Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds

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(UPDATE: see Spotify Engineering Culture, two short animated videos showing how we work)

Dealing with multiple teams in a product development organization is always a challenge!

One of the most impressive examples I’ve seen so far is Spotify. I’ve had the pleasure of working with Spotify on and off ever since the company was founded, and it’s one of the few companies I’ve seen with a truly agile culture. Spotify has grown a lot lately and now has hundreds of developers divided into 30 agile teams spread over 4 cities in 3 timezones. So how is this managed?

Check out the article: Scaling Agile @ Spotify with Tribes, Squads, Chapters and Guilds. I wrote it together with Anders Ivarsson, one of the agile coaches that I’m working with (Spotify has a truly awesome group of coaches!).

Translations:

128 Comments

  • 1
    2012-11-14 - 15:33 | Permalink

    Very interesting reading. Thanks Henrik and Anders for publishing it .

    How that snapshot of Spottify way of working emerged in the time, what forces where at work and who contributed ?

    Are there differences in practices, way of working, organization among different squads or different tribes ? What caused them ?

    Luca

  • 2
    2012-11-15 - 11:16 | Permalink

    […] Hur Spotify jobbar agilt [blog.crisp.se] 0 poäng | Postat november 15 av Erik Starck […]

  • 3
    2012-11-17 - 17:07 | Permalink

    great article. especially the idea of “a guild” as a crossteam entity. a cool name for a cool idea.

  • 4
    2012-11-18 - 03:55 | Permalink

    […] Hacker News http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify This entry was posted in Uncategorized by admin. Bookmark the […]

  • 5
    Johan Jacobs
    2012-11-18 - 22:26 | Permalink

    Very interesting reading…
    I face similar challenges being responsible for the development of direct channels in a major Belgian Bank.
    One question I’m still left with: how do you deal with maintainance on delivered software especially if this adds up to about 30% of all work. Separate it in a separate squad?

    • 6
      2012-11-19 - 08:46 | Permalink

      Squads do their own maintainance. There’s no handoff to another squad, that’s just expensive and breaks the learning loop. Programmers need to live with the consequences of their design decisions.

  • 7
    Konstantin Razumovsky
    2012-11-19 - 22:58 | Permalink

    Great post! One thing I was surprised with is the “operation” squad which seems to be not a feature team. Also aren’t the members of this squad disappointed being a “servant” team and not producing the external features?

    • 8
      2012-11-19 - 23:15 | Permalink

      The people in ops do ops stuff because it is their job, because that is what they love doing, and that is why they came to Spotify to do it. The ops folks are heros, they enable everyone else to put stuff into production, and keep the systems running 24/7.

  • 9
    2012-11-20 - 12:05 | Permalink

    […] källor: TechCrunch  IDG  Crisp Länk-kärlek:Mer « Ghost, koncept på en ny blogg-plattform Avbryt […]

  • 10
    2012-11-21 - 12:25 | Permalink

    […] process on this site’s What is the role of a product owner? page. His recent post about the way Spotify structures a large Agile team is fascinating. Share this:FacebookEmail Posted in Uncategorized Recent […]

  • 11
    2012-11-21 - 18:12 | Permalink

    […] of the people who’ve bred this strange animal have taken the time to write up the organizational methods and thinking that go …. It makes for interesting reading, much  more than I can achieve, and it’s also quite brief […]

  • 12
    2012-11-23 - 01:59 | Permalink

    […] How Spotify Works Posted by Code Monkey on November 22, 2012 While I wish I could write a long article on how Spotify works technically this is not what I want to tell you about today. Nor will I tell you how I would build Spotify if I had to, but that would be an interesting blog post. But today I want to tell you about a great article describing how Spotify has organized their teams, how they work and best of all; they have cool names for it too: Squads, Tribes, Chapters & Guilds! […]

  • 13
    2012-11-26 - 01:06 | Permalink

    Hello Henrik,
    It is a very interesting article. I have translated it into french :
    Agilité à grande échelle chez Spotify
    Regards,
    Fabrice

