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Thanking Our Heroes

Make no mistake, people are resilient. We adapt to the changing world around us, as difficult as it may be to do so. Never before has humanity been challenged en masse as it has been since 2020 began. The new decade was toasted and people cheered as the promise of change was ushered in. Little did we know how much change was ahead.

Now, months later, with the wrath of the novel coronavirus still raging, we’ve been forced to adapt. It is in these challenging times that we need heroes more than ever before. What was ordinary is now extraordinary given the substantial risks to our personal health, income, and families. These challenges affect individuals not only at the heart of the crisis but ripple into the lives of many others.

Weeks ago, the leadership team at InRhythm began asking our colleagues how they were feeling and what their concerns were. We weren’t asking in a perfunctory way; we were genuinely interested in checking in with our employees with the intention of listening deeply. Many of our colleagues shared stories that humbled us, sharing concerns about the well-being of their family members and friends. Some of the InRhythm family’s spouses, siblings, and close friends are facing unimaginable hardships day after day. Some of us are close to healthcare workers tending to patients who are dying alone while living in their garages or away from their family to minimize the risk of their loved ones’ exposure to the virus. It’s difficult to imagine unless you’re walking in their shoes.

Healthcare workers are not the only ones challenged physically and emotionally. Our extended community of friends and family at InRhythm includes numerous essential workers such as grocery staff, truck drivers, and other critical members of the supply chain. They too must face no-win decisions, working to support their families despite how great the risks are for contracting COVID-19. In these challenging times, tasks, and jobs that previously seemed ordinary have shifted to becoming extraordinary. Essential workers and their loved ones also deserve our gratitude, our compassion, and our support.

At InRhythm, we are lucky compared to other companies and industries. We’ve continued to work and do so safely from the comfort of our own homes, albeit not without interruption but these distractions by our loved ones bring new joys to our “workplace”. There is a lot to be grateful for, so while the leadership team and I are working to stay in tune with the fears and concerns in the InRhythm family, we decided to roll out a Gratitude Our Heroes event to show our appreciation to the people working to keep us safe and healthy. To have so many terrific people doing great work to curb the virus and help people continue to live to enjoy life in the extended InRhythm family is an honor.

Our Heroes

  • Alex is a first responder down in Arlington, VA running toward danger while others may be running away from it.
  • Annie is a Child Life Specialist at New York-Presbyterian Hospital working with children and their families to keep them feeling safe through this difficult time.
  • Arjun is a Surgery Resident at one of Brooklyn’s busiest COVID hospitals, working tirelessly with limited resources to save New Yorkers’ lives.
  • Binky is a Nurse Manager for the Cardiothoracic ICU at Lenox Hill Hospital, responding to the pandemic head-on, working tirelessly triaging patients, and even picking up extra shifts to help with the unwavering demand.
  • Emily is a Registered Dietician working in a dialysis unit, treating patients who are especially vulnerable to the virus.
  • Jinkle works as a nurse in Silver Spring, MD, caring for many COVID-19 patients.
  • Ihonny is an OBGYN in the Dominican Republic continuing to see patients and providing virtual visits sometimes at no cost despite fewer resources.
  • Katherine is a Nurse Practitioner currently on maternity leave and at her parents since COVID-19 is transmissible via birth and her husband tested positive for the disease; still, she’s using this time raising money for masks for front liners.
  • Lourdes is the Chief of Pharmacy at a large medical facility in Uruguay who stepped back into a full-time role, with phone calls around the clock, after nearing retirement and working a part-time schedule.
  • Megan V. passed away. We donated to the New York Public Library on her behalf due to her love for education and learning.
  • Megan Y. is a Public Health Nurse in Hopewell Township, NJ, on call throughout the entirety of the week, reporting and following up on new cases coming in every day, contact tracing, and advising individuals of the next steps to best alleviate the virus
  • Shirina is a full-time scribe at CityMD, treating hundreds of people daily.

2020 will go down as a challenging year, but we should all learn from this experience, become more aware and sensitive to the challenges of others, and uphold our compassion and support for each other even after the pandemic retreats.

Letting Go of the Formality

It wasn’t that long ago that suits, ties, knee-length skirts, heels and pantyhose were required wardrobe staples. In fact, many enterprise Fortune 100s upheld a formal dress code as part of their HR Policy Handbooks. Goldman Sachs, the last bastion of formality on Wall Street, finally relaxed its dress code and offered a “flexible style” option. They only did so last year. Their updated policy permitted men to choose garments other than suits. Admittedly, this made things more complicated for women but that’s a topic for another blog.

