There is an “i” in “Agile”

There’s a popular phrase that states “there is no ‘I’ in ‘team.'” This slogan appears on shirts. It appears on posters. It is popular enough that the phrase has been “hacked” and now there is a funny graphic that says “There is an ‘i’ in Team. It’s in the a-hole.”

There is an “i” in “TEAM.” Hidden in the A-Hole. (Copyright belongs to the image’s creator)

What might that phrase mean to an agile team? There is a SolutionIQ article that states “There is no I in Agile” and discusses how teamwork can make or break an agile team. I agree that teamwork is important. But, contrary to the SolutionsIQ heading, there is an “i” in “agile.” And it is important that we remember that the agile team is made up of a whole bunch of “i’s.” Here are some of the ways to make the “i” in “agile” effective. Work to help each “i”:

  • i realize that i cannot be successful if the team fails
  • i look for ways to help teammates
  • i bring new ideas into the team
  • i am willing to take risks
  • i admit when i need help
  • i admit when i am wrong
  • i grow my skills over time
  • i build upon other people’s ideas with my own
  • i bring my whole self to the team
  • i try to not be defensive
  • i realize others bring their whole self as well
  • i realize that the world outside work impacts people at work
  • i take small risks and learn from the outcome
  • i respect my teammates
  • i foster collaboration across the team
  • i use my eyes to observe what is happening on the team
  • i am a “little i,” not demanding the attention of a big “I”

Remember that your team is composed of many individuals, each with their own background, values, and perspectives. Work to be inclusive of those differences as you work toward a common goal.

The Danger of a Proxy Product Owner

Imagine that you’ve read the Scrum Guide’s description of Product Owner role. You  see that in order to be effective, a Scrum Product Owner needs to

  • Keep the Product Backlog groomed
  • Ensure understanding amongst the Scrum Team, and
  • Negotiate with the Development Team

That takes a lot of time and energy. You realize that the role is so involved that you can’t possibly have your current “product owner” fulfill the Scrum duties as well. You are contemplating using a “Proxy” product owner to fulfill the Scrum Product Owner’s duties. The Proxy Product Owner will not be the real product owner, but they represent the product owner and have the responsibility for communicating the product owner’s perspective with the team.

To fulfill these responsibilities, of a Product Owner, the individual in the role must have the

  • time to do the work completely
  • knowledge of the product and customers’ needs
  • authority to make decisions

Can a Proxy Product Owner be effective? Is it a good idea? Will that work? Let’s explore it a little bit.

Proxy Product Owner

The term “Proxy Product Owner” is sometimes used when somebody in the organization has an existing title of Product Manager or Product Owner. There may already be a position description that corresponds to a title of “Product Owner.” In those cases, it can be valuable to differentiate the Scrum Product Owner from the other duties that are wrapped into the existing title of Product Owner.

A “proxy” is someone who can make decisions on behalf of another. If the person filling the Scrum Product Owner role can completely and truly fill all the responsibilities outlined in the Scrum Guide, then you have a Scrum Product Owner. And, if calling them a “Proxy” Product Owner is synonymous with Scrum Product Owner, and helps differentiate the Scrum activities from the other organizational activities that are across the two Product Owner titles, then it can work well.

What is the danger of having a Proxy Product Owner? Many times when I hear “Proxy Product Owner” used, it is used as a euphemism for one of these other types of Product Owner:

Dysfunctional Product Owner Models

The Ignorant Product Owner They lack the knowledge necessary to fulfill the role. They are constantly having to go out and gather understanding from someone else who truly has it. Or, worse, they guess at the answer and inject wastefull activity into the team.
The Impotent Product Owner They have no power to make decisions. They have to go play "mother may i...." with people who really make decisions. This delay negatively impacts the team.
The Indecisive Product OwnerThey have all the information and authority to make decisions, but they're still incapable of deciding. The causes of indecisiveness vary, from fear of punishment for wrong decisions to over-analysis.
The Overworked Product OwnerThis person simply has too much work for one human to do. It is impossible for them to keep the team supplied with a properly groomed backlog, leading to frustrating and ineffective Sprint Planning and delivery.

Overworked Product Owners can neither keep the backlog groomed nor be available to the team.

An Indecisive Product Owner can kill the team’s momentum.

 

 

What does a Scrum Master Do?