  • 15
    Russ Zumwalt
    2012-11-26 - 22:35 | Permalink

    Your article mentioned that user experience decisions were left to the squad, and I was curious how you’ve gone about staffing that need for each squad. That’s something that my organization has grappled with since adopting Scrum in 2004. We’ve waffled back-and-forth between putting user experience/design members on the teams and creating a central team composed entirely of functional design and user experience. Does every squad have a dedicated member for these functions? If not, how many squads do they typically get split across? Have any of your squad members taken on UX/design responsibilities with little or no prior experience? Do you encourage that?

    • 16
      2012-11-27 - 09:16 | Permalink

      We’re still waffling around with this, will have to get back on this topic later :o)

      • 17
        Russ Zumwalt
        2012-11-27 - 15:28 | Permalink

        Oh, good, it’s not just us 🙂

      • 18
        Adrienne Francis
        2014-10-23 - 15:14 | Permalink

        Do you have any updated insights on how Spotify incorporates UX into the squads? Currently, I manage a UX team and have UX functional members working within each scrum team and am curious how Spotify handles functional UX and ensures a cohesive user experience across all of the separate squads/tribes.

        • 19
          Harry Finocchiaro
          2015-02-11 - 16:39 | Permalink

          It’s been a while since you posted a response to this, Henrik. Any updates?

  • 20
    2012-11-27 - 00:36 | Permalink

    […] http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify Related Posts […]

  • 21
    Christer Åkesson
    2012-11-27 - 22:49 | Permalink

    Great post! I really like the clearity both in the vertical(Sqaud, tribes) and horizontal(Guild, Chapter). Have some what the same type of setup in my organization but not that clear…
    I really like the idea of “quarterly survey with each squad” a good tool help the team to be high performing.

    Now to my question:
    How is the process for a squad to take a new feature from customer requirement to production?
    At what sync points do sqaud and stakeholders meet up?

    Regards,
    Christer

  • 22
    Shawn
    2012-11-28 - 23:07 | Permalink

    Great post and article, thanks for posting!! Could you share some information about any tooling is used to help facilitate/manage Spotify’s process(s)?

  • 23
    Manuel Palacio
    2012-11-30 - 18:24 | Permalink

    Great article. I translated it to Spanish:
    Agilidad en Spotify

  • 24
    2012-12-03 - 22:56 | Permalink

    […] This paper (PDF) tells the story on how Spotify organizes the work of tens of engineers and designers in an agile manner.   […]

  • 25
    Aaron
    2012-12-07 - 15:00 | Permalink

    I like this article!

    I notice that the idea of “guilds” is spreading. Maybe you want to have a look at Jurgen’s post about that: http://www.noop.nl/2012/11/business-guilds.html

    I practice this idea having cross-team (knowledge-) “domains” with experienced “domain owners” guiding and leading it.

  • 26
    2012-12-13 - 17:38 | Permalink

    […] en spännande artikel om hur Spotify organiserat sin utveckling i något som liknar en matris synliggör Henrik Kniberg och Anders Ivarsson en viktig dimension vid […]

  • 27
    2012-12-25 - 13:06 | Permalink

    Hi, Henrik!

    This is link to Russian translation:

    Масштабирование Agile в Spotify

  • 29
    Carmen Morrison
    2013-01-01 - 00:02 | Permalink

    Great article thanks you. I love being a Scrum Master/Iteration Manager and I want to work for a company that has a true Agile Culture. Can you get my resume in front of them. 😉

    Cheers,
    Carmen

  • 31
    Carmen Morrison
    2013-01-01 - 00:02 | Permalink

    P.S. Happy New Year!