Since we’re agile practitioners here at InRhythm, it made sense to look at our own approaches to talent and acquisition. Not to mention retention. Practices and policies drive corporate culture. Here, Agile Platinum Principle One: resist formality, must serve as one of the pillars of our talent strategy.

If your company doesn’t offer a culture that’s aligned with the needs and expectations of today’s job seekers, then, as Hiring Manager or Chief People Officer, you’re going to have a really hard time. At best, you’re going to struggle and slog through your days and recruiting campaigns. At worst, you’re not going to have any people to serve as Chief over!

The link between informality and tech

Ask anyone within the technology field, or external to it, to describe or draw a person in tech, be it a software developer or a startup founder. The universal response is a male, typically Caucasian, dressed in sloppy jeans and a hoodie. Where did this level of informality originate?

Many would cite Lou Gerstner’s (former CEO of IBM) decision to roll out “casual dress.” Even the New York Times balked with a headline that read, “Black Jeans Invade Big Blue.” Shortly thereafter, Hewlett Packard (HP) introduced “Blue Sky Days” which permitted employees to wear jeans to work on Fridays. From there, dress code devolved or evolved – it depends on your perspective – into what we see today.

However, the Platinum Principal of resisting formality is not restricted to dress code. It extends into everything that we do. Formality also has implications with unconscious bias, how we greet and interact with people, the forms that we require candidates to complete and so on. Tone and style go hand in hand.

How are we resisting formality?

We are constantly taking steps to increase our awareness and connection with our prospective employees, candidates, contractors, staff and employees. Efforts are made to understand what they need so that we can craft our talent, acquisition and retention strategies around their needs and expectations versus requiring that they conform to ours. Here, we have embraced an agile culture across the company, not just in our product development efforts.

As agile craftsmen, with respect to HR recruiting and retention strategies, we have adopted an approach that is more responsive than it is prescriptive. Our applications are deliberately designed with brevity in mind to expedite the hiring process. We measure how long it takes from the time that an application is submitted to an open job posting until someone is seated in the role. A conscientious effort, with monitoring, is made to ensure that we are constantly moving our candidates through the hiring process as swiftly as they seek to do so.

Another way that may come as a bit of a surprise is the effort we make to create a relaxed culture that allows for flexibility and downtime. We understand the enormous pressure and stress that our employees feel as they do all that they can to deliver on our clients’ needs. It’s okay to push through a couple of scrums or back-to-back sprints but it’s not sustainable. Over the holidays, we relaxed with an in-house office party and gave people some bonus time. This week is Valentine’s Day: celebrate it or not, you don’t need to make it about sending flowers and chocolates to your partner. Use it as a reminder to resist formality, take some time and reach out to whomever it is that you care about, be it a parent or sibling or a friend.

Resist formality! Make strides to emulate the people and culture around you. Forcing people into a process defined by its rigor and inflexibility is the antithesis of what a company should do. Particularly a company who’s purpose is to bring agile methodologies and success to our clients.

Stu Weiser,

Director of Talent Acquisition
Image created by katemangostar – www.freepik.com

Unleashing The Potential Of Your Offsite Team

Thriving vs Surviving

Are You Unleashing Your Team’s Potential? Or, are you an engineering Practice Lead or Manager who’s unconsciously capping your team’s potential? While there may be the odd diabolical leader who intents on deliberately holding his or her team back, I like to think that doing so is not the norm. Leaders of agile craftsmen want their teams to flourish and fly through each sprint. Doing so will require creating an environment and work culture that fosters improvement and unleashes a team’s potential.

With a new year and decade here upon us, the idea of making resolutions to catalyze changes isn’t new. It’s a centuries-old tradition that has begun to fall out of favor. Given that < 8%  of us make it through the year, performance and motivation coaches suggest that we set goals for the year instead of resolutions. By setting a goal, we know which direction we’re headed for and it allows us to “slip back” or go off-course occasionally yet still track towards the goal unlike resolutions, which do not offer the same latitude. 

Here at InRhythm, we’re looking forward to achieving continued success in 2020. With increased efforts to build and empower our 10x teams and to better enable our clients, we have set several key goals for the year ahead.