I don’t know how many times during my years of agile coaching that I have been asked “What does a Scrum Master do?” Yes, the Scrum Master is responsible for effectively using the Scrum framework. Yes, they act as servant leaders for the team. But, what do they do?

We like to feed the birds in our yard, and I have an interest in photography. On Thanksgiving this year, we had our regular flock of sparrows flitting about. They would sit in the bushes, fly to the feeder, eat seeds, and then go back to the protection of the bushes. Because I had the day off, I chose to try to get some good photos of the birds. Of course, as soon as I stepped outside, the birds scattered. They were fearful of the intruder into their domain.

So, what does a photographer do? In this case, I sat. I waited. I counted to 200, slowly, to make sure I was not in a rush. I listened to the birds in the distance. I waited more. I was still, and calm. Eventually, a single bird landed nearby.

Male Sparrow on a Branch

I continued to be still. Shortly after one felt safe with me sitting near their feeder, the others arrived.

Sparrows in a Bush

They left the safety of the bushes to come near the feeder. Then, and only then did I slowly move my hands to the camera, and aim the camera at the birds, and begin to take photos.

The birds behaved as if I were not even there. A squirrel eventually walked along the top of the fence, joining the birds at the feeder.

Squirrel in a Tree Trunk

A woodpecker and chickadees joined the sparrows. I kept shooting photos, making sure to not make sudden motions and scare the birds. All of the sudden, the birds scattered. Wings flapped as the birds took off in all directions.

Sparrow Taking Flight

 

Silently, and without warning, a coopers hawk flew through just above the bushes and landed in the black walnut tree. Coopers hawks prey on birds.

Jouvenile Coopers Hawk

This experience got me to thinking about how we engage as agile coaches. Some folks love to rush in, waving their hands around telling the team to make changes. They correct mechanics of a Daily Scrum. They try to fix all the “non-agile” behaviors. A “coach” who does not create safety will alienate the team. A coach who does not wait will scare people from truly sharing their concerns. And, most importantly, the coach will miss the complexity of the local context.

If I had been moving around in the yard, trying to get the optimal angle for all the shots, I would have missed what was really going on. I never would have seen the hawk. This parallels experiences in coaching. Remember to be still, watch, listen. Try to notice everything that is happening. Take action when the time is right.

Please share your comments. And, if you’re interested in more photos, check out the Dan R Neumann Flickr profile.

100 Words on Incentive and Motivation

How do you get people to do what you want? Why not offer an incentive?

The root of the word “incentive” is “to charm” or “to chant.” Do you feel good when somebody is trying to “charm” you into doing something? I don’t. I feel like I’m being manipulated.

Instead of trying to charm people, try to move them. Or, put another way, motivate them. Don’t pull, push, or lure them along with incentives. Instead, move them emotionally. Foster a deep, profound connection between their labor and a greater purpose.

Remember, Incentives (charms) wear off; motivation lasts. Motivate people instead.

Agile 2016 Book Backlog

Every year I leave the Agile conference with a long list of books that I want to read. This year, I thought I’d publish my list. These books were either cited in conference talks or mentioned in hallway conversations. I’ll make updates throughout the week. Please feel free to add a comment and share the book(s) that you heard about this week. Here’s my list:

 Managing for Happiness: Games, Tools, and Practices to Motivate Any Team

By Jurgen Appelo, this year’s keynote speaker.

Management 3.0

Also by Jurgen Appelo.

Being Wrong: Adventures in the Margin of Error

This was mentioned in Michael Tardiff’s talk titled “Finding Agreement when Everybody is Right

On Being Certain: Believing You’re Right, Even When You are Not

Also in Michael Tardiff’s talk.

 

Leading Change

In Alan Padula’s session on Large Scale  Agile Transformation, he shared a slide based on John Kotter’s book Leading Change.  As with many things, it is hard to change an organization. Kotter provides a framework for that change.Kotter - Leading Change

 

Group Dynamics

Along with hallway conversations, dinner conversations can provide new insights. This book was recommended at Monday’s dinner by one of my AgileThought colleagues, Christie Erbeck.

This book sounds like a good study of group interactions from a number of different perspectives. It’s weighty, but highly recommended.

 

Pro Tips for Attending Agile 2016

Agile 2016 is upon us, so I thought I’d take a few moments to share some thoughts for getting the most out of the conference. I’m not going to replace the conference materials, but simply share some complementary perspective.

