Forcing people to do things never works. Instead, change is a collective learning process, the generation and application of new knowledge. This presentation explores how Scrum can be part of a healthy process of change for an organization.
This document promotes the coaching services of Chris Thomas Associates. It lists the benefits of coaching for managers and executives, such as taking a business to a higher level, boosting team performance, and ensuring promotions are successful. It then lists ways HR departments can benefit from coaching, such as making changes that affect people, supporting new post holders, and resolving conflicts. Finally, it notes that 82% of organizations now use coaching, and offers to help clients establish a return on their coaching investment through measurable objectives and results.
FGS provides business solutions and services to help small and medium sized businesses succeed. They work closely as a trusted partner with clients, providing dedicated resources throughout a project. FGS understands businesses want wider support services similar to large organizations, so they aim to deliver these solutions at affordable costs. Their services include strategies and planning, change management, business improvement, and specialist support.
The document discusses servant leadership and how Chris helped transform his team from a traditional manager-led structure to one with servant leaders. It describes how Chris initially did not want the team lead role but took it on to help the team. Through empowering the team to make their own decisions, listening to them, and helping remove obstacles, Chris was able to boost productivity and create a team of leaders rather than followers.
FGS provides business solutions and services to help small and medium sized businesses succeed. They offer a range of expertise including strategy and planning, change management, business improvement, and specialist support. FGS works closely with clients and takes a hands-on approach to develop tailored solutions. Their goal is to provide high quality support services typically only available to larger organizations at an affordable cost.
This document provides guidance on effective stand up meetings. It discusses that stand ups should be 15 minutes to synchronize activities and plan for the next day. However, some teams treat it as a status report to the leader, long problem solving meeting, or total chaos. The document recommends focusing on improvement, the team, and keeping status updates brief. It suggests practices like using visual boards, gathering issues to process after, and rotating the facilitator. Large teams may try options like scrum of scrums or fishbowl standups. The goal is sharing with each other, not just reporting, and keeping the energy level high.
One of the most critical ingredients for a team to successfully implement Scrum is a skilled Scrum Master. But what makes a skilled Scrum Master?
Truly skilled Scrum Masters have a multitude of tools in their toolbox. Furthermore, skilled Scrum Masters also understand which of these tools can be used to the greatest benefit to their teams at which time.
In this talk, you’ll learn some of the most important tools a Scrum Master can have as well as concrete tips and strategies for using each of those tools effectively. You’ll also learn the reasoning behind each of those tools, so you can adjust each tool as necessary to work best for your team.
After this talk, you’ll have a set of time-tested tools in your toolbox that you can begin using immediately with your own teams to help them reach their full potential.
The document discusses performance appraisals and what managers like least. It notes that managers dislike firing employees and conducting performance appraisals. During performance reviews, managers must take blame for failures, including those of their staff. Managers play a major role in supervising their staff and their staff wants to know the manager's opinion of their work through ongoing coaching and feedback.
This document promotes the coaching services of Chris Thomas Associates. It lists the benefits of coaching for managers and executives, such as taking a business to a higher level, boosting team performance, and ensuring promotions are successful. It then lists ways HR departments can benefit from coaching, such as making changes that affect people, supporting new post holders, and resolving conflicts. Finally, it notes that 82% of organizations now use coaching, and offers to help clients establish a return on their coaching investment through measurable objectives and results.
FGS provides business solutions and services to help small and medium sized businesses succeed. They work closely as a trusted partner with clients, providing dedicated resources throughout a project. FGS understands businesses want wider support services similar to large organizations, so they aim to deliver these solutions at affordable costs. Their services include strategies and planning, change management, business improvement, and specialist support.
The document discusses servant leadership and how Chris helped transform his team from a traditional manager-led structure to one with servant leaders. It describes how Chris initially did not want the team lead role but took it on to help the team. Through empowering the team to make their own decisions, listening to them, and helping remove obstacles, Chris was able to boost productivity and create a team of leaders rather than followers.
FGS provides business solutions and services to help small and medium sized businesses succeed. They offer a range of expertise including strategy and planning, change management, business improvement, and specialist support. FGS works closely with clients and takes a hands-on approach to develop tailored solutions. Their goal is to provide high quality support services typically only available to larger organizations at an affordable cost.
