Plenty of books describe what agile development is or why it helps software projects succeed, but very few combine information for developers, managers, testers, and customers into a single package that they can apply directly. This book provides no-nonsense advice on agile planning, development, delivery, and management taken from the authors' many years of experience with Extreme Programming (XP). You get a gestalt view of the agile development process, including comprehensive guidance for non-technical readers and hands-on technical practices for developers and testers. The Art of Agile Development gives you clear answers to questions such as:How can we adopt agile development? Do we really need to pair program? What metrics should we report? What if I can't get my customer to participate? How much documentation should we write? When do we design and architect? As a non-developer, how should I work with my agile team? Where is my product roadmap? How does QA fit in? The book teaches you how to adopt XP practices, describes each practice in detail, then discusses principles that will allow you to modify XP and create your own agile method. In particular, this book tackles the difficult aspects of agile development: the need for cooperation and trust among team members. Whether you're currently part of an agile team, working with an agile team, or interested in agile development, this book provides the practical tips you need to start practicing agile development. As your experience grows, the book will grow with you, providing exercises and information that will teach you first to understand the rules of agile development, break them, and ultimately abandon rules altogether as you master the art of agile development. "Jim Shore and Shane Warden expertly explain the practices and benefits of Extreme Programming. They offer advice from their real-world experiences in leading teams. They answer questions about the practices and show contraindications - ways that a practice may be mis-applied. They offer alternatives you can try if there are impediments to applying a practice, such as the lack of an on-site customer. --Ken Pugh, Author of Jolt Award Winner, Prefactoring "I will leave a copy of this book with every team I visit." --Brian Marick, Exampler Consulting

    If we don't candidly answer the pertinent questions, we will only paint a false picture.We are standing at a crucial and pivotal point in history. It's time for diversity in AI. This unprecedented technology will affect society as a whole and we need individuals from diverse disciplines and backgrounds to join the discussion. The issues surrounding AI can't be left to a small group of scientists, technologists or business executives to address. Our future and our children's future are at stake.More than ever, we need leaders who will stand on integrity and who will put people first.Do you want to take a glimpse into the future of leadership? The Future of Leadership: Rise of Automation, Robotics and Artificial Intelligence offers the most comprehensive view of what is taking place in the world of AI and emerging technologies, and gives valuable insights that will allow you to successfully navigate the tsunami of technology that is coming our way.

    While this advice may work for everyday life, it is, as Kim Scott has seen, a disaster when adopted by managers.Scott earned her stripes as a highly successful manager at Google and then decamped to Apple, where she developed a class on optimal management. She has earned growing fame in recent years with her vital new approach to effective management, the “radical candor” method.Radical candor is the sweet spot between managers who are obnoxiously aggressive on one side and ruinously empathetic on the other. It’s about providing guidance, which involves a mix of praise as well as criticism—delivered to produce better results and help employees achieve.Great bosses have strong relationships with their employees, and Scott has identified three simple principles for building better relationships with your employees: make it personal, get (sh)it done, and understand why it matters.Radical Candor offers a guide to those bewildered or exhausted by management, written for bosses and those who manage bosses. Taken from years of the author’s experience, and distilled clearly giving actionable lessons to the reader; it shows managers how to be successful while retaining their humanity, finding meaning in their job, and creating an environment where people both love their work and their colleagues.

    