1. Get to “Popular Sessions” Early

Sessions will get full. If you really, really, really want to see a session, get there early. Just because you used the Sched app to express interest does not guarantee you a seat. Take personal responsibility for being there early.

Lyssa Adkins has facilitated some really rich sessions in the past. But, to make the session a great experience the session attendee count was limited. That left a lot of disappointed people who wanted to participate but were unable to get into the session.

Sometimes room participation is limited by fire code. Esther Derby has powerful insights, and lots of people who want to attend and participate in her sessions. Don’t plan to walk up 5 minutes after the session and expect to get in.

2. Don’t Complain if a Session is Full

The session limits are there to create a safe and valuable experience. Much like WIP limits support delivering value, session capacity helps participants get good value for the sessions. Be kind to the volunteer who might be telling you that the session is full.  If they say the session is full, the session is full. Please thank them and go find another session.

3. Go to the “Undercards”

In boxing, the under-cards are the lesser known fighters. They can be really enjoyable to watch, for any number of reasons. Just as in boxing, some of the lesser known presenters are going to provide tremendous value, new insights, and new perspectives. When they’re famous, you can say “I saw them talk about ____ back at Agile 2016.

4. Check out the Experience Reports track

These sessions are by practitioners, sharing hard-earned wisdom. They have also gone to the effort to create a paper that corresponds to their talk. I suspect you’ll find that these sessions aren’t filled with untested theory. They’re likely to provide insight you might not find elsewhere. Despite not being “big name” folks, the quality of insight I’ve gotten from these session in the past has been quite high. These are 45 minute sessions, so can be rather quick and to the point. And, if you happen to find yourself in a session that’s not providing value for you, it will be over quickly!

5. Don’t Fret

There are a ton of sessions in each time slot. Don’t fret about finding the one perfect session. Pick from the many alternatives.

6. Practice Sustainable Pace

Give yourself permission to skip some sessions. For some folks, going from session-to-session non-stop for the week is too much. Feel free to skip sessions, relax, and perhaps bump into somebody new in the common areas of the conference. Some of the best insights I have had at past events have been from chance encounters and conversations.

7. Give Feedback

The speakers love feedback. In addition to perhaps filling out the official feedback forms, please consider talking with the presenter.

8. Purple Shirts Rock!

Last but not least: thank a volunteer! The fine folks in the purple shirts are there to help the conference run smoothly. Through the volunteer corp, we have quite a number of folks who travel internationally to be part of Agile 2016. They’re volunteering a lot of hours of their time to the conference. Please be kind, and thank them.

Enjoy the conference.

This Cognitive Bias is Hurting Your Company

Imagine using Microsoft Excel to calculate your project’s budget. Now, imagine that you shared your file with another person and when they open it they get a different result than you did. How annoying would that be?

Or, imagine a scenario where you receive different answers from Excel that depended on the last application you had used? Use Photoshop and then Excel, get one answer. Look at your Outlook calendar and use Excel… get a different answer.  That would be awful. If you were unaware that the tool was producing different results, you would likely continue to use it and be surprised when you got problematic results. If you did know that an application behaved this way I think it is safe to say that you would stop using it. A tool like that would be useless. Or would it?

Your brain can anchor its judgement, even when you are not aware that it is happening.

Your brain can anchor its judgement, even when you are not aware that it is happening.

You see, our brains are such a tool. Different people can take the same set of inputs and come to completely different conclusions. Even more interestingly, the way our brains interpret new information can be profoundly influenced by other information that we have recently been exposed to. It’s possible that what is at work here is a cognitive bias called “anchoring.” Anchoring can cause your stakeholders to have unrealistic expectations, your team to have distorted estimates, and your teams to focus on the wrong things.

For this post, we will start with a short definition of anchoring, then share a classic example of anchoring. After that, there are a few examples from the world of software development. The examples will be followed by some research on the topic. Lastly, I’ll share a few ways you can try to combat anchoring.

What is Anchoring?

Anchoring is flaw in the way our brains process information. Our brains do not give equal weight to all the information it receives. We give preference to some information. Anchoring is the name given to the tendency to put too much weight on the first piece of data we receive. The mind attaches itself more strongly to the first piece of information, and doesn’t give equal consideration for all the later pieces of information it receives.