  • 32
    Omar Bermudez
    2013-01-04 - 02:12 | Permalink

    Interesting article. My question is how you support this process electronically? I like JIRA + green-hopper, but I am not sure it is the right one to support the full process.
    Thanks,
    Omar

  • 33
    2013-01-08 - 22:19 | Permalink

    […] Masse an erfolgreichen agilen Transitionen noch nicht erreicht ist, so sind Erfolge wie bei SAP, Spotify und Xerox  Indizien dafür, dass agile Entwicklung der richtige Weg sein […]

  • 34
    2013-01-19 - 04:17 | Permalink

    Completely love it! This is the type of org I am constantly guiding companies toward but not always with success. 🙁 Thanks for providing a case study I can use to fuel my efforts.

    Question: Can you share a sketch of a typical squad area floor plan? How is the desk area, lounge area, and a personal “huddle” room configured?

    Thanks!

  • 37
    2013-02-19 - 14:44 | Permalink

    […] Respecto a otra forma de organizarse tengo pendiente de leer el famoso artículo de Henrik Kniberg sobre su trabajo en Spotify. […]

  • 38
    2013-02-27 - 13:33 | Permalink

    […] 대한 원래 문서는 이곳을 참조하면 볼 수 있다. Share this:더전자우편Print이것이 좋아요:좋아하기 […]

  • 39
    2013-03-14 - 20:04 | Permalink

    […] recently create a workspace layout for a client based on the team spaces used at Spotify, one of the shining beacons of organizational Agility. Ideal agile […]

  • 40
    2013-03-14 - 20:24 | Permalink

    […] recently created a workspace layout for a client based on the team spaces used at Spotify, one of the shining beacons of organizational Agility. Ideal agile […]

  • 41
    2013-03-15 - 17:47 | Permalink

    […] development team should be autonomous. A development team (or ‘squad’ in Spotify lingo – see http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify) should always be able to move independently of other squads. Even if there is a dependency between […]

  • 42
    2013-03-19 - 18:16 | Permalink

    There’s a Portuguese version at http://www.infoq.com/br/articles/spotify-escalando-agile but the link doesn’t seem to be here yet.

  • 44
    2013-03-20 - 21:01 | Permalink

    […] Scaling Agile at Spotify and Daniel Pink’s Drive Posted on March 20, 2013 by Bart Vermijlen — No Comments ↓ FB.Event.subscribe('edge.create', function(response) { _gaq.push(['_trackEvent','SocialSharing','Facebook – like button',unescape(String(response).replace(/+/g, " "))]); }); Last November I was really amazed by an article from Henrik Kniberg – I admit, I’m a fan – on how he helped scaling agile at Spotify. […]

  • 45
    2013-04-11 - 00:22 | Permalink

    […] http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify Share this: This entry was posted in Uncategorized and tagged Agile on April 10, 2013 by Gerrit Quast. […]

  • 46
    2013-04-12 - 18:34 | Permalink

    […] in November, Spotify released a paper titled Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds. I recently had a chance to chat with Henrik Kniberg, one of the coaches on site, to ask him some […]

  • 47
    2013-04-14 - 07:45 | Permalink

    […] misses sent me an interesting article about Spotify’s Agile process and how they steer a technical team of over 250.  This has probably no short term relevance to […]

  • 48
    2013-04-29 - 00:47 | Permalink

    […] Story: Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds) Like this:Like Loading… agile agile Siege is an http load testing and […]

  • 49
    Pete
    2013-05-22 - 21:19 | Permalink

    Awesome! That’s a fantastic approach, Henrik! Thanks so much for sharing.

    I’m curious how the rest of the company (Management, Sales, Marketing,..) is organized?
    Are they structured in Squads and tribes as well or are they organized in a classic way?

    A further point that interests me: Is the a kind of PO lead who coordinates or even leads the POs? (Deciding on the high level road map) Or are the POs organizing themselves collaborately?

    And a last one:
    Has the tribe lead any influence or saying on the road map or is she “only” responsible for the squads container?

    Happy about your answers.