This document provides guidance on effective stand up meetings. It discusses that stand ups should be 15 minutes to synchronize activities and plan for the next day. However, some teams treat it as a status report to the leader, long problem solving meeting, or total chaos. The document recommends focusing on improvement, the team, and keeping status updates brief. It suggests practices like using visual boards, gathering issues to process after, and rotating the facilitator. Large teams may try options like scrum of scrums or fishbowl standups. The goal is sharing with each other, not just reporting, and keeping the energy level high.
One of the most critical ingredients for a team to successfully implement Scrum is a skilled Scrum Master. But what makes a skilled Scrum Master?
Truly skilled Scrum Masters have a multitude of tools in their toolbox. Furthermore, skilled Scrum Masters also understand which of these tools can be used to the greatest benefit to their teams at which time.
In this talk, you’ll learn some of the most important tools a Scrum Master can have as well as concrete tips and strategies for using each of those tools effectively. You’ll also learn the reasoning behind each of those tools, so you can adjust each tool as necessary to work best for your team.
After this talk, you’ll have a set of time-tested tools in your toolbox that you can begin using immediately with your own teams to help them reach their full potential.
The document discusses performance appraisals and what managers like least. It notes that managers dislike firing employees and conducting performance appraisals. During performance reviews, managers must take blame for failures, including those of their staff. Managers play a major role in supervising their staff and their staff wants to know the manager's opinion of their work through ongoing coaching and feedback.
Craig Gaskill is a retail operations manager known for successfully leading large employee teams toward common goals. The document provides some of Craig Gaskill's top leadership tips, including seeing potential in job candidates and hiring ambitious professionals, promptly firing employees for negligence to maintain a productive work environment, and having a mindset like Gaskill's where hard work is rewarding. The summary concludes by providing links to learn more about Craig Gaskill's work.
This document provides information about Unique HR Solutions, including their values of integrity, passion, and excellence. Their mission is to help businesses overcome HR challenges with innovation and technology. Their services include talent fulfillment, learning and development, organizational development interventions, HR systems and process design/outsourcing, and customized solutions. They describe some of their primary policies and specific services like frontline hiring, leadership search, competency mapping, and HR process automation. Contact information and office addresses are also included.
Dave Rotella offers customized business coaching services to help clients eliminate wasted time, money problems, and underperformance. With over 30 years of experience, he provides corporate and executive coaching focused on driving increased results for large corporations. He also offers performance coaching for individuals and small to mid-size businesses designed to quickly improve thinking and achieve tangible results. His coaching programs are guaranteed to work or the client receives their money back.
Reference Letter from Emily Hess - VP of OperationsDavid DePalma
David DePalma is recommended for a new position by his former manager. He worked as a Junior Accountant and Payroll Administrator for nine months, receiving exemplary performance reviews. David is praised as an excellent problem solver who delivers outstanding results for any projects assigned. His former manager believes David would be a valuable asset for any new employer.
The document discusses the need for Scrum Masters to measure their performance and impact. It provides 15 potential metrics across three roles of a Scrum Master: facilitator, servant leader, and change agent. Some example metrics include increasing meeting efficiency, improving team happiness, and reducing waste in the organization. The document encourages Scrum Masters to reflect on how metrics can help conversations with stakeholders and facilitate continuous improvement.
Glassdoor GDRoadshow Presentation: Kira FedererGlassdoor
Glassdoor determines "Best Places to Work" based on employee reviews that evaluate companies on their vision, leadership, and transparency. Reviews consider consistency, quantity and quality, with common attributes including an inspiring vision, transparent leadership that listens to employee feedback, and a responsive culture. Signing up for Glassdoor's free employer account allows companies to better understand employee sentiment by listening to, responding to, and tracking feedback.
Agile product owner training helps in defining roles!agiledad
If you are looking for the highest quality Agile leadership training and the best scrum coach training, then you may consider AgileDad as an option. They have a unique coaching model that’s not super expensive but can help optimize your organization’s management and process to achieve the Agile Excellence.
Be cautious when seeking career advice, as most advice comes from people with ulterior motives. Your company provides training to benefit themselves, your boss may discourage promotions to avoid extra work, and headhunters are paid to fill specific roles not plan long-term careers. While friends mean well, jealousy can taint their advice. Objective career advice is elusive, so consider all perspectives and motivations.
This document discusses building trust and increasing flow to improve business results. It suggests that trust and flow scores can be measured on a scale of 1 to 10, and that increasing these scores can quickly boost revenues, profits, and returns. The document also introduces eight personality profiles and suggests that working with others to leverage strengths and fill gaps can help businesses succeed.
The applicant is applying for the posted sales position. In the 3 years working in sales, they have developed strong sales skills that have increased sales consistently. They thrive on challenges and changes, and look forward to new opportunities each day to build positive customer relationships. As a sales representative, the applicant believes their energy, analytical skills, organizational abilities, and creativity in solving problems would make a positive contribution to a growing company. They are comfortable working independently to meet goals as well as collaboratively as part of a team. The applicant requests an interview to further discuss their qualifications.
HR Strong is a human resource consulting and outsourcing firm that provides recruitment, onboarding, fractional HR management, and business consulting services to emerging companies. They help fill organizational gaps quickly through a video recruiting platform and provide interim or fractional HR managers. HR Strong also aligns a company's human capital with its mission and goals through HR consulting. Their virtual business model provides cost-effective access to talented HR professionals.
Paul-Kayode Joash of TBG Rainmakers London offers individual and group "unplugging" sessions to help increase performance, profitability, teamwork and results. The sessions are designed to help identify actions for immediate and sustainable improvements in efficiency and effectiveness, as well as growing profits. Participants can explore their full potential through the sessions by becoming "unplugged" from normal routines and mindsets. Interested individuals and organizations can contact makethatchange@tbgrainmakers.com to learn more.
Kesha Stevenson worked on Larry James' Customer Support Team at Stanley Proto Business. In the letter, James recommends Stevenson, praising her leadership skills, customer service experience, ability to learn new tasks quickly and organize them effectively, positive attitude, and talent for exceeding expectations on difficult projects. James asserts that Stevenson would be a great addition to any business.
Creating Winning Teams outlines twelve elements of successful leadership focused on building and empowering teams. An effective leader focuses on making the team better rather than individual success. They put the team in the spotlight and reward team success over individual agendas. A hallmark of great teams is flexibility, comfort with change, and getting excited about new things. Leaders must empower teams to lead, make mistakes, and learn without fear of repercussions. Communicating values that all can embrace and involving the entire workforce in the company's direction are also emphasized.
Best software development team refreshed4slideshareJulien Plée
To be the best development team, focus on solving problems regularly by being agile, adding value, and giving back. Maintain quality through techniques like QA pairing and continuous learning and progress. Stay focused on customer and developer satisfaction.
This presentation supplements our basic capabilities presentation and gets to the heart of the matter of why someone should hire us for strategic business development initiatives and how they can benefit from using us as an outside resource.
PKS Management Consultants is a generalist management consulting firm that helps corporations remove chaos and create solutions through problem solving, knowledge transfer, and strategic partnerships. They fill gaps, create new concepts, and bring outside ideas to provide holistic business and technology solutions, customizing their approach for each client. Some examples of their work include process improvements for companies like Alstom and SAP, software development projects, and corporate initiatives such as creating resource management and leadership groups.
A master who may not be skilled – a scrum master perspective Rajat Julka
Learn about various roles a Scrum master has to play and the skills required to be a successful scrum master
Takeaways:
1. Setup your scrum team for success by hiring an effective scrum master
2. Learn about foundational skills that will help you be a successful scrum master
Craig Gaskill is a retail operations manager known for successfully leading large employee teams toward common goals. The document provides some of Craig Gaskill's top leadership tips, including seeing potential in job candidates and hiring ambitious professionals, promptly firing employees for negligence to maintain a productive work environment, and having a mindset like Gaskill's where hard work is rewarding. The summary concludes by providing links to learn more about Craig Gaskill's work.
This document provides information about Unique HR Solutions, including their values of integrity, passion, and excellence. Their mission is to help businesses overcome HR challenges with innovation and technology. Their services include talent fulfillment, learning and development, organizational development interventions, HR systems and process design/outsourcing, and customized solutions. They describe some of their primary policies and specific services like frontline hiring, leadership search, competency mapping, and HR process automation. Contact information and office addresses are also included.
Dave Rotella offers customized business coaching services to help clients eliminate wasted time, money problems, and underperformance. With over 30 years of experience, he provides corporate and executive coaching focused on driving increased results for large corporations. He also offers performance coaching for individuals and small to mid-size businesses designed to quickly improve thinking and achieve tangible results. His coaching programs are guaranteed to work or the client receives their money back.
Reference Letter from Emily Hess - VP of OperationsDavid DePalma
David DePalma is recommended for a new position by his former manager. He worked as a Junior Accountant and Payroll Administrator for nine months, receiving exemplary performance reviews. David is praised as an excellent problem solver who delivers outstanding results for any projects assigned. His former manager believes David would be a valuable asset for any new employer.
The document discusses the need for Scrum Masters to measure their performance and impact. It provides 15 potential metrics across three roles of a Scrum Master: facilitator, servant leader, and change agent. Some example metrics include increasing meeting efficiency, improving team happiness, and reducing waste in the organization. The document encourages Scrum Masters to reflect on how metrics can help conversations with stakeholders and facilitate continuous improvement.
Glassdoor GDRoadshow Presentation: Kira FedererGlassdoor
Glassdoor determines "Best Places to Work" based on employee reviews that evaluate companies on their vision, leadership, and transparency. Reviews consider consistency, quantity and quality, with common attributes including an inspiring vision, transparent leadership that listens to employee feedback, and a responsive culture. Signing up for Glassdoor's free employer account allows companies to better understand employee sentiment by listening to, responding to, and tracking feedback.
Agile product owner training helps in defining roles!agiledad
If you are looking for the highest quality Agile leadership training and the best scrum coach training, then you may consider AgileDad as an option. They have a unique coaching model that’s not super expensive but can help optimize your organization’s management and process to achieve the Agile Excellence.
Be cautious when seeking career advice, as most advice comes from people with ulterior motives. Your company provides training to benefit themselves, your boss may discourage promotions to avoid extra work, and headhunters are paid to fill specific roles not plan long-term careers. While friends mean well, jealousy can taint their advice. Objective career advice is elusive, so consider all perspectives and motivations.
This document discusses building trust and increasing flow to improve business results. It suggests that trust and flow scores can be measured on a scale of 1 to 10, and that increasing these scores can quickly boost revenues, profits, and returns. The document also introduces eight personality profiles and suggests that working with others to leverage strengths and fill gaps can help businesses succeed.
The applicant is applying for the posted sales position. In the 3 years working in sales, they have developed strong sales skills that have increased sales consistently. They thrive on challenges and changes, and look forward to new opportunities each day to build positive customer relationships. As a sales representative, the applicant believes their energy, analytical skills, organizational abilities, and creativity in solving problems would make a positive contribution to a growing company. They are comfortable working independently to meet goals as well as collaboratively as part of a team. The applicant requests an interview to further discuss their qualifications.
HR Strong is a human resource consulting and outsourcing firm that provides recruitment, onboarding, fractional HR management, and business consulting services to emerging companies. They help fill organizational gaps quickly through a video recruiting platform and provide interim or fractional HR managers. HR Strong also aligns a company's human capital with its mission and goals through HR consulting. Their virtual business model provides cost-effective access to talented HR professionals.
Paul-Kayode Joash of TBG Rainmakers London offers individual and group "unplugging" sessions to help increase performance, profitability, teamwork and results. The sessions are designed to help identify actions for immediate and sustainable improvements in efficiency and effectiveness, as well as growing profits. Participants can explore their full potential through the sessions by becoming "unplugged" from normal routines and mindsets. Interested individuals and organizations can contact makethatchange@tbgrainmakers.com to learn more.
Kesha Stevenson worked on Larry James' Customer Support Team at Stanley Proto Business. In the letter, James recommends Stevenson, praising her leadership skills, customer service experience, ability to learn new tasks quickly and organize them effectively, positive attitude, and talent for exceeding expectations on difficult projects. James asserts that Stevenson would be a great addition to any business.
Creating Winning Teams outlines twelve elements of successful leadership focused on building and empowering teams. An effective leader focuses on making the team better rather than individual success. They put the team in the spotlight and reward team success over individual agendas. A hallmark of great teams is flexibility, comfort with change, and getting excited about new things. Leaders must empower teams to lead, make mistakes, and learn without fear of repercussions. Communicating values that all can embrace and involving the entire workforce in the company's direction are also emphasized.
