A new promising development methodology that has already been called the “Agile Killer” *

    *

    on Friday


    Today I want to tell you about a new inspiring methodology for developing breakthrough software solutions that will take product satisfaction to new heights.


    Thousands and thousands of men and women all over the world have been using this modern approach, which guarantees tremendous gains in productivity and efficiency compared to outdated methods such as Scrum, Agile, Kanban.


    New people involved in the challenge, evangelists and products, leaders and team fellows are now ready to talk about the most unique benefits that involve ever new teams and startups in the promising world of true advanced technologies.


    So, meet - Porozhnyak !


    The manifesto of the new methodology was published back in 1969, it was co-authored by programmers of secret Soviet “boxes” Sergei Mikhalkov and Arkady Khait with the participation of A. Gribov. The shots of the first mitap dedicated to breakthrough technology have reached us:



    However, things did not go beyond the first alpha experiments, since there was totalitarianism and waterfall. Later, when advanced scientists and engineers went abroad, some facets of research ahead of their time were finally rediscovered in the new free communities of the Valley.


    In brief, I want to talk about the new inspirational elements of which it consists to remove some suspense and show people the easy way to master this wonderful tool!


    Firstly , as you can immediately understand from the presentation above, the development efficiency is multiplied. Judge for yourself: the more effort we spend, the more man-hours we need in order to do the task! It looks something like this if you build computer modulation:


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    The Porozhnyak methodology allows on the fly to implement the principle of Look before you leap , which guarantees us the rejection of actions leading to an ineffective solution to the problem.


    Secondly , the teams operating in the field of technology of the new century should be smart enough to clearly present the necessary tools that they need at a given particular moment in time. The Porozhnyak methodology, therefore, supports the intuitive paradigm of choosing ways to solve the problem, based on the strengths of the emotional intelligence of the team and each of its members.


    On the example of the encephalogram below, it can be seen that the greatest involvement of the diverse zones of the human brain occurs when he is engaged in a hobby or any other business that he likes:


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    Thus, doing in the workplace what he likes - playing domino, kozel, podkidnoy, etc - each developer develops his neural connections, thereby increasing the team’s aggregate intelligence, which allows it to operate extremely efficiently during brainstorming sessions, generate new unusual ideas and solutions!


    Thirdly , in the modern development world, where distributed-type teams located in different locations, time zones, and on different continents are becoming more widespread, it is imperative that each individual's cultural characteristics are respected so that the joint development process does not come into contact with its origin privacy , and the team as a whole did not enter the zone of dangerous misunderstanding.


    We all know that different patterns of communication between men and women of different cultures can be perceived differently. For example, a nod of the head in the North Atlantic is perceived as (y-) confirmation, while in the western part of the Silk Road it can mean different intonations of meaning, up to and including negation. When practicing Porozhnyak, each of us, on the one hand, can constantly be in our comfort zone, on the other hand, not go along the path of escalation of conflict with superiors, when the feedback loop with often repeated and time-varying directives only increases the rates.


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    The world-famous Finnish education system partly follows the principles of Porozhnyak.


    Fourth , for team leaders, project and product managers, truly inspiring prospects open up for better management of processes and people! Enough endless stand-ups, meetings and conference calls, which take up to one fourth of all working time! Down with the endless correspondence, approvals and visas of neighboring departments! It's time to stop the endless chaos in the style of peer-to-peer, the only visible result of which is the ever-increasing costs of communication and the transfer of data from one form to another!


    Some aspects of development already show us what a stream of instructions is. If we imagine the company as the main React Component, and its departments as nested components, then it is easy to figure out: if each department has its own state, which changes due to activities within the team, then interaction between departments and within the whole company as a whole is impossible without callbacks , binding instructions and other spaghetti, which over time threatens to grow from the necessary binding of the company to its main essence. Instead, another Russian native, Dan Abramov, proposed a simple and straightforward Redux approach based on a unidirectional data stream.


    But the Porozhnyak methodology goes further, proposing to close the chain "Actions-Reducers-Store" within the framework of one universal developer (my greetings to the guys from Sbertech, who seem to be going this way!). Indeed, the speed of transmission and processing of information within one head is an order of magnitude faster than speech communication methods, not to mention others. Moreover, there are no problems with translating transactions into a language that partners understand.


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    Fifth , the Porozhnyak methodology allows us to take a different look at the issue of accumulating competencies within teams and communities. It is no secret that using outdated approaches to the organization of development, firms and startups invest heavily in training employees, improving their team skills, establishing team interactions, and instilling a corporate culture. However, when an employee leaves, the accumulated knowledge store leaves with him, and often a new employee has to tell everything in a new way.


    Using Porozhnyak, each leader will quickly be convinced that his principles are initially organic in nature. They are complementary to almost all human beings. One or another employee, gaining experience in various companies, himself comes to the need to follow Porozhnyak, this will be prompted by a simple reflection of his experience as a specialist. Thus, the labor market has already accumulated unconscious competencies for following Porozhnyak, and the transition to new tracks promises to be very fast and natural.


    Dear colleagues, friends, readers! I hope this little note has aroused your interest in getting acquainted with the new universal development methodology of Porozhnyak , based on simple and intuitive principles that are clear to everyone:


    • do the work, having in your head the whole picture of the process as a whole, make a product, not a process;
    • respect the possibility of another person to correct his mistake, do not rush to argue and conflict;
    • do your work with dignity, do not change your principles;
    • save company resources, stick to a lean and reasonable approach to your activities;
    • remember that the most valuable link is the person, his needs, the main client of the company is you yourself.

    As Steve Jobs said in his landmark Stanford speech , “Your time is limited, so don't waste it living someone else's life. Don't fall into the trap of dogma that encourages others to live in thoughts. Don't let the noise of others' opinions drown out your own inner voice. "


    Help us push Porozhnyak to the masses! Share the link with your friends, colleagues, relatives! Together we can change the future!


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