Scaled Agile SAFe 5 Government Practitioner Exam (5.0) Exam

Authenticity is the aspect of leading by example that challenges Lean-Agile leaders to 'walk the talk' by being a role model of desired professional and ethical behaviors by acting with honesty, integrity, and transparency1. Authentic leaders are genuine, self-aware, and trustworthy.They align their actions with their words and values, and they inspire trust and respect from others2.Authenticity helps leaders create a culture of openness, collaboration, and continuous learning in their organizations3.

1:Lean-Agile Leadership - Scaled Agile Framework2:What Is One Way Lean-agile Leaders Lead by Example? - CGAA3:Three Dimensions of Lean-Agile Leadership: A Guide for Leading Your ...

According to theBuild Incrementally with Fast, Integrated Learning Cyclesarticle on the Scaled Agile Framework website, convergence of requirements with designs reduces the cone of uncertainty. The article states that ''The cone of uncertainty describes the uncertainty and risk in estimates at different phases of development. The cone narrows as the project progresses, reflecting the fact that there is less uncertainty and risk as more is learned about the requirements and design of the system. The goal is to reduce the cone of uncertainty as quickly as possible by converging on the requirements and design through fast feedback and learning cycles.'' Therefore, the correct answer is A, convergence of requirements with designs. The other options are not accurate, as they are not the terms that describe reducing the cone of uncertainty. Convergence of alternatives with flexible specifications (B), convergence of architectures with design sets , and convergence of flexible specifications with design sets (D) are not concepts that are used in the Scaled Agile Framework.

The true statement about Lean-Agile development and contracting is A. Quality is built-in through collaboration and automation. Lean-Agile development is an iterative and incremental approach to software development that emphasizes flexibility, adaptability, and continuous improvement. Quality is not something that is added at the end of the development cycle, but rather something that is embedded throughout the process. Lean-Agile teams collaborate with customers and stakeholders to define clear and testable acceptance criteria for each work item.They also use automation tools to perform frequent testing, integration, and deployment of the software, ensuring that the solution meets the quality standards and compliance requirements12.

1:Advanced Topic - Agile Contracts - Scaled Agile Framework2:Government - Building in Quality and Compliance - Scaled Agile Framework

According to theLean-Agile Leadershiparticle on the Scaled Agile Framework website, psychological safety occurs when leaders create an environment for risk-taking that supports change without fear of negative consequences to self-image, status, or career. The article states that ''Psychological safety is a shared belief that the team is safe for interpersonal risk-taking. It can be defined as 'being able to show and employ one's self without fear of negative consequences of self-image, status, or career.' In psychologically safe teams, team members feel accepted and respected. They are confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.'' Therefore, the correct answer is B, psychological safety. The other options are not accurate, as they are not the terms that describe the outcome of creating an environment for risk-taking that supports change without fear of negative consequences. Decentralized decision-making (A) is a principle, not an outcome, of Lean-Agile leadership. Emotional intelligence is a skill, not an outcome, of Lean-Agile leadership. Alignment (D) is a value, not an outcome, of Lean-Agile leadership.

Two attributes of high-performing teams are:

They experience mutual trust. High-performing teams trust each other to deliver quality work, to support each other, and to resolve conflicts constructively. They also trust their leaders to provide clear direction, feedback, and empowerment.Trust is the foundation of effective collaboration and communication within and across teams12.

They are self-organizing. High-performing teams are able to plan and execute their work without excessive supervision or micromanagement. They have the autonomy and authority to make decisions that affect their work, and they hold themselves accountable for the outcomes.They also continuously inspect and adapt their processes and practices to improve their performance3