  • 50
    2013-06-02 - 16:18 | Permalink

    […] of scaling agile. Should we all adopt Dean Leffingwell’s Scaled Agile Framework? Do the Spotify tribe/squad thing? Or just roll our own? Or is Ron Jeffries’ intuition right, and do the terms scaling and […]

  • 51
    2013-06-04 - 14:57 | Permalink

    […] on the planet. I had previously read Henrik Kniberg and Anders Ivarsson’s excellent article Scaling Agile at Spotify with Tribes, Squads, Chapters and Guilds, and this talk helped to bring the ideas to life. Henrik was also interviewed on InfoQ about his […]

  • 52
    2013-06-05 - 20:42 | Permalink

    […] nach nicht mehr notwendig. Hier reicht es aus, wenn ein Agile Coach verfügbar ist. Ähnlich hat es Henrik Kniberg ja auch schon […]

  • 53
    Jason Skidis
    2013-06-28 - 06:58 | Permalink

    Henrik,
    I am an Agile Coach in a large IT department of an even larger organization. I have read this article with great interest. Our organization started a full department transformation to Scrum last winter and we continue to look for ways to improve this ongoing transformation to make our organization more Agile. I’ve discussed this article with a number of people in my organization and I get 2 consistent pieces of feedback on the topic of Chapters Leads as line managers (I also get lots of feedback on other pieces of the article, but that’s another story)

    1. Many in our organization still have a higher affinity for their functional role relationships than team membership, re: still lots of functional silo thinking. Having Chapter Leads could entrench that behavior further.
    2. If a person’s line manager is on a different team, then they aren’t involved in the day to day with that person. The concern is around the ability of the Chapter Lead to evaluate the individual’s performance and/or know them well enough to help them with personal/career development.

    My response to this feedback has generally followed these concepts…
    1. Leadership and Agile Coaches need to a better job of breaking down functional silos whether we try something like this or not. If we do a great job of it, then this becomes much less of an issue (or a non issue).
    2. If we change our focus from “evaluate and develop individuals” to “evaluate teams and develop the individual” then this concept might actually be a strength. Since the person developing an individual still has the same type of responsibilities as the individual, as opposed to someone that used to (maybe) have that same job in the past.

    I believe that are a number of benefits to this approach that outweigh these concerns. However, I was wondering if you (or any of your readers) have additional feedback on ways to minimize these concerns.

    Thank you,
    Jason Skidis

    • 54
      2013-06-28 - 13:54 | Permalink

      Hi Jason, thanks for the detailed and insightful feedback. The short answer is that we sometimes see the problems that you mention, but so far the advantages of this model seem to outweigh the disadvantages. We also compensate for the disadvantages by making sure that the chapter lead is physically close to his chapter members, although they are spread across different squads, and that each chapter is quite small. The chapter lead does not oversee or judge the day-to-day work of the chapter members, instead he focuses on things like craftmanship, personal development and motivation.

      • 55
        Jason Skidis
        2013-06-29 - 00:22 | Permalink

        Thank you Henrik for your speedy response. I can definitely see how small chapters with squads being adjacently (or at least very close) can help minimize these concerns.

        As a Scrum Trainer once told me, evaluate teams and have the team evaluate the members of the team. With these two points of reference you get a more accurate and agile compatible appraisal of an individual compared to just a manager judging a team member completely outside the team context.

        Your comment about chapter leads developing competencies of but not judging an individual is another data point in favor of separating (to some degree) development from evaluation. Your feedback is greatly appreciated.

