Luna Tractor is founded on showing, not telling. It is our aim to be out of your workplace in less than 100 days, even for the largest project. Our clients are typically people who seek self-reliance, and have already decided not to hire a large scale agile implementer, but do it themselves.
In our experience, a motivated team can learn to work in new ways within 2 months, and be operating their own effective learning ecosystem within 4.
We understand it is often about the money – we thus aim to provide a return on investment that is a multiple of the fees we receive. This ROI has thus far played out in terms of the following benefits for our clients:
- Ability to move quickly – a reduction in perfectionism to deliver the ‘minimal marketable product’ and check with the client as to its suitability. The habits of agile encourage effective conversations daily (and even shorter timeframes), meaning work does not get uncovered as flawed until weeks after it was commissioned.
- Discovering and eliminating waste in existing work systems – from stockpiling of decisions (aka procrastination), to simple waste through rework, and underutilized human talent.
- Rapidly shared understanding of the ‘why’ and business purpose – it should be up on the board in front of them every day and allows aligning of individual work to that purpose.
- Team productivity – comes through a higher understanding of the priority of work to be done and the level of contribution from each team member.
- With knowledge workers the need to give them autonomy, mastery and a sense of purpose (see Dan Pink’s work) is easily achieved in an agile system – engaging the team in providing the ‘discretionary mental effort’ that makes the real difference in productivity and innovation rates.
- Risk reduction for fast moving teams – less rework or time lost to work done in isolation.
- Better collaboration – less meetings arranged by email and Outlook, more effective time spent on short, sharp conversations that resolve a problem
- New workplace layouts that enhance productivity and retain spaces for specialists.
- Staff performance management begins to be done on a daily and weekly basis, allowing quicker feedback cycles as part of the daily conversation about ‘what worked, what didn’t’… etc.
- More effective use of specialist partners – better briefing of requirements and the big picture.
- An understanding of how small, innovative teams are competing with the big players across all industries, and a sense that any team can compete with startups with the right techniques and attitude.