    Visible Ops is comprised of four prescriptive and self-fueling steps that take an organization from any starting point to a continually improving process. MAKING ITIL ACTIONABLE Although the Information Technology Infrastructure Library (ITIL) provides a wealth of best practices, it lacks prescriptive guidance: What do you implement first, and how do you do it? Moreover, the ITIL books remain relatively expensive to distribute. Other information, publicly available from a variety of sources, is too general and vague to effectively aid organizations that need to start or enhance process improvement efforts. The Visible Ops booklet provides a prescriptive roadmap for organizations beginning or continuing their IT process improvement journey. WHY DO WE NEED VISIBLE OPS? The Visible Ops methodology was developed because there was not a satisfactory answer to the question: "I believe in the need for IT process improvement, but where do I start?" Since 2000, Gene Kim and Kevin Behr have met with hundreds of IT organizations and identified eight high-performing IT organizations with the highest service levels, best security, and best efficiencies. For years, they studied these high-performing organizations to figure out the secrets to their success. Visible Ops codifies how these organizations achieved their transformation from good to great, showing how interested organizations can replicate the key processes of these high-performing organizations in just four steps: 1. Stabilize Patient, Modify First Response - Almost 80% of outages are self-inflicted. The first step is to control risky changes and reduce MTTR by addressing how changes are managed and how problems are resolved. 2. Catch and Release, Find Fragile Artifacts - Often, infrastructure exists that cannot be repeatedly replicated. In this step, we inventory assets, configurations and services, to identify those with the lowest change success rates, highest MTTR and highest business downtime costs. 3. Establish Repeatable Build Library - The highest return on investment is implementing effective release management processes. This step creates repeatable builds for the most critical assets and services, to make it "cheaper to rebuild than to repair." 4. Enable Continuous Improvement - The previous steps have progressively built a closed-loop between the Release, Control and Resolution processes. This step implements metrics to allow continuous improvement of all of these process areas, to best ensure that business objectives are met.

    It's not just a technical book or just a businessguide. Data is ubiquitous and it doesn't pay much attention toborders, so we've calibrated our coverage to follow it wherever itgoes.In the first edition of Big Data Now, the O'Reilly team tracked thebirth and early development of data tools and data science. Now, withthis second edition, we're seeing what happens when big data grows up:how it's being applied, where it's playing a role, and theconsequences -- good and bad alike -- of data's ascendance.We've organized the second edition of Big Data Now into five areas:Getting Up to Speed With Big Data -- Essential information on thestructures and definitions of big data.Big Data Tools, Techniques, and Strategies -- Expert guidance forturning big data theories into big data products.The Application of Big Data -- Examples of big data in action,including a look at the downside of data.What to Watch for in Big Data -- Thoughts on how big data will evolveand the role it will play across industries and domains.Big Data and Health Care -- A special section exploring thepossibilities that arise when data and health care come together.

    today. An essential reference for all teachers, educational leaders, and policymakers at all levels, the book is organized and written in a style that is accessible to all, even those with little or no knowledge of the legal issues in education.

    A brand must be elastic enough to allow for reasonable category and product-line extensions, flexible enough to change with dynamic market conditions, consistent enough so that consumers who travel physically or virtually won’t be confused, and focused enough to provide clear differentiation from the competition. Strong brands are more than globally recognizable; they are critical assets that can make a significant contribution to your company’s bottom line.In Global Brand Power, Kahn brings brand management into the 21st century, addressing how branding contributes to the purchase process and how to position a strong global brand, from identifying the appropriate competitive set, offering a sustainable differential advantage, and targeting the right strategic segment. This essential guide also covers how customer ownership of your brand affects marketing strategy, methods for assessing brand value, how to manage a brand for long-term profitability, effective brand communications and repositioning strategies, and how to manage a brand in a world of total transparency—where one slip-up can go around the world via social media instantaneously.Filled with stories about how Coca-Cola, The Estée Lauder Companies Inc., Marriott, Apple, Starbucks, Campbell Soup Company, Southwest Airlines, and celebrities like Lady Gaga are leveraging their brands, Global Brand Power is the only book you will need to implement an effective brand strategy for your firm.

    Above all, this book will help you achieve the promise of agile and iterative delivery: to ensure that the right stuff gets delivered through productive discussions between delivery team members and business stakeholders.

    Finding productive ways to work across the generation gap is essential, and the organizations that do this well will have significant strategic advantages over those that don’t.What’s in it For We?: Closing the Gap Between Millennials and Management addresses a very real concern of large and small businesses nationwide: how to motivate, collaborate with, and manage the millennial generation, who now make up almost 50% of the American workforce. The key is to change Boomer attitudes from disbelief and derision to acceptance and respect without giving up work standards. Using real world examples, author Lee Caraher gives leaders data-driven steps to take to co-create a productive workplace for today and tomorrow.

