Burn-up! Forecasting in Agile Product Development

The Product Owner’s Dilemma

The new product must be delivered by November 30th at all cost” – who in product development has not already heard such demands by their stakeholders?  Or: “You’ll have to work overtime when the deadline is coming closer!” is also popular. “Can IT estimate whether they can deliver Scope X until the end of the next quarter?” Nice is also: “We need a project plan so that we can manage the risks of the project better.”

How can Product Owners and development teams positively deal with such pressure?  How can the following goals and questions effectively be addressed?:

  • Are we still “on track” or do we already have to communicate a deferred delivery of the next release?
  • How can we convey that the additional feature X will put the planned delivery date at serious risk?
  • How can we quickly develop a good feeling about the feasibility without defining and estimating the full scope in advance?

Developing products for customers is a highly complex endeavor.  There are imponderables everywhere.  Which features will be of the highest value for customers? Which requirements have to be implemented in which way? How long will the development of certain features take? These are questions that simply cannot be answered reliably in advance.  There are many unknowns in the game, especially when you begin the journey with a team that has just been put together.

It is therefore all the more coherent that such projects are often approached iteratively, using empirical management.  This lies at the very core of agile product development.  It means that the work that must be done is not defined and planned at the beginning but rather that it develops over time. The idea is to work in small steps against a goal and to continuously incorporate newly gained knowledge along the way into the development process. This also enables reacting to unplanned events at virtually any time. However, this causes a problem for stakeholders, sponsors, and those in charge of the product development: it becomes difficult to predict delivery dates of product features, milestones, or even the entire product.

In the development of our e-commerce platform, we use so-called Burn-up Charts to continuously reflect upon our progress and to enable forecasting for our sponsors. We explain how we do this in the remainder of this text.

What is a Burn-up Chart?

If you have ever concerned yourself with agile methodologies such as Scrum, you might know burn-down charts. Teams use burn-down charts on a daily basis to record the amount of work they have been able to complete from the given scope in an iteration.

Figure 1: A typical sprint burn-down chart in Scrum

As shown in Figure 1, in a burn-down chart is visualized how progress is made in completing work from a given scope (red line). Ideally, the rate of completing work is near an ideal, linear line (grey line) that runs straight from the top left to the lower right. This can help the team to learn whether they are on track managing their work and how likely it is that they will deliver the planned scope.

This works well for tracking during an iteration because these are usually short and their scope is fixed. A typical iteration in Scrum – called a sprint – has a duration of one to four weeks. But what about forecasting for a whole product or a product release of which we neither know the exact scope nor the rate at which a team can deliver results of their work?

This is where burn-up charts come in handy: in principle, a burn-up chart is an upside-down burn-down chart in which the completed work is recorded. The resulting curve runs from bottom to top.  The gradient of the curve reflects the rate at which work is being completed – the velocity.  We use burn-up charts at the iteration-level, that is at the end of each iteration in the project, we record how much work has been completed.  The actual trick, however, is to use a second curve that shows the complete known scope at the end of each sprint.  Typically, the complete scope will be small at the beginning of a project and grow over time.

Figure 2: Burn-up chart for a product release

This is illustrated in Figure 2: the red curve, showing the work completed, runs towards the blue curve which shows the complete known scope at that point in time. 

This way, we visualize well how completed work compares to the complete scope that is planned. Moreover, this enables us to forecast. A product release is done when the red curve intersects the blue curve. 

Trend Lines for Forecasting

We plot trend lines at the earliest possible moment so that we can forecast when the curves might intersect. With every iteration we update all curves and trends, increasing their accuracy. The following assumptions are the basis for the trend lines: the velocity of the team(s) will increase slightly after the first few sprints and then stabilize at a certain rate. On average the red curve will therefore be a nearly straight line and it is fair to assume a linear trend for that curve if the team(s) remain stable. 

Figure 3: Burn-up chart including trend lines for forecasting

For the blue curve, we use a logarithmic trend.  This is based on the experience that the scope usually develops rapidly in the beginning before it becomes rather asymptotic. We often see that, in product development, little is known about the exact scope in the beginning.  The amount of work that is believed to be necessary then usually grows quickly and stabilizes when more and more knowledge about required features is added to the product backlog.  That is, the full scope of the product becomes clearer with time. 

