Bath scrumusergroup coachingteams

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Coaching Teams Through Change [email protected]

description

Talk on Coaching Teams Through Change given on Nov 13

Transcript of Bath scrumusergroup coachingteams

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Coaching Teams Through Change

[email protected]

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Agile Coach @Unruly

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Who’s Here?

What job roles do you have?

Have you tried to introduce changes at work?

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TOPIC

•  Learn how to identify barriers to change.

•  How to make it easier for people to try new ideas.

•  Make a plan for how you will approach bringing ideas back from Bath Scrum User Group to your team.

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Hey guys, I just heard about blah-de-blah at BSUG!

It’s cool! �

WTF? How come Bob went Bath Scrum User Group?�Ignore him! �

Take 1

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Why does no one listen to me? What’s wrong with them?�

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What went wrong?

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Put Yourself in Their Shoes

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Pick your words carefully ..

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Listening

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Why listen?

•  Gather data •  Show respect •  Learn feelings/

opinions •  Encourage

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How to listen

•  Remove distractions •  Look at the person •  Be quiet •  Encourage to continue •  Check you understand

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Invest in Your Idea

Maybe I need to work on this a bit more ..�

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ThINGS You Can Do

•  Learn more •  Practice •  Share with others •  Look for opportunities to try it out •  Develop a sales pitch •  Sell the problem •  …?

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GROW

•  G Goal •  R Reality •  O Obstacles /

Options •  W Way Forward

Work to build : •  Awareness •  Responsibility

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Be an Example

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Hey guys, how’s it been going?

Interested in a lunchtime session

about blah-de-blah?�I think it could help

with our build times.�

Bob! Now we can get that issue

sorted. Blah stuff sounds interesting

but later.�

Take 2

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Growing Communities of Practice

•  A forum to share new ideas for a given discipline

•  Regular events such as:- –  Talks from other members, speakers, brown bag sessions

–  Buddies/shadows

–  Email forum + shared repository

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A few people showed up for my session about blah-de-blah but no one’s using it yet. I give up…�

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What’s in the way?

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Reasons People Resist Change

How do I do that?�

Are we allowed to do that?�

Do we have time? What if it goes wrong?�

Not my idea.

Might be hard work.�

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Dig Deeper

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Hang on! Trevor, you’ve worked here for a few years.

What’s your thoughts on this? �

Take 3

Well, about 6 months ago, we

tried to get time for build automation

but then management got

wind of it. �

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No Time!

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Permission to Try

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Do we have the right tools?

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What’s in it for Me?

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Motivation Rewards and punishment only work for simple task and can decrease intrinsic

motivation for knowledge workers. –  “Punished by

Rewards” by A. Kohn

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Motivation 3.0

Elements of motivation: –  Purpose –  Mastery –  Autonomy

“Drive” by Daniel Pink

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Share the Vision

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Build Trust

T = (C + R + I ) / S Where:

T = Trust

C = Credibility

R = Reliability

I = Intimacy

S = Self-orientation Book: “The Trusted Advisor” by Maister, Green, & Galford

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Keep Going

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Involve Others

  Ask people to help solve problems and come up with their own solutions.

  Build up their role in the team, encouraging them to take more responsibility

  Invite them to showcase the work.

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Encourage experiments

Share results

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Things We Try

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Visible Work

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Pair To LEarn

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Team Agreements

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timeOut

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Hi. Is this the Bath Scrum User Group? I’ve been trying to implement TDD but it’s not going that

well�

Take 4

Oh really? That sounds

interesting. Tell us more..�

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Practical

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Force Field Analysis Desired change from current state

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Make Your Plan

•  Make a plan for how you will approach bringing ideas back from Bath Scrum User Group to your team. – What barriers might you face? – What actions will you take to invest in your

idea?

– How will you build interest and agreement?

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Member Video Council Whitelisted

Any Questions?

Winner Best Content Distribution Service

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Further Reading •  “Agile Coaching” by Rachel Davies & Liz Sedley •  “Resistance as a Resource” by Dale Emery

http://dhemery.com/articles/resistance_as_a_resource/ •  Virginia Satir talks about Status Quo

http://web.me.com/sbuckbee1/Satirs_Process_of_Change/Status_Quo.html •  “The Trusted Advisor” by David Maister •  “Managing Transitions” by William Bridges •  “Fearless Change” by Linda Rising and Mary Lynn Manns •  “Leading Teams” by Richard Hackman •  “In"uence” by Robert Cialdini •  “Yes! 50 Scienti#cally Proven Ways to be Persuasive” by

Goldstein, Martin, Cialdini •  “Coaching for Performance” by John Whitmore