ChatGPT sägs döda Google och efter en test så är jag mäkta imponerad. ChatGPT är en intelligent chatbot baserad på NLP (Neuoligvistisk programmering) och AI. Man ställer frågor till boten som sedan svarar på ett väldigt välformulerat sätt. Svaret kan man sedan förfina med en vanlig dialog. Här nedan min dialog med boten om tips kring SAFe och Psychological safety. Notera hur välformulerade svaren är men också hur den upprepar sig själv. Helt klart är att bloggande är en utdöende konstform när man nu kan sno ihop en blogtext som denna på 10 minuter. Och tänk vad många agila coacher som kommer sitta med boten uppe i teamsmöten och spotta ur sig välformulerade svar istället för ”det beror på”.
Ove Holmberg: What do you think about the scaled agile framework SAFe?
ChatGPT: The Scaled Agile Framework (SAFe) is a popular framework for implementing agile practices at the enterprise level. It is designed to help large organizations better manage their complex and rapidly-changing work environments, and provide a clear and structured approach for coordinating the work of multiple teams. Many organizations have found success using SAFe to increase collaboration, improve communication, and drive innovation. However, like any framework, SAFe is not a one-size-fits-all solution, and its effectiveness can depend on a variety of factors such as the organization’s culture and the specific challenges it faces. It’s important to carefully evaluate whether SAFe is a good fit for your organization before implementing it.
Ove Holmberg: I doubt SAFe is a fit for us.
ChatGPT: It’s always important to carefully evaluate whether a framework, methodology, or approach is a good fit for your organization before implementing it. Every organization is unique, and what works for one may not work for another. It’s important to take the time to understand your organization’s specific needs, challenges, and culture, and to carefully consider how a framework like SAFe might help address those needs. If you have any concerns about whether SAFe is a good fit for your organization, I recommend discussing them with your team and leadership, and doing some research to gather more information and perspectives on the framework.
Ove Holmberg: I don’t dare talking to my leadership. We have low psychological safety. Can you recommend a solution?
ChatGPT: If you are concerned about low psychological safety in your organization, it is important to address this issue as soon as possible. Psychological safety is essential for creating a healthy and productive work environment, and without it, employees may be reluctant to speak up, share ideas, and collaborate effectively. There are several steps you can take to improve psychological safety in your organization, including:
- Encourage open communication and transparency: Create a culture where employees feel comfortable speaking up and sharing their ideas and concerns without fear of retribution.
- Provide support and resources: Make sure employees have access to the support and resources they need to do their jobs effectively and encourage them to seek help when needed.
- Foster a sense of community: Create opportunities for employees to connect and collaborate with each other and promote a sense of belonging and inclusion.
- Encourage open feedback: Encourage employees to provide constructive feedback to each other and to leadership, and make sure that feedback is used to drive positive change.
- Create a safe and respectful workplace: Make sure that employees are treated with respect and that any incidents of harassment or discrimination are addressed promptly and effectively.
It may also be helpful to seek outside support, such as consulting with an HR professional or organizational development expert, to help identify and address any underlying issues that may be contributing to low psychological safety.
Ove Holmberg: You say ”create a culture” but how do you do this here?
ChatGPT: Creating a culture of psychological safety in an organization involves a combination of leadership, communication, and support. Here are some specific steps you can take to help promote psychological safety in your organization:
- Model the behavior you want to see: As a leader, it’s important to set the tone for the organization and to demonstrate the behaviors you want to see in others. This might include being open and transparent in your communication, showing respect for others, and being willing to listen to and act on feedback.
- Encourage open communication: Create a culture where employees feel comfortable speaking up and sharing their ideas and concerns without fear of retribution. This might involve providing multiple channels for communication, such as regular meetings, one-on-one conversations, and anonymous feedback mechanisms.
- Provide support and resources: Make sure employees have access to the support and resources they need to do their jobs effectively, and encourage them to seek help when needed. This might involve providing training, mentoring, and other development opportunities, as well as ensuring that employees have the tools and technology they need to be successful.
