Agile development practices at their core, have a common theme of making better use of the time spent developing software. This starts at the project level and continues down to the developer day-to-day-activities. Consider an agile iteration. The team starts the iteration with a clear sense of the priorities for the sprint, and pretty good understanding of the project scope.  Having estimated and committed to getting the work done,  the team also has a sense that the goal is attainable. The team members then collaborate to get the work done as a team.

While we can see how this might make for an efficient delivery process, consider how agile practices relate to enjoyment and morale on the team. In the paper If Money Doesn't Make You Happy, Consider Time,  Jennifer Aaker,  Melanie Rudd, and Cassie Mogilner discuss five principles for spending time in a  happiness-maximizing way. Some of these seem like a bit of as stretch, but there is a lot to be said about the relationship between a workplace using agile practices agile, and the teams being effective and happy. Consider how the 5 principles could map to agile practices:

• Spend your time with the right people. If you on a collaborative, self organizing team,  committed to reaching a common goal, it's hard to argue that you are with the wrong people.
• Spend your time on the right activities. The authors of the paper also use the phrase maximizing the value of the present moment.  If you've done your planning right, you have a good sense of what you are working on both for the sprint and each day. If your team is working on a project with an involved product owner, then you know that you are working on something useful.
• Enjoy the experience without spending the time. The premise here is that one can feel pleasure by thinking of a good result. Activities ranging from planning, to test driven development to retrospectives seem to fit here.
• Expand your time. This principle is about having control over your time. Since the team is self organizing and decides how to get work done, you should have a fair amount of control over what you are working on and when.

Using an agile process can't guarantee happiness, or even that you team does all of these things. You can have a poorly defined product backlog, a less than collaborative team environment, or a micromanaging product owner or manage, for example.

But agile is more  than just a product planning process that increases predictability It can also increase productivity and (as Brian Marick said during an Agile 2008 Keynote) Joy.

I was thinking about the relative value to a team of a developer with specific skills (say UI development) versus adding someone who was more of an end-to-end developer. Two stories about medical practice that provided some insight into the question.

I recently read Better, Atul Gwande's book about improvement in medical professions. In this book he relates a story of a clinic in rural India that is poorly staffed and funded, and where doctors manage to successfully perform procedures that are outside the realm of their training. They are able to practice these skills effectively and saved lives.

A story on This American Life, discussed a doctor  in Kermit, Texas who practices in areas beyond his stated training, with poor results. In the end nurses who worked with the doctor filed complaints against him for mistreating patients. This doctor worked alone, and collected information from questionable sources, and ignored the availability of better qualified resource near by.

In both situations doctors practiced beyond their training, yet in one case this improved care, in the other it degraded care.  Two of the key differences seemed to be that the doctors in India frequently met to discuss each other's cases and learn from each other, and  the doctors in india worked beyond their area of specialization in order to keep the clinic functioning and performing useful work. There was no way to wait for a specialist to do the work, and still keep the patient alive.  Gawande credits the camaraderie of the group in India as well as their daily discussions of their cases, their decisions, and why they made those decisions, for their ability to improve their range of practice.

Even though the dynamics in software teams differ from those in a hospital, there are lessons from these stories that software teams can apply to better develop teams of generalizing specialists, and more effective agile developers:

• An ethic of continual learning, both from outside resources and each other can help a team of generalizing specialists to be effective; Having the ability to work across a stack isn't as important as a willingness and ability to learn how to fill gaps in knowledge.
• The flow of the project is  important  to consider when deciding who should work on a task, consider the overall flow of the project. If the specialist is available, there you may as well have the "expert" work on the task (after the team agrees on an approach ). But if waiting for the specialist would delay the project, and there are other people on the team who don't have a full backlog of work, consider having someone else work on it. The specialist can provide advice, and perhaps improve on the work later. But you will have functional software sooner.
• It's important to take time to review and discuss decisions as a cross-functional team to understand what you did, and what you can do better next time.

I was listening to a Planet Money Podcast about tipping recently. According to the story, the custom of tipping has persisted even though the reasons that the practice was established no longer apply. According to the Planet Money story both waiters and customers think that tipping is useful, evidence to the contrary aside. The discussion led me to think about practices some teams do in the name of following a process.

Habits and routines are useful because they free you to focus on the important tasks.  Rituals and processes take a somewhat irrelevant decisions out of your hands, and conventions make it easier for others to understand code and other artifacts.  And when you are starting a new approach to work, following the rules by rote can help you understand the method. But circumstances change, and when the reason for the ritual has changed, there are a few possibilities:

• The practice is still useful, for reasons you didn't anticipate when you started it.
• The practice adds less value, but it doesn't add any overhead so there is no harm in continuing.
• The practice leads the team to spend energy addressing a problem that does not exist any more and causes waste.

To avoid instances of the last case that take up too much of you time, it is important to periodically reflect on why you are doing what you are doing, and it it still makes sense in your environment.  As your team adopts new tools, new practices, take time to think about whether what you are doing still makes sense. Periodic retrospectives are one way to capture this, so it's important to set aside time to review how you work. (And even to set aside time to review how you do retrospectives!)

Lots of teams (and individual) follow process  steps with good intentions, yet they end up causing unnecessary overhead. For example coding conventions that made perfect sense in the days of fixed length variable names, and text editors that add overhead when you have refactoring IDEs and follow clear naming conventions.

The podcast also reminded me of  one of of my favorite Gerry Weinberg quotes (which I referenced in Software Configuration Management Patterns):
 (from Quality Software Management: First-Order Measurement)

Traditions and habits have their place. But if you are doing something simply out of habit you can benefit from acknowledging that fact.

I recently finished reading the book Better: A Surgeon's Notes on Performance by Atul Gawande. Having read The Checklist Manifesto: How to Get Things Right  (which I commented on earlier) I expected to learn not just about medical practice, but also about parallels between medicine and software development. Much of what Gawande says about performance in medical environments has can be said to apply to agile software teams, in particular, the need to focus on core practices, the value of retrospectives, and the value of generalists.

A discussion of how hand washing, a simple technique that is vital to infection control but that also requires culture change to implement with the discipline required to be effective, brought to mind how the challenges teams have being agile often center on the challenges of having teams begin to apply basic practices, without customization.

In the discussions of Polio vaccination and malpractice were excellent non-software examples of how we can benefit from retrospective practice, especially the prime directive, which reminds us that to improve we can't focus on blame, but rather on how decisions we made and how to make them better. A discussion of medical practice in war zones provided excellent anecdotes to relate when someone says that they can't gather data to measure performance and thus improve;  Gawande relates how combat doctors, those with the best excuses to not have time to do "paperwork" somehow find time to enter the data needed to track and improve the care of soldiers, while gathering data in hospitals seems to be hard.

In a profession where specialization is valued, Gawande discusses time spent in India, where understaffed hospitals mean that surgeons can't afford to specialize and yet get do well by collaboration, cross-training, and discussion; in short, how "generalizing specialists" help to eliminate roadblocks and help get the most value from a team.

Like all metaphors and comparisons, there are gaps. Doctors and Software Developers do different things, and work under different constraints. But by focusing on the differences you miss an opportunity to learn from those around you. This, to me, is the key lesson in Better.