In our example in Figure 3, the full scope of the release is expected to be delivered in sprint 6.  Room for maneuver results from either adjusting scope or from taking measures for increasing team velocity.  However, as we know, the latter has smaller potential (“The Mythical Man-Month”, Frederick P. Brooks), and is in the short term nearly impossible.

What about Storypoints?

Alert readers may have picked up that the vertical axis in the burn-down chart (Figure 1) is captioned with “Story Points” while in the burn-down chart (Figures 2 – 4), we use the “Number of Issues”.  Using story points is omnipresent in Scrum. Story points are an abstract measure, putting features and requirements (often User Stories) of different sizes into relation to one another. This relative estimation helps teams to better plan the amount of work they want to take into one sprint. Each team develops their individual scale of story points, which means that a story point has no meaning outside the team.

We do not use story points in our burn-up charts, instead, we work with the number of issues because:

  • Story points would be possibly more accurate but allow for what is known as Gaming (Goodhart’s law: “When a measure becomes a target, it ceases to be a good measure”);
  • With story points we would require an always completely estimated backlog so that we can draw the blue curve;
  • The imprecision is unproblematic to make a forecast. Greater precision does not add any new information.
  • That user stories differ in size does also not have a negative effect because what concerns us is the question: “Is there still work to do or not?”.  The average size of the stories remains largely the same and is therefore not of any consequence. 

Release Management

By continuously visualizing the known full scope compared to the current work that has been completed, we uncover the main options to tweak in product management. This helps all involved to understand what is possible and under which conditions a release may be delivered at a specific date. Managing scope is by far the most effective activity if there is the need to deliver in sight of an approaching deadline. 

Step by Step

In our development, we use several milestones.  These are stage goals on our roadmap, each of them reflecting a certain subset of features of the product’s full feature set.  They may be seen as early product versions.  The scope of a milestone usually reaches a stable condition faster than the product’s full scope, allowing us to get a good impression early of when specific goals can be reached.

Advantages

Clear Stakeholder Communication

All essential information is conveyed at a glance, including (sometimes) inconvenient truths.  Arbitrarily, illusionary chosen deadlines will be quickly exposed as unrealistic. What’s possible will become apparent.

Gaming – Fudging improbable

Whether intentional or unintentional, teams will hardly be able to influence this kind of progress tracking in any way.  So-called gaming becomes very unlikely.  This is because additional stories would later have to be closed at some point.  In other words: if additional stories would be used to pretend greater progress, they would be counted in the full scope as well. The distance between both curves would be the same.

Chopping stories into smaller (and thereby more) chunks would have the same effect. This would be compensated by the fact that then more stories would be completed per iteration.

Built-in Continuous Improvement

Indeed the forecast will be rather rough and imprecise at the beginning. However, after only a few iterations you will get a good understanding of what will and what will not be possible.

This helps to better get to know the teams and learn about the specifics of the entire ecosystem in which they operate, allowing conclusions concerning possible structural issues. The forecast will become more precise and more reliable with time.

Focus on the Essentials

The visualization focuses on the essential parameters, namely velocity, and scope. This clears the view and puts the action-guiding information right in your hands. 

Summary

Using trend lines in combination with specific assumptions, which can be sketched in as data points, we can simulate and assess different scenarios.  Every team will have to develop their individual strategies and solutions. For example, we have found it very useful in our project to assume a scope of approximately 600 stories towards the end of the project to visualize the converging scope, as shown in Figure 4. This enables us to keep track of a delivery date that we are approaching in about one year.

Figure 4: Burn-up chart with trend and assumption of future scope

This puts product owners in a better position when “negotiating” with stakeholders and sponsors, as the effects of feature creep on the delivery date can be highlighted well and clearly.   For example, I sometimes make it clear as a product owner in such conversations that only 20 are “allowed”.  This helps to manage expectations without an elaborate estimation process.

Finally, this approach allows us to even work with progress reporting in percentages in an agile project. The asymptotic curve reflecting the assumed scope tells us the expected amount of work without having defined all user stories or work packages in advance. This lets us elegantly derive the overall progress of the increment.

Our approach has immediately convinced our sponsors and executives when we first showed it to them. Another acknowledgment of the usefulness of this practice.

