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SAFe Implementing Study Guide 2024 Update Questions and Answers (2024/2025) (Verified Answers) $12.99   Add to cart

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SAFe Implementing Study Guide 2024 Update Questions and Answers (2024/2025) (Verified Answers)

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. Organization Agility: competency describes how Lean-thinking people and Ag-ile Teams optimize their business process, evolve strategy with clear and decisivenew commitments, and quickly adapt the organization as needed to capitalize on new opportunities. 2. Org Agility dimension: - lean think...

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Implementing SAFe Study Guide


1. Organization Agility: competency describes how Lean-thinking people and Ag-ile

Teams optimize their business process, evolve strategy with clear and decisivenew

commitments, and quickly adapt the organization as needed to capitalize on new

opportunities.

2. Org Agility dimension: - lean thinking people and agile teams

- lean business operation s

- strategy agility

3. Lean thinking blocks: - house of lean

- SAFe Core Values

- Agile manifesto

- SAFe principles

4. Organizational Agility practices: - Establish CoPs

- implement agile HR practices

- create agile workspaces

- map operational value streams

5. CoP dimensions: - domain - shared area of interest





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- community - group of individuals with a shared passion about a topic

- practice - shared knowledge and experiences

6. Strategy Agility: is the ability to change and implement new strategies quickly

and decisively when necessary, and to persevere on the strategies that are working,or

will work, if given sufficient focus and time

7. Market sensing: - conduct research using open and confidential sources

- analysis of quantitative and qualitative data

- direct and indirect user/operator feedback

- direct observations of solutions / processes in real use

8. Flow of Strategy: Epic - Portfolio Backlog - Program Backlog - Team Backlog

9. sunk costs: a cost that has already been incurred and cannot be recovered


independent of any future costs a program may sustain

10. Continuous learning culture: competency describing a set of values and prac-

tices that encourage individuals - and the Enterprise as a whole - to continually

increase knowledge, competence, performance, and innovation.

11. CLC dimensions: - Learning Organizations

-Relentless Improvement

-Innovative culture






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12. learning organization: -employees are continually learning and growing togeth-er

at every level

13. learning organization dimensions: -personal mastery

-shared vision









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-team learning

-mental models

-systems thinking

14. Personal Mastery: Build individual "T-shaped" breadth of knowledge in multiple

disciplines for deep and broad expertise

15. Shared vision: Leaders envision and articulate exciting possibilities and invite

others to cont ribute to a common view of the future

16. Team Learning: Teams achieve common objectives by sharing knowledge ,

suspending assumptions , and 'thinking together '

17. Mental Models: Teams surface their existing assumptions and generalizations

while working with an open mind to create new models

18. Systems Thinking: Everyone sees the larger picture and recognizes that opti-

mizing individual components does not optimize the system

19. Relentless Improvement: - A constant sense of danger

- Optimize for the whole

- Problem-solving culture

- Reflect at Key milestones

- fact-based improvement

20. constant sense of danger: drives improvement activities that are essential to





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