A Classic Example – Car Shopping

I was in search of a car for a teenage driver. While it might have been easier to find a car like the one from the movie Uncle Buck, we thought we’d spare him the embarrassment.  Our quest became finding a car that was safe, mechanically sound, and ideally,  a convertible. Oh, and we wanted to spend $2,500 or less. It wasn’t imperative that we stay with that budget, but it seemed that we ought be able to find a vehicle for that price.  Thus, began our quest.

We scoured the Craigslist posts for weeks. There were many listings that were close to the criteria we were seeking, but the sellers’ “asking price” was higher than our budget. I’d use a couple reference web pages, including the Kelly Blue Book and the North American Dealer Association (NADA) page in an attempt to validate the asking price. Almost everybody was asking more than the industry sites indicated. Some were asking a lot more. But, we know you have to negotiate, right? No matter how much outside information I got, my mind kept telling me that the prospective seller would need a higher amount. They were asking for more. I was anchored on the initial ask, despite having data to indicate that the ask was inappropriately high. It is hard to treat the first price equally, even in light of later information.

Anchoring on Software Teams

The car shopping example is a classic example, but doesn’t directly relate to our professional lives, unless you sell cars for a living. While anchoring can lead you to pay too much for a car, the potential downside for technology teams are orders of magnitude bigger.

1. The Dreaded SWAG

Let’s say the big boss wants a set of features brought to market. From initial high-level discussions, the work seems to be pretty simple, an initial Scientific Wild-Ass Guess (SWAG) of three months comes up during a hallway conversation with a couple folks from the technology side of the business. Everybody gets excited about the new product, and dive in to scoping and planning the work.

As the details unfold, it becomes apparent that the work is more complex than initially envisioned. The team starts to understand that it will be harder to implement, and night not fit as smoothly with he existing application framework that is being used. It starts to feel big… really big.  It starts to feel like the work is going to be three or four times as large as the SWAG  Unfortunately, the initial estimate of three months is going to be weighted more heavily than all the new, refined, information. Sure, the business needs to figure out if it’s still worth the bigger price tag. And, because of anchoring effect, it will be very challenging to reset stakeholder expectations. That initial estimate will be remembered, and it will rear its ugly head for months to come, particularly as the work (most likely) continues to grow.

2. The Story Size

We estimate work on a regular basis. Many teams use story points for estimating the size of  product backlog items There are many ways that assigning story points to backlog items. Some of the estimating methods are profoundly susceptible to anchoring. Here are two estimating patterns that create anchors when assigning story points:

  1. A small fraction of the team estimates the work and then takes it to the team to review and update.
  2. The whole team is involved in estimating the work, but as the work is being discussed, an initial number is voiced and then others are asked for their opinion.

If you do either of those techniques, please stop. No, seriously. Stop!

If you’re interested in learning much more about Story Points, please check out the Story Point articles that Mike Cohn makes available on Mountain Goat Software.

3. The Derailed Retrospective

Anchoring doesn’t just happen with numbers. Poorly structured, or worse yet, unstructured retrospectives can also get anchored.

There’s a common scenario for retrospectives where the team gets together to talk about what’s been happening. No structure, no facilitation. In scenarios like this, the first talker “wins” and skews the remainder of the retrospective.  The first topic raised sets the frame for the meeting. The group just got anchored. In this scenario, there’s a really strong possibility that the first topic raised is not the most valuable one to talk about. It might be the most recent (another bias), or something emotionally safe to discuss, or somebody’s “pet” complaint, but it’s not likely to be the most important or valuable one.

What Does the Research Say?

It’s important to go beyond personal anecdote, so let’s take a foray into the research side. There has been a lot of research on cognitive bias. And, even with the research, there is a lot that is not understood. The field of bias continues to produce interesting results.

One study that is often cited is a 1974 publication called “Judgement under Uncertainty: Heuristics and Biases” by Amos Tversky and Daniel Kahneman. In a demonstration of anchoring bias, Tversky and Kahneman asked participants spun a wheel. The wheel would give participants either a high number or a low number. Later, participants were asked to estimate the number of African countries that participated in the United Nations. And, it turns out that the number the wheel provided had a very significant impact on the estimate provided by participants. If an estimate in such a condition of uncertainty can be influenced by the result from the spin of a wheel, how much more might we get influenced by the estimate of a colleague under conditions of uncertainty?

