Aaron Smith, editorial director of ProjectsAtWork, and Tom Wessel, consulting managing director at Davisbase, discuss how to: • Assess the natural and adaptive styles of team members to improve communication • Expose and eliminate dysfunctions that can permeate teams • Evolve from I to T-shaped skill sets to improve cross-functional collaboration • Apply performance metrics to drive greater team cohesion • Use an agile ALM platform to promote sustainable healthy team behavior For more info, please visit http://www.versionone.com/agilelive/

1. Agile Success = Team Success:
Tuning the Agile Team Engine
Part 1
May 7, 2014
#AgileLIVE

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A few logistics…
#AgileLIVE

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Featuring
#AgileLIVE

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Team Success =
Agile Success
#AgileLIVE

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Agenda
‣ Why Are Teams
Important
‣ Team Lifecycle
‣ Team Dysfunction
‣ Team ‘Smells’
‣ Natural & Adaptive
Behavior
‣ T-Shaped Skill Sets
‣ Team Based
Performance Metrics
‣ There is an ‘I’ in ‘Team’
‣ Intrinsic Motivation
‣ Retrospectives

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Teams
- despair.com

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Why is Team Success so Important?

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Deal with Growing Pains
-StephenR.Balzac
1 MTH 2 MTHS 2 MTHS
= 5 MTHS

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Deal with Growing Pains
-StephenR.Balzac
1 MTH 2 MTHS 2 MTHS
= 5 MTHS

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Recognize Team Dysfunction

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Become Aware of Team Smells

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Become Aware of Team Smells
‣ Developers not assisting
Testers
‣ People working in functional
silos
‣ Excessive information
handoffs
‣ Only BA in requirements
discussions
‣ Only a few speak up in
Retrospectives
‣ Team members show up
late to meetings
‣ People multitasking in
meetings
‣ Team Members hogging
tasks
‣ Too much work in process
(WIP) – not enough
swarming
‣ Tech Leads sizing work for
the whole team
‣ ScrumMasters assigning
work to team members
‣ Etc.

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Become Aware of Team Smells

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Assess Natural & Adaptive Styles

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Assess Natural & Adaptive Styles

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Assess Natural & Adaptive Styles

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Assess Natural & Adaptive Styles

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Story Time
Using DISC in
the work
place to
improve team
performance.

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Evolve to T-Shaped Skill Sets

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Evolve to T-Shaped Skill Sets

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Use Team Based Performance Metrics
Individual Performance
‣ Functional Proficiency
‣ Technical Competence
‣ Process Activity
‣ Individual Work Activities
‣ Individual Performance
Review
‣ Individual Reward
Determination
Team Performance
‣ Member Contribution
‣ Role Fit
‣ Team Outcomes
‣ Team Critical Process
‣ Team Performance
Review
‣ Team Rewards
- Team-Based Performance Evaluation

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Use Team Based Performance Metrics
- Team-Based Performance Evaluation

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Case Study
Microsoft’s
transition from
stack ranking
to team based
performance.

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Realize there is an ‘I’ in ‘Team’

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Use the Right Motivation
“Intrinsic motivation refers to behavior that
is driven by internal rewards. In other
words, the motivation to engage in a
behavior arises from within the individual
because it is intrinsically rewarding. This
contrasts with extrinsic motivation, which
involves engaging in a behavior in order to
earn external rewards or avoid
punishments.”
- Wikipedia

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Conduct Retrospectives

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Conduct Retrospectives

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Emphasize Delivery Teams

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Emphasize Delivery Teams

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Emphasize Delivery Teams

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Soft is the New Hard

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Q & A

33. Thank you
for joining us today!
Join us for Part 2, May 13, Noon-1 PM ET
#AgileLIVE

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References
‣ Agile Coaching by Rachel Davies and Liz Sedley
‣ Agile Retrospectives: Making Good Teams Great by Esther Derby, Diana
Larsen
‣ Coaching Agile Teams: A Companion for ScrumMasters, Agile Coaches,
and Project Managers in Transition by Lyssa Adkins
‣ Drive: The Surprising Truth About What Motivates Us by Daniel Pink
‣ Leading Geeks: How to Manage and Lead People Who Deliver Technology
by Paul Glen, David H. Maister, Warren Bennis
‣ Management 3.0: Leading Agile Developers, Developing Agile Leaders by
Jurgen Appelo
‣ Tribal Leadership: Leveraging Natural Groups to Build a Thriving
Organization by Dave Logan, John King, Halee Fischer-Wright
‣ The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni

35. Copyright 2014 Davisbase LLC.
Thank You
‣ Tom Wessel, Davisbase Consulting
‣ tom.wessel@davisbase.com
‣ http://www.davisbase.com
‣ 704-254-2514