    All I Need to Know About Manufacturing I Learned in Joe's Garage: World Class Manufacturing Made Simple

    One of a manager's toughest--and most important--responsibilities is to evaluate an employee's performance, providing honest feedback and clarifying what they've done well and where they need to improve. In How to Be Good at Performance Appraisals, Dick Grote provides a concise, hands-on guide to succeeding at every step of the performance appraisal process--no matter what performance management system your organization uses. Through step-by-step instructions, examples, do-and-don't bullet lists, sample dialogues, and suggested scripts, he shows you how to handle every appraisal activity from setting goals and defining job responsibilities to evaluating performance quality and discussing the performance evaluation face-to-face. Based on decades of experience guiding managers through their biggest challenges, Grote helps answer the questions he hears most often: -How do I set goals effectively? How many goals should someone set?-How do I evaluate a person's behaviors? Which counts more, behaviors or results? -How do I determine the right performance appraisal rating? How do I explain my rating to a skeptical employee?-How do I tell someone she's not meeting my expectations? How do I deliver bad news? Grote also explains how to tackle other thorny performance management tasks, including determining compensation and terminating poor performers. In accessible and useful language, How to Be Good at Performance Appraisals will help you handle performance appraisals confidently and successfully, no matter the size or culture of your organization. It's the one book you need to excel at this daunting yet critical task.

    As Senior VP of Apple, Jay served as Steve's right-hand man and trouble-shooter, overseeing all corporate operations and business planning, as well as software development and HR. In "Leading Apple with Steve Jobs," Jay details how Steve managed and motivated his people--and what every manager can learn from Jobs about motivating people to do the best work of their lives.Steve Jobs used the phrase "Pirates Not the Navy" as a rallying cry--a metaphor to "Think Different." In the days of developing the Macintosh, it became a four-word mission statement. It expresses the heart of Apple and Steve. The management principles that grew out of that statement form the backbone of this book. Explains how to find talented people who will understand your objectives and be able to make a contribution to that effort Lists traits that can determine whether a person will be so committed to the vision that they will provide their own motivationExplains how to ensure that your employees hold an allegiance to the captain and to his/her shipmates, and also possess the ability to come up with original, unique ways to approach a problem, and be self-guided with a strong sense of direction"Leading Apple with Steve Jobs" will shift your thought paradigm and inspire you to assemble and lead innovative teams.

    Abbott and Michael T. Fisher cover everything IT and business leaders must know to build technology infrastructures that can scale smoothly to meet any business requirement. Drawing on their unparalleled experience managing some of the world s highest-transaction-volume Web sites, the authors provide detailed models and best-practice approaches available in no other book. Unlike previous books on scalability, "The Art of Scalability" doesn t limit its coverage to technology. Writing for both technical and nontechnical decision-makers, this book covers everything that impacts scalability, including architecture, processes, people, and organizations. Throughout, the authors address a broad spectrum of real-world challenges, from performance testing to IT governance. Using their tools and guidance, organizations can systematically overcome obstacles to scalability and achieve unprecedented levels of technical and business performance. Coverage includes Staffing the scalable organization: essential organizational, management, and leadership skills for technical leaders Building processes for scale: process lessons from hyper-growth companies, from technical issue resolution to crisis management Making better build versus buy decisions Architecting scalable solutions: powerful proprietary models for identifying scalability needs and choosing the best approaches to meet them Optimizing performance through caching, application and database splitting, and asynchronous design Scalability techniques for emerging technologies, including clouds and grids Planning for rapid data growth and new data centers Evolving monitoring strategies to tightly align with customer requirements "

    But with 101 prewritten disciplinary write-ups at a manager's fingertips, there is a way to escape the headaches, anxiety, and potential legal trouble of performance review or counseling sessions. Completely updated and covering the latest developments in employment law, the second edition of "101 Sample Write-Ups for Documenting Employee Performance Problems" explains the disciplinary process from beginning to end and provides ready-to-use model documents in print and on disk that eliminate the stress and second-guessing about what to do and say. Expertly written, the write-ups cover every kind of problem substandard work quality, absenteeism, insubordination, e-mail misuse, sexual harassment, drug or alcohol abuse, and more. Readers will also find new information on laying the ground work for a tidy dismissal; tying progressive discipline to annual performance reviews; formally addressing intermittent FMLA abuse; ways to avoid drafting documentation that could later be used against their company; and much more. There is perhaps no more dreaded managerial task than communicating with an employee about a disciplinary problem, but this one-of-a-kind guide helps managers handle any scenario fairly, constructively, and, most importantly legally.