Combating Anchoring Bias

Now that we’ve seen some examples and dipped our toe in some research, let’s look at some ways to combat the anchoring bias.

Gain Specific Knowledge

When people have concrete knowledge of a subject, they are less likely influenced by the anchoring condition. For example, if you are an expert on Africa’s participation in the United Nations, you would likely know the percent of countries that participate in the UN. Thus, the expert would not get anchored on irrelevant data. But beware. While that is true that people with specific knowledge on the topic are less susceptible to anchoring, people still tend to view themselves as less prone to anchoring than the average person. These are the result of research published in the Journal of Experimental Psychology.

So, the first mitigating strategy is to become more expert on the topic, thus giving you better information to work with.

Provide Multiple Explanations

When people fixate on a single outcome, they are prone to anchoring. An approach called “multiple-explanation” can help to de-bias the judgement. Let’s go back to one of our earlier scenarios where the project was estimated to take three months. One strategy to help de-bias the judgement would be to come up with explanations about scenarios by which the project was delivered in a much longer timeframe. For example, the work turned out to be complex, or needed to be highly scalable, or the team is distracted by the scores of other “top priorities” that the business puts on them. By going through the exercise of explaining a number of different scenarios and outcomes, the initial judgement can become less biased. For more on Multiple Explanation for Debiasing Judgment, read the research by Hirt and Markman.

Planning Poker – Show Your Cards

Anchoring, by definition, is over-weighting the first piece of information you receive. When estimating work, Planning Poker is specifically designed to withhold estimation until everybody who is estimating has formed their own opinion. Then, and only then, do all the estimates get exposed at the same time. It’s a subtle difference compared to what we discussed earlier regarding estimating. In that “anchored” scenario, a subset of people provided an estimate and asked for validation. In this scenario, it is all estimators sharing estimates at the same time. By revealing all estimates at once, anchoring is less likely.

Silent Writing for Retrospectives

The “first talker” scenario for retrospectives has a very simple alternative. Don’t start with talking! Instead, set a framework for the conversation and allow people to reflect for themselves, writing down their thoughts. Then, get people to share them. By allowing people to silently write their thoughts down, they aren’t as prone to the anchoring effect of the “first talker.”

Conclusion

Anchoring is insidious, and impacts our lives in many ways. While we may think we are not as prone to anchoring as the average person, we are. Simply being aware that anchoring is a bias is not enough to remove its influence on us. It is important to look for strategies and tactics that make anchoring less likely to bias our judgement. I hope the four strategies for debiasing stakeholder expectations, getting un-anchored estimates, and letting all voices get heard help your business and teams. I am interested in your feedback, so please leave a comment.

Specific to software, I found the book Software Estimation: Demystifying the Black Art (Developer Best Practices)to be quite valuable. This book provides a number of strategies for getting better estimates for your software project.

 

Lesson from Chair Yoga at Global Game Jam

“You’d be surprised how strong you feel when you’re not on the edge all the time.”- Latasha Flint, Yoga instructor

This insightful comment was made during the 2016 Global Game Jam, at our South Bend site, The Branch coworking.   During the weekend-long 48 hour game-creation event, we took a break for Chair Yoga, led by Latasha, from Therapeutic Indulgence.

The development teams took a 30 minute break from creating games and participated in a yoga session that included focused breathing, stretching, and relaxation exercises. No special clothes were required, and no trip to a studio was needed. We used the chairs we had, in the space we were in. Just that short break to get moving left everybody feeling refreshed.

Afterward, Latasha and I were talking, and the question was posed:  “Why do we push ourselves to the limits, and beyond?” It was during this exploration that Latasha mentioned “You’d be surprised how strong you feel when you’re not on the edge all the time.” That struck me as a very profound comment, and one whose applicability goes way beyond yoga and athletics.

Frustrated Team Member, Pushed too much

Consider how many times software teams are pushed beyond “sustainable pace” to put features that have never been vetted by customers into production by date that is rather arbitrary. How does that make you feel?

How strong could you feel? Woo!

What would it look like of we backed away from that edge a bit, and took a different approach? How much stronger would people feel? How much better would employee engagement be? How much better would relationships between people in the company who are focused on technology be with those people who are focused on the financial, marketing, or product facets of the business?

