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”
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”
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…”
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”
“At regular intervals, the team reflects on how to become more effective, then tunes and adjusts its behavior accordingly”. Looks familiar, yes this is the 12th principle of “The Manifesto for Agile Software Development”.
Sprint Retrospectives are my all-time favorite among the other events of the Scrum Framework. And I am quite experimental with facilitation of the retrospectives for the teams I coach. Recently I learnt a very interesting technique called “Celebration Grids” Continue reading “Sprint Retrospective with Celebration Grids”
As an Agile coach and Trainer I had many opportunities to Train Organizations and teams on Agile, Scrum and Scaling Agile practices. Typically I used to collect the training/workshop feedback on a feedback template or in a verbal manner, however there were few challenges with such approach:
- Participants gave repetitive feedback: “Everything is covered by the other people”
- Only few participated in giving feedback
- Very few constructive feedback
- Too many verbal feedback post training often got missed from my mind
- Post sessions participants were often in hurry rushing back to their homes
As they say in the middle of challenges lies opportunity, and I came across “Happiness Door” Continue reading “Happiness Metric with Happiness Door”