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Leading teams in the
Age of Agile

Presentation #6 out of 12,345,902
Elad Sofer
Agile coach
co-founder @ practical-agile
t...
Connection before content
Sharpie
Physical examination
A-HA wall
Feedback
THE biggest problem
BORN
Leaders 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  Pro...
Begging
Reward
Punishment
Doityourself
Leadership
?Performing actions that will inspire change that is aligned with a specific goal. maybe/
George Edward Pelham Box
Essentially, 

allmodels 

are wrong,
but someare 

useful.
Share with your team a
problem you are currently
facing 



(Describe the problem, what did you do)
10 9 8 7 6 5 4 3 2 1




Blame
Shame
Justify
Obligation
Responsibility
Christopher 

Avery
Analyze your problems

using the responsibility
process.
10 9 8 7 6 5 4 3 2 1
• In what stage are you?
• What would be the...
For each stage:
• Find ways to keep the team in the stage
• Find ways to advance the team to the next stage.
• Find ways t...
FEEDBACK - THE SECRET SOUCE…
Find a partner. 

(Choose who is A and who is B)
<A> shares with <B> a (new) problem with a colleague
role play: <B> gives...
Find a partner. 

(Choose who is A and who is B)
<A> shares with <B> a (new) problem with a colleague
role play: <B> gives...
Effective feedback
Pre-Conditions:!
You Have accurate data
You care about the person
Your goal is improvement (Double chec...
Giving effective feedback
Set the Stage!
make sure the person is in a state to receive feedback
!
Describe the behavior or...
Repeat the exercise using
the model
prepare your feedback.
Give it & Reflect with your partner
Switch
6 5 2 1347
Set the st...
Be at the right state!
If the time is not right, express it, offer alternative

Actively listen, do not judge!
Conquer you...
NAVIGATING 

CONFLICT
patrick

Lencioni
Dealing with conflictThomas-KilmannConflictModeInstrument
3 2 1
From 1 to 5 (1 - often , 5 - seldom): 

How do i deal with conflict ?
Competition - Avoidance - Surrender -
Compromis...
3 2 1
For each conflict type describe at least
one situation that it should be used.
Competition - Avoidance - Surrender -
...
Conflict types
Conflict types
symptoms.

Think of ways to identify 

conflict types
4 3 2 1
Lack of clarify - Emotional attachment 

Differ...
Suggest how to
approach the
different conflict types
4 3 2 1
Lack of clarify - Emotional attachment 

Different values - in...
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....
10 9 8 7 6 5 4 3 2 1
Celebration of learning
#booster2014
Letter to future self
7 6 5 4 3 2 1
Thank you!
(Toda) .‫תודה‬
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
Leading agile teams
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Leading agile teams

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A workshop i gave at the booster 2014 conference about leading teams.

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Transcript of "Leading agile teams"

  1. 1. Leading teams in the Age of Agile
 Presentation #6 out of 12,345,902 Elad Sofer Agile coach co-founder @ practical-agile twitter: @eladsof email: elad@practical-agile.com blog: www.thescrumster.com - It’s in Hebrew ;)
  2. 2. Connection before content
  3. 3. Sharpie
  4. 4. Physical examination
  5. 5. A-HA wall Feedback
  6. 6. THE biggest problem
  7. 7. BORN Leaders are not Leaders are Grown
  8. 8. 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
  9. 9. Begging Reward Punishment Doityourself
  10. 10. Leadership ?Performing actions that will inspire change that is aligned with a specific goal. maybe/
  11. 11. George Edward Pelham Box Essentially, 
 allmodels 
 are wrong, but someare 
 useful.
  12. 12. Share with your team a problem you are currently facing 
 
 (Describe the problem, what did you do) 10 9 8 7 6 5 4 3 2 1
  13. 13. 
 

  14. 14. Blame Shame Justify Obligation Responsibility Christopher 
 Avery
  15. 15. Analyze your problems
 using the responsibility process. 10 9 8 7 6 5 4 3 2 1 • In what stage are you? • What would be the responsible thing to do?
  16. 16. 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
  17. 17. FEEDBACK - THE SECRET SOUCE…
  18. 18. Find a partner. 
 (Choose who is A and who is B) <A> shares with <B> a (new) problem with a colleague role play: <B> gives feedback to <A>
 (<A> acts as the colleague, <B> acts as <A>) 4 3 2 15
  19. 19. Find a partner. 
 (Choose who is A and who is B) <A> shares with <B> a (new) problem with a colleague role play: <B> gives feedback to <A>
 (<A> acts as the colleague, <B> acts as <A>) Switch roles 4 3 2 15
  20. 20. Effective feedback Pre-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.
  21. 21. 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
  22. 22. 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
  23. 23. 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
 UnderstandEmpathize 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
  24. 24. NAVIGATING 
 CONFLICT
  25. 25. patrick
 Lencioni
  26. 26. Dealing with conflictThomas-KilmannConflictModeInstrument
  27. 27. 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
  28. 28. 3 2 1 For each conflict type describe at least one situation that it should be used. Competition - Avoidance - Surrender - Compromising - Collaborating Reflect with yourself about the score 5 4
  29. 29. Conflict types
  30. 30. Conflict types symptoms.
 Think of ways to identify 
 conflict types 4 3 2 1 Lack of clarify - Emotional attachment 
 Different values - interpersonal conflict.
  31. 31. Suggest how to approach the different conflict types 4 3 2 1 Lack of clarify - Emotional attachment 
 Different values - interpersonal conflict. 6 5
  32. 32. Navigating conflict using The Perfection game
  33. 33. Growing 
 leaders
  34. 34. 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.
  35. 35. 10 9 8 7 6 5 4 3 2 1
  36. 36. Celebration of learning
  37. 37. #booster2014
  38. 38. Letter to future self 7 6 5 4 3 2 1
  39. 39. Thank you! (Toda) .‫תודה‬
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