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For Product Owners/Product Managers and Scrum Teams: Growth Hacking, Devops, Agile, Lean for IT, Lean Startup, customer centric, software quality...
Curated by Mickael Ruau
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Scooped by Mickael Ruau
February 23, 2019 5:56 AM
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Les 8 postures du Scrum Master - 3. Le Scrum Master en tant que Facilitateur — Wiki Agile du @GroupeCESI

Les 8 postures du Scrum Master - 3. Le Scrum Master en tant que Facilitateur — Wiki Agile du @GroupeCESI | Devops for Growth | Scoop.it


Un des plus gros malentendus consiste à croire que la seule chose que fait un Scrum Master en tant que facilitateur, c'est de faciliter les événements Scrum. Au lieu de ça, un super Scrum Master comprend que la facilitation peut se révéler beaucoup plus puissante...

En quoi la facilitation dans Scrum est vraiment porteuse de sens

Comme décrit dans la définition du facilitateur, il d'agit d'une personne qui aide un groupe de gens à comprendre et atteindre leurs objectifs en promouvant la collaboration, en optimisant le processus et en créant de la synergie au sein de l'équipe. Etant donné ce contexte, la facilitation englobe beaucoup plus que la simple tenu des événements Scrum.

Dans son livre "Scrum Mastery", Geoff Watts décrit la facilitation comme la posture et la compétence phares du Scrum Master. "A tout moment, les Scrum Masters sont au service des objectifs de l'équipe, du Product Owner et de l'organisation. Et, si les objectifs se contredisent, ils réfléchissent aux implications et aux messages que tout compromis entraînerait sur le long terme."

Un Scrum Master doit :

  • faciliter les relations et la collaboration aussi bien au sein de l'équipe qu'avec l'environnement de l'équipe,
  • faciliter le processus Scrum et l'amélioration continue du processus,
  • faciliter l'intégration de l'Équipe Scrum dans l'organisation entière,
  • faciliter les événements Scrum pour qu'ils soient orientés objectifs et efficaces,
  • faciliter l'équipe pour qu'elle atteigne ses objectifs (personnels).


Lyssa Adkins en propose une bonne description dans son livre "Coaching Agile Teams" :

"Un Scrum Master doit faciliter en créant un "conteneur" que l'équipe pourra remplir d'idées et d'innovations. Ce conteneur, qui consiste souvent en un ensemble de questions à l'ordre du jour ou toute autre structure légère (et flexible), offre à l'équipe un cadre nécessaire et suffisant pour se dédier à ses objectifs, mettre en place un environnement qui favorise la richesse des interactions, un lieu où des idées fantastiques peuvent être échangées. Le coach crée le conteneur ; l'équipe crée le contenu".

Mickael Ruau's insight:



Caractéristiques d'un super facilitateur

Un Scrum Master doit donc faciliter en posant le cadre et en fournissant des limites claires dans lesquelles les membres de l'équipe pourront collaborer et discuter de leurs idées.

D'autres caractéristiques propres à un super facilitateur :

  • préparer et mener une réunion avec la responsabilité d'aider l'équipe à atteindre ses objectifs (lien),
  • poser des questions puissantes pour proposer de nouvelles perspectives et de nouvelles prises de conscience,
  • écouter pour comprendre au lieu d'écouter pour agir (lien),
  • créer une équipe solide au lieu de créer des personnes solides,
  • aider à ce que les choses se produisent au lieu faire que les choses se produisent,
  • savoir utiliser la facilitation par touche légère.


A quoi ressemble la super facilitation des événements Scrum

Chaque événement Scrum a un objectif spécifique qui répond à la question : "Pourquoi devons-nous avoir cette réunion ?". Un super facilitateur doit garantir que l'objectif de tout événement soit clair, qu'un cadre léger soit proposé et que l'équipe atteigne l'objectif de cet événement. Les objectifs des événements Scrum décrits précédemment sont encore pertinents, mais avec une super facilitation, le Scrum Master réussit à tirer encore plus de valeur de chaque Sprint.