Dieser Artikel ist auch auf Deutsch erschienen.

About the authors

Dr. Timo Volkmer began his career as a consultant in computer science and information technology. He is an expert in agile product development, organization design, and works as a coach in these fields.  Momentarily active at  DER Touristik Online, he has previously worked as a freelance consultant for various corporations throughout Germany in agile transformations.  Timo is dedicated to working with teams who create products that customers love.

Jörg Malang has worked as a product manager since 2008, having held several positions as a chief product officer in enterprises of different sizes. Since 2018 he is a freelance consultant and owner of the “Senior Product Leadership Group (SPLSG)”. He advises enterprises in building effective and efficient product development processes.  Jörg is dedicated to developing product strategies and loves agile, customer-centric product development. At the moment Jörg works on a freelance-basis for DER Touristik Online as product owner.

The Healthy Ratio Product Manager: Agile Team

How many product managers should your organization have?

This is a question that is asked many times. And it should be answered on multiple levels:

  • How many product managers should be responsible for the output of a development team of size X?
  • How many product managers does your company of size Y need?
  • What type of product management organization is needed/possible for Z product managers?

There is a good article by Siraj Khalic about this topic: https://medium.com/atomico/europes-product-management-problem-9061bc71dc99. For the “Y” above, he writes about a status quo median ratio of 1:34 in Europe (aka if your company has 60 employees, you have a maximum of two product managers on average). For the “X” above, the number of 1:24 (aka if your company as a development team of 24, you have one (!) product manager on average).

If you take a look from another angle: Let’s assume you are working agile. Your individual squad size should not exceed six to eight. And this number (1:8) is confirmed by Siraj for the Valley, but not for Europe. I have experienced many cases where one product manager was responsible for two scrum teams. Sometimes supported by a “Requirements Manager” or a “Junior PO.”

Let’s finish this post by discussing “Z”. The size of your company is limited by the number of product managers you have and how you organize them – not the other way around. Let’s image you have a development team of 200. With the ratio 1:8, it would require 25 product managers. As one product lead cannot work directly with so many product managers, you need to establish a layer in between. E.g., you could have one Product Director with 3-4 Heads of Product reporting to him/her. This requires senior product leadership. If you don’t have this in place, the outcome of your 200 employee development team will be suboptimal.

OKRs – Hype or a fundamentally new approach?

Objectives and key results (OKRs) are being discussed everywhere. Obviously, they are helpful to align the direction of the company across different teams. But does this make them fundamentally new?

Origins

OKRs showing the way for organizations?

You should be aware that they have first been mentioned already back in 1975 (read more here). Everyone who has some business education will know “Management by Objectives (MbO)”. We would argue that the framework is anything but new. Nevertheless, the fact that today it has become fashionable to implement OKRs in organizations is new. Above all, there seems to be an imminent need to align not only Product and IT, but also strategy and execution, business and product, product and marketing, etc.

Organizational Starting Point

Let’s take a look at the starting point. Organizational silo structures have made it increasingly difficult to have a competitive advantage over others. In a world where customer demands are getting more and more sophisticated, it is vital to be organisationally effective and efficient. At the same time, defining, designing, building and operating products requires an aligned approach. This cannot be planned like a waterfall project. The big word is “agility”. Most importantly, being able to ad hoc react to new insights and the ability to change direction whenever necessary. In a world where this matters most, a product leader needs to stand up. It all boils down to the ability to influence and to lead people into the desired direction. SPLSG have named those skills “horizontal skills.” Based on product management expertise, the responsibility of a product manager is ever-broadening.

Focus areas of SPLSG - graphical overview
Horizontal vs. vertical skills of a Product Manager

OKRs might be a good framework. But without the overarching skills and without the mandate to lead, the implementation will simply end in a mess.

Get to know more

Discuss this topic more! We would recommend our next Product Leader Roundtable on September 14th in Berlin. It is fully dedicated to the topic “OKRs for Product Leaders.” Secure your tickets here.

Summer Break for SPLSG

Summer break @SPLSG

Thank you to all our supporters and members since our initial launch in February 2019. It has been an interesting ride. We have had our first Product Leader Roundtable Event in Berlin and countless interactions with our members and product leaders who are interested in strengthening the still young discipline of (true) product leadership.