  • 56
    2013-07-22 - 11:07 | Permalink

    […] value of a well-performing team is massive, but this is not a trivial thing to build and maintain; teams need real ownership over code, and that means the team takes decisions about that code and exclusively works on that […]

  • 57
    2013-09-06 - 15:47 | Permalink

    […] promised, here is a link to Henrik Kniberg’s post about Spotify. events, Kanban    Agile on the Beach, Falmouth, feedback SHARE THIS […]

  • 58
    2013-09-19 - 09:46 | Permalink

    […] nie trzeba skalować, jeśli jesteśmy w stanie przeskalować nasz produkt. Tak jak na przykład zrobili to w Spotify. Kluczem do sukcesu nie jest stworzenie squad’ów, tribe’ów, chapter’ów czy […]

  • 59
    2013-10-08 - 10:57 | Permalink

    […] persönliches Highlight der Konferenz waren die Keynotes: Henrik Kniberg, der über Agilität im Großen bei Spotify berichtete. Eine Firma, die es durch ein geschicktes Skalierungsmodell geschafft hat, […]

  • 60
    2013-10-16 - 06:39 | Permalink

    I’ve just published “Scaling agile @ spotify” Japanese version. http://lean-trenches.com/scaling-agile-at-spotify-ja/ It’s very interesting article. Thanks, Henrik.

  • 62
    2013-10-20 - 06:13 | Permalink

    […] and XP from the Trenches“, “Agile Product Ownership in a Nutshell“, and “Scaling agile at Spotify“. (Agile Product Ownership a Nutshell is actually a video, but the creative process was […]

  • 63
    2013-11-14 - 08:59 | Permalink

    […] Crisp used. Anders Ivarsson, agile coach at Spotify, and Henrik Kniberg, agile consultant at Crisp, introduced the ideas that came out of the restructuring at Spotify, in October 2012. A year prior to that, the company had begun to restructure its internal […]

  • 64
    2013-12-01 - 10:19 | Permalink

    […] How such organization should work, guild is perhaps the answer. After inspiration from Spotif’s Tribes/Squads/Chapters & Guild. […]

  • 65
    2013-12-08 - 16:15 | Permalink

    […] 团队基于主题构建“公会”(译者注:参见Henrik写的关于Spotify Scaling Agile的文章) […]

  • 66
    2014-01-03 - 21:17 | Permalink

    […] here’s a post on how to scale Agile within a large organization posted at Henrick’s own consultancy […]

  • 67
    2014-01-16 - 03:27 | Permalink

    […] Ambler   http://disciplinedagiledelivery.com/ Spotify/Crisp approach – Kniberg & Ivarsson  http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify Agility Path – Schwaber / Scrum.org  […]

  • 68
    2014-01-29 - 19:05 | Permalink

    […] year I had the privilege of meeting Kevin Goldsmith, and he introduced me to the whitepaper and methodology Spotify uses to build their products. While the whitepaper covers more of the […]

  • 69
    2014-01-31 - 03:55 | Permalink

    […] deploying and supporting their own parts of the service, as Spotify describes for their company in this paper. While many of the companies we spoke to were some way off achieving this model in their own […]

  • 70
    2014-02-01 - 21:56 | Permalink

    […] Der Erfahrungsbericht von Henrik Kniberg, wie Agile bei Spotify gelebt wird […]

  • 71
    2014-02-03 - 13:14 | Permalink

    […] Click here to see the full post. […]

  • 72
    2014-02-20 - 05:17 | Permalink

    […] understand how to potentially tackle this situation, Spotify can be used as a case study that you can read about here. The creation of guilds in particular allows for architectural excellence at each layer in the stack […]

  • 73
    2014-03-01 - 16:22 | Permalink

    Hi Henrik,
    Chinese version for scaling agile of Spotify is ready on my blog, http://bobjiang.com/2014/02/07/scaling-agile-spotify-with-tribes-squads-chapters-guilds/ , could you add a link here? Thanks a lot 🙂

  • 75
    2014-03-02 - 02:03 | Permalink

    […] needed in a post on DevOps interview questions (although this is a bit out of date now). The team setup at Spotify is worth understanding, with a fluid matrix-type grouping of skills and interests […]

  • 76
    2014-03-10 - 16:25 | Permalink

    […] When a functional area like design/UX wants to be a separate team for site consistency, this is similar to any functional area wanting to separate from the Scrum team (or create their own team) for the sake of consistency. Have periodic functional meetings on a periodic basis to keep the consistency. It might be an hour meeting every other week, or on demand, and doesn’t deter from the team’s ability to get work done. This is similar to a community of practice, a special interest group, and the guild concept at Spotify. […]

