How do you hire an entire team? How to cope with different personalities? What to do about the coaches and Scrum Masters that turn into process police? These are just some of the questions we discuss in this episode.
About Gitte Klitgaard
Gitte is a very pragmatic world-changer. She wants to make the world a better place today, not tomorrow. She’s also very experienced agile coach and regular speaker. