It all started with my then 4-year-old son. We have a habit of watching a movie every Saturday. It's a buddy thingy.. It all began after watching “How to train your dragon". As usual, my son started to pretend as a movie character and this time its “Hiccup” the dragon trainer with that famous action of raising his hand towards my head to build trust with the dragon, and that’s me. Trust is a key thing between father and son. But it also reflected me to my professional life thinking, am I “Toothless” the dragon or “Hiccup” the dragon trainer? As an Agilist, I am the “Hiccup” who don’t think from a formal way and try new avenues. But as an Employee, I am the Dragon who needs the hand of a “Hiccup” to bring the victory home. In fact, every employee in an organisation is a Dragon who seeks the trust, support, training, hand in failures, appreciation in success from a “Hiccup” and it starts even before the Dragon is select. This presentation details what should be done by a Hiccup in every organisation to form Dragons to bring success, I am sorry its not success but excellence!!!

5. Would you abandon him?
If you do then you are not “Hiccup” who changed the history of Vikings!

6. Before joining…

7. What would I learn if I work here?
How challenging will my work be?
What is the goal of the organisation?
How stable is the organisation?
Teams culture fit?
Who will be my leader and what can I gain from him/her?
…
Resume
Referral
Matching to skill
framework?

8. Skill framework for the Information Age

9. First impression…

10. Day of joining…

11. Day 1 …
greeting in the morning, taking to the workstation with all the goodies, doing the paperwork, performing
onboarding session, doing the E-mail introduction to employees, helping to meet and greet colleagues,
providing access to systems, introducing to the buddy and finally put in for a meeting with the "Hiccup"

12. 1st Meeting with Hiccup!
• Defining Roles and Responsibilities of the employee and team
• Drafting the Knowledge Transfer Plan
• Setting-up the targets for confirmation

13. Roles and Responsibility
What should I do in a Scrum Team?

14. Knowledge Transfer Plan
This will eat you
velocity. But in long run
you will catchup

15. ETE vs EOE

16. Confirmation/Performance Appraisal

17. 1st Month

18. Settling down and intro presentation
build relationships, adapt to the
culture, know the domain and adapt to
the process

19. Personal-maps

20. Weekly meeting
• What happened in the week
• What’s planned for the next week
• Any blockers
• Question and Answer session for clarity and to seek guidance

21. 2-3 Months

22. Bi-weekly meeting
• What happened
• What’s planned
• Any blockers
• Question and Answer session for clarity and to seek guidance

23. Skill Assessments Matrix

24. Time to confirm?

25. 4-6 Months

26. Time to review
***** Bad fit? Why ??? *****
• The judgement of the employer who selected him was wrong.???
• There could be impediments for his/her performance
• Need more opportunity to perceive in remaining months

27. Beyond…..

28. Continuous and constructive feedback

29. The dragon team!

30. beyond the office walls…

31. Being a "Hiccup" is never easy…