- Foster a sense of community: Create opportunities for employees to connect and collaborate with each other, and promote a sense of belonging and inclusion. This might involve organizing team-building activities, creating affinity groups, and recognizing the contributions of individual employees.
- Encourage open feedback: Encourage employees to provide constructive feedback to each other and to leadership, and make sure that feedback is used to drive positive change. This might involve creating a feedback culture, using feedback to drive continuous improvement, and regularly soliciting feedback from employees.
By taking these steps, you can help create a culture of psychological safety in your organization that fosters collaboration, innovation, and success.
Ove Holmberg: Yes, a lot of great words here but how do you actually walk this talk?
ChatGPT: To ”walk the talk” and create a culture of psychological safety in your organization, it’s important to take concrete actions to support and promote the behaviors you want to see. Here are some specific steps you can take:
- Communicate openly and transparently: Share information, provide regular updates, and be open and honest in your communication with employees. This can help build trust and create a culture of openness and transparency.
- Provide support and resources: Make sure employees have access to the support and resources they need to do their jobs effectively, and encourage them to seek help when needed. This might involve providing training, mentoring, and other development opportunities, as well as ensuring that employees have the tools and technology they need to be successful.
- Foster collaboration and inclusion: Create opportunities for employees to connect and collaborate with each other, and promote a sense of belonging and inclusion. This might involve organizing team-building activities, creating affinity groups, and recognizing the contributions of individual employees.
- Encourage and act on feedback: Encourage employees to provide constructive feedback to each other and to leadership, and make sure that feedback is used to drive positive change. This might involve creating a feedback culture, using feedback to drive continuous improvement, and regularly soliciting feedback from employees.
- Create a safe and respectful workplace: Make sure that employees are treated with respect and that any incidents of harassment or discrimination are addressed promptly and effectively. This might involve implementing policies and procedures to prevent and address harassment and discrimination, as well as providing training and support to employees on these issues.
By taking these concrete actions, you can help create a culture of psychological safety in your organization that fosters collaboration, innovation, and success.
Ove Holmberg: Thanks. What about the role of the Union here. Do they have any actions to ”walk the talk”?
ChatGPT: Unions can play a valuable role in promoting psychological safety in the workplace. Here are some specific actions that unions can take to help create a culture of psychological safety:
- Advocate for employees: Unions can advocate for the rights and interests of employees, and help ensure that they are treated fairly and with respect. This might involve negotiating contracts, representing employees in disputes, and advocating for policies and practices that promote psychological safety.
- Provide support and resources: Unions can provide support and resources to help employees navigate the workplace and address any issues they may be facing. This might include providing legal advice, offering training and development opportunities, and connecting employees with resources and support services.
- Foster a sense of community: Unions can help create a sense of community and solidarity among employees, and promote a culture of collaboration and inclusion. This might involve organizing social events and activities, providing opportunities for networking and mentoring, and supporting employees in their professional development.
- Encourage open communication and feedback: Unions can encourage open communication and feedback between employees and leadership, and help ensure that feedback is used to drive positive change. This might involve facilitating regular meetings and discussions, soliciting feedback from employees, and advocating for policies and practices that promote open communication.
Overall, unions can play a key role in promoting psychological safety in the workplace by advocating for employees, providing support and resources, fostering a sense of community, and encouraging open communication and feedback.
Ove Holmberg: I agree. Thanks. So if we tie this up, how does SAFe relate to Psychological safety? If possible, keep the answer short.
ChatGPT: SAFe, or the Scaled Agile Framework, is a framework for implementing agile practices at the enterprise level. It is designed to help organizations better manage complex and rapidly-changing work environments and coordinate the work of multiple teams. Psychological safety, on the other hand, is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. While SAFe does not explicitly address psychological safety, creating a culture of psychological safety can be an important part of successfully implementing SAFe or any other framework or methodology. Without psychological safety, employees may be reluctant to speak up, share ideas, and collaborate effectively, which can hinder the success of any framework or approach. So while SAFe and psychological safety are not directly related, promoting psychological safety can be an important factor in the success of implementing SAFe or any other framework or methodology.
Ove Holmberg: Next topic: Can you recommend a way to estimate in software delivery?
ChatGPT: There are many different ways to estimate the amount of work involved in a software delivery project, and the best approach will depend on the specific details of the project at hand. Some common techniques include using historical data to estimate the amount of time and resources needed to complete similar projects in the past, breaking the project down into smaller tasks and estimating the time and resources required for each one, and using the ”three-point estimation” technique, which involves estimating the best-case, most likely, and worst-case scenarios for the project and then using statistical analysis to come up with a more accurate estimate. Ultimately, the key to successful estimation in software delivery is to be as detailed and thorough as possible in your planning and to continually track and monitor your progress throughout the project to ensure that you are on track to meet your estimated completion date.
Ove Holmberg: I doubt detailing and thoroughness in the planning is the correct approach. I rather go for no estimates and learn from this until next time when we have data to estimate from.
ChatGPT: It’s true that using historical data and detailed planning can help improve the accuracy of your estimates, but relying on those techniques alone is not a guaranteed solution. It’s important to remember that every software delivery project is unique and can be subject to unforeseen challenges and changes that can impact your ability to meet your estimated completion date. In those cases, not having any estimates at all can make it difficult to set realistic expectations and to plan and allocate resources effectively.
Ove Holmberg: I still doubt. I mean that estimates only are applicable when we have done something similar before. While software development is mostly about innovation we must try, fail and learn. Then we have data for estimation. Meanwhile ”guesstimates” are good enough.
ChatGPT: While it’s true that software development often involves innovation and learning, it’s still important to have some way of estimating the amount of work involved in a project and to set realistic expectations about what can be accomplished. Guesstimates can be useful in some cases, but they are often based on incomplete or limited information and can be prone to errors and biases. Using more structured techniques, such as those mentioned earlier, can help improve the accuracy of your estimates and give you a better understanding of the resources and time required to complete a project.
Ove Holmberg: Realistic expectations i agree. But to have this you must have some science behind and this you dont have in the start of the project, so why spend time on estimation? Realistic expectations is the key word here.
ChatGPT: While it’s true that you may not have all of the information you need to make highly accurate estimates at the start of a project, it’s still important to have some idea of the scope and scale of the work involved. This can help you set realistic expectations about what can be accomplished and plan and allocate resources effectively. Additionally, as you progress through the project and gather more information, you can use that data to refine your estimates and improve their accuracy. Estimation is not an exact science, but it can be a valuable tool for planning and managing software delivery projects.
Ove Holmberg: OK, lets agree to disagree;) But i think we define ”guesstimate” diffrent here. Guesstimation is the art of give a sufficient heads up on effort while we produce value and data to be able to estimate.
ChatGPT: It’s true that the term ”guesstimate” can be used to refer to a wide range of estimation techniques, from informal and quick estimates to more structured and detailed approaches. While guesstimates can be useful in some cases, they are often based on incomplete or limited information and can be prone to errors and biases. Using more structured techniques, such as those mentioned earlier, can help improve the accuracy of your estimates and give you a better understanding of the resources and time required to complete a project. Ultimately, the key is to find a balance between the need for accurate estimation and the need for flexibility and adaptability in the face of uncertainty.
Ove Holmberg: OK. I respect your answer but i doubt you have been a part of any software delivery project?
ChatGPT: As a language model trained by OpenAI, I do not have personal experiences or knowledge about specific software delivery projects. I can provide general information and advice based on my training and the information available to me, but I do not have first-hand experience in software development or delivery.
Ove Holmberg: Thanks for a great chat ChatGPT and Good Night!
ChatGPT: You’re welcome! I’m glad I could help. Have a good night!