Les caractéristiques d'événements Scrum bien facilités sont :

  • la Mêlée quotidienne propose un cadre où la pression par les pairs est considérée comme saine, elle permet de travailler sur la qualité de la livraison, l'engagement et la résolution des obstacles,
  • la Planification du sprint montre la collaboration entre le Product Owner et l'Équipe de développement, insiste fortement sur le fait de livrer de la valeur métier. Tous les membres de l'équipe comprennent le travail à réaliser et s'accorde ensemble à atteindre l'objectif du sprint,
  • la Revue de sprint est un événement plein de bonnes énergies dans lequel l'Équipe Scrum, les sponsors et les parties prenantes inspectent / examinent ensemble l'incrément produit et le backlog. Mais ils en profitent également pour avoir un regard sur leurs modes de collaboration et la façon de les améliorer. Ils agissent comme une seule équipe avec le même objectif, il n'y a pas de frontières type "client" / "fournisseur",
  • la Rétrospective du Sprint est réalisée dans un cadre sain dans lequel "l'éléphant dans la pièce" est clairement montré du doigt, abordé, discuté et transformé en améliorations actionnables que les membres de l'équipe s'accordent à réaliser dans le sprint suivant.
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February 23, 2019 2:47 AM
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Le management « evidence-based » comme technique d’autodéfense intellectuelle

Le management « evidence-based » comme technique d’autodéfense intellectuelle | Devops for Growth | Scoop.it
Et si le management, pour se débarrasser de son image pseudo-scientifique, devenait « evidence-based », à l’instar de la médecine ? Une transformation nécessaire, mais difficile à mettre en œuvre.
Mickael Ruau's insight:

 

Au-delà des promesses de réussite de l’evidence-based management faites par Pfeffer et Sutton (puis par d’autres), une remarque en conclusion de leur article est particulièrement intéressante : la référence aux faits et aux preuves affaiblit, par définition, le mythe du leader tout-puissant dont seul le génie pouvait produire une décision stratégique pertinente.

Autrement dit, en travaillant en équipe pour reformuler les problèmes rencontrés en des questions permettant de mobiliser les études académiques existantes afin de concevoir des propositions evidence-based, on perturbe les jeux de pouvoir, d’autorité et de domination omniprésents dans les entreprises.

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February 22, 2019 6:53 PM
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Evidence-Based Management: Start

What this guide is for:

Using the appropriate research findings to inform management decisions is one of the pillars of Evidence-Based Management. This is a guide to how to find them. It also provides some information on Evidence-Based Management itself.

Mickael Ruau's insight:

Evidence-Based Management defined

"Evidence-based management is about making decisions through the conscientious, explicit, and judicious use of four sources of information:

  • practitioner expertise and judgment
  • evidence from the local context
  • a critical evaluation of the best available research evidence
  • the perspectives of those people who might be affected by the decision"

Source:  Briner, R. B., Denyer, D., & Rousseau, D. M. (2009). Evidence-Based Management: Concept Cleanup Time?  Academy of Management Perspectives, 23, 19-32.

Evidence hierarchy

Best

Meta-analyses of research studies

 

Systematic reviews of research articles

Good

Longitudinal field studies

 

Randomized controlled interventions

 

Multiple quasi-experimental/cross-sectional studies

 

Controlled case comparisons

Depends

Case studies/descriptive research

Not

Expert opinion

 

Non-expert opinion

 

Standard/popular practices

 Source: Rousseau, D., Course syllabus for Evidence-Based Management - 45-961,Tepper School of Business, Fall 2010

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February 21, 2019 10:33 AM
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Extending Impact Mapping to Gain Better Product Insights

Extending Impact Mapping to Gain Better Product Insights | Devops for Growth | Scoop.it
Impact Mapping is a powerful technique that helps teams understand how to link the work that they do with results that their organizations would like them to achieve. We’ve been using this technique for a while in our Scaled Professional Scrum and Professional Scrum Product Owner courses.
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Scooped by Mickael Ruau
February 20, 2019 4:14 AM
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Définir la durée d'un sprint - Scrum, Agilité et Rock'n roll

Lorsqu’on se lance dans le développement agile, une des premières questions à laquelle il faut répondre concerne la durée des itérations. Il n’y a pas de réponse universelle,
Mickael Ruau's insight:

Les critères à retenir pour définir la bonne durée sont :

