Self Managing Scrum Teams: 4 Building Blocks & An Evidence Based Approach

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We have all heard about how important self-organization / self-management is to the effectiveness of Scrum Teams. * But what is self-management?
* What factors can enable of hinder it?
* What can we do if some of our teams are not self-managing?
* How can we apply empiricism to create transparency into the current state of self-management and then inspect and adapt the environment to create the desired result?

This presentation helps us explore the 4 building blocks that create self-management. For each building block, we explore 5 enabling factors . We will also explore a way to gather evidence that creates transparency into the current state of self-management in the team so we can inspect and adapt to minimize undesirable variances. Finally, we co-relate these building blocks with Scrum and discuss how the Scrum Framework and Agile Practices can be used to build strong, self-managing teams.

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Self Managing Scrum Teams: 4 Building Blocks & An Evidence Based Approach

  1. 1. © SmoothApps 2014 All rights reserved. www.smoothapps.com 11 BUILDING SELF MANAGING SCRUM TEAMS AN EMPIRICAL, EVIDENCE BASED APPROACH RAVI VERMA THE ORG WHISPERER
  2. 2. 2 © SmoothApps 2014 All rights reserved. www.smoothapps.com About Ravi… • Entrepreneur, Agile Coach, Agile Trainer: • Founder & Org Whisperer – SmoothApps • 16+ Years in Software Delivery / Consulting • AT&T, Cisco, Avaya, HP, Siemens, … • Education: • Bachelors in Computer Sc. & Engg. • Masters in Entrepreneurship • Certifications: • PST (PSF, PSM, PSPO), PSM II, PSPO II • Evidence Based Management Consultant • Change, Personality, Conflict, Motivation
  3. 3. 3 © SmoothApps 2014 All rights reserved. www.smoothapps.com 1. What are self-management, motivation, engagement? • Are they related? 2. What is the level of engagement in the industry today? • Any financial impacts? 3. What causes self-management? What makes work engaging? 4. How might scrum help? 5. What if teams are disengaged and not self- managing? How can we make things better? Guided Enquiry…
  4. 4. 4 © SmoothApps 2014 All rights reserved. www.smoothapps.com 5:00 • Please self-organize into 4 approximately equal, diverse teams • Please maximize diversity in each team… • ROLES: Program Manager, Architect, Engineer, Scrum Master, etc. • INDUSTRY: Travel, Telecom, Financial, etc. • TECHNOLOGY: .Net, Java, etc. • EXPERIENCE: # of years in industry • GENDER • Please pick a name for your team • TIME-BOX: 5 minutes • Questions….? Time-Boxed Self-Organization!
  5. 5. 5 © SmoothApps 2014 All rights reserved. www.smoothapps.com But first…
  6. 6. 6 © SmoothApps 2014 All rights reserved. www.smoothapps.com
  7. 7. 7 © SmoothApps 2014 All rights reserved. www.smoothapps.com
  8. 8. 8 © SmoothApps 2014 All rights reserved. www.smoothapps.com
  9. 9. 9 © SmoothApps 2014 All rights reserved. www.smoothapps.com
  10. 10. 10 © SmoothApps 2014 All rights reserved. www.smoothapps.com ~Min. Wage…? • Edwin Yulfo… • Highly engaged • Highly motivated • Completely self-managing • Got me thinking….
  11. 11. 11 © SmoothApps 2014 All rights reserved. www.smoothapps.com •What if our Scrum Teams were full of Edwin Yulfo’s…? • NOT talking about min. wage here • How can we get there? •What is… • Engagement? • Motivation…? • Types…? • Self-Management? Are these connected?
  12. 12. 12 © SmoothApps 2014 All rights reserved. www.smoothapps.com • What does self-management mean to your group? • What evidence do you use to assess if it is present or missing? • TIME-BOX: 5 minutes • Questions….? Group Exercise 5:00
  13. 13. 13 © SmoothApps 2014 All rights reserved. www.smoothapps.com “Degree to which people actively self-manage in their work” – Intrinsic Motivation at Work, Kenneth W. Thomas http://www.kennethwthomas.net/book1.html Engagement Engagement Self-Management
  14. 14. 14 © SmoothApps 2014 All rights reserved. www.smoothapps.com • “Fully involved & enthusiastic • Further organization's interests • Measurable emotional attachment to • Job • Colleagues • Organization • Willingness to learn and perform" • Not satisfaction, motivation, culture. Engagement Engagement Self-Management http://en.wikipedia.org/wiki/Employee_engagement
  15. 15. 15 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Desire to do things • Difference between… • waking up before dawn to pound the pavement • and lazing around the house all day. • Crucial in setting and attaining goals • You can influence your motivation and self-control http://www.psychologytoday.com/basics/motivation Motivation Engagement Self-Management
