The GROWS™ Method is an idea for an environment that lets you determine what works for you, with your team, with your management, in your particular context. It starts with support for beginners with concrete practices that develop better habits, always emphasizing short feedback loops—which includes feedback on the adoption of new practices themselves. As the team and organization grow in skill, new practices and techniques come into play, but always driven by local outcomes, evidence, and skill level.
For more background information, see these pages:
We’ve seen first-hand how words like “agile” and “scrum” have been used and abused, and we’d like to avoid the same fate. Claiming GROWS as a trademark give us some measure of protection from companies misusing this word too.
The GROWS™ Method uses existing good ideas, values and practices from agile and other approaches, but provides a more inclusive and pragmatic framework in which to work.
GROWS elevates the idea of an experiment to a first-class part of the method, and promotes skill growth of the team and individuals. We also leverage the idea of skill growth to provide concrete support for beginners, and feedback-based support for more advanced practitioners.
The GROWS Method:
Extreme Programming (XP) is a set of technical practices. Scrum is a light-weight project management framework. GROWS is more encompassing, holistic approach that addresses technical, project, and portfolio management to coordinate developers, executives, and users.
It’s not comparing apples and oranges; it’s comparing apples and oranges vs. a meal plan.
Compared to what? If you, and everyone in the organization, knows exactly what to do, and how to do it perfectly, then perhaps this approach is a waste. However, we don’t know the answers to these and other questions.
GROWS™ uses intentional feedback loops as an effective learning mechanism—an effective way to avoid using the wrong tools, wrong technologies, build the wrong product, or build it poorly. Intentional learning is far more cost effective and less risky than simply hoping for accidental learning to occur.
Practices are listed in two ways: by role, and by skill stage.
The Practices by Skill map links to each practice by skill stage for each role. This is a good starting place when starting out, and everyone starts at the same introductory levels.
The Practices by Role map links to each practice by role, and then by skill stage within that role. This is a good way to see how your role changes over time as you increase your skill level.
In keeping with OneThingAtATime, even though GROWS is designed for the whole organization, that doesn’t mean you want to start with the whole organization all at once.
A small, pilot team is a great way to start, and honors the “take small bites always” Core Principle. But you want that team’s leadership to be on board with the idea, as far up as you can go, the farther the better.
You want a thin thread of agreement, right up the management chain. Just like our Tracer Bullet approach to thin, vertical slices of code, this is like a management tracer bullet.
You need at least one champion in the executive leadership to Agree To Try, so that you can help foster and improve executive involvement.
Yes. You are welcome to use the material on this website (growsmethod.com) for your personal use and within your own organization. And please let us know of your successes and challenges!
If you’re a trainer or consultant, see the next question.
Yes, but you need to license it from us. It’s not expensive, and there’s no up-front costs. We license The GROWS™ Method in order to prevent abuse and dilution of the name and these ideas. Contact us at admin at growsmethod.com for details.
The short answer is “no.” Our industry doesn’t do certification very well in general: mastery of a test or exam materials does not translate well to real-world success. We might consider some sort of portfolio-based or rating system, but it would have to be firmly outcome- and evidence based.
Yes, we’re counting on it! There are a lot of smart people doing really great things out there, but the mainstream methods are not really positioned to adopt them. Contact us at admin at growsmethod.com for details.
No. You don’t need fancy tools, you don’t need to throw a ton of new and expensive training at your staff. All you need is the desire and the will to learn and progress, to work together, and the commitment to try and do so to the best of your ability.
As you progress, you may well see the need for specific training in certain areas, and that’s great, go for it. But that’s a targeted, specific response to a demonstrated need; it’s not “here’s a new method we all need training!” free-for-all.
Initially, GROWS was an acronym, but not a very good one, so we scrapped the acronym and now just refer to this set of ideas as The GROWS™ Method.