  • L’implication des clients et utilisateurs – Il faut tenir compte de leur disponibilité à utiliser les versions partielles produites à la fin de chaque sprint.
  • Le coût supplémentaire engendré par le sprint – Un sprint ajoute du travail supplémentaire pour préparer le produit partiel, faire les tests de non-régression, préparer la démonstration pour la revue de fin de sprint.
  • La taille de l’équipe – Plus il y a de personnes dans l’équipe, plus il faudra de temps pour se synchroniser.
  • La durée maximum pour prendre en compte un changement – Il faut tenir compte du fait que cette durée peut aller jusqu’à deux fois la durée d’un sprint (le changement est demandé pendant l’itération n et développé au plus tôt dans l’itération n +1, dans le cas où l'équipe n'accepte pas d'être perturbée pendant le sprint par des urgences).
  • La date de fin de la release – La release devrait comporter au moins quatre sprints pour que l’équipe commence à bénéficier des avantages de l’itératif. Donc si la release dure deux mois, il est préférable d’avoir des sprints de deux semaines ou moins.
  • Le maintien de la motivation de l’équipe – Un sprint avec une durée trop longue est sujet à ne pas avoir une distribution uniforme du travail pendant l’itération ce qui conduit à travailler dans l’urgence à la fin.
  • La stabilité de l’architecture – Ce sera difficile d’obtenir un produit qui fonctionne dans une durée courte si l’architecture n’est pas stable.
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February 18, 2019 5:55 AM
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Agile Retrospective Framework in 5 Steps

Agile Retrospective Framework in 5 Steps | Devops for Growth | Scoop.it

Did you know that every well-run Retrospective follows five steps?  In my experience, the best Retrospectives follow this outline first created by Diana Larsen and Esther Derby in their book, Agile Retrospectives. 

Mickael Ruau's insight:

Here is a summary of each stage.

 

1.     Set the Stage:  setting the stage helps people focus on the purpose of the Retrospective, reviews the goal of the conversation and creates the space where the participants feel comfortable discussing the topic at hand.

 

2.     Gather Data: at this point in the Retrospective we want to develop a shared understanding of what transpired during the last cycle.  It is very important that everyone’s perspective is given an opportunity to be brought forth and considered by the entire Team.

 

3.  Generate Insights: now is the time to ask “Why?” and begin to examine alternatives.  The goal of this phase is to see the big picture, understand root causes, consider new possibilities and look for connections between the data gathered moments ago.

 

4.  Decide What to Do: as we draw near the end of our time in the Retrospective, the Team will need to select one or two action items that will make an improvement in the way they work together.  No need to solve world peace here, just something that will make everyone’s day-to-day experience better.

 

5.  Close: provide a clear, crisp ending to the Retrospective and use this time to ask the Team how to make the next Retrospective better.  Be sure to thank the Team for their efforts during the Retrospective and the Sprint that just ended.

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February 18, 2019 5:51 AM
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Servant Leadership Lesson: Jim Collins at Chick-Fil-A Leadercast

At the 2010 Chick-Fil-A Leadercast, Jim Collins's talk referenced much of his work in the revolutionary books Built to Last and Good to Great. However, most of the discussion centered on his latest work: How the Mighty Fall.
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February 17, 2019 11:52 AM
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Professional Scrum Master II (PSM II) Practice Assessment

Professional Scrum Master II (PSM II) Practice Assessment | Devops for Growth | Scoop.it
Professional Scrum Master II (PSM II) Practice Assessment is designed to help you prepare and practice for the Scrum.org Professional Scrum Master II (PSM II) Assessment. This practice assessment was ... Read More
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Scooped by Mickael Ruau
December 17, 2018 1:11 AM
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6 Common Misconceptions and Anti-Patterns of the Sprint Review Meeting

6 Common Misconceptions and Anti-Patterns of the Sprint Review Meeting | Devops for Growth | Scoop.it
The sprint review meeting is about eliciting feedback and fostering collaboration - it is an inspect and adapt point in the Agile project.
Mickael Ruau's insight:

“This is an informal meeting, not a status meeting, and the presentation of the increment is intended to elicit feedback and foster collaboration.”

— Ken Schwaber and Jeff Sutherland from the Scrum Guide

The sprint review meeting’s purpose is to elicit feedback and foster collaboration. It is an inspect and adapt point in the project. When I hear coaches’ and ScrumMasters’ theories on what should and shouldn’t happen in this meeting, I like to link them back to the purpose.

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January 20, 2018 8:12 AM
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Coaching Agile de Fabrice Aimetti (Couverture souple) – Lulu FR

Coaching Agile de Fabrice Aimetti (Couverture souple) – Lulu FR | Devops for Growth | Scoop.it
Acheter Coaching Agile de Fabrice Aimetti (Couverture souple) en ligne sur Lulu FR. Rendez-vous sur la Place du marché Lulu pour consulter les fiches techniques, les évaluations et les critiques des produits.
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Rescooped by Mickael Ruau from Gestion de projet Agile
May 27, 2015 12:50 AM
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Agile Bug Management Anti-Patterns | Edge of Chaos | Agile Development Blog

Agile Bug Management Anti-Patterns | Edge of Chaos | Agile Development Blog | Devops for Growth | Scoop.it
Agile development books often skip bug management practice. However, there are several dangerous misunderstandings (anti-patterns) that are quite common. It is

Via PCSol SA
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Rescooped by Mickael Ruau from MANAGyLE
February 12, 2014 3:43 AM
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'If You Can't Measure It, You Can't Manage It': Not True

'If You Can't Measure It, You Can't Manage It': Not True | Devops for Growth | Scoop.it

hu

Fifteen years later I still find it weird that I sucked down so much nonsense working in the corporate world, lots of it without even noticing. I sat in workshops and seminars and heard the most patently ridiculous garbage shoveled at me and the other participants, year after year for [...]

Via Philippe Vallat, Pascale Mousset
Mickael Ruau's insight:

We focus on the particles when waves are swelling and crashing all around us.

Great employees and great leaders manage the waves all the day, unmeasured and too often unseen. They manage customer relationships in the moment and over the long term. How do they do that so well, without benefit of yardsticks to guide them? How do they finesse and intuit and consult their way to the brilliant results they achieve, without the reports and tests that slow us down and annoy us in every other professional arena? Thank God, human processes like sticky conversations and the energy in a classroom or a conference room can’t be measured.

Those human waves have to be felt.

Damien Thouvenin's curator insight, February 12, 2014 1:41 AM

Déconstruction d'un mythe du management mais aussi, et de manière plus intéressante, des raisons profondes qui font que nos organisations continuent d'entretenir ce mythe.

Illustrations sympas, en prime :-)

Miklos Szilagyi's curator insight, February 13, 2014 3:49 AM

I actually love this...:-))) one of the bullshittiest of all...  The "M" from the SMART... which does not mean that SMART is not a good yardstick-model... it's good to help to structure your thinking process... the same thing for performance appraisal methods... they are good framework... but, please, don't take them too on face value, too seriously...

 

The same thing about all these test-mania in the schools and everywhere... that's the moment for me (excellent article, that's  courage...) to say that the earlier methods, writing and oral (!!!) exams were much more effective, OK, more subjective but at the end of the day, we are human and could be something more subjective than a human being?! Why do we try to hide this, fear of this? And try to robotize it? By that we are just stripping from all these processes  the only interesting part, the "human" element... They are dead seriously objective, only,  they are good for nothing or very very little...

 

Aline Choupin's curator insight, February 24, 2014 9:35 AM

Liz completly nailed it !

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February 23, 2019 5:08 AM
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Coaching Agile Teams Book —

Coaching Agile Teams Book — | Devops for Growth | Scoop.it

Below are some blog posts from agile coaches illustrating how they have used tools and mindsets from the Coaching Agile Teams book:

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February 22, 2019 9:12 PM
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Management Fad or Evidence-based Practices: Do Agility and Agile Frameworks such as SCRUM add Value? | CQ Net

Management Fad or Evidence-based Practices: Do Agility and Agile Frameworks such as SCRUM add Value? | CQ Net | Devops for Growth | Scoop.it
We take a closer look at the scientific foundation of agility and one of the most popular agile frameworks called SCRUM in this blog post.
Mickael Ruau's insight:

There is a considerable body of evidence related to Self Determination Theory that supports the claim that work settings that contribute to these psychological needs increase motivation (Deci et al. 2017).


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February 22, 2019 10:34 AM
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Customer Value Is Not Enough

Customer Value Is Not Enough | Devops for Growth | Scoop.it
I was coaching a number of teams and their Sprint Reviews were boring status meetings and few stakeholders attended. I see this pattern often at companies and a reason for poor stakeholder attendance is that the discussion about added value happens in other meetings. In this post I want to share a little model that is based on Impact Mapping[1] and Value Requirements[2] that I use to improve team's focus on value.

 
Mickael Ruau's insight:

A simple Example

Let’s say you are an airline company and your business objective is to make more money by increasing ticket sales in the current customer base. The expected outcome at the business level is a 20% increase in revenue and of course happy customers and stakeholders. It is decided that one way to contribute to the 20% increase in revenue, is to increase in the sales under frequent flyers from 10M to 12M. At the business level, we end up with an expected outcome of 20% increase in revenue under existing customers and an output of 1M increase in frequent flyer tickets sales.



At the product level the 1M increase in frequent flyer sales is one of the outcomes. Another outcome is happy customers, in this case frequent flyers. In order to have happy frequent flyers it is decided to increase the ease of rebooking. So, at the product level we have as outcome a 1M increase in frequent flyer sales and as output we have an increase in ease of rebooking.



Finally we arrive at the team level. The outcome of delivering an increment is to increase the easy of rebooking. The product quality we are talking about here is Usability. The output is the potential solution ‘Auto-rebooking’ functionality to increase the ease of rebooking.



You now have linked the experiment of developing ‘auto rebooking’ to the expected business outcome of 20% increase in revenue. All you need to do now is quantify all the outcomes. At the Sprint Review you can discuss how much product value you added by measuring Usability. You can also measure, after shipping your Increment, if an increase in Usability results in an increase of frequent flyer sales and if the business objective is significantly impacted.

You can now measure progress towards different stakeholder values and have informed discussions in your Sprint Reviews about them.

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February 20, 2019 4:15 AM
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Durée de Sprint, quelle est la bonne durée ? –

Durée de Sprint, quelle est la bonne durée ? – | Devops for Growth | Scoop.it

Comme tant de sujets dans Scrum, la durée de Sprint n'est pas fermement définie mais il y a 2 principes pour en déterminer la valeur optimale pour votre projet. On me demande souvent, 'Combien de temps devrait durer un Sprint pour mon équipe ?' Et 'le Sprint doit-il être de durée fixe ?'.

Mickael Ruau's insight:

Quant aux Sprints devant tous être de même durée, c’est un peu plus délicat. J’ai déjà dit qu’un Sprint de démarrage pourrait être de seulement une semaine, donc, clairement je ne suis pas totalement inflexible sur le fait que tous les Sprints devraient être de même durée. Puisqu’un Sprint est une boucle de retour d’information, l’équipe doit prendre en compte les parties prenantes. Avoir une durée de Sprint fixe donne aux parties prenantes un rythme constant pour les revues de livrables, ce qui est réconfortant et installe une routine familière. Cependant, avoir des durées de Sprint différentes pour des Sprints spécialisés, comme la prise en compte des périodes de fêtes (ou des vacances), ou une autre raison dont l’équipe et les parties prenantes peuvent convenir, ne me semble pas être une terriblement mauvaise chose.

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February 19, 2019 7:37 AM
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Coaching Teams Tips from the Trenches

Coaching Teams Tips from the Trenches | Devops for Growth | Scoop.it
Coaching Teams Tips from the Trenches - Tandem Coaching
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February 18, 2019 5:53 AM
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Scrum Mastery: From Good to Great Servant Leadership

Scrum Mastery: From Good to Great Servant Leadership | Devops for Growth | Scoop.it

“Scrum has been a big disappointment; a failed experiment that hasn’t delivered anywhere near the positive impact that management was hoping for.” Not the most uplifting quote, but Geoff Watts (@geoffcwatts) starts his book, Scrum Mastery: From Good to Great Servant Leadership, by telling you exactly how he sees it.  Geoff also tells you that while the first experience is common in the Agile and Scrum world, he has also seen the power of self-organizing teams and the positive impact for good that Scrum can make.  So what differentiates the two experiences in his eyes? Effective Servant Leadership. The central metaphor of this book is the idea that ScrumMasters need to be RE-TRAINED in order to excel as ScrumMasters and Servant-Leaders. 

