From the original blog post about Spotify Model “this article is only a snapshot of our current way of working - a journey in progress, not a journey completed. By the time you read this, things have already changed” - Kniberg & Ivarsson
no heuristics for Conway’s law
no patterns for team interactions
no triggers for change and evolution
its strengths
Encourages flow of change, as each team has all the capabilities it needs to deliver value
establishes and clarifies team responsibilities. no ambiguity in who owns what
promotes good kind of collaboration between teams
plans and budgets for cross-team enablers - think guilds; bringing people together from all over the organisation