Best software development team refreshed4slideshareJulien Plée
To be the best development team, focus on solving problems regularly by being agile, adding value, and giving back. Maintain quality through techniques like QA pairing and continuous learning and progress. Stay focused on customer and developer satisfaction.
This presentation supplements our basic capabilities presentation and gets to the heart of the matter of why someone should hire us for strategic business development initiatives and how they can benefit from using us as an outside resource.
PKS Management Consultants is a generalist management consulting firm that helps corporations remove chaos and create solutions through problem solving, knowledge transfer, and strategic partnerships. They fill gaps, create new concepts, and bring outside ideas to provide holistic business and technology solutions, customizing their approach for each client. Some examples of their work include process improvements for companies like Alstom and SAP, software development projects, and corporate initiatives such as creating resource management and leadership groups.
A master who may not be skilled – a scrum master perspective Rajat Julka
Learn about various roles a Scrum master has to play and the skills required to be a successful scrum master
Takeaways:
1. Setup your scrum team for success by hiring an effective scrum master
2. Learn about foundational skills that will help you be a successful scrum master
This document discusses the role of the Scrum Master according to the Scrum Guide. The Scrum Master serves the Product Owner, Team, and Organization by helping to fulfill the demands of agility, including facilitating events like the Daily Scrum, Sprint Planning and Retrospective. The Scrum Master also helps remove impediments and ensures adherence to Scrum values and principles to guide the team and organization towards more effective agile practices.
In order to acquire authority rather than power, a person engages with people in a management or co-worker capacity using the master style and ideology known as scrum master. A decentralised organisational structure is present in the system. This type of master demands the employees who can easily interact with customers regarding business decisions. These employees are better able to make decisions on how to retain current customers and attract new ones since they are more engaged with the customer.
The document discusses the role and value of a Scrum Master from a business perspective. It notes that a Scrum Master's job is to help the team perform better and more sustainably than without one through activities like meeting facilitation and impediment removal. It also addresses the importance of a Scrum Master having a clear mandate to be effective. The document proposes discussing case studies in small groups to gather new perspectives on how Scrum Masters can intervene more effectively to improve situations. It stresses the challenge of not just identifying solutions but following through to create real impact.
What's the spirit of your company? At Odoo, we know that a great and motivating atmosphere is the key! It can help employees to feel better and then be proud of working for your company!
This document discusses becoming an agile organization and adopting agile thinking. It defines agile as being flexible, transparent, and customer-centric. Traditional "relay race" development is compared to the newer "rugby" approach of iterative collaboration. Key aspects of agile thinking include transparency, accountability, continuous improvement, and focusing on customer needs over documentation. Adopting agile requires changing organizational culture and habits, and frameworks like Scrum help with the transition by highlighting deficiencies to address. The benefits of agility are increased speed, flexibility and ability to develop the best products for customers.
Enterprise Agile Coaching - Professional Agile Coaching #3Cprime
“Agile coach” is a term that is thrown around pretty loosely these days. But what exactly is an agile coach? How do they differ from the more tactical roles, like ScrumMaster? And how do organizations find the agile coaches that are right for them?
In the final session of our “Professional Agile Coaching” series, we’ll examine how organizations can build an Enterprise Agile Coaching strategy. We’ll look at:
• When to use an external versus internal coach
• How to choose a coach with the abilities your team/organization needs
• The differences between team and enterprise agile coaching
• Creating a communication plan with your agile coach
• Developing an internal agile coaching organization
This session will help organizations make the best use of both internal and external coaches in order to ultimately build the deep internal skills and knowledge necessary for a successful agile transformation.
This document discusses techniques for performing performance appraisals for agile teams. It begins by noting that individual performance evaluations are typically a focus in organizations but can create problems for agile teams focused on collaboration. Several techniques are proposed for evaluating agile teams, including using sprint report cards from customers and between team members to provide feedback. Metrics like team velocity should not be used to evaluate individuals. Regular feedback and reviews involving multiple perspectives are recommended over annual individual reviews.
