
How To Deal With People Who Constantly Are To Slowing Things Down
Explicit content warning
09/04/13 • 16 min
Jade Meskill: Hello, welcome to another episode of the Agile Weekly Podcast. I’m Jade Meskill.
Derek Neighbors: I’m Derek Neighbors.
Roy VanDeWater: And I’m Roy VanDeWater.
The Fear Of Taking Action
Jade: We wanted to talk about a pattern that we’ve noticed lately of [talking very slowly] people who like to slow things down. That’s for you listeners listening at two speed. We’ve seen on different teams, different companies, different environments that people have this fear of taking action.
What are some of the ways that you guys have seen people slow down the process of moving forward, of moving to something new?
Derek: I see a lot of discussion, so when I’m afraid of something, I think we’d call that slowly slowing something down until I’m comfortable. “Hey, you guys are all going way fast. I’m not comfortable. Let’s slow it down.”
“Hey, can we talk about what’s the best way that we can solve this problem”? Or, “I’m not so comfortable. We haven’t talked to Roy about it and I think we really need to have Roy involved in this conversation.”
Or, “I don’t think the boss is going to be OK with that. I think we need to set up a meeting and figure out if we would even be allowed to do something like that before we can really make a decision.”
Sometimes it will revolve around a decision, but a lot of times, I see it just around action. We should be doing something, we should be moving something forward, but instead we’re going to talk about it.
“Let’s talk a lot about what the new product should have in it. Let’s talk about what the product should be like. Let’s talk about who should be on the team.” Instead of doing things to move some step closer to doing something.
What It Means To Own The Result
Roy: Why don’t people just do things?
Derek: Because I think you have to then own the result.
Jade: How does that affect an Agile team? So if you have a team that is trying to become Agile, be more Agile, what side effect does this have on them?
Roy: I think Jim McCarthy talked about it in terms of, “You are slowing things down to the lowest common denominator,” or, Derek, you’ve put it this way too, where you are slowing things down to the comfort level of the least comfortable developer.
Jade: What does that do?
The Effects Of Slowing Down
Derek: It frustrates people who want to go faster, but what it really does is it retards people’s ability to have cycles of doing, failing, correcting. Doing, failing, correcting. Doing, failing, correcting.
If it takes me a long time to have action ‐‐ there’s a whole bunch of frustration and buildup and everything that goes along with that ‐‐ and then when we actually do something and we don’t get the exact result we want or it’s not quite right, we have to go back and we have another long process.
Two things happen ‐‐ we expend an enormous amount of energy, which is really, really valuable, and time which is the also really, really, valuable.
We also slow down our ability to learn and correct. If we choose an action and it’s not the right action but we learn something from it, that’s probably quicker than if we debated 10 different...
If we debated three different ways to do something for 15 minutes and it only takes three minutes to do each one of those things, we could be done and know for certain which one is the right one quicker than if we sat and talked about which one might theoretically be the right one.
Roy: It’s also frustrating as a developer. All of a sudden you’re demoted from having new ideas. It’s now become a bad thing to have new ideas and a new way of doing things. Anything that you suggest is going to start another chain of endless discussions. You’ll get into the mindset of, “I better keep this to myself, because I don’t want to talk about it”.
We Stop Trying When We Are Paralyzed By Fear
Derek: I think there are studies out there that really show that. We get so afraid of putting out a wrong answer ‐‐ it is so bad to do that we stop putting out the scary ideas, and the scary ideas are usually the ones that have the best results.
I think when you start to train yourself, “I’m really afraid of throwing this out there, doing it or trying it,” you debate it and you debate it and you debate it. You’ll debate 20 really awesome things that will set you all the way forward in taking the worst idea.
I see this all the time when we do the ballpoint games. If you look that up, invariably, I’ll see somebody who ...
Jade Meskill: Hello, welcome to another episode of the Agile Weekly Podcast. I’m Jade Meskill.
Derek Neighbors: I’m Derek Neighbors.
Roy VanDeWater: And I’m Roy VanDeWater.
The Fear Of Taking Action
Jade: We wanted to talk about a pattern that we’ve noticed lately of [talking very slowly] people who like to slow things down. That’s for you listeners listening at two speed. We’ve seen on different teams, different companies, different environments that people have this fear of taking action.
What are some of the ways that you guys have seen people slow down the process of moving forward, of moving to something new?
Derek: I see a lot of discussion, so when I’m afraid of something, I think we’d call that slowly slowing something down until I’m comfortable. “Hey, you guys are all going way fast. I’m not comfortable. Let’s slow it down.”
“Hey, can we talk about what’s the best way that we can solve this problem”? Or, “I’m not so comfortable. We haven’t talked to Roy about it and I think we really need to have Roy involved in this conversation.”
Or, “I don’t think the boss is going to be OK with that. I think we need to set up a meeting and figure out if we would even be allowed to do something like that before we can really make a decision.”
