Sunday, October 21, 2012

The Keystone Habit: Thin Vertical Slices

What's a keystone habit?

A keystone habit is a practice that can make-or-break an organizational change. In a real archway, pictured right, if you forget to add a keystone, or if you remove the keystone, everything else comes toppling down. Culture hackers learn to recognize keystone habits and focus their energies on doing the simplest thing possible. Often this means focusing on just one change at a time.  If we've taught people what to do in times of stress, the new habit is more likely to stick. For example, if our project is running behind schedule, instead of doing mandatory overtime, do thin vertical slicing!  Photo Credit.


What's a Thin Vertical Slice?

The biggest difference between plan-driven requirements and agile user stories is in the way we break up the work, as illustrated for this sample web shopping cart application, below. Plan-driven approaches divide the work by skill, for example, UX designers focus on the presentation layer, software developers focus on the application layer, architects focus on the services layer, database administrators focus on the data layer. Kick-start a project in a plan-driven fashion, and because of dependencies in the work, the only people that actually start working are business analysts, database administrators and architects (and maybe UX designers). Developers and QA staff sit waiting for the back-end systems to mature.
In contrast, agile teams break up the work by business value. As illustrated in the shopping cart example below, we could ask the whole team to focus on the Search Products part of our application. Initially teams will follow their old habits, and only the analysts & back-end folk will start working. No worries, since this is a keystone habit! Since our focus is narrow, we finish soon, and developers/QA get involved immediately. Inevitably someone discovers a design flaw--and while the system is still fresh in everyone's minds, we re-design it to fix the flaw.



A Rose by Any Other Name

Synonyms: Story Splitting, Who-What-Why, As-a / I want / So That, INVEST
This past week when I ran a workshop for Agile Philly on Thin Vertical Slices, several people told me they were familiar with the idea but not by this name. They also never really understood it until they played the Story Splitting game (ask me, I'll be happy to run it for you). What I've found is that  people get overwhelmed with the canonical story template:
As a fitness enthusiast
I want to buy my favorite style of footwear for my workout
So that I can save time & money as compared to retail store shopping
Instead of trying to answer all three parts of the story template above, I coach clients to focus on the what, or the title of the user story.  The title should be 1-3 words, so sticking with the example above, the story's title is buy favorite footwear.

Assumptions

  • Vertical slices must be INVEST-worthy: Independent, Negotiable, Valuable, Estimable, Small, and Testable. The focus on business value tends to lead us to good slices, but if this acronym is new to you read more about INVEST-worthy stories. 
  • We believe the design is never really done until customer's problems are solved, so we optimize for validated learning--for end-to-end delivery of business value. If you know for certain that the market is wiling to pay for your next feature set, and there is no risk in implementing it, don't slice--just go!
  • Slicing is a form of planning, and it takes time (1-2 hours per week for the whole team). We only want this overhead if it reduces our risk or doubt, that is if we can validate our learning by deploying & trialing working solutions.
  • Slicing depends on automated regression testing. Short of regression tests, we can't afford the re-work costs of updating the design as we move from one slice to another. Note: test automation may not be what you think. See James Shore's Customer Tests.

The Essence in Just One Slice

Given a big scary idea, a vision statement, or an epic user story--what is its core value--the essence? Focus on the WHAT. What could we do in the next hour to learn whether our solution is better than doing nothing? Of course we can't validate the entire solution in an hour--but if every hour we're validating some part of the next most valuable feature or risky assumption, then we're learning very quickly, and we'll deliver sooner. When we deliver sooner, we're agile. When we build upon everything we learned, we increment towards a full solution. I'd rather have something that works for a limited set of customers, than something that doesn't work at all. Now that we've pushed our thinking to an extreme, let's think bigger--what could we learn in a week? Could we make a product increment that we could demo to a friendly customer or business leader?

Why Slice So Thin?

Want greater productivity? A good slice helps us deliver less, better. Why less? In surveying a cross-section of the industry, the Standish group reported in 2002 that 64% of software features are rarely or never used--see a summary of the report here. If only we knew in advance what that 64% was, we'd more than double our productivity! Wait a second--there is a way to find out sooner... Thin Vertical Slices! It's the keystone habit to agility!

What's a Good Slice?

  • focus on the WHAT. A good slice is the next most risky or valuable piece of our epic / vision / business ask / solution. (see Essence, above).
  • slice only what we need to understand next, that is, we're doing progressive elaboration. If we have external dependencies, vendor contracts, or long feedback cycles, we'll have to do some big slices up-front--just don't go thinner than necessary to coordinate with the plan-driven folk.
  • after you know WHAT to make, cross-check it: ask WHO cares about it. The WHO should be a paying customer, or someone outside the building. Even batch jobs and admin tools deliver value to the paying customer--they reduce the cost of ownership. Sometimes a story/slice is so granular the paying customer has no idea it exists--in which case I normally go up a level or so to be sure they care about a parent story/slice. The WHO of a parent is often the same for all children, and I may not go to the formality of tracking WHO for all children.
  • after we know WHO we're trying to satisfy, empathize!  WHY is the seed for innovation--this is a huge difference between "requirements" and "stories". We're supposed to understand why the customer wants the WHAT, and look for a better way. As Henry Ford said, if you asked people WHAT they wanted, they'd just say "a faster horse". Asking WHY helps us understand that getting from point A to point B faster is something people would pay for, and leaves room to innovate on how to accomplish the goal.
  • a good slice is INVEST-worthy (see above)

The Keystone Habit of Agility: Thin Vertical Slices

If you get thin vertical slicing right, everything else agile comes along for the ride. When I was still learning how to explain this idea I asserted the following on twitter:
Minimalist Agile: thin, vertical slices + WIP limits + progressive elaboration (what's missing that won't be induced by these?)
@RonJeffries responded by asking about priority, tech practices and teamwork. My response today: Thin vertical slicing, as defined above, only slices off the next most important thing--that's value priority and progressive elaboration. As we push towards infinitesimally thinner stories, people are coerced into working on the same thing at the same time--both limiting WIP and forcing them to work together. Practically speaking, there may still be hand-offs, but it's still teamwork when everyone is focused on the same goal of completing a slice. I admit our whole archway will topple if we don't have a good foundation on technical practices. I've listed that as an assumption above.

The Keystone Habit At Scale

The beauty of simple truths is they apply at varying levels of hierarchy. While we get benefit from thin vertical slices at the team level, their true impact is realized with strategic & program level planning. Thin Vertical Slices are named in a language business leaders understand--and as Alistair Cockburn notes, this creates a Cooperative Game. Business leaders see the slices, and ruthlessly prioritize them--which is exactly what we need to build less, better. At some point, as Jim Highsmith reports in Agile Project Management, the business stops picking slices under a given epic--and they move on to slices under another epic.
Since slices are INVEST-worthy, we can schedule them in any order, making the Cooperative Game of prioritization easier--simple rules bring complex behavior. Business leaders start trading turns or pooling their budgets to get slices of mutual benefit. Vertical slices also help the businesses move to a SAFe (Scaled Agile Framework) mindset of release trains--if the features aren't in this release, they can be on the next one or the next one--we release early and often. Thin/small slices give us rapid feedback in terms of integration, customer reaction, and other learning.
At scale, I've personally coached a few customers with 300-400 developers who coordinate their work with Thin Vertical Slices. Executives like it since it promotes visibility, developers like it because it promotes autonomy and creativity.

A Keystone Habits is Just the Beginning 

A keystone habit is not a panacea. It is just what we must hold on to in times of stress. We need plenty of agile practices to successfully launch a productive agile culture. If we stay focused on thin slicing, though, and use thin slicing to reduce our stress, I'm convinced we'll keep our agile culture alive and well.

Acknowledgements


Thanks to Bob Gower for giving me a name for this idea--his talk at CULTUREcon Philly, "Kicking the Habit", will be summarized on this blog soon.   Similar thinking can be found in Charles Duhigg's The Power of Habit, and Martin Seligman's focus on well-being instead of pathology. Michael Margolis also teaches us that our new story must be grounded in the old--we can't simply abandon or ignore the old ways of thinking. Instead, when we want to change an old habit, or a culture, we seek to understand the keystone habits that exist, and build from that foundation as we replace the keystone with something new. Thanks also go to my colleagues at Rally Software who have helped me think out loud as I've been testing and formalizing this idea--Mark Kilby, Yvonne Kish, Longda Yin, Ben Carey, Chris Browne, Ann Konkler, and others!




Wednesday, September 26, 2012

Definition of Ready

What's a Definition of Ready? 

Before we agree to take on new work, it's critical that we understand our customer's goal. A Definition of Ready is a check-list that reminds us what kinds of things to ask as we clarify the customer's expectations.  As noted by Roman Pichler, the Definition of Ready is not a new concept in the Agile space. It has been further popularized and generalized by Kanban under the name of Explicit Policies. These policies can be used before we begin the work (Definition of Ready/Entrance Policy), as we move the work from one state to another or from one team to another, or when we consider the work done (Definition of Done / Exit Policy).  These policies are often written at multiple levels; at varying levels of scope we have: Story, Iteration, Release. From a continuous improvement perspective, we have the policy we apply today, and the policy we aspire to reach some day. This may be represented as follows:

What's in a Definition of Ready?

We need a living document--something that is continuously updated as we learn better about our perimeter, that will prevent rework and unnecessary delays. While the list below is overkill for most teams, you may consider any of the following for your Definition of Ready:
  • Is the story INVEST-worthy (independent, negotiable, valuable, estimable, small, testable)?
  • Have we seen a demonstration of working code that proves any external components are complete and of high quality?
  • Are there any external files, media, recordings, images needed to complete this work?
  • Has the customer committed to time with us to explain the context and goals of the work?
  • Have relevant external teams committed time to support this work? (e.g., database staff, developers of external components)
  • Are we willing to defer elaboration of non-functional requirements, or do we have a clear idea of what they should be? (system load, multi-threading, permissions, robustness, etc.)
  • Do we know: who requested the work? when is it needed? what's a barely sufficient implementation?
  • Do we have the right skills to do this work?
  • Who can we ask for help if something goes wrong?
  • Are the acceptance criteria defined?
  • Do we have an estimate for this work?
  • Does the estimate match the customer's budget? Have we discussed the business value?
  • Has this been ranked in comparison to other backlog items, in terms of urgency, priority, effort, and value?
  • Do we have everything we'll need to meet the Definition of Done for this story if we complete it now?
  • Have we considered the downstream effects of releasing or testing this story?
  • Have we communicated about any ripple effects to other component teams?
  • Have we informed marketing/sales/business folk we're about to start this work?
  • Can we make these changes safely without breaking the current system? What if we have to abort this story early?
  • Do we know how this work fits in the larger context of the release plan or future product versions?
See also Ken Power's excellent blog entry on the Definition of Ready.

CULTUREcon favorite Tweets

The way I took notes during #CULTUREcon was with Twitter. Here are the bullet points I'd like to remember forever:


