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Grow Team Members

  • 06 Nov 2018 9:47 AM
    Reply # 6891340 on 6581905
    Scott Ambler (Administrator)

    @Paul, great catches again that we have acted on.

    Regarding 306 - the missing 54 degrees are the people we do not want to hear from...  ;-)

  • 23 Oct 2018 6:49 PM
    Reply # 6870730 on 6581905

    I really liked this chapter. I was wondering if the topic of Psychological Safety has a place here or in another section? When it comes to providing feedback and sustaining teams, Psych Safety is the number one success criteria.. and is also hard to put in place & maintain without clear leadership & org support.

    Some minor typos found: (let me know if you don't want me to point these out)

    • p. 4: row 1, col 2: "swamped with requests at time" >> should be "times"
    • p. 5: row 4, col 2: (a) "geographically distribution" >> should be "distributed". (b) "FTF" >> should be "F2F" (as in the row/cell above)
    • p. 6: row 1, col 1: "306 degree" >> 360?
      • Aside: On this topic of 360 degree feedback, I have seen this abused by a highly dysfunctional team that wanted to get rid of a great performing team member. A bunch of jerk team members collaborated on what they were going to say on the 360 feedback to make it look like the good person was terrible/evil and got her fired. I couldn't believe what I saw. =(
    • p. 7: row 1, col 2: "we know what are we assessing.." >> "what we are .."

    Final question/observation:

    Page 6 topic on Annual reviews: under Trade-offs > Annual Reviews tend to focus on the individual and supports individual competition (e.g. often for salary bonuses) as opposed to supporting team-building efforts. It's a decidedly counter-team mindset, and often opposite to an agile/growth mindset. There are many references on this topic. I feel like this trade off should be included here in some way.


  • 23 Oct 2018 6:36 PM
    Reply # 6870708 on 6582451
    +1 for making Non-solo work *bold*


    Valentin Tudor Mocanu wrote:

    Non-solo work – very important growing factor (Bold)

    Here some reasons. It if is used opportunistically, in context, could be the Leanest option (efficient & effective at the same time).



  • 05 Oct 2018 10:33 AM
    Reply # 6708714 on 6581905
    Scott Ambler (Administrator)

    Valentin, great stuff.  We've fleshed out the text around Improve Skills and Knowledge.

    As far as capturing the lessons learned we focus on that elsewhere, in particular the Continuous Improvement process blade.

  • 19 Aug 2018 9:17 AM
    Reply # 6582454 on 6581905

    Improve skills & knowledge - capitalized lesson learned

    We need to accumulate the lessons learned in various ways: coding standards, architectural styles, and various types of guidance.   


  • 19 Aug 2018 9:11 AM
    Reply # 6582451 on 6581905

    Principle – The 3 goals are inter-related

    Sum of local optimizations is not an optimum for the whole. Team and team members must grow at the same time. Here some convergence points/practices

    • Whole team, non-solo work, feedback from team and groups retrospectives   

    So:

    • We need to specify the convergence of these three goals & some of the convergences points/practices; we need to recommend the mentioned practices (bold) and specify the importance

    Non-solo work – very important growing factor (Bold)

    Here some reasons. It if is used opportunistically, in context, could be the Leanest option (efficient & effective at the same time).

    Can be the cheaper variant:

    • you grow & learn while doing the work, not in offline training activities.
    • If is used opportunistically and not as “full time” pair programming, you can even save time and cost even on short term.  
    • If you already spent a lot of money on dedicated training only for some of the team members: it is very efficient to share their knowledge.  

    Can be very/the most effective:

    • You learn by doing the real work, not unrelated exercises
    • You learn from “coaches” that have experience with your context
    • Will fill the knowledge gaps! (where these gaps are continuously growing otherwise)
    • It is the only real Just-In-Time growing related practice
    • It is the most synergic: by collaboration, you can get output skills & knowledge bigger than the inputs  

    Why is Lean (more):

    • one of the main sources of waste for a team/organization is to have “islands” of skills and knowledge and do not distribute them.   
    • t is the ONLY way to take benefits from team retrospectives and implement continuous improvement
    • It is a mandatory ingredient in Whole Team approach

     

    Whole team - more

    Retrospectives are much more effective in this case and will help all team members to improve. Growing will be also streamlined focused on what is really needed.

  • 18 Aug 2018 8:42 PM
    Message # 6581905
    Scott Ambler (Administrator)

    We've just posted a new chapter excerpt for the Grow Team Members process goal.

    Please post your feedback here.

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