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Brewing Great Agile Team Dynamics
No More Bitter Beer Face Communications
Photo by Jeff Hammett - https://www.flickr.com/photos/jeffhammett/6332606163
As an agile coach with Improving in Dallas,
Allison Pollard helps people discover their
agile instincts and develop their coaching
abilities. Allison is also a Certified
Professional Co-Active Coach, a foodie,
and proud glasses wearer.
Allison Pollard
As a Principal Consultant with Improving in
Dallas, Barry is a web developer, Scrum
Master, and agilist. Barry loves helping
make work life better for teams and leaving
things in a better state than when he was
introduced to the situation. Barry is also an
award-winning homebrewer and an avid
amateur photographer.
Barry Forrest
What if you knew…
How you, yourself,
would behave in a
situation?
How someone
would respond
to news, good
or bad?
How best to
communicate with
someone?
What type of
person would
most help a
team?
How to best motivate
or encourage
someone?
What if you knew…
How you, yourself,
would behave in a
situation?
How someone
would respond
to news, good
or bad?
How best to
communicate with
someone?
What type of
person would
most help a
team?
How to best motivate
or encourage
someone?
Agenda
 How communication can build or break trust
 Identify your dominant DISC style
 Explore the DISC model’s 4 behavior styles
 Recognize where conflicts are likely to occur within the team
using DISC
“In a high-trust relationship, you can say the wrong thing,
and people will still get your meaning.
In a low-trust relationship, you can be very measured, even
precise, and they’ll still misinterpret you.”
--Stephen M.R. Covey, The Speed of Trust: The One Thing that
Changes Everything
What’s your DISC?
 Everyone has a bit of all of
these
 One or two are dominant
 They can change over time
 Each of us have a natural and
an adapted style
The DISC styles Precise
Analytical
Pessimistic
High quality
By the book
Data collector
Can be obstinate
Attends to details
Listens to others
Slow to change
Likes to serve
Likes closure
Relaxed
Calming
Patient
Loyal
Decisive
Forceful
Likes to direct
Likes to challenge
Ambitions
Confident
Independent
Abrupt, sometimes
rude
Likes involvement with
others
Likes to interact
Wants to be liked
Likes a challenge
Procrastinates
Very trusting
Optimistic
 Form groups of 4-5 people in your corner
 Grab flip chart paper
 Brainstorm:
 how you like receiving communication
 how you don’t like receiving communication
What is your profile like?
 Can visually see how well team
members will get along
 Team members can understand how
best to communicate
 Can be prepared for conflict
 Can be prepared for different behavior
under stress/pressure (natural /
adaptive styles)
 Can note “Gaps” on teams
Power of the Wheel
1 Dev is a D…
and so is
another Dev
under stress
1 Dev and the
BA are Is
1 Dev is an S.
He’s the only
employee on the
team
SM and 2 QA
are Cs
How to use DISC as a Coach, Scrum Master, or Manager
See the built-in
conflicts within the
team.
Recruit a
great team.
Coach/mentor
teammates.
Coach the team
towards better
effectiveness.
Increase self-
organization
Summary
 How communication can build or break trust
 Identify your dominant DISC style
 Explore the DISC model’s 4 behavior styles
 Recognize where conflicts are likely to occur within the team
using DISC
Allison Pollard
 Allison.Pollard@improving.com
 www.allisonpollard.com
 @allison_pollard
Barry Forrest
 Barry.Forrest@improving.com
 @bforrest30
Cheers!

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Brewing great agile team dynamics

  • 1. Brewing Great Agile Team Dynamics No More Bitter Beer Face Communications Photo by Jeff Hammett - https://www.flickr.com/photos/jeffhammett/6332606163
  • 2. As an agile coach with Improving in Dallas, Allison Pollard helps people discover their agile instincts and develop their coaching abilities. Allison is also a Certified Professional Co-Active Coach, a foodie, and proud glasses wearer. Allison Pollard
  • 3. As a Principal Consultant with Improving in Dallas, Barry is a web developer, Scrum Master, and agilist. Barry loves helping make work life better for teams and leaving things in a better state than when he was introduced to the situation. Barry is also an award-winning homebrewer and an avid amateur photographer. Barry Forrest
  • 4. What if you knew… How you, yourself, would behave in a situation? How someone would respond to news, good or bad? How best to communicate with someone? What type of person would most help a team? How to best motivate or encourage someone?
  • 5. What if you knew… How you, yourself, would behave in a situation? How someone would respond to news, good or bad? How best to communicate with someone? What type of person would most help a team? How to best motivate or encourage someone?
  • 6. Agenda  How communication can build or break trust  Identify your dominant DISC style  Explore the DISC model’s 4 behavior styles  Recognize where conflicts are likely to occur within the team using DISC
  • 7. “In a high-trust relationship, you can say the wrong thing, and people will still get your meaning. In a low-trust relationship, you can be very measured, even precise, and they’ll still misinterpret you.” --Stephen M.R. Covey, The Speed of Trust: The One Thing that Changes Everything
  • 9.  Everyone has a bit of all of these  One or two are dominant  They can change over time  Each of us have a natural and an adapted style The DISC styles Precise Analytical Pessimistic High quality By the book Data collector Can be obstinate Attends to details Listens to others Slow to change Likes to serve Likes closure Relaxed Calming Patient Loyal Decisive Forceful Likes to direct Likes to challenge Ambitions Confident Independent Abrupt, sometimes rude Likes involvement with others Likes to interact Wants to be liked Likes a challenge Procrastinates Very trusting Optimistic
  • 10.  Form groups of 4-5 people in your corner  Grab flip chart paper  Brainstorm:  how you like receiving communication  how you don’t like receiving communication What is your profile like?
  • 11.  Can visually see how well team members will get along  Team members can understand how best to communicate  Can be prepared for conflict  Can be prepared for different behavior under stress/pressure (natural / adaptive styles)  Can note “Gaps” on teams Power of the Wheel 1 Dev is a D… and so is another Dev under stress 1 Dev and the BA are Is 1 Dev is an S. He’s the only employee on the team SM and 2 QA are Cs
  • 12. How to use DISC as a Coach, Scrum Master, or Manager See the built-in conflicts within the team. Recruit a great team. Coach/mentor teammates. Coach the team towards better effectiveness. Increase self- organization
  • 13. Summary  How communication can build or break trust  Identify your dominant DISC style  Explore the DISC model’s 4 behavior styles  Recognize where conflicts are likely to occur within the team using DISC
  • 14. Allison Pollard  Allison.Pollard@improving.com  www.allisonpollard.com  @allison_pollard Barry Forrest  Barry.Forrest@improving.com  @bforrest30 Cheers!

Editor's Notes

  1. 50 minute session 3 – speaker intros, agenda for the session
5 – group discussion of how communication within a team can build or break trust
22 – we will lead an activity for attendees to identify their dominant DISC style and explore the model as a group to review each of the 4 behavior styles. In this section, we will touch on what coaching might sound like from each dominant behavior
10 – we will show how to plot team members’ dominant DISC behaviors on a graph to see where conflicts are likely to occur within the team and recognize how to adapt your communication style to suit the team. 
10 – wrap-up and takeaways
  2. 5 – speaker intros, agenda for the session
10 – group discussion of how communication within a team can build or break trust
20 – we will lead an activity for attendees to identify their dominant DISC style and explore the model as a group to review each of the 4 behavior styles. In this section, we will touch on what coaching might sound like from each dominant behavior
10 – we will show how to plot team members’ dominant DISC behaviors on a graph to see where conflicts are likely to occur within the team and recognize how to adapt your communication style to suit the team. 
5 – wrap-up and takeaways
  3. The hardest part of software development is working with people
  4. The hardest part of software development is working with people
  5. Touch on what coaching might sound like from each dominant behavior
  6. Group discussion - how communication within a team can build or break trust

  7. Move them into the Fast-pace and Outspoken or into the Cautious and Reflective side of the room. Then they split from that space into Questioning and Skeptical or Accepting and Warm. Now you have them split into one of the four DiSC styles and you’ve introduced a quick way of people reading.
  8. Review the axes (task vs people oriented, external vs internal focus) What causes behavior to change?
  9. Explore the model as a group to review each of the 4 behavior styles. In this section, we will touch on what coaching might sound like from each dominant behavior
 Have them describe delightful communication exchanges and frustrating exchanges and be ready to share after a few minutes of discover.
  10. Give example of Mary recruiter D and John programmer C Mary came to me frustrated – I just want a simple answer – should we hire and he said tomorrow. The next day, detailed write up, I asked him the elevator simulation problem and his abstraction level was this and the design patterns he used was that. These are his pros/cons – and I think we should hire him. Afterwards, we took the assessments, and she understood why and actually laughed. What if a company president is a C and all managers working for president are I’s? Managers tell president they want something but give no data and does small talk – that is why keep getting “no”’
  11. DiSC is a tool, not a diagnosis