Sometime back i read a short SciFi story in a book named People Tools, Story was about a spaceship conducting man’s third ten year expedition to the nearest star. The first two voyages didn’t succeed when the four member crew neared earth. Scientists were puzzled as there were no technical issues with the spacecraft and still mysteriously it crashed.
Third voyage was different, one of the crew member was enigma, he used to prepare food, entertain the pilot co-pilot and other crew members with humor and always kept the atmosphere lighter with his presence, often seen as a misfit by other crew members specially when he used to dress like a clown. On this third voyage when the spaceship reentered solar system the human friction which had been building for ten years heated to homicidal proportions. The misfit who turned out to be a psychologist reduced the friction by using humor and encouragement. Ultimately it became clear that the crew members of the first two expeditions after ten years of close confinement caused the spacecraft to crash due to friction between them.
This story gave me a inspiration to write this blog and a metaphor to apply in Agile and Scrum context Scrum Master as “a little bit of oil” to ease friction in the scrum team. Continue reading “Scrum Masters as ” a little bit of oil” to ease friction in the scrum team”
Coming together is beginning; Keeping together is progress; Working together is success[Henry Ford].
One of the biggest challenges many organizations face is harmonizing practices, processes and tools across teams and business units. And as organization scales sustaining the same culture across the organization becomes a key success factor, hence there is also a constant need for people to share knowledge and develop their craftsmanship by breaking the barriers of traditional boundaries. This is the purpose and role of guilds and huddles.
Continue reading “Learn, Share and Grow with Community of Practices”
Kudos, You made my day, thanks a bunch, appreciate it, keep doing good work 🙂
When was the last time you heard this from your peers or when was the last time you said something similar to your peers?
The feeling of being appreciated by peers makes you feel awesome, isn’t it.
Organizations need to create an environment which promotes peer recognition, an environment where people thank co-workers for jobs well done, post ‘Rappas’ as thank you notes or give small tokens of appreciation when a colleague makes you laugh. Such recognition’s need not necessarily be of monetary benefit. Dan Pink in his book says “When money is used as an external reward for some activity, the subjects lose intrinsic interest for the activity.”
So, what can trigger intrinsic motivation?
Continue reading “Kudos you did an awesome job…”
What makes an awesome Team?
Patrick Lencioni says “Great cohesive teams do not hold back with one another. They admit their mistakes, engage in open, constructive conflicts, disagree and commit. They hold each other accountable for their results”.
However, the question is How do we build such an awesome team?
Teamwork begins by building trust. Is there a practical way or mechanism to build the foundation -the trust. One of the effective ways of building trust is by aligning everyone in the team to a common goal, a shared vision or team manifesto or a Visual goal setting. Continue reading “Teamwork Begins By Building Trust”
Because the people who are crazy enough to think they can change the world are the ones who do. Think different
Innovation is one of the key pillar of Lean Agile Mindset. Innovation is an outcome of constant experimentation and exploration often associated with frequent failures. Innovation not necessarily mean creating something from scratch. One of the greatest motivation for people is the the feeling of learning and growth.
So what can organizations do to create a learning environment of openness and sharing?
Image Credit: Snapshot from Dan Pink’s Video
Continue reading “Exploration days fosters continuous Learning”
Feedback is a gift! however, what is the best way of giving it.
Lets see an example of a feedback given to a Scrum Master:-
“You seem to understand the Scrum Framework well, however you need to let the development team self-organize, anyways i believe that you are a great Scrum Master”. Do you recognize this pattern of feedback; Yes your guess is right, this is a praise sandwich feedback pattern. (Praise-Criticize-Praise).
Doesn’t seem working effective though, as the receiver is confused and doesn’t know what is expected of him. Knowledge workers appreciate more honest and transparent feedback. There has to be a better way, indeed i learned a very effective way of conveying feedback Continue reading “Feedback Wraps”
“He knew the precise psychological moment when to say nothing”
-Oscar Wilde, The picture of Dorian Gray
Recently i finished reading a book “People Tools” authored by Alan C. Fox. In this captivating book author shares 54 strategies you can use to create more joy, embrace prosperity and deepen relationships with people at work. These tools are easy to use and yield immediate results. Inspired by one of his tool “Have a Nonversation” i am sharing some tips to practice active listening skills. Continue reading “Nonversation & Improvement Dialogues: A practical tip to master listening skills”