Accessed 08 Jun 2022].
Marshall, R.W. (2021). Memeology: Surfacing And Reflecting On The Organisation’s Collective Assumptions And Beliefs. [online] leanpub.com. Falling Blossoms (LeanPub). Available at: https://leanpub.com/memeology/ [Accessed 08 Jun 2022].
Marshall, R.W. (2018). Hearts over Diamonds: Serving Business and Society Through Organisational Psychotherapy. [online] leanpub.com. Falling Blossoms (LeanPub). Available at: https://leanpub.com/heartsovediamonds/ [Accessed08 Jun 2022].
How often do people follow “leaders” and how often do they follow purpose (causes)?
A good job is one where some of your needs are met. A great job is one where all of your needs are met. A fabulous job is one where everyone’s needs are met.
If serving together is beneath you, then fellowship is beyond you. #Fellowship
What do we need to see in applications from potential Quintessential fellows? Well, we definitely don’t want to see a CV or resume. We don’t grok how what you’ve done in the past speaks to your potential in the future. We choose to see our fellows as capable of anything, given the necessary support and environment.
We would like to be surprised by the things you feel represent your best. Maybe a list of the things you’ve read and found insightful, such as blog posts, articles, books and so on. Or the times you’ve most enjoyed getting together with others to deliver great software and great experiences. Or maybe the topics in which you have the most interest, and some contributions you’ve made or intend to make in those areas. Maybe you’d be willing to share your take on Quintessence, on Organisational Psychotherapy, or some intriguing questions or practical experience you may have regarding excellence in software delivery. Opinions are way less interesting to us, compared to evidence.
It might be interesting to hear about the terms and conditions you guess you might be needing, including things like pay, hours, locations, equipment, team mates, etc..
Take a look at the list of skills we consider most useful, and tell us about your own skills and aspirations in those areas, or even in other areas you feel may be relevant. Although some “hard” tech skills such as coding and UX might be interesting, we’d love to enroll fellows with outstanding soft skills – these rank higher in our priorities. For example, the Antimatter Principle is as the heart of everything we do – so we’d love to hear about your experiences with attending to folks’ needs.
We’d also love to hear about times when you’ve taken care of something or someone. And how that felt – bot for you and for them.
Above all, we invite you to share with us why you see yourself as a good fit for our community of fellows, and the ways in which you will contribute to moving our whole community forward – improving the principles and practices of software delivery. And your take on excellence, too.
Go wild! Express yourself. If words and text ain’t your thang, maybe video, or audio, or music, or art, or Zen koans, or haikus, or however you best express yourself.
Our declared purpose is to make a dent in the universe, to make the world a better place through outstanding excellence in software delivery. To bring Alien Tech to the service of human beings. We’d love to hear what these things means to you. And how you see yourself contributing.
We appreciate we’re asking you to dedicate some non-trivial amount of time to representing yourself. And we’ll reciprocate by dedicating our time to paying attention to your application. And we will happily help you evolve your application from e.g. small beginnings, incrementally. No need for a one-shot big- bang application. Doing things together is, of course, a hallmark of The Quintessential Group.
We’re looking forward to hearing from you – whatever the medium, whatever the format. As Marshall McLuhan said, the medium is the message.
At The Quintessential Group we’re NOT hiring. We have little interest in paying people for their labour or their personal services (fnarr).
Sure, we pay. And we pay top dollar (well British Pounds, mostly). But we pay our people so they can live (and fellows get to choose their own salaries and rates, amongst other things). We subscribe to Phil Crosby’s statement about the purpose of organisations:
The purpose of organizations is to help people have lives.
~ Phil Crosby
We’re breaking the transactional nature of the individual <-> organisation relationship in favour of something much more like fellowship.
So, we’re NOT hiring. But we ARE inviting applications to join our community of fellows. First off for our Quintessential Teams service. And then for our other services, which will be coming on stream soon.
We cordially invite you to apply to join our community of fellows. In the first instance, we’re looking for folks with software delivery skills, who will be forming delivery teams rented by our clients (a variety of medium to large UK organisations) to deliver software at their behest. Early on, you’ll be playing and learning directly with myself and / or Ian.
Just drop Ian or myself a message expressing your curiosity or interest, and we’ll get back to you.
You may already have some questions, so please include them if you’re after some clarification or further information. There’s much already available on my Think Different blog. And a brief but growing collection of more focussed introductory and informational posts on the Quintessential Blog, too.
What you may not have yet read is some of the other benefits of becoming a fellow of The Quintessential Group:
Central to our business and community is the idea of attending to folks’ needs. Each of our fellows will have his or her own needs, and The Quintessential Group will do its utmost to see those needs met.
These may include career development, learning, autonomy to capitalise on your abilities, mastery of skills, sharing in a common purpose, playing with technology, work-life balance, choosing your own package, and so on. We’d love to hear just what your needs are. And we as a business have needs too. This mutuality offers a crucible for productive dialogue.
We focus on excellence, and carefully select clients with and for whom our fellows can achieve truly great things. Humdrum things bore us, and we’d not ask any of our fellows to suffer that either.
Our Teams manage themselves, with the active support of the rest of the company. Learn and experience what participating in truly self-managing teams feels like. The true meaning of esprit de corps. The experience of excellence and real fellowship.
Bob and Ian each have more than twenty years’ experience in coaching and mentoring developers and delivery teams. We happily share this experience with all Quintessential Fellows, on a one to one basis (mentoring, individual coaching) and one-to-many basis (i.e. teams).
We define mentoring as providing sage advice when asked. Coaching to us implies a more structure relationship. See e.g. “Coaching for Performance” by Sir Jon Whitmore and his G.R.O.W. model. Mentoring also implies, to us, a shared agenda. Coaching, an agenda entirely driven by the coachees.
We try to attend to the needs of all our fellows, on a continual basis. If being a part of the Quintessential community is not meeting your needs, we’re delighted when we can help folks get their needs met, even when that means leaving us for pastures new. We’re delighted to actively support folks in this.
Continuous learning is at the core of the Quintessential Group and its community of fellows. We support these needs in any and all ways possible, including paying for all books and subscriptions of our fellows. If you have other learning needs, we’re happy to support those, too.
We don’t believe our fellows should suffer a financial disincentive to pursue their learning and socialising needs, so we pay for time taken to attend conferences, as well as for the entry fees and associated expenses (travel, hotels, etc.).
Many folks learn for the joy of it, but we don’t see why learning has to be on the learner’s dime So we invite our fellows to invoice us or otherwise claim financial recompense for time spent learning. Effective learning benefits everyone, not least the company.
Many new fellows will already have their own equipment, software tools, etc. But when they need other stuff to be quintessentially effective, we have no issue with providing such things, as the fellow(s) see fit.
Note: A Quintessential fellow is anyone (irrespective of gender) who has complete the one-week orientation and chosen to join the Quintessential community.
Note: When we say “paid for” we mean The Quintessential Group will reimburse fellows in the course of invoicing in respect of client gigs. In other words, and using the one week’s paid-for orientation as an example, we will pay fellows for attending the orientation week, over the course of several weeks’ payments for participating in services to a client.
We are now accepting inquiries and applications for the first “orientation” cohort of Quintessential Teams
Simply put, we pay our candidate fellows to join together for a week (five days) of orientation. This week prepares fellows for Quintessential Team client engagements, in particular is afford the opportunity to get to know each other, build relationships, and thrash out a shared way of playing together.
Would you like to know more?
It’s not that different folks have inherently different attitudes to work. It’s that different folks work in different environments* – environments that shape their attitudes to “work”.
*Including, but broader than physical environment (offices, cubes, studios, etc.); social environments a.k.a. culture, community, needsscape; and systems environments (both belief systems and the way the work works).
Managers and other senior stakeholders and elites within organisations have a monopoly on the priority of their own well-being. (See: Your REAL Job).
Wouldn’t it be great if other folks’ well-being received equal attention? If the set of all the Folks That Matter™. included staff, customers, their families and loved ones, and even society as whole? Some may baulk at the implied cost of spreading the well-being net wider. I see this as a fallacy and one which only serves to entrench the ruling clique’s monopoly further.
We keep inventing jobs because of this false idea that everybody has to be employed at some kind of drudgery…. He must justify his right to exist.
~ R. Buckminster Fuller
One aspect of the Quintessential organisation is just this – it makes both moral and business sense to prioritise the well-being of all – to Attend To The Needs of all the Folks That Matter™. Is this the kind of organisation in which you might best like to participate?
A serial dent-maker. 🙂
In case you missed it: Second Time Around
Looking for a way to improve prioritising your backlogs, selecting features, ranks folks’ needs, choosing new product ideas, etc.?
If all of this sounds like it might serve your needs, I invite you to reciprocate by giving of the one thing we all need most. Attention to folks’ needs.
I want to hear your feedback, to know when someone’s needs are going unattended, or are being well-attended to. To know when and how we can bring more joy into folks’ lives.
We always welcome folks’ thoughts, listen patiently, and never respond defensively.
If we attend to each other’s needs, we can learn and grow and bond together. That’s how I need to connect with what’s alive in you.
If you’re looking to build a community, it’s probably better to be interested in other people and their needs, rather than in yourself and yours.
You may think you know everything, but you don’t. You may think I know everything (bless you) but I don’t.
Nobody is smarter than everybody.
“The best reason to put people first is not to create a ‘great organization.’ The best reason to put people first is so you can be proud of how you spent your life—namely, helping others grow as persons as well as professionals.”
~ Tom Peters
Source: tompeters! email.
The highest honour my friends can do me is to enforce in their own lives the programme that I stand for or to resist me with their utmost if they do not believe in it.
~ Gandhi, Young India, June 12, 1924