  • 77
    2014-03-14 - 23:03 | Permalink

    […] was there, I ended up connecting with a couple different companies who have been inspired by Henrik Kniberg’s whitepaper on Scaling Agile at Spotify, and who have been trying to do implement some of those ideas in their own […]

  • 78
    2014-03-30 - 20:58 | Permalink

    […] When a functional area like design/UX wants to be a separate team for site consistency, this is similar to any functional area wanting to separate from the Scrum team (or create their own team) for the sake of consistency. Have periodic functional meetings on a periodic basis to keep the consistency. It might be an hour meeting every other week, or on demand, and doesn’t deter from the team’s ability to get work done. This is similar to a community of practice, a special interest group, and the guild concept at Spotify. […]

  • 79
    2014-04-02 - 14:20 | Permalink

    […] on the planet. I had previously read Henrik Kniberg and Anders Ivarsson’s excellent article Scaling Agile at Spotify with Tribes, Squads, Chapters and Guilds, and this talk helped to bring the ideas to life. Henrik was also interviewed on InfoQ about his […]

  • 80
    2014-04-10 - 13:01 | Permalink

    […] Scaling Agile at Spotify (Pete) […]

  • 81
    2014-05-07 - 02:04 | Permalink

    Italian version here: https://www.dropbox.com/s/b9urjkxsgq2zbe8/ScalingSpotifyIta.pdf
    Best Regards!

    Tony

  • 83
    2014-05-07 - 06:50 | Permalink

    […] Spotify, engineers and product people work within a kind of matrix organization that evolved out of a need to scale agile teams. Their basic unit or “cell” is called a […]

  • 84
    2014-06-05 - 03:05 | Permalink

    […] Spotify, engineers and product people work within a kind of matrix organization that evolved out of a need to scale agile teams. Their basic unit or “cell” is called a […]

  • 85
    2014-06-16 - 16:49 | Permalink

    […] persönliches Highlight der Konferenz waren die Keynotes: Henrik Kniberg, der über Agilität im Großen bei Spotify berichtete. Eine Firma, die es durch ein geschicktes Skalierungsmodell geschafft hat, […]

  • 86
    2014-06-23 - 01:49 | Permalink

    […] k ničemu. Líbil se mi zajímavý model organizace, který používají. Inspirovali se ve Spotify a upravili si to k obrazu […]

  • 87
    2014-07-02 - 13:56 | Permalink

    […] communities of practice are perhaps best known through the tribes-squads-chapters-guilds meme. […]

  • 88
    2014-08-06 - 09:51 | Permalink

    […] Crisp’s Blog » Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds leads you to the article (in PDF). […]

  • 89
    2014-08-24 - 11:43 | Permalink

    […] You can read more about the Spotify model here […]

  • 90
    2014-08-27 - 10:11 | Permalink

    […] The nomenclature “squads,tribes,chapters and guilds” indicates the resemblance of the proposed structure more with communities than corporations. We have already seen the advantages offered by communities over corporations in this earlier posting. You can read more about the Spotify model here […]

  • 91
    2014-09-30 - 10:24 | Permalink

    […] Cutting Edge Liver & Thinker @ Spotify and the “famous” Henrik Kniberg give us leading insideds how we can thing, organize and work together in Tribes, Squads, Chapers & Guilds. […]

  • 92
    2014-10-01 - 19:14 | Permalink

    […] structure. Through research we have discovered a “Guilds and Tribes” model proposed by Spotify. It seemed it is in line with all our beliefs and fulfills all the assumptions we had in mind. […]

  • 93
    2014-10-20 - 11:52 | Permalink

    […] while back Henrik Kniberg published an excellent case study on Scaling Agile @ Spotify. Though case study is specific to Agile scaling experiences at Spotify, I found some practices that […]

