This document provides information about an advanced scrum master workshop presented by Elad Sofer and Ilan Kirschenbaum of Practical Agile. It includes topics that will be covered such as the responsibilities of a scrum master, facilitating effective meetings and retrospectives, dealing with conflict, and growing as a leader. A video on effective feedback and an exercise on giving and receiving feedback are also outlined. The workshop aims to help participants become more skilled scrum masters.

1. Advanced
Scrum master
Workshop
Elad Sofer
Agile coach
co-founder @ practical-agile
twitter: @eladsof
email: elad@practical-agile.com
blog: www.thescrumster.com
Ilan Kirschenbaum
Agile coach
co-founder @ practical-agile
twitter: @_kirschi
email: ilan@practical-agile.com
blog: http://fostnope.com/

2. Connection before content

4. Physical examination

5. A-HA wall
Feedback

7. Product Owner workshop by Practical Agile is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Express your preferences

9. Scrum master
video
https://www.youtube.com/watch?v=oheekef7oJk

10. What is a scrum
master?

11. Scrum master
[dictionary definition]
• Scrum - A framework for managing the
development lifecycle of software products.
• Master - A skilled practitioner of a particular art
or activity.
• A Scrum master the leader of the Scrum process
& team.

12. Scrum master Responsibilities
1. Help the team with Scrum
2. Facilitate effective ceremonies
3. Help remove impediments
4. Push the team forward
5. Do all this within X amount of time

13. THE biggest problem

16. BORN
Leaders are not
Leaders are
Grown

17. 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

21. Begging
Reward
Punishment
Doityourself

22. Leadership
?Performing actions that will inspire change that is aligned with a specific goal. maybe?

23. Does Leadership
require authority ?

24. Lessons in
leadership from
a dancing guy
video
https://www.youtube.com/watch?v=hO8MwBZl-Vc

25. George Edward Pelham Box
Essentially,
allmodels
are wrong,
but someare
useful.

26. 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

28. Blame
Shame
Justify
Obligation
Responsibility
Christopher
Avery

29. 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?

31. 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

32. FEEDBACK - THE SECRET SOUCE…

33. Feedback
by
Gordon Ramsay
Video
https://www.youtube.com/watch?v=lYylXXGY6tA

34. Give feedback to your
partner.
4 3 2 15

35. Switch roles
4 3 2 15
Give feedback to your
partner.

36. 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.

37. 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

38. 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

39. 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

40. NAVIGATING
CONFLICT

41. Conflict video
https://www.youtube.com/watch?v=Gl3e-OUnavQ

43. patrick
Lencioni

44. Dealing with conflictThomas-KilmannConflictModeInstrument

45. 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

46. 3 2 1
For each conflict type describe at least
one situation that it should be used.
Competition - Avoidance - Surrender -
Compromising - Collaborating
5 4

47. Conflict types

48. Conflict types
symptoms.
Think of ways to identify
conflict types
4 3 2 1
Lack of clarify - Emotional attachment
Different values - interpersonal conflict.

49. Suggest how to
approach the
different conflict types
4 3 2 1
Lack of clarify - Emotional attachment
Different values - interpersonal conflict.
6 5

50. Navigating
conflict using
The Perfection game

51. Growing
leaders

52. 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.

53. Facilitating daily meetings

54. Daily scrum from hell…

55. daily meeting guidelines
1. Validate pre-conditions.!
2. This is NOT your meeting.!
3. Look for clarity.!
4. take it offline.!
5. Time box!
6. Document problems.

56. The daily is a waste of time…
1. Is it short?!
2. Are problems being solved?!
3. Is information shared?!
4. Is it technical?!
5. Is it done standing up?!
6. Are we a team?

57. The wrong way
of doing
retrospectives
video
https://www.youtube.com/watch?v=FJezcyKno5k

58. Facilitating retrospectives

59. Retrospective guidelines
1. Listen.!
2. Ask the team.!
3. The right activity!
4. Time box!
5. Stay objective

60. Retrospective Model
1. Set the stage!
2. Gather data!
3. Generate insights!
4. Decide what to do.!
5. Close the retrospective

61. Retrospective Activities
Set the stage!
One word.!
Grade the sprint.!
!
Gather data.!
Delta +!
Timeline.!
!
Generate insights.!
Silent grouping!
5 why’s!
!
Decide what to do.!
Action items.!
User stories.!
!
Close the retrospective!
ROTI.!
Appreciate
someone.

62. 10 9 8 7 6 5 4 3 2 1

63. Celebration of learning

64. Share your learnings

65. Letter to future self

66. feedback please.
- Please make it effective.
- Can we quote you?

67. Thank you!
.‫תודה‬