  16. 16. 16 © SmoothApps 2014 All rights reserved. www.smoothapps.com EXTRINSIC • Not from work itself • Salary, bonus, perks • Compliance, rote behavior Types of Motivation INTRINSIC • Directly from work • Pride, accomplishment • Initiative, commitment Intrinsic Motivation at Work, Kenneth W. Thomas, http://www.kennethwthomas.net/book1.html Engagement Self-Management
  17. 17. 17 © SmoothApps 2014 All rights reserved. www.smoothapps.com Extrinsically Motivated Engagement Self-Management Intrinsic Motivation at Work, Kenneth W. Thomas, http://www.kennethwthomas.net/book1.html
  18. 18. 18 © SmoothApps 2014 All rights reserved. www.smoothapps.com Intrinsically Motivated Motivation Engagement Self-Management Intrinsic Motivation at Work, Kenneth W. Thomas, http://www.kennethwthomas.net/book1.html
  19. 19. 19 © SmoothApps 2014 All rights reserved. www.smoothapps.com • What %-age of team members in your companies are engaged? • What evidence do you use to assess this? • TIME-BOX: 5 minutes • Questions….? 5:00 Group Exercise
  20. 20. 20 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Four in 10 employees are highly engaged • A quarter (24%) are disengaged, • 36% can be described as either unsupported or detached. • A full 60% of employees lack the elements required to be highly engaged. Level of Engagement http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2014/08/the-2014-global-workforce-study Motivation Engagement Self-Management
  21. 21. 21 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Where might your teams be today? • How do you know…? • Where would you like them to be? Level of Engagement Motivation Engagement Self-Management http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2014/08/the-2014-global-workforce-study
  22. 22. 22 © SmoothApps 2014 All rights reserved. www.smoothapps.com Impact of Engagement http://towerswatson.com/assets/pdf/2012-Towers-Watson-Global-Workforce-Study.pdf 17.5% • Towers Watson 2012 Global Workforce Study… Interested in a 17.5% bump in profit? Motivation EngagementMotivation Engagement Self-Management
  23. 23. 23 © SmoothApps 2014 All rights reserved. www.smoothapps.com How…? Motivation Engagement Self-Management
  24. 24. 24 © SmoothApps 2014 All rights reserved. www.smoothapps.com Self-Management Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-Management
  25. 25. 25 © SmoothApps 2014 All rights reserved. www.smoothapps.com Self-Management Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-Management
  26. 26. 26 © SmoothApps 2014 All rights reserved. www.smoothapps.com What makes work engaging? Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-Management
  27. 27. 27 © SmoothApps 2014 All rights reserved. www.smoothapps.com Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-Management What makes work engaging?
  28. 28. 28 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Pick a building block • What enables that building block? • What evidence indicates presence / absence? • TIME-BOX: 5 minutes • Questions….? 5:00 Group Exercise
  29. 29. 29 © SmoothApps 2014 All rights reserved. www.smoothapps.com Enablers CHOICE Authority Trust Security Clarity Information MEANINGFULNESS Non-cynical Climate Clear Values Exciting Vision Relevant Work Whole Tasks COMPETENCE Knowledge, models ‘+’ve Feedback Skill Recognition Challenge High non-comp. stds. PROGRESS Collaboration Milestones Celebrations Customer Access Measurements Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-Management
  30. 30. 30 © SmoothApps 2014 All rights reserved. www.smoothapps.com Enablers CHOICE Authority Trust Security Clarity Information MEANINGFULNESS Non-cynical Climate Clear Values Exciting Vision Relevant Work Whole Tasks COMPETENCE Knowledge, models ‘+’ve Feedback Skill Recognition Challenge High non-comp. stds. PROGRESS Collaboration Milestones Celebrations Customer Access Measurements Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852                   Motivation Engagement Self-Management
  31. 31. 31 © SmoothApps 2014 All rights reserved. www.smoothapps.com MEANINGFULNESS Non-cynical Climate Clear Values Exciting Vision Relevant Work Whole Tasks Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Agile Manifesto 1. Individuals & Interactions 2. Working Software 3. Customer Collaboration 4. Responding to Change Scrum Values: 1. Commitment 2. Focus 3. Openness 4. Respect 5. Courage Vision Statement: (From Geoffrey Moore's ‘Crossing the Chasm’) For (target customer) Who (statement of the need or opportunity) The (product name) is a (product category) That (key benefit, compelling reason to buy) Unlike (primary competitive alternative) Our product (primary differentiation) Planning Onion: Motivation Engagement Self-Management The Scrum Connection: MEANINGFULNESS…