Measuring Performance - Quantifying the Work of a Scrum MasterStephanie Gasche
This document discusses measuring the performance and impact of a Scrum Master through metrics. It proposes 15 potential metrics across three roles of a Scrum Master: facilitator, servant leader, and change agent. The metrics measure things like meeting efficiency, team happiness, waste reduction, and customer satisfaction. It recommends that Scrum Masters start measuring aspects of their work, gather and analyze the data, and use it to have conversations with their team, management, and other stakeholders. It also provides cautions that metrics should evolve over time and not be used punitively or to compare Scrum Masters.
Written codes of conduct can serve as benchmarks against which individual and organizational performance can be assessed. For personality development training, visit - https://bit.ly/3ilc3rb
This presentation goes into details about impediments, how to identify them, how to create a strategy for, escalate, and ultimately - if not removing them entirely - moving the needle to improve the situation. Apologies for the outdated styling - it's on my backlog to improve it!
The document provides an overview of a Generation Leadership Retreat seminar hosted by S2 Leadership Consultants. The retreat aims to enhance leadership influence, overcome challenges, identify gaps, and create more collaboration. Participants complete online assessments before the retreat and spend the first intensive day reviewing results and committing to changes. The second day focuses on new leadership tools and goal-setting. Follow up coaching calls occur monthly to support progress, with a review after 90 days. Six months later, assessments are repeated to measure changes in communication, influence, productivity, innovation and employee engagement. The retreat is shown to help leaders and their organizations achieve results.
The document discusses considering Scrum as a collection of working agreements rather than rigid rules. It suggests identifying patterns from successful past projects and agreeing as a team to implement those patterns. Examples of patterns include short feedback loops, clear priorities and responsibilities, and empowered team members. The document proposes treating Scrum as opportunities to ask powerful questions at each event, such as setting reasonable sprint goals and ensuring work quality.
This document describes an innovation and problem-solving accelerator called the Greenhouse. It uses immersive 1-2 day workshops called Labs to help organizations solve business challenges in areas like innovation, strategy, transformation, and alignment. The Labs use behavioral science, design thinking, and strategy to help participants think outside the box and accelerate problem solving. They follow a three-part method of exploring issues, establishing a shared vision, and creating an action plan to drive impact. The Greenhouse claims to help organizations achieve breakthrough results that would normally take much longer through traditional approaches.
Avanza Case Study - Agile Transformation with Customer Focus Mia Kolmodin
Avanza transformed its development organization from siloed teams to a customer-focused structure with autonomous agile teams. The transformation was prompted by increasing lead times, cross-dependencies between teams, and declining team motivation. Avanza created 16 teams with end-to-end responsibilities aligned to customer journeys and value streams. This resulted in decreased time to market from 5.9 to 1.2 teams on average, increased strategic flexibility, and empowered employees who felt ownership of budgets and delivery.
This document provides an overview of AMEND's capabilities for driving organizational transformation. It discusses how AMEND embraces change and helps clients leverage change to move forward. AMEND focuses on people, processes, and metrics to achieve lasting transformations for clients in various industries. Case studies highlight million-dollar impacts, double-digit performance improvements, and significant operations enhancements achieved through AMEND's consulting, training, and analytics services.
This document outlines the culture of a company focused on helping small businesses succeed. It begins by defining culture and explaining why a clearly defined culture is important for success. The company's mission is to make getting customers as simple as running water. It values customer obsession, striving for greatness, radical transparency, ownership, speed, simplicity, full commitment, efficiency, questioning assumptions, and outcomes over excuses. It aims to hire "A players" who actively improve the company and allow context-based decision making with accountability. The goal is to promote from within based on alignment with values over just skills.
FASTER ADAPTABILITY IS THE NEW CORE COMPETENCY IN THE NEW ECONOMYStephen Parry
Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike?
This presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates to drive deeper customer engagement and faster organisational responses.
Almost daily, managers face multiple choices for work design, measurement, rewards, organisational structures, working practices and approaches to management and staff relationships just to keep the day-to-day business running- let alone respond to future business needs. In this presentation, we look at the most important items to align to create a highly responsive organisation.
We will start by examining the work-climate to understand how management choices interact in complex ways to create a perception of ‘how it feels to work here’. Research has demonstrated that workclimate perceptions are a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make to increase performance and adaptability?
What needs to be eradicated?