  • 94
    2014-11-09 - 16:54 | Permalink

    […] SA@S : Scaled Agile @ Spotify […]

  • 95
    2015-01-20 - 21:16 | Permalink

    […] Spotify, engineers and product people work within a kind of matrix organization that evolved out of a need to scale agile small teams. Their basic unit or “cell” is called a […]

  • 96
    2015-01-26 - 19:47 | Permalink

    Thanks for every other informative website.
    The place else may just I get that type of info written in such an ideal approach?
    I’ve a undertaking that I am simply now running on, and I
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  • 97
    2015-01-27 - 01:16 | Permalink

    […] Spotify, engineers and product people work within a kind of matrix organization that evolved out of a need to scale agile small teams. Their basic unit or “cell” is called a […]

  • 98
    2015-02-02 - 00:25 | Permalink

    […] auserwählt um bei bestimmten Themen zu Unterstützen (dies ähnelt dem, was Spotify laut Kniberg / Ivarsson 2012 “Chapter” […]

  • 99
    2015-02-08 - 10:36 | Permalink

    […] there are success stores (e.g., Spotify) that show how ‘enterprise awareness’ can be achieved without limiting agility. For […]

  • 100
    2015-02-09 - 14:26 | Permalink

    So what happens when a major incident occurs? Who does the user call and how does whoever responds link back to this structure? How do you address data or security audit issues?

  • 101
    2015-02-17 - 11:48 | Permalink

    […] Crisps Knibergs omtalade ”Tribe” anpassningar för Spotify definieras allt fler enterprise anpassningar av scrum och […]

  • 102
    2015-02-27 - 16:22 | Permalink

    […] Spotify is running a 250+ man team and has some videos and a 13 pages paper, find links at: http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify […]

  • 103
    2015-03-13 - 21:30 | Permalink

    […] nach nicht mehr notwendig. Hier reicht es aus, wenn ein Agile Coach verfügbar ist. Ähnlich hat es Henrik Kniberg ja auch schon […]

  • 104
    2015-03-15 - 16:00 | Permalink

    […] “Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds” paper and “Spotify Engineering Culture Part 1” and Spotify Engineering Culture Part 2” videos […]

  • 105
    2015-03-25 - 16:44 | Permalink

    […] SA@S: Scaled Agile @ Spotify […]

  • 106
    Adam
    2015-04-14 - 04:15 | Permalink

    I love the article and the organizational model.

    Are the tribe leaders mainly focused on engineering, architecture, and organizational health? Or do they also own the tribe’s part of the overarching product roadmap?

    Thank you!

  • 107
    2015-04-16 - 13:06 | Permalink

    […] important that learning is done during work time. REA uses the “guild” model made famous at Spotify where groups of people from across the organisation but interested in the same technology meet […]

  • 108
    2015-05-31 - 08:17 | Permalink

    […] think about themselves in squads, tribes and whole team (similar to Spotify?), and are wary of sharing things across those […]

  • 109
    2015-06-07 - 07:25 | Permalink

    […] and published a few things that have gained a surprizing amount of attention – especially the scaling agile article and spotify engineering culture video. This has come to be known as the “Spotify Model” in […]

  • 110
    2015-06-07 - 17:01 | Permalink

    […] Kinberg‘s seminal work at Spotify has made real waves in the community when Scaling Agile at Spotify started making the rounds. More recently, Henrik put out these two videos outlining the key […]

  • 111
    2015-06-17 - 15:10 | Permalink

    […] Agile Coach bei Spotify, und Henrik Kniberg, Agile Consultant bei Crisp haben im Oktober 2012 die Ideen der Restrukturierung bei Spotify vorgestellt. Ein Jahr zuvor hatte die Firma bereits begonnen, ihre internen Stukturen nach diesem […]

  • 112
    2015-08-14 - 16:48 | Permalink

    […] ceux qui le connaissent, Henrik Kniberg travaille pour Crisp. C’est lui qui est derrière le modèle agile chez Spotify… mais bon je m’écarte de mon […]

  • 113
    2015-10-19 - 04:23 | Permalink

    What is the role of a VP in a large organization regarding Agile Scrum?