  32. 32. 32 © SmoothApps 2014 All rights reserved. www.smoothapps.com CHOICE Authority Trust Security Clarity Information Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-Management The Scrum Connection: CHOICE
  33. 33. 33 © SmoothApps 2014 All rights reserved. www.smoothapps.com COMPETENCE Knowledge, models ‘+’ve Feedback Skill Recognition Challenge High non-comp. stds. Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 The Scrum Connection: COMPETENCE Motivation Engagement Self-Management
  34. 34. 34 © SmoothApps 2014 All rights reserved. www.smoothapps.com PROGRESS Collaboration Milestones Celebrations Customer Access Measurements Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 The Scrum Connection: PROGRESS Motivation Engagement Self-Management
  35. 35. 35 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Pick a building block • How will you use a Scrum role / event / artifact / rule to enable it? • TIME-BOX: 5 minutes • Questions….? 5:00 Group Exercise
  36. 36. 36 © SmoothApps 2014 All rights reserved. www.smoothapps.com •A mediocre solution to the right problem Is better than the perfect solution to the wrong problem. •Define the problem before solving it! So, what if it’s missing…? Motivation Engagement Self-Management
  37. 37. 37 © SmoothApps 2014 All rights reserved. www.smoothapps.com •Use an empirical approach… • Transparency: Visibility into current state • Inspection: Detect undesirable variances • Adaptation: Adjust to minimize further deviation So, what if it’s missing…? Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-ManagementMotivation Engagement Self-Management
  38. 38. 38 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Gather evidence for transparency • One of many possible assessments in the market – • WEP Online Assessment… So, what if it’s missing…? Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-ManagementMotivation Engagement Self-Management
  39. 39. 39 © SmoothApps 2014 All rights reserved. www.smoothapps.com So, what if it’s missing…? Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation Engagement Self-ManagementMotivation Engagement Self-Management
  40. 40. 40 © SmoothApps 2014 All rights reserved. www.smoothapps.com Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Motivation EngagementMotivation Engagement Self-Management So, what if it’s missing…?
  41. 41. 41 © SmoothApps 2014 All rights reserved. www.smoothapps.com Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Self-ManagementMotivation Engagement Self-Management So, what if it’s missing…?
  42. 42. 42 © SmoothApps 2014 All rights reserved. www.smoothapps.com • Create transparency into the current state • Choose a reliable assessment • Inspect and hypothesize the possible root-causes • Adapt the environment with surgical precision – • Use the 4 building blocks • Distinguish between ability and willingness • Be a servant leader • Look in the mirror (often) • Coach and be coachable Motivation Engagement Self-Management So, what if it’s missing…?
  43. 43. 43 © SmoothApps 2014 All rights reserved. www.smoothapps.com •Get external help • Without internal bias’s / baggage • Without 60 hr day job competing for time • With expertise in this area •Consider baby steps… • Pilot assessment for a scrum team • Gap analysis / coaching • Effectiveness / ROI assessment Suggestions… Motivation Engagement Self-Management
  44. 44. 44 © SmoothApps 2014 All rights reserved. www.smoothapps.com Recommended Resources… http://www.kennethwthoma s.net/book1.html Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852 Work Engagement Profile User’s Guide Kenneth W. Thomas https://www.cpp.com/en/detailitem.aspx?ic=4858 http://www.towerswatson.com/en-US/Insights/IC-Types/Survey- Research-Results/2014/08/the-2014-global-workforce-study
  45. 45. 45 © SmoothApps 2014 All rights reserved. www.smoothapps.com 1. Self-management, motivation, engagement are distinct but related 2. ~60% of employees are not fully engaged • Could reduce profits by ~18% 3. There are 4 Building Blocks that enable Self-Management • The Scrum roles, events and artifacts help us build self-managing teams. 4. Create transparency into current state with a reliable survey 5. Inspect and adapt with training and coaching to minimize undesirable variation Recap / Q&A…
  46. 46. 46 © SmoothApps 2014 All rights reserved. www.smoothapps.com • What is the most valuable take- away from this session? • How will you apply it? • TIME-BOX: 5 minutes • Questions….? 5:00 Group Exercise
  47. 47. 47 © SmoothApps 2014 All rights reserved. www.smoothapps.com Q&A
  48. 48. 48 © SmoothApps 2014 All rights reserved. www.smoothapps.com Thank You! Ravi.Verma@SmoothApps.com www.smoothapps.com http://linkedin.com/in/smoothapps http://twitter.com/smoothapps http://facebook.com/orgwhisperer Ravi Verma The Org Whisperer SMOOTHAPPS 214-785-5570

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