2020 Goals

  1. Continue to put our customers first and make every effort towards 100% customer satisfaction
  2. Foster a culture that truly embodies the Agile Manifesto
  3. Grow our footprint in new markets and industries 

As the Practice Lead , I’m conscious of how well my team is performing and how the toll of being onsite at clients’ workspaces affects them. I’m also aware that I need to give the team space to work together on a sprint and to figure things out on their own. When they hit an obstacle or begin struggling with forward progress, that’s the time to jump in. Until then, leaders must encourage their teams to experiment and err, support them, and back them when the choices they’ve made may not be the ones anticipated by their employer but they’re exactly the right ones needed for the client.

In addition to giving your team some latitude and space so that they can creatively solve problems without you helicoptering over them, you also need to think about giving them recognition. Of course, nobody wants to celebrate repeated failure, but, if a software developer made an informed decision to try to do something in a new way and everyone could extract lessons learned from that effort, then s/he/they should be celebrated for making a bold move and trying to do something different. It should go without saying that the successes also need to be celebrated. Recognition motivates teams to try harder.

Efforts in the opposite direction will have – no surprise – the opposite effect. For example, a lack of recognition for doing well or finger-pointing when there is an error will demotivate teams and start to put restraints on their ability (and desire) to flourish. Powering up 10x teams requires motivation and support so that members can dig deep and unlock their potential. Motivation should be a weekly or monthly focus and not reserved for the one day each year when companies formally recognize their employees, clients or management team. 

Here at InRhythm, we’re encouraging more dialogue between members and practice leaders and added the role of a liaison designed to facilitate open and honest discussion. We’re creating a culture where it’s safe to respectfully voice an opinion and to try new things that could make a difference for our clients. It’s also about accountability. If a team member come forward and voices a concern or a need that does not get addressed with an effort towards closed-loop communication, that member’s potential becomes thwarted. 

Have you made 2020 all about your team’s potential? Are you subconsciously thwarting it or actively boosting it? Be the practice leader that helps teams thrive – not just survive.

Change? What Change? Everything Always Goes to Plan

As software engineers, we are conditioned to brace for change. The very nature of our work requires that we be ready for it. Yet, at our cores, we don’t want there to be any changes. We don’t surrender to the inevitable changes that are going to be required after we submit content for a code review. Instead, we steel ourselves against it, and gear up for battle with a mindset of resistance. We don’t want our QA teams to find any bugs because we’ll then have to make changes to the code we’ve already written. 

The experience, however, is like the Grinch who does everything that he can to stop Christmas from coming. Of course, the holiday arrives anyway. Similarly, despite our best efforts to plan and design an agile effort which builds change in, we’re still not entirely prepared to embrace those changes when they do come. And they will. They always do.

Agile Value #4: responding to change over following a plan” speaks to this behavioral response. It’s all about our attitude. Are we prepared for change and willing to accept that there will be change (as there is for every software engineering project)? Or are we preparing for a fight that we are inevitably going to lose? 

Agile craftsmanship requires that we be nimble in our designs and in our approach. The code we write must stand up to meet the quality demands of the project and not interfere with other parts of the project, but it has to be nimble, too. Anyone at any time in the future may need to rework that code or replace it altogether. If it’s rigid and inflexible, the effort to update it (or replace it) will be that much more intense. Working sprint after sprint is already intense enough – we don’t need to add more stress to our day. In contrast, we need to take measured steps to reduce it.

One of the best ways to manage this stress and to reduce our anxiety is to prepare for change. Embracing a mindset of flexibility prepares us for the change that is coming. If our response is calm and collected, the changes requested will be received just like any new project instead of what may feel like a personal attack on our abilities.

Approaching any project with the expectation that it will likely end differently than it began requires proactively building a roadmap that is designed to be nimble and responsive by anticipating potential changes. Getting ahead of industry trends and predicted needs requires that we are constantly in the mode of collecting feedback from clients, tracking the market and soliciting input from other agile experts. Scenario planning is another way to help with preparedness. This is the only way that we can evolve as a trusted colleague and partner to the clients we collaborate with.

Christopher Okhravi, an authority on agile software development, offers an insightful perspective on the application of Agile Value #4. He reminds us that, “We should never forget that they [the clients] are the ones asking for the system. And they are the ones who will ultimately use it.” Another factor that we need to remember is that rigid planning and process are the antithesis of the freedom derived from an agile approach. As each project unfolds, we learn more about the needs of that project and gain new insights on how to best deliver the code needed to execute the project. However, as we do so, we tend to drift further from the original plan which no longer reflects our reality and this creates tension for everyone involved. 

