WORK&LIFE

As a Scrum Master Teaching is one of my responsibilities. This is a micro teaching format that I want to experiment with. Agile15 Format It is mainly about selecting small pieces of knowledge and doing a weekly micro presentation. The presentation should only last 10 – 15 minutes. Ideally 10 minutes plus 5 minutes of questions… Read Article →

In her nice little book about how to become a great scrum master, Zuzana Šochová, tells us about what makes a team environement toxic. Toxins Blame Defensiveness Stonewalling Contempt Source The Great ScrumMaster: #ScrumMasterWay by Zuzana Šochová

Tuckmans phase model of team building is well known. In her book about how to become a great scrum master  Zuzana Šochová tells us how to apply it in a Scrum team context. Tuckman for Scrum Teams Forming Observations & Symptoms team members act as individual specialists they don´t need each other Scrum is hard… Read Article →

Japanese words for small and big changes to the better. Kaikaku huge change radical breakthrough happens only from time to time difficult creates a lot of resistance Kaizen small evolutionary and incremental improvement Source The Great ScrumMaster: #ScrumMasterWay by Zuzana Šochová

The “Agile Master” needs seven competences. In her nice little book about how to become a great scrum master, Zuzana Šochová, tells us which ones. The Agile Master Explaining Experience Sharing Business Knowledge Change Management Technical Knowledge Coaching Facilitating Source The Great ScrumMaster: #ScrumMasterWay by Zuzana Šochová

In her nice little book about how to become a great scrum master, Zuzana Šochová, mentions 6 critical skills every Scrum Master should have. Metaskills of a Scrum Master Bring those meta skills intentionally into everyday situations Teaching Listening Curiosity Respect Playfulness Patience Source The Great ScrumMaster: #ScrumMasterWay by Zuzana Šochová

In her nice little book about how to become a great scrum master, Zuzana Šochová, introduces the #ScrumMasterWay model. #ScrumMasterWay The model consists of 3 levels: Level 1: The Team Level 2: Relationships with stakeholders Level 3: The entire system Source The Great ScrumMaster: #ScrumMasterWay by Zuzana Šochová

In her nice little book about how to become a great scrum master, Zuzana Šochová, sumarizes the responsibilites of a Scrum Master. Scrum Master Responsibilities Teaching and mentoring Coaching Facilitation Removing Impediments At the center of all: Observing Any action, such a coaching, facilitation, teaching or removing impediments, can wait until it´s clear which approach is… Read Article →

In her nice little book about how to become a great scrum master, Zuzana Šochová, sumarizes what a servant leader is. Servant Leader Skills Scrum Master is a leadership role. One of the aims of the Scrum Master is to make others work better, by focussing not only on one Scrum team but on the… Read Article →

After endless discussions the boss makes a final decision but only few people like it. Reaching collective decisions can be painful and the root cause if often thought to be a matter of teamwork or communication. In this HBR article the problem is addressed from a processual point of view. When The Boss is Always… Read Article →

In HBR on Teams one article gives us 4 strategies to handle cultural problems in teams. Heres a short summary of the key points. 4 Cultural differences that can cause destructive conflicts There’s no one right way to tackle multicultural problems. But understanding four barriers to team success can help you begin evaluating possible responses…. Read Article →

Knowing about Leas 5 Level of Conflict is a good start. But then what? In the posting Navigating the Five Levels of Conflict – The Agile Way I found something that might help. Conflict Strategies Here a few key points mentioned in the article: First, Do Nothing “Everything you do for the group is one less thing… Read Article →

Key points of the HBR article about emotional intelligence of groups by Vanessa Urch Druskat and Steven B. Wolff. Regulate Emotions To build a foundation for emotional intelligence, a group must be aware of and constructively regulate the emotions of: • individual team members • the whole group • other key groups with whom it interacts… Read Article →

How to motivate people? I found one answer to this old questions in an HBR article on teams including a checklist for implementing on a daily basis. The progress principle Of all the things that can boost emotions, motivation, and perceptions during a workday, the single most important is making progress in meaningful work.  … Read Article →

In his book about Kanben David J. Anderson mentioned 2 approaches how to handle WIP-Limits when installing a Kanban System. Adding Buffers or Queues Approach #1 – Self-Revelation Two variants are possible here: Don´t add buffers, instead let the bottleneck reveal itself. Only when you identified it add buffers to protect it. Set WIP-Limits loosely first so that… Read Article →

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