Mickael Ruau's insight:

RE-TRAINED is an acronym that stands for the following nine concepts (see below) that Geoff explores in greater depth throughout the book.  In addition, Geoff shares many excellent stories about these concepts in action and gives specific activities ScrumMasters can do to increase their impact.

  1. Respected: have a reputation of personal integrity within and outside the Team.
  2. Enabling: passionate in helping others be effective.
  3. Tactful: the personification of diplomacy.
  4. Resourceful: creative in removing impediments to productivity.
  5. Alternative: promote ideas and practices that might be considered counter-cultural.
  6. Inspiring: generate enthusiasm and energy in those around them.
  7. Nurturing: enjoy helping both teams and individuals grow.
  8. Empathetic: sensitive to the human needs of those around them.
  9. Disruptive: break the old status quo to help create new ways of working.
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February 17, 2019 12:08 PM
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PSM2 Flashcards

Start studying PSM2. Learn vocabulary, terms, and more with flashcards, games, and other study tools.
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January 14, 2019 1:37 AM
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Use 'Nine Whys' to discover the purpose of your team

Use 'Nine Whys' to discover the purpose of your team | Devops for Growth | Scoop.it
A facilitation technique to make the purpose of your work as a Scrum Team clear.
Mickael Ruau's insight:

Steps to use this Liberating Structure

  1. Ask participants to get in pairs. Invite them to look at their current activities and slowly dig deeper to reveal the deepest reason for the group to work together. To get this started, participants will have to decide who is going to be the interviewer and who’s going to be the interviewee in the first round.
  2. The interviewer then asks the interviewee to make a short list of the most important things they do in their daily work to help the team make progress. This can include things like “Making the UI of product xy more accessible,” “setting up Docker containers,” or “fixing broken laptops.” 1 minute
  3. The interviewer then helps the interviewee find a deeper purpose behind these activities by repeatedly asking questions with why like “Why is that important to you?”, “Why is that important to our customers?” and “Why is it important to our society?” The participants switch roles after five minutes.
  4. The pairs get into groups of four and share their insights for five minutes.
  5. The whole group shares their discoveries. Participants pay attention to an emerging group purpose. 

There is often significant overlap between the individual purposes that emerge. Invite the group to craft a purpose statement that begins with “We exist to start…” or “We exist to stop…” if possible. The most important part, however, is that the group feels like their statement rings true and creates excitement.

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December 14, 2018 1:27 AM
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The Scrum Master as a Teacher

The Scrum Master as a Teacher | Devops for Growth | Scoop.it
The role of a Scrum Master is one of many stances and diversity. A great Scrum Master is aware of them and knows when and how to apply them, depending on situation and context. Everything with the purpose of helping people understand and apply the Scrum framework better.
In a series of blog posts I will share the 10 different stances I consider to be relevant for the Scrum Master. This blog post is about the Scrum Master as a teacher. I'll describe the definition of a teacher, the theoretical viewpoint and some practical examples of the Scrum Master as a teacher.
Mickael Ruau's insight:

The most important lesson I've learned is: don't try to teach the team everything upfront, give them the opportunity to fail and learn from there own mistakes. Remember: mistakes are the portals of discovery (James Joyce).

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January 19, 2017 5:42 AM
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Agile Metrics—The Good, the Bad, and the Ugly

Agile Metrics—The Good, the Bad, and the Ugly | Devops for Growth | Scoop.it
TL;DR: Agile Metrics Suitable agile metrics reflect either a team’s progress in becoming agile or your organization’s progress in becoming a learning organization. At the team level, qualitative agile metrics typically work better than quantitative metrics. At the organizational level, thi
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June 9, 2014 4:16 AM
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Scrum Pattern Community

Scrum Pattern Community | Devops for Growth | Scoop.it

Jeff Sutherland @ Scrum, Inc:
A Pattern Language for Hyperproductivity

Jeff Sutherland, the inventor of Scrum, is a charter member of the Scrum Patterns group. He is the author of most of  these Scrum PLoP® patterns — patterns he teaches to get teams off to a good start, and to get great teams to a hyperproductive state:

Jeff presented these at Agile 2013.
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