Deliverables:
Engagement Plan
SDLC Review and Gap Analysis
Actionable Recommendations
Point solutions, e.g. Release Management process, test methodology including planning processes, etc.
Workshops including reference material and collateral
Mentoring plans
Recommended metrics and what to do with them
QA/QC/RM staff competency evaluations and development plans
Solution implementation plan
Independant analysis of existing processes and practices
Training sessions in core competencies including critical thinking, communication, and effective reporting
With over twenty years of hands-on experience managing all aspects of the software and systems delivery process, my practical experience means the client gets real life actionable plans that take into account in-flight delivery requirements. No "pie in the sky" suggestions, no recommendations that are un-implementable with the resources (time, budget, staff) you have available. Solutions for you (examples)
1. Analysis of your current processes against what you would like to see (gap analysis) 2. Actionable recommendations (none of that airy fairy stuff that you and your team cannot put into play) 3. Problem statements (if you know it isn’t an elephant, and it isn’t a giraffe, I can help you define what it is; without a proper problem statement, you cannot be sure the right problem is being solved) 4. Clarifications around roles, responsibilities, and processes 5. Reduction of churn, ambiguity, and weasels, resulting in more accountability (hard to weasel when responsibilities are spelt out and published) 6. Definition of what quality means for your organization (you need this to be effective in risk management) 7. Creation of straw horse processes and documentation your team needs to operate well but doesn’t have time to write from scratch (antidote for dreaded white paper paralysis) 8. Mentor your existing staff to their next level. Provide candid feedback on individuals who are not particularly successful in the current roles and determine if it is a lack of training, aptitude, or organizational fit 9. Scrounge through your existing processes, documents, wiki pages, etc. and create a cohesive communication and organizational process suitable for framing … but ultimately for assuring common protocols and expectations 10. Implementation oversight, or actual hands-on solution implementation For more information: sandra@sandrapiotrowski.com or 425.985.8833
It is the rare environment where the team can stop working on existing commitments, to invest in long-term strategic improvements. Further, many teams have the basic talent in place but need a bootstrap to get to the next level. Often, teams know what needs to be done but cannot free up enough time and resources to document, coordinate, and implement desired improvements.
In addition to bringing extensive experience, an independent perspective can be invaluable in getting past politics and the "we've always done it that way" mindset. Organizations evolve organically and may not have had the opportunity to step back and choose best practices and discard historical efforts that no longer benefit the organization.