olaflewitz Olaf Lewitz “A mindset of fear leads to a culture of control.” @tracifenton at #CultureCon http://t.co/4BgeC5Po
olaflewitz Olaf Lewitz “Organisational agility is a natural act. We have just to let it happen.” Harrison Owen opening #CultureCon in Philly. Couldn’t agree more.
venessamiemis Venessa Miemis all systems, including human systems, are open. controlling them is impossible and illusion. - Harrison Owen #CultureCon
venessamiemis Venessa Miemis cultures are held together by stories. - Eric Raymond #CultureCon - stories help us make sense of our technologies & ourselves
jaycollier Jay Collier Margolis: Key to change: Shifting your emotions. More effective than changing your mind (i.e., change management processes).#culturecon
drewcm Andrew Marshall Rally Software has a mission that focuses on empowered people who actually want to come to work. (Novel!) #culturecon
stephenshapiro Stephen Shapiro "our work is just a stage for our own inner turmoil". Profound. Michael Margolis #culturecon
venessamiemis Venessa Miemis requirements for happiness: a sense of belonging, a sense of control, a sense of progress - @DanMezick referencing Tony Hsieh#CultureCon
floydmarinescu floydmarinescu Cultures that require constant permissions checks are not ones where learning flourishes - Eric Raymond in an #infoq interview at#culturecon
ckollm Carol Kollm Culture change is about de-hypnotizing. #culturecon The Culture Blueprint... Robert Richman
getstoried Michael Margolis "Coaches remind people who they are when they forget" - Tom Landry @davelogan1 #CultureCon
olaflewitz Olaf Lewitz “Everybody enjoyed the part I didn’t create: Coffee breaks.” Harrison Owen telling the story of Open Space. #CultureConhttp://t.co/P4pCqwAO
trevmex Trevor Lalish_Menagh #culturecon "Thinking is sort of this new thing. It isn't even habitual yet." -Jim McCarthy
sebpaquet Seb Paquet Jim McCarthy: "The Ancient Greeks tell us a well-designed culture can produce many more geniuses than the default cultures"#culturecon
danmezick Dan Mezick Any observed "org structure" is a 1-time, moment-in-time picture of a moving, adapting, living system: Harrison Owen#culturecon keynote
culturalmaven Ozioma Egwuonwu Culture hacking is one of the most important conversations of our time. #culturecon #RAPPCulture
jeffchausse Jeff Chausse "When you give names to things that didn't have names before, that's power - that's creating culture" -esr #culturecon
petervan Peter Vander Auwera #culturecon > Robert Richman > Focussing exclusively on results is like looking at the scoreboard and forgetting about playing the game
jaycollier Jay Collier Margolis: "Anthropologists contend that 70% of everything we learn is through stories." What stories are held sacred?#culturecon
hackerchick Abby Fichtner Culture is something that's always on & it's something you can hack @danmezick #culturecon
trevmex Trevor Lalish_Menagh #culturecon "Structures are simply figments of our imaginations." -Harrison Owen (I love it!)
petervan Peter Vander Auwera #culturecon > saying that change can't happen is probably the best thing you can say to a corporate rebel to motivate him/her :-)
trevmex Trevor Lalish_Menagh #culturecon you take the design of any organization in America or anywhere else and I'll show you a system that demotivates. ~H. Owen
getstoried Michael Margolis "culture is a feeling." - @robertrichman #CultureCon
bobgower Bob Gower Culture is as much about what's outside the circle as it is about what's inside @getstoried #culturecon
fullcontactdave fullcontactdave #culturecon "What would your work look like if all meetings are optional?"
trevmex Trevor Lalish_Menagh #culturecon " realized I wanted something more complex [than working with machines], so I got into management." -@adhondt Truth.
trevmex Trevor Lalish_Menagh #culturecon was the most HUMAN conference I have ever been to.
drewcm Andrew Marshall Cutlure is about setting the boundaries between what is inside, outside or beneath the construct of org. - @getstoried#culturecon
getstoried Michael Margolis Emotions are contagious. They shape or shift the culture. #CultureCon
jaycollier Jay Collier Kennan Salinero of http://t.co/bIONFgPJ recommends "Organizing #HigherEd for Collaboration" http://t.co/GKRPooDT#culturecon
venessamiemis Venessa Miemis How to Hack Culture #1: assert control over its linguistic map (ie "curation") - language shapes a culture #CultureCon - Eric Raymond
crdant Chuck D'Antonio "The organization isn't real…the only reality is people." (@SelfMgmtInst) #culturecon
culturalmaven Ozioma Egwuonwu Harrison Owen, founder of Open Space. We've become an answer society, but questions are the critical thing" #RAPPCulture#culturecon
getstoried Michael Margolis "good" is getting what u want" - Jim McCarthy #culturecon
michaelsahota Michael Sahota Unleash potential by designing organizations based on freedom - @tracifenton #CultureCon
venessamiemis Venessa Miemis 4 properties of a good game: 1. well-defined goal. 2. clear rules 3. a way to track progress. 4. opt-in participation #CultureCon
ethicalimpact Ethical Impact L3C Your story is what draws people in WHY do you do what you do? Michael Margolis #culturecon
ethicalimpact Ethical Impact L3C Goals, deadlines = well intentioned fear. Traci Fenton #culturecon
hackerchick Abby Fichtner And @esrtweet just switched from talking about hackers to talking about evangelism. Clearly I am in the right room #culturecon
jaycollier Jay Collier Michael Margolis: Today, for the first time, "we have the DNA code for widespread cultural innovation." #culturecon
jaycollier Jay Collier LeFebvre/Buck: Consent-based decision-making is more effective than consensus or command-and-control -http://t.co/WtsBY97b #culturecon
olaflewitz Olaf Lewitz “Culture is held together by stories. Stories are a way to make sense of technology.” @esrtweet #CultureConhttp://t.co/vhOdMs3P
hackerchick Abby Fichtner True prophets don't create themselves, they rise up out of the aspirations & values of the community around them @esrtweet#culturecon
hackerchick Abby Fichtner Language is powerful. The naming of things is powerful. When you change the language, you shape the culture. @esrtweet#culturecon
petervan Peter Vander Auwera #culturecon afterparty > Corporate Rebels Manifesto http://t.co/GtICe2Na > with @mathiasnyc for sharing open space session
ckollm Carol Kollm The law of two feet. You are free to move. #culturecon
jaycollier Jay CollierOverheard: You can't impose a better culture/mindset by bringing in new VPs from above. [Tribal Leadership is worth a look.]#culturecon
joshroman Josh Roman Genius cultures vs default cultures: the Greeks vs everyone else. #culturecon
dlefebvre1701 Dan LeFebvre Storytelling starts with why? Leads to connection. #culturecon @getstoried
trevmex Trevor Lalish_Menagh #culturecon A tribe is a shared story and a venue. A good agile team acts like a tribe. - @adhondt
trevmex Trevor Lalish_Menagh #culturecon when the culture is in trouble, it calls back the outsiders.
michaelsahota Michael SahotaPeople always get mad about things in others that they see in themselves. Not usually. - @mccarthyjim1 #CultureCon
olaflewitz Olaf Lewitz Love this: “I didn’t need to ask for permission. I just decided to speed up the process.” @esrtweet at #CultureCon