Now it is time to have a break! Enjoy summer and we are looking forward to resuming our activities in August/September.

All the best,

Elaine & Jörg

Networking in Berlin – Not only for SPLSG

Berlin SPLSG
Berlin, we are coming…

Getting to know SPLSG for Product Leaders (casual setting in Biergarten)

Thursday, Jul 4, 2019, 7:00 PM

13 SPLSG Associates Attending

Check out this Meetup →

Our SPLSG initiator & founding partner Jörg Malang will be in Berlin 02/07/ – 05/07/2019 to meet some product leaders and other people interested in catching up. One of the highlights will definitely also be the SPLSG “Biergarten” Event on July 4th.

In case you are interested in meeting Jörg next week, please feel free to schedule a time via Calendly. Looking forward to it!

Time for a New Breed of Product Leaders

Wave after wave of new Heads of Product coming & leaving…

Something is going on. When you read job ads for “Head of Product”, not only “customer understanding”, “understanding of technology” and “know how to work in an agile environment” show up as requirements. Increasingly things such as “coach and mentor our Product and UX teams to deliver their maximum potential” are there as well. In my interpretation, I would read that leadership capabilities are becoming increasingly important in the product management space. As long as pieces of advice to Heads of Product like “you need to coach your product managers 1:1” is sold like the hottest thing on earth, we haven’t reached a desirable level of maturity in the product management discipline.

I would see this as a good signal. Many product managers ended up in a leadership role in their organizations – and failed. They weren’t able to assess and develop the members of their staff. This is a sign of a bubble happening as we speak – too many people too early in leadership roles. There are Head of Product & VP Product roles in Berlin that are open for weeks and weeks. It is hard to find the right person. And organizations are increasingly hesitant to promote their existing product managers into leadership roles. The new breed of product leaders will have understood the importance of leadership capabilities. They will combine their product management expertise with a wealth of tools and personal experience to create value as a leader. There is no shortcut to this slow growth. To close this post, I would like to familiarize you with the Peter Principle in case you aren’t aware of it yet. It is from 1969. And more valid than ever – especially in the product management function, I am afraid…

Marty Cagan – Time to Stand Up & Become Respected (Product) Leaders?

Marty Cagan from Silicon Valley Product Group (https://svpg.com) presented a topic during MTP Engage Hamburg Conference last month. This topic has to be close to the hearts of any product leader: Empowered Product Teams.”

Presentation by Marty Cagan in this year’s MTP Engage Hamburg conference

It was a really good presentation. Marty explained very well how important empowerment is for product managers and organizations. I am a big believer of Marty’s concept about product management.

But IMHO there are some unanswered questions in his presentation. Perhaps either Marty himself or someone else can help us answer them.

Our questions for Marty Cagan

  1. Does the empowerment concept apply to all organizations? Or does it apply only to those that are dealing with a high amount of uncertainty and/or pressure to innovate?
  2. How to navigate as a product leader in organizations where the product (discovery) is playing only a small role? Where e.g. the CMO or the COO is very dominant?
  3. Marty talked about only 20% being companies with “missionaries” and 80% “mercenaries”. What do I as a product manager do if I happen to be in a “mercenaries” company? Walk away or try to influence/help the company to grow culturally?
  4. How do I work with a CxO / line manager who doesn’t believe in the empowerment of the product team?
  5. How do I change the perception of product management in my organization? From “serving the business” to being “empowered to serve the customers, in ways that meet the needs of the business.”

SPLSG focuses on “horizontal” product leadership. Based on the assumption there is a world-class team of product managers, the focus of the product leader is to understand how general management works. And -even more importantly- how to influence the course of their respective organizations. Read more about this here. We firmly believe that it is time to stand up and become respected leaders. Also outside our very own product management function.

How about you?

Selecting the Right Product Manager (5/6 Company Services)

The selection process is hard to get right – SPLSG can help!

SPLSG can help you with selecting the right candidate for your vacant product leadership role. Our partners are experienced in leading product teams and know very well what makes a good product leader.

We have a framework for the evaluation of applicants that helps organizations come to better decisions. On top of this, SPLSG partners can run interviews in person or remotely. Especially in situations where you don’t have your very own senior product leader to support you, you might need an external expert.

Please send us an Email in case you are interested in hearing more about this service.