I think this is an example of how to give autonomy to innovation to work teams, which is why it is the culture most often emulated by other companies. Especially in Brazil. Moreover, it is one of the most interesting cases of how to scale Agile. I will go into detail in this article about how to scale Agile, but this is not a standard approach or a step-by-step guide to follow, quite the opposite. To have a complete understanding, I hope you also read my advice above, and you will understand why implementing squads, chapters and guilds in your company will not improve your organizational culture.
The whole way of working that we will see below works very well, and it is fully supported by something bigger, namely a culture with autonomy as its main pillar. Tip: In addition to the Spotify culture analysis, you may be interested in two other articles I did, which I promise are worth
[url=https:/telemadata.com/new-zealand-telemarketing-data/]New Zealand Telemarketing Data[/url] reading: Netflix and Airbnb. Note: Spotify (like any good Agile company) is evolving fast, and we saw this in detail in the Spotify culture analysis. This article is just a snapshot of how we work - an ongoing journey, not a completed one.
By the time you read this article, things may have changed a bit. Henrik Kniberg and Anders Ivarsson - October 2012 How Agile Scales: How Spotify Works Dealing with multiple teams in a product development organization is always a challenge. This is obviously the main reason why we want to understand how Agile can be scaled in a company and its growth. One of the most impressive examples I’ve looked at so far is Spotify, which has maintained an Agile mindset despite scaling Agile to over 30 teams across multiple cities.