Post on 21-Apr-2017
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Team coaching Teamwork pillars : responsibility, motivation, trust, collaboration, common goal
Svetlana Mukhina
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IntroductionSvetlana MukhinaICAgile ICP, ICP-ATF, ICP-BVA, PSM I, CSPO
Agile and Career Coach at Luxoft Agile PracticeExperience: 13+ years in IT, Project and department management, Computer Linguistics, Technical Writing, Quality Assurance
Interests: Project management, Agile transformation, Career and performance coaching, Psychology
Hobbies: Horse riding, music, poker, travelling
https://www.linkedin.com/in/svetlanamukhina
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Webinar Agenda
Coach-identity. Being a coach – what it means?;
Creating trust and collaboration;
Setting achievable goals – will be presented in part 2
Inspiring and energizing; – will be presented in part 2
Increasing level of responsibility;
What you learn
Link for webinar part 2 - https://attendee.gotowebinar.com/register/6203372409494778628?source=webinar
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Being a coach
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Coach Identit
y No
judgment
No evaluatio
n
Integrity Focus on
client result
Observation
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Coaching View
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I YOU
Dialog Model
“Сrucial Conversations Tools for Talking When Stakes are High” by Patterson Kerry, Grenny Joseph and McMillan Ron
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Coaching Neurological Levels
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Trust and Collaboration
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Journey Line
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Constellation – Team “Discussion”
Visual representation of team members opinion distribution: One participant tell aloud her/his opinion on project related problem or situation.
e.g. “We need to setup Scrum process on the project” or “I need all team members present on daily syncup”
Members of the team create a constellation around the speaker The more they agree with the statement, the closer they stay and vice versa.
The team sees all team members attitude to the statement.
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Star Map of Team Competence What competence are of higher importance to our
project?
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Niko-Niko – Calendar of Team Mood
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FishBowl
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Empathy Radar
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Responsibility
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Employee Engagement HierarchyGrowthTeam
WorkManagement
Support
Basic Needs
Gallup (research-based, global performance-management consulting company) determines that team members engagement is the key to business profitability, client’s loyalty and to low level of attrition.
by GALLUP
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WHAT I GET?1. Do I know what is expected at work your work? 1__2__3__4__5__6__7__8__9__10 2. Do I have all the necessary instruments and materials to do your work right?
WHAT I GIVE?3. At work, do you have the opportunity to do regularly what you do best of all? 4. In the last seven days, have you received recognition or praise for doing good work? 5. Does your manager, or someone at work, seem to care about you as a person? 6. Is there someone at work who encourages your development?
HOW I CONNECT WITH THE TEAM?7. At work, do your opinions seem to count?8. Does the mission of your company make you feel your job is important?9. Are your team members committed to doing quality work?10. Do some of your best friends work at the same company with you?
HOW CAN WE GROW TOGATHER? 11. In the last six months, has someone at work talked to you about your progress?12. In the last year, have you had opportunities to learn and grow at your work?
Результаты:
0-30 bad
31-55 satisfactory
55-85 good
85-100 great
What is necessary to do, so you evaluate this
situation to 6?
Use coaching scale when asking open questions
Most of the
companies
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Area of Influence Matrix of Competence
They
You
I
Can Do
Know Be
Use on Retrospective
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Leadership Gift by Christopher Avery
How your team deal with problems?
Respond rather than react
Who are the leaders in your team?
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External Point of Influence
Who you should become/What you should do in order …
My employees aren’t proactive, I always need to provide them direct instructions;
The manager does not value results of my work;
That team provided documentation too late for us to integrate with their system;
They don’t want to conduct Retrospective;
The development team don’t understand my business needs;
Our manager always communicate unrealistic development time to the business, that is why we are always late with Sprint scope;
She usually overreacts on my feedback;
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Way Forward
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Trainings and Webinars Вебинар “Overview of estimation in function points” https
://attendee.gotowebinar.com/register/7096855347981584898?source=webinar (eng)
Вебинар “Как мотивировать себя и свою команду” часть 2 (рус) https://attendee.gotowebinar.com/register/7569783887353276932?source=webinar
• Запись вебинара “Как мотивировать себя и свою команду” https://www.linkedin.com/pulse/как-я-мотивирую-себя-делать-неприятные-задачи-svetlana часть 1 (рус)
Вебинар “What Scrum Master is doing on the project?” https://attendee.gotowebinar.com/register/2729760089256435713?source=webinar (eng)
Training “ICAgile Agile Team Facilitation”
http://www.luxoft-training.ru/kurs/icagile_icp_agile_team_facilitation_icagile_icp-atf.html
https://www.linkedin.com/in/svetlanamukhina
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Read and Watch 7 источников энергии в работе - Филипп Гузенюк - https://vimeo.com/97670588
5 Techniques for effective self-coaching - https://www.linkedin.com/pulse/follow-up-webinar-5-techniques-effective-svetlana
Developing leadership skills https://www.linkedin.com/pulse/webinar-coach-yourself-developing-leadership-skills-svetlana
The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work Hardcover by Shawn Achor
Getting Unstuck: Breaking free of the Plateau Effect by Bob Sullivan and Hugh Thompson
The surprising truth about what motivates us by Dan Pink https://youtu.be/u6XAPnuFjJc
Dreamland: Adventures in the Strange Science of Sleep by David K. Randall
Motivation: Need for Achievements https://www.linkedin.com/pulse/motivation-need-achievements-mukhina-icagile-icp-icp-atf-psm-I
Motivation: Need for Affiliation https://www.linkedin.com/pulse/motivation-need-affiliation-mukhina-icagile-icp-icp-atf-psm-i
Spiral Dynamics by by Edward Beck and Christopher Cowan - http://www.spiraldynamics.com/book/book.htm
Leadership Agility: Five Levels of Mastery for Anticipating and Initiating Change by by William Joiner and Stephen Josephs
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Thank you