6 Tips for Taming Distractions

The good news: we’re more connected in 2016 than ever. The bad news: we’re more connected in 2016 than ever. There’s Tame The Distractionsan enormous amount of value in that connectivity, as well as an incredible threat to doing truly deep and meaningful work.

With all the connectivity that is designed to help us communicate and collaborate, the sheer number of interruptions that I experience can be astounding. There are new message notifications from Outlook, Yammer desktop notifications, Facebook and Twitter notifications, Lync, Slack, and Skype. That  doesn’t even begin to count the distractions created by one’s own brain; thoughts of things I need to do, ideas for new projects and remembering that lingering chore at home. It’s time to tame the distraction beast! Here are some tips that I have implemented to improve focus. Hopefully they are helpful to you as well.

Have a goal

What does “done” look like? It’s easier to see something through to completion if you know what your goal is. Articulate the goal. Write it down. Focus on that goal and get it done.

But what if it’s not possible to finish the work in one sitting?

Set a Timer

Alinof TimerProWhen a task isn’t reasonable to complete in a single sitting, commit to working on it for a defined period of time.  Set a timer for thirty minutes, and focus on the task until it goes off. Then, take a break.

If you’re interested in a more in-depth of timer techniques, check out The Pomodoro Technique.

This blog post has been a “draft” for a long time. I just set a 30 minute timer with the goal of clicking “Publish” before it expires!

Do not Disturb

Do Not Disturb

Do Not Disturb

I hate to get in a state of flow and then have my thoughts completely disrupted by a tweet notification, a mention, or notification of a new e-mail arriving in my Inbox.

When you want to have some deep focus time, tame the desktop and phone notifications. On a Mac, click the little bullet-list icon on the top-right side, and drag the sidebar down until you see the “Do Not Disturb” notification. Turn it on. Don’t forget to set your mobile device to “Do Not Disturb” mode as well.

Drown out the Distractions

White Noise App

Free white noise app from TMSOFT

With open work spaces, the nearby conversations can be very distracting. Using headphones to play music is one way to drown out the discussion can be effective, I find myself getting distracted by the lyrics. Perhaps music that lacks lyrics works for you. I’ve discussed the use of listening to classical music with some colleagues, and while I find it helpful they can sometimes get caught up in the music.

Consider using a white noise app. The white noise can mask the sound of nearby conversations with fan noise, dishwasher, or airplane noises. My personal favorite is “air conditioner. The noise doesn’t have lyrics or a tune for your brain to latch onto. Some of the apps are free, so there’s nothing to lose by trying one.

Let Your Colleagues Know your Busy

Red - Busy LightIn shared spaces, it’s not always obvious whether you are deep inIMG_3157 (1) thought or listing in on a conference call. I found an amazing little light from Embrava. This light synchronizes its color with your availability in Lync, Skype, and more. No more will people walk up, start talking to you, and then go “Oops. Sorry. I didn’t know you were on the phone.”

You can even customize the light to fit your personality. I’ve found the a red flashing light worked best. It very much makes me think of an “on-air” light you see on TV or radio programs.

Clear the Home Screen

Distracting Home ScreenEven when the phone is in “do not disturb” mode, it can still grab my attention. Sometimes I want to look up a message, find a page in my internet history, or use the calculator app for some quick math. When I jump onto the iPhone I find the little  red badges are a sirens song of distraction.

Take control of the badges your phone shows!

  • Turn off the unnecessary badges. Do you really need to know that there are 1,406 unread e-mail messages in your Inbox?
  • Clean the home screen. Minimize the apps on your first screen. Move the apps with badge notifications to the second screen. It’s not that hard to get to the second screen, and the notifications are no longer calling to you from the home screen. There’s a huge payoff to having Facebook, Twitter, and Clash of Chans notifications just one swipe away.
  • Banish Notifications from the Lock Screen. Unless it’s truly a vital notification, limit the notifications that buzz and light your phone when it’s not being used.

I hope those tips are helpful.

On a related note, just happened across a summary of the book “Deep Work.” The book is being released tomorrow. Some of the suggestions I have above are complimentary to those in the summary of Deep Work that can be found at the blog post How to Manage Your Time: 5 Secrets Backed by Research.

As always, if you have some additional ideas for taming distractions in our connected world, I’d love to hear them.