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…”