Sometimes it will revolve around a decision, but a lot of times, I see it just around action. We should be doing something, we should be moving something forward, but instead we’re going to talk about it.
“Let’s talk a lot about what the new product should have in it. Let’s talk about what the product should be like. Let’s talk about who should be on the team.” Instead of doing things to move some step closer to doing something.
What It Means To Own The Result
Roy: Why don’t people just do things?
Derek: Because I think you have to then own the result.
Jade: How does that affect an Agile team? So if you have a team that is trying to become Agile, be more Agile, what side effect does this have on them?
Roy: I think Jim McCarthy talked about it in terms of, “You are slowing things down to the lowest common denominator,” or, Derek, you’ve put it this way too, where you are slowing things down to the comfort level of the least comfortable developer.
Jade: What does that do?
The Effects Of Slowing Down
Derek: It frustrates people who want to go faster, but what it really does is it retards people’s ability to have cycles of doing, failing, correcting. Doing, failing, correcting. Doing, failing, correcting.
If it takes me a long time to have action ‐‐ there’s a whole bunch of frustration and buildup and everything that goes along with that ‐‐ and then when we actually do something and we don’t get the exact result we want or it’s not quite right, we have to go back and we have another long process.
Two things happen ‐‐ we expend an enormous amount of energy, which is really, really valuable, and time which is the also really, really, valuable.
We also slow down our ability to learn and correct. If we choose an action and it’s not the right action but we learn something from it, that’s probably quicker than if we debated 10 different...
If we debated three different ways to do something for 15 minutes and it only takes three minutes to do each one of those things, we could be done and know for certain which one is the right one quicker than if we sat and talked about which one might theoretically be the right one.
Roy: It’s also frustrating as a developer. All of a sudden you’re demoted from having new ideas. It’s now become a bad thing to have new ideas and a new way of doing things. Anything that you suggest is going to start another chain of endless discussions. You’ll get into the mindset of, “I better keep this to myself, because I don’t want to talk about it”.
We Stop Trying When We Are Paralyzed By Fear
Derek: I think there are studies out there that really show that. We get so afraid of putting out a wrong answer ‐‐ it is so bad to do that we stop putting out the scary ideas, and the scary ideas are usually the ones that have the best results.
I think when you start to train yourself, “I’m really afraid of throwing this out there, doing it or trying it,” you debate it and you debate it and you debate it. You’ll debate 20 really awesome things that will set you all the way forward in taking the worst idea.
I see this all the time when we do the ballpoint games. If you look that up, invariably, I’ll see somebody who ...
Previous Episode

High Performance Teams And Having Fun At Work
Clayton Lengel‐Zigich: Welcome to another episode of the Agile Weekly podcast. I’m Clayton Lengel‐Zigich.
David Foster: I’m David Foster.
Roy vandeWater: I’m Roy vandeWater.
Are You Working If You Are Having Fun At Work
Clayton: Today we’re talking about having fun at work.
Roy: What’s that?
Clayton: Maybe people listening might not know what having fun at work is.
David: Yeah I think that’s fair.
Clayton: Are you working if you’re having fun at work? I feel like you can’t really do a good job of working if you’re not having fun at work.
Roy: [laughs] I definitely feel like there is so much existing baggage in the world like I have heard so many people saying, “you’re having too much fun,” or “I’m hearing you guys having fun, get back to work,” or “you guys couldn’t possibly be working because I can hear you having fun.”
Clayton: Yeah. That’s because a lot of times fun at work is conflated with goofing off. I have personally experienced a lot of times where I have been being very productive and getting a lot of stuff done. There’s been lots of laughter, joking and having a good time all around. Stuff that if you were overhearing the team room, you would assume that nothing’s happening which is very different. I also have seen a lot of times, plain old goofing off.
The important part is that the goofing off time has to be very transparent, so that there isn’t the temptation to assume that people are always goofing off. One way this was solved when we were working out of Gangplank with the “Street Fighter” and “Blitz” machines, which was a lot of fun ‐‐ Video games at work. They were in a totally separate area of the work space. When people decided to stop working and they wanted to go have fun, specifically have fun playing video games.
It was very clear that they got up from their pairing station and they walked over and they played. If someone was maybe doing that too much, you would notice that they were missing from the team space and they were in the fun space. You could make that distinction, it was very clear. If it was a situation where people were...their version of fun was watching YouTube videos, which I’ve seen something like that or browsing Imager.
Those are the things that are a lot harder to do because then it’s hard to tell when someone’s working and when they’re not working like when they’re goofing off. That’s more detrimental to the “having fun at work” movement than anything.
David: Are you suggesting that the fun needs to be something that is going to be done in a team way? Or that fun, as a team would be the best way of doing that?
