La agilidad según Spotify: Es un caso de éxito?

LA este punto, estoy casi seguro que cuando escuchamos la palabra Spotify la relacionamos inmediatamente con música, streaming y podcast ¿No es así?

Pero, lo que quizás no sabias es que Spotify revolucionó el modelo de gestión ágil. A muchos de nosotros, nos ha servido como ejemplo de caso de éxito para alcanzar un crecimiento exponencial de forma rápida y eficaz.  

¿Cómo se creó Spotify?  

Para entenderlo mejor, en las empresas tradicionales existe una cabeza, la cual es la única que toma la decisión final cSpotify nace en 2006, como una iniciativa creada por Daniel Ek y Martin Lorentzon. Fue en octubre de 2008 cuando lanzan la plataforma oficialmente en Europa, esto sucedió por las licencias que requerían las canciones y los derechos de autor. Para el siguiente año, Spotify crea la app para móviles con la versión premium, forma innovadora de eliminar la publicidad.

Ya Sin embargo, es en el 2011 cuando comienzan su plan de expansión iniciando con Estados Unidos, donde fue todo un éxito. 2 años después, la aplicación ya estaba en 50 países y tenía más de 36 millones de usuarios activos.

Modelo Agile de Spotify  

Debido al crecimiento a gran escala que se presentó por éxito de esta Startup, vinieron con ella nuevos problemas y desafíos que resolver y los métodos conocidos no estaban resultando, por lo que la escalabilidad y adaptabilidad del equipo no tenía los resultados esperados. Sin embargo, gracias a que Spotify creo su propia estructura ágil, términos como Squads, Tribus y Chapters comenzaron a tomar fuerza en el mundo de los métodos ágiles.

Estructura de la metodología en Spotify

Spotify gestiona su modelo ágil, basándose en roles y agrupaciones:

Squads (equipos o escuadrones)

Se trata de pequeños equipos (no mayores a 15 personas) que trabajan en absoluta autonomía. Cada miembro tiene una responsabilidad para llevar a cabo el producto final y cuentan con la libertad de decidir cómo realizar su trabajo.

Tribes (tribus)

Los Squads se agrupan en distintos grupos denominados “Tribes” estos no exceden los 100 miembros. Ellos responden a las diferentes ramas del negocio. Por ejemplo, en el caso de Spotify se puede dividir en Tribu de desarrollo de la app IOS, tribu de la app Android, la de Smart TV, etc.  Cada uno está dirigido por un Líder, quien se encarga de definir el objetivo, establecer prioridades y garantizar que los Squads se apoyen en simultaneo.

Chapters (división o departamento)

Los Chapters son agrupaciones más grandes que lideran las tribus, son departamentos con competencias similares, Es decir, calidad, desarrollo, UX/UI, etc.

Los integrantes de los Chapters se reúnen periódicamente con el objetivo de favorecer la innovación en beneficio de la Tribu, al tratar temas de interés en común en los que son especialistas.

Guilds (gremios)

Los Squads se agrupan en distintos grupos denominados “Tribes” estos no exceden los 100 miembros. Ellos responden a las diferentes ramas del negocio. Por ejemplo, en el caso de Spotify se puede dividir en Tribu de desarrollo de la app IOLos guilds son comunidades de intereses a las que se puede unir cualquier persona de la compañía, con independencia de la Tribu o Chapter del que forme parte. El fin de los guilds es intercambiar conocimiento sobre un tema en específico, una vez culminado el tema, se puede decidir cuándo ser parte de otro gremio y dejar otro.

Los Squads se agrupan en distintos grupos denominados “Tribes” estos no exceden los 100 miembros. Ellos responden a las diferentes ramas del negocio. Por ejemplo, en el caso de Spotify se puede dividir en Tribu de desarrollo de la app IOS, tribu deComo pueden ver, el modelo agile de Spotify ha traído para la empresa equipos más organizados y enfocados en distintas metas cada uno, de esta manera han podido crecer exponencialmente en un plazo muy corto de tiempo.  Es asi que, al igual que esta Startup, nos podamos enfocar en encontrar un tipo de modelo agile que beneficie a nuestra organización y se adapte al equipo para dar solución a los objetivos planteados.

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