So, what is the best way forward? Embrace Agile Value #4. We must plan for the worst but hope for the best because change is inevitable. We must be nimble – and stay that way. Change is a necessary element of what we do. We can design our product roadmaps to be responsive and proactive or we can choose to be reactive and struggle to keep up. Getting ahead of industry needs and trends helps us prepare for the changes that will come. Being open to continuous feedback from our clients, our managers, our peers and our colleagues helps us evolve into a trusted co-worker and business partner. 

“Change always comes bearing gifts.”  ~Price Pritchett

Robert Morrell

Practice Lead, Java Cloud

What We’re Reading Around the Web

Agile Manifesto 4/4 – Responding To Change Over Following A Plan by Christopher Okhravi
YouTube
“We should never forget that they [the clients] are the ones asking for the system. And they are the ones who will ultimately use it.”

Manage Stress
Healthfinder
“To be agile, you need to be able to ask, ‘Is this agile?’”

Applying Agile Management Value 4: Responding to Change Over Following a Plan
Dummies
“Unfortunately, traditional project management approaches attempt to wrestle the change monster to the ground and pin it down so it goes out for the count.”

Getting Started With Agile: Responding to Change Over Following a Plan
Pivotal Tracker
“As project execution unfolds, the team learns more about what needs that resulting product will fill as well as how that product can best be built. As this new reality emerges, the team struggles to keep their project aligned to the original plan, which likely no longer reflects the team’s new reality.”


Change Is The Only Constant

A true Agile Craftsman Mindset understand that change is the only Constant

As product developers, we take pride in the “big picture” of the function of the software that we are designing and implementing. Delivering a solution for our clients, and their customers, takes diligence, long hours and impeccable planning. However, even the best-made plans can go awry. How we deal with those plans differentiates the inflexible resistors from the agile craftsmen.

“Agile Value #4: responding to change over following a plan” speaks to this behavioral response. Optimists hope for the best but plan for the worst. Pessimists expect the worst but plan for the best. And flexible realists exhibit behaviors that are the best of both understanding that being nimble and prepared for change is the right mindset. Framing everything that you do with the strong possibility that things will likely change and be different that you planned for cues up your brain to be prepared for change. Hence, you enable yourself to successfully adapt to whatever the new situation is.


Beyond one’s mindset, a critical aspect of practicing Agile Value #4 relates to planning and design. Approaching any project with the expectation that it will likely end differently than it began requires proactively building a roadmap that is designed to be nimble and responsive by anticipating potential changes. Getting ahead of industry trends and predicted needs requires that we are constantly in the mode of collecting feedback from clients, tracking the market and soliciting input from other agile experts. Scenario planning is another way to help with preparedness. This is the only way that we can evolve as a trusted partner. As agile craftsmen, our clients expect us to be inherently nimble, ready for change, willing to adapt and to plan for adjustments so that we can still track to a set schedule and deliver the quality product we are contracted to produce.


Understanding that change is a natural aspect of a project is one thing. Being prepared for it with a thoughtful plan and design that anticipates where and when those changes are most likely to happen is quite another thing altogether. Here, experience can make all the difference. The client relationship is another factor, one that we’ve discussed in a previous newsletter, ”Customers are Much, Much More Than Signed Contracts”. When a client and vendor embark on a path towards partnership, versus a client-vendor relationship, both sides enter the agreement and project understanding that it’s best to expect the unexpected and be prepared to flex. Sometimes, the client may need to be flexible. Other times, the contracted agile partner may need to adjust as the situation changes for the client.
If change is the only constant, and Agile Value #4 requires that we plan for and accept change versus resist it, we need to each ask ourselves if we are agile and flexible. Or, are we rigid and linear?

Thanks and Keep Growing,

Gunjan Doshi

CEO, InRhythm

What We’re Reading Around the Web

Agile Manifesto 4/4 – Responding To Change Over Following A Plan by Christopher Okhravi
YouTube
“We should never forget that they [the clients] are the ones asking for the system. And they are the ones who will ultimately use it.”

Manage Stress
Healthfinder
“To be agile, you need to be able to ask, ‘Is this agile?’”

Applying Agile Management Value 4: Responding to Change Over Following a Plan
Dummies
“Unfortunately, traditional project management approaches attempt to wrestle the change monster to the ground and pin it down so it goes out for the count.”

Getting Started With Agile: Responding to Change Over Following a Plan
Pivotal Tracker
“As project execution unfolds, the team learns more about what needs that resulting product will fill as well as how that product can best be built. As this new reality emerges, the team struggles to keep their project aligned to the original plan, which likely no longer reflects the team’s new reality.”