olaflewitz Olaf Lewitz ++ “@rickwargo: Heard from Harrison Owen at #CultureCon: Our hard work actually creates most of the problems we seek to solve.”
jaycollier Jay Collier Margolis: Change the story, change the culture. However, we don't like stories about change. #culturecon

karalafleur Kara LaFleur "Cultures are defined by the languages they share, the jokes they tell about themselves & their collective history" Eric Raymond#culturecon
olaflewitz Olaf Lewitz +++ “@rickwargo: Opt-in participation is the essential element of any good game - Dan Mezick #culturecon” #checkout #pass#CoreProtocols :-)
jaycollier Jay Collier LeFebvre/Buck: Conways's law: organizational systems reflect their communication structures. Poor communication, poor system.#culturecon
paul_boos Paul Boos No management, colleague to colleague responsibility at Morning Star; formed via a Constitution. #CultureCon#selfmanagement
jaycollier Jay Collier RT @ethicalimpact: Story telling reveals invisible lines of connection Michael Margolis #culturecon
culturalmaven Ozioma Egwuonwu Agile is transforming our world. The Agile Culture Conf. opened a container for powerful ideas to be explored. #culturecon#RAPPCulture
danmezick Dan Mezick #CultureCon Everyone gets the culture they want. We get what we tolerate. What are we willing to settle for?
adhondt D. André Dhondt #CULTUREcon I am not bound by the laws of rational thought. Creativity and inspiration come from the rich mind (limbic)
culturalmaven Ozioma Egwuonwu Good business practices are in place to boost morale. With high morale we get high work quality." Trevor. #RAPPCulture#culturecon
riczwest Richard West More SciAm: Creativity Predicts a Longer Life http://t.co/mcIR64nv The trait of _openness_ improves health through creativity#CultureCon
rickwargo Rick Wargo "The trick to changing a habit is to Insert the same habit in between the trigger and the reward" - Bob Gower #culturecon
culturalmaven Ozioma Egwuonwu Art is going down at Agile Culture conference. The shift of our time spoken into existence by Jim McCarthy #culturecon#RAPPCulture
hackerchick Abby Fichtner Now listening to Eric S Ramond (@esrtweet) on Practical Prophecy 101 http://t.co/27ACrbSy #BadAss #culturecon#hackersruletheworld
olaflewitz Olaf Lewitz @jochenkrebs link to the #CultureCon picas album: http://t.co/MZ0P48u7 Lots of pics of you and Harrison… :-)

