Passing along considerations as in practice I’ve found there is no free lunch with splitting teams:
- Quantify and measure the overwhelmedness and productivity of the teams.
- Time spent on where you’d like to get to within the next 1-3-5 years with the teams and the services they vend out is time well spent.
- Evangelize the re-organizational plan to stakeholders and leadership and hopefully they are onboard and can provide air cover while teams lose velocity during the change.
- There will be bumps along the way but coming back to being able to quantify and re-measure overwhelmedness and productivity of the teams will help define success or not.
- Quantify and measure the overwhelmedness and productivity of the teams.
- Time spent on where you’d like to get to within the next 1-3-5 years with the teams and the services they vend out is time well spent.
- Evangelize the re-organizational plan to stakeholders and leadership and hopefully they are onboard and can provide air cover while teams lose velocity during the change.
- There will be bumps along the way but coming back to being able to quantify and re-measure overwhelmedness and productivity of the teams will help define success or not.