Roy: I don’t know if I agree with that, I feel like the YouTube and Imager stuff that you are talking about, basically everybody knows anyway. Maybe it’s harder to have the confrontation with somebody, because you can’t point and be like, “Hey, I saw you over there in the corner the entire time you worked out your machine.” But everybody knows. That’s really just the team not being brave and bringing it up to people who are abusing that type of fun.
Clayton: But I have seen those people, when someone brings it up and makes a joke about like “Well you know, some people watch YouTube all day.” I’ve seen those people say, “That’s not true, I don’t watch YouTube all day.”
Roy: First off, don’t be passive aggressive and second bring it up
[crosstalk]
Creating Separation and Transparency in Fun and Work
Clayton: Yeah, but I am saying when you don’t have that clear separation and there is not transparency, it’s so easy to just defend yourself and say that’s not true, it’s a he said, she said thing at that point.
Roy: Yeah, but it does not matter, you’re not trying to justify to management like you are not ratting this person out. Your saying, “Hey, I notice this behavior in you, I have a problem with it whether or not you perceive it to be a problem is separate. This is my reality, I realize you have a different reality, let’s reconcile this.
Clayton: That conflict is where the “Don’t have fun at work” stuff comes from. People that we’ve seen that say, “Don’t have fun at work,” or “you are having too much fun at work,” or ” All we do over here is goof off,” is when they have their back turned and they hear the laughing maybe that is joking around while you are doing work and maybe the laughing is you just watching YouTube videos and they can’t tell t...
Next Episode

Building Great Products Requires Presence Over Planning
Clayton Lengel‐Zigich: Welcome to another episode of the Agile Weekly Podcast. I’m Clayton Lengel‐Zigich...
Roy VandeWater: I’m Roy vandeWater...
Jade: I’m Jade Meskill...
Derek Neighbors: I’m Derek Neighbors...
Jim McCarthy: I am Jim McCarthy. You got me in here.
[laughter]
Jade: We found this guy...
Jim: A major breakdown in their standards has occurred.
[laughter]
Jade: ...stumbling down the street, away from shelter.
Clayton: It’s like the Hotel California. You may enter, but you may never leave.
Jim: This is my second time to Chandler. There’s been no trips up to Crystal Lake. I can see that the mass of things...It’s pretty cool down here. Actually, it’s pretty hot. But it’s a pretty cool place to be. I’ve got to admit. So, I’m glad I’m here.
Roy: That’s good.
Clayton: We’re glad to have you.
Jim: I’m going to get you up to Crystal Lake. We’re going to do the pod cast up there, too.
How Important Is Prioritizing Presence Over Planning
Clayton: Today we wanted to talk about presence over planning. Presence is more important than planning?
Jim: I’m willing to talk about that. I was just suggesting that as the basis of our starting this podcast.
Clayton: That seemed like a really good idea. I figure we should talk about it.
Jade: We are present, and there’s been no planning. What a better opportunity?
[laughter]
Jim: [inaudible 01:21] could pretend there was planning. We’re doing a boot camp right now. We’re in the first part of the boot camp and it’s just starting to get rich. I get off when they start to get off. I’m excited, enthused, and happy and I’m in.
Jade: Welcome.
Clayton Welcome
Roy: Welcome
Jim: It’s beautiful to watch.
Jade: That’s awesome. Much better than yesterday. That’s for sure.
Jim: It’s amazing how a little bit of time and persistent focus from their boss makes a big difference.
What’s The Trouble With Planning
Clayton: What’s the trouble with planning?
Jim: It’s just fictional. It’s like science fiction. You could write a good science fiction book. That’s something to do about [inaudible 02:12] that’s basically a plan. I have always found, especially when it comes to talking, that your presence will trump your planning every day of the week.
I’m in this room. We got four high end or nice microphones. We’ve got a mixer. We got four men, plus me. Whatever that means.
[laughter]
Jim: I’m looking from my perspective, there’s four men here. Anyway and we are going to talk because we are getting to be friends and its probably going to be interesting cause we are in the middle of this interesting experience. So, that’s what I meant by our presence would probably trump...
Jade: Uh, I’ve definitely been in planning meetings where there is no presence...
[Others agree]
Jade: ... those are really terrible...
Clayton: It’s going through the motions, but, uh, half the people are thinking about ...
Jade: ...they are just doing work, or...
Clayton: ...yeah, they’re just trying to get through it.
Jade: And the results are usually very poor.
An Involved Team Is More Energized
Clayton: Yeah, I found that you can energize a team if you get everybody involved in what they are doing, which I think is getting towards having presence over planning, so that they actually feel like their physically there, they feel like their mentally there and they feel like they are actually in, you know, they are in to what’s going on.
That makes a bigger difference then any other game or gimmick or technique or whatever anything I would ever really use.
Roy: So it’s the specific value that we are trying to get out of both presence and planning. Like, we are saying presence over planning, but in terms of what?
Planning Is Not Doing
Derek: So to me, like, I almost think that planning is evil. It’s almost like discussion in the sense of, planning is not doing, right, if we are p...
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