petervan Peter Vander Auwera #culturecon afterparty > Corporate Rebels Manifesto http://t.co/GtICe2Na > with @mathiasnyc for sharing open space session
angel_m Ángel Medinilla I'm going to do this in Spain - or maybe in Europe? I just NEED to #CultureCon http://t.co/bOSjtZSc
hackreduce hack/reduce Abby (@HackerChick) & Eric S Raymond (@esrtweet) discussing hacker culture at #culturecon #kindofabigdealhttp://t.co/vMtFZIbs
innotribe Innotribe.com Here is a sneak preview of the #CultureCon Lexicon - http://t.co/FVZZ4Kwm @JohnSBaxter @tobiasmayer
riczwest Richard West MT @DanMezick: Assembling for the epic closing of #culturecon in #bostonhttp http://t.co/vVQTeHH9 | Look fwd 2#culturecon #london next yr
jlindenthal Jim Lindenthal The Culture Game by @DanMezick is number 39 on the annual 2012 Top 100 Agile Books http://t.co/8pJxJsEk #culturecon#triballeadership
danmezick Dan Mezick #culturecon folk giving @davelogan1 a new experience, if that is possible http://t.co/9oZeLzfL
selfmgmtinst SelfMgmtInst Organization of the Agile Philly Culture Conference is first class...thanks for inviting SMI! http://t.co/rYqqIxIK #culturecon
ethicalimpact Ethical Impact L3C What would you do if you were not afraid? Traci Fenton #culturecon
adhondt D. André Dhondt #CULTUREcon the future is now, it's just not widely distributed





Thursday, September 20, 2012

let us take what we have been given...

 At the CULTUREcon Philly reception, my intention was to use music to reinforce what we'd learned throughout the day--so I took my first stab at being a DJ. I started the playlist with John Lennon's Imagine, followed by Black Eyed Peas' One Tribe. Later I played this one by Anne Hill:
 
The Give Away Song
Let us take what we have been given,Let us take what we have been given,
Let us take what we have been given,
Let us take it and give it away.

The Gift Economy
Today's Culture Tech must be about the gift economy.  An insatiable quest for more, more, more gives us power grabs, hoarding and scarcity. We need to shift perspectives--we need to declare we've got enough stuff, and redirect our focus to arenas of infinite depth--love, intelligence, creativity. Only in this way can we become satiated, can we happy.

Let us take what we have been given, and let us give it away!

Wednesday, September 19, 2012

CULTUREcon Philly

What I thought was going to be an event about making something new, about connecting dozens of leaders on the topic of Culture in the Workplace, turned out to be a journey for my own personal growth. It's not that this was entirely unanticipated... I started the day in Philly's CULTUREcon by stating: "Let's start from the only place we can: ourselves". The only thing I didn't realize, is that included me.

This was an event I poured my heart and soul into. I gave my time, my dollars, and everything I could. What did I learn?

All I'm supposed to do, is what I want to do.

It seems like I should write more, but this is all I want to write now, so forget the "should".

Michael Margolis, Dan Mezick, Floyd Marinescu, Venessa Miemis.  See the ease in which they smile for the photo? It's because this journey of doing only what we want to do builds true connection, deep friendships, and joy. That's where I'm at, or where I'm going anyway.  Joy at work! Photo credit Olaf Lewitz.

See also Eric Raymond's blog on CULTUREcon.

Wednesday, July 4, 2012

Meeting Types

As I finish up Collaboration Explained by Jean Tabaka, I'm assimilating conversations I've had with several people, including Debbie Madden and Wayne Ramprashad about why we meet--and how to make meetings effective.  Here are my notes:

Tabaka says the meeting types are:
  • status
  • planning
  • working
  • retrospectives
  • shouldn't happen meetings

Madden says we meet to:
  • Advance the Thinking
  • Improve Communication
  • Build Community
  • Build Capacity
  • Make Decisions
  • Obtain Input
  • Share Information

Dhondt says there are 3 reasons to meet:
  • Are we on target? Do the bosses need to get involved?
  • Feedback: get help/opinions, delegate. Say: what's left? what's next? who's got what?
  • Gauge Interest: ripple effects / dependencies / who's interested
When attendees don't have a clear agenda, when they don't see the connection to their daily work, the meeting is probably a waste of time. Scrum rules say there are 3 types of meetings: daily, sprint demo/review, and a retrospective. The wisdom in this is that any other type of meeting is likely to detract from our ability to produce new, working software. So postpone it until the release is done!

To assimilate all the lists above, I'd probably settle on the following types:
  • Feedback Wanted: obtain input, advertise about a working/decision meeting, help wanted, escalation needed
  • Working/Decisions: working meetings, pair programming, code reviews, information sharing, planning, estimation, design work, research, brainstorming
  • Retrospectives: all about sharing perspectives and process improvement
In my opinion, the daily standup can include both Feedback Wanted and Working/Decisions content. Also note that there are no "status meetings" in my list--since we should pull status from information radiators or offline conversations.