    No worries, Nick. In that case, check out Agile at Spotify as well as http://blog.crisp.se/2012/11/14/henrikkniberg/scaling-agile-at-spotify for an example of how to scale agile.

  • 114
    2015-10-22 - 09:12 | Permalink

    […] with distributing leadership and amplifying self management. We are iterating on Spotifys organisational model because it is creating tension for us. I’m going to share more about this experiment later […]

  • 115
    2015-11-18 - 14:05 | Permalink

    […] while back, Henrik Kniberg published an excellent case study on Scaling Agile @ Spotify. Though case study is specific to Agile scaling experiences at Spotify, some practices are equally […]

  • 116
    2015-11-23 - 17:10 | Permalink

    […] Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds by Henrik Kniberg […]

  • 117
    2015-11-24 - 09:47 | Permalink

    […] Scaling Agile @ Spotify with Tribes, Squads, Chapters & Guilds by Henrik Kniberg […]

  • 118
    2015-12-02 - 23:07 | Permalink

    […] Improvement Scoreboard, the approach described by Anders Ivarsson and Henrik Kniberg in the paper Scaling Agile @ Spotify. Every Scrum Master fills in a scorecard every three months and the team has to decide on the score […]

  • 119
    Randy
    2015-12-14 - 22:55 | Permalink

    Hello Mr. Kniberg,

    I have a few questions regarding the Squad Health Check model you used at Spotify, specifically; how did you develop the 11 health areas identified in model (support, teamwork, pawns or players, mission, health of codebase, suitable process, delivering value, learning, speed, easy to release, fun)?

    Do you have any published literature reviews to validate your mythology?
    I are very interested in utilizing a team health check program and would like to implement your model. Please let me know if you can provide any further information with your health check model.

    Thank you,
    Randy B

  • 120
    Nubia
    2015-12-18 - 19:16 | Permalink

    Hi, is there any type of online tool you could share that could help to visually organize tribes and squads? Thanks!

  • 121
    2015-12-21 - 19:06 | Permalink

    […] At this point you may find Silo inside the organisation can slow or even stop some tasks from taking place. Resource contention and task priorities can get in the way of delivering the release to your customers. Spotify offer an approach to this called Tribes, Squads, Chapters and Guilds. […]

  • 122
    2016-01-01 - 10:29 | Permalink

    […] Spotify, engineers and product people work within a kind of matrix organization that evolved out of a need to scale agile small teams. Their basic unit or “cell” is called a […]

  • 123
    2016-02-23 - 09:13 | Permalink

    […] rules are a list of behaviours and rules a squad decide are useful for working together as a team in a productive and respectful […]

  • 124
    2016-02-23 - 09:13 | Permalink

    […] sure as an Agile Squad that we are all on the same page before the project has even […]

  • 125
    2016-02-23 - 09:27 | Permalink

    […] Spotify’s whitepaper on how to structure an organisation with Agile tribes, squads, chapters and guilds has been the most inspiring and interesting idea to come out of the Agile scene in the past three years. […]

  • 126
    2016-03-15 - 17:26 | Permalink

    […] There was a strong belief within the organization that the way to be “promoted” was to become a Chapter Lead (line manager) or a product owner. In fact, switching to these roles at Spotify is more akin to a career change […]

  • 127
    2016-05-17 - 21:42 | Permalink

    […] squads model from spotify has been widely discussed and is a model that Skyscanner has adopted (and adapted) that model […]

  • 128
    2016-07-26 - 11:44 | Permalink

    […] 나중에 이에 대해 글을 쓸것 같네요). 팀 건강 체크 모델은 2012년 Scaling Agile @ spotify 에서 언급했었던 분기별 설문지라 할 수 있는 “autonomous squads”의 […]

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