What needs to be redesigned?
Where do we need to start?
About Stephen Parry
Biog PhotoStephen Parry is an international leader and organisational architect, designing and creating adaptive organisations. He has a world-class reputation for passionate leadership and organisational transformation by changing the way employees, managers and leaders think about their business and their customers.
He is the author of Sense and Respond: The Journey to Customer Purpose (Palgrave), a highly regarded book written as a follow-up to his award-winning organisational transformations. His change work was recognised when he received Best Customer Service Strategy at the National Business Awards.
Stephen believes that organisations must be designed around the needs of customers through the application of employee creativity, innovation and willing contribution. This was recognised when his approach received awards from the European Service Industry for the Best People Development Programme and a personal award for Innovation and Creativity. His clients include many global corporations and national governments: SAP, LEGO, BT, UK government, police authorities, financial services, Telcos, retail, Legal Services, IT and software companies, outsourcing and shared services.
The document discusses the importance of customer care and developing an emotional connection with customers. It emphasizes valuing customers and understanding that people are different. It encourages organizations to dedicate themselves to giving customers what they want by ensuring staff understand the relationship between good customer service and profitability. The document prompts reflection on whether an organization truly believes great customer care matters and walks the talk, how customer care can be improved, how success is defined and rewarded, and whether training is provided on customer service.
Similar to What If No One Was Forced to Do Scrum? (20)
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Make it or Break it - Insights for achieving Product-market fit .pdfResonate Digital
This presentation was used in talks in various startup and SMB events, focusing on achieving product-market fit by prioritizing customer needs over your solution. It stresses the importance of engaging with your target audience directly. It also provides techniques for interviewing customers, leveraging Jobs To Be Done for insights, and refining product positioning and features to drive customer adoption.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
4. @xroadstree
The Need for Change
Our customers are
dissatisfied.
Let’s reorg around
Scrum Teams.
Scrum teams aren’t
solving all of our
problems.
We need to focus on
making teams more
effective.
6. @xroadstree
Leadership Change
To improve our
business, leadership
needs to change.
Servant-leadership!
Empathy,
encouragement,
cheerleading, hugs.
Our service delivery to
our customers is not
fit for their purpose(s).
9. @xroadstree
What We Do for Our Customers
Highly complex and
difficult to manage
?!
Sense our
Customers’
Needs
Fulfill our
Customers’
Needs
Respond to our
Customers’
Needs
!
11. @xroadstree
?! !
What We Do for Our Customers
Highly complex and
difficult to manage
$$?!!
$?
$$?!
$?!!!
$$$?!!!!
$$?!
12. @xroadstree
?! !
What We Do for Our Customers
Highly complex and
difficult to manage
$$?!!
$?
$$?!
$?!!!
$$$?!!!!
$$?!
FEELS LIKE A BIG PROBLEM
!
13. @xroadstree
Big Fix
We are losing market
share to our younger,
faster, cheaper
competition.
Let’s go Agile.
Huge “transformation”
J-curve: deep, long,
expensive, painful.
We must have the wrong people:
complacent, not aligned.
15. @xroadstree
Big Change with Humans
Our business is
struggling.
Let’s force our people
to change.
People resist
change.
Resistance causes
change failure.
16. @xroadstree
How Change Really Works
Beliefs &
Assumptions
Strategy or
Method
Goal
Change in course of action
expected to achieve initial
goal.
Change in course of action
decided by rethinking the initial
goal and reevaluating beliefs and
assumptions.
Single Loop LearningDouble Loop Learning
17. @xroadstree
How We Get Better
We want our services
to be fitter for the
purposes of our
customers.
Let’s do something
about it.
Try something small
and safe to fail/
rollback.
Did we improve as
expected?
Highly
complex and
difficult to manage.
21. @xroadstree
To Scrum or not Scrum?
If there is anything in the Scrum Guide that you
are not doing, then you are not doing Scrum.
So what?
Hint: It’s not about Scrum…
22. @xroadstree
Let’s Do Something About It
Focus on customers and what they care about, rather than on
teams and how they are working.
Let people truly self-organize.
Encourage small organizational learning experiments.
Beware wholesale change; people get hurt, resistance is the
primary cause of change failure.
Learn from/with others, think for yourselves.
Uncover better ways…