Advanced Scrum master workshop

Advanced Scrum master

Workshop

Elad Sofer Agile coach

co-founder @ practical-agile twitter: @eladsof

email: elad@practical-agile.com blog: www.thescrumster.com

Ilan Kirschenbaum Agile coach

co-founder @ practical-agile twitter: @_kirschi

email: ilan@practical-agile.com blog: http://fostnope.com/

Connection before content

Physical examination

A-HA wall

Feedback

Product Owner workshop by Practical Agile is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

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Scrum master video

https://www.youtube.com/watch?v=oheekef7oJk

What is a scrum master?

Scrum master [dictionary definition]

• Scrum - A framework for managing the development lifecycle of software products.

• Master - A skilled practitioner of a particular art or activity.

• A Scrum master the leader of the Scrum process & team.

Scrum master Responsibilities1. Help the team with Scrum 2. Facilitate effective ceremonies 3. Help remove impediments 4. Push the team forward 5. Do all this within X amount of time

THE biggest problem

BORNLeaders are not

Leaders are

Grown

What are you responsible for ?

10 9 8 7 6 5 4 3 2 1

Personal –Spouse –Children –Family –Friends –House chores

Product \ Project –Code –Requirements –Tests –Plans –Support –Bugs –Reports

Team \ People –Training –Teaching –Mentoring –Administrative

Communication –Phone calls –Meetings –E-mail –Proposals –Blog –Slides –Manual

Begging

Reward Pu

nish

men

t

Do it yourself

Leadership

?Performing actions that will inspire change that is aligned with a specific goal. maybe?

Does Leadership require authority ?

Lessons in leadership from a dancing guy

videohttps://www.youtube.com/watch?v=hO8MwBZl-Vc

George Edward Pelham Box

Essentially,

all models

are wrong,

but some are

useful.

Share with your team a problem you are currently

facing

(Describe the problem, what did you do)

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Blame

Shame

Justify

Obligation

Responsibility

Christopher Avery

Analyze your problemsusing the responsibility

process.

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• In what stage are you? • What would be the responsible thing to do?

For each stage:• Find ways to keep the team in the stage • Find ways to advance the team to the next stage. • Find ways to move the team to the previous stage

7 6 5 4 3 2 1

FEEDBA

CK - THE SEC

RET SOUCE

…

Feedback by

Gordon Ramsay Video

https://www.youtube.com/watch?v=lYylXXGY6tA

Give feedback to your partner.

4 3 2 15

Switch roles

4 3 2 15

Give feedback to your partner.

Effective feedbackPre-Conditions:!

You Have accurate data You care about the person

Your goal is improvement (Double check) !

Guidelines:!Give feedback frequently

Be prepared. Speak for yourself Use I language.

straight to the point.

Giving effective feedback

Set the Stage!make sure the person is in a state to receive feedback !Describe the behavior or result!Be specific, accurate, speak from experience, validate facts !State the impact!The impact should be a real one, the painful the better !Make a request!Specific, accurate, leave room for other suggestion

Repeat the exercise using the model

prepare your feedback. Give it & Reflect with your partner

Switch

6 5 2 1347

Set the stage - Describe the behaviour state the impact - make a request

Be at the right state!If the time is not right, express it, offer alternative

Actively listen, do not judge!Conquer you ego, Listen, Ask for clarifications

Understand\Empathize with the impact!Show real Empathy, understand the impact, see the other side

Suggest a solution\ Ask for help!Be honest, even if you don’t think this is a problem.

Receiving effective feedback

NAVIGATING CONFLICT

Conflict videohttps://www.youtube.com/watch?v=Gl3e-OUnavQ

patrickLencioni

Dealing with conflictTh

omas

-Kilm

ann

Con

flict

Mod

e In

stru

men

t

3 2 1

From 1 to 5 (1 - often , 5 - seldom): How do i deal with conflict ?

Competition - Avoidance - Surrender - Compromising - Collaborating

Reflect with yourself about the score

3 2 1

For each conflict type describe at least one situation that it should be used.

Competition - Avoidance - Surrender - Compromising - Collaborating

5 4

Conflict types

Conflict types symptoms.

Think of ways to identify conflict types

4 3 2 1

Lack of clarify - Emotional attachment Different values - interpersonal conflict.

Suggest how to approach the

different conflict types

4 3 2 1

Lack of clarify - Emotional attachment Different values - interpersonal conflict.

6 5

Navigating conflict using The Perfection game

Growing leaders

You don't see the world very clearly!You feel that one listens to you.!Fragile, you break easily.

People now notice you.!You have a better picture of how the world works.!People don’t always understand what you mean.!You still have a lot to learn and you fail often.

You have learned a lot and gained experience.!You have more knowledge.!You are able to influence your environment.!It is now time to start hatching more eggs.

Facilitating daily meetings

Daily scrum from hell…

daily meeting guidelines

1. Validate pre-conditions.!2. This is NOT your meeting.!3. Look for clarity.!4. take it offline.!5. Time box!6. Document problems.

The daily is a waste of time…

1. Is it short?!2. Are problems being solved?!3. Is information shared?!4. Is it technical?!5. Is it done standing up?!6. Are we a team?

The wrong way of doing

retrospectives video

https://www.youtube.com/watch?v=FJezcyKno5k

Facilitating retrospectives

Retrospective guidelines

1. Listen.!2. Ask the team.!3. The right activity!4. Time box!5. Stay objective

Retrospective Model

1. Set the stage!2. Gather data!3. Generate insights!4. Decide what to do.!5. Close the retrospective

Retrospective Activities Set the stage!

One word.!Grade the sprint.!

!

Gather data.!Delta \ +!Timeline.!

!

Generate insights.!Silent grouping!5 why’s!

!

Decide what to do.!Action items.!User stories.!

!

Close the retrospective!ROTI.!Appreciate someone.

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Celebration of learning

Share your learnings

Letter to future self

feedback please. - Please make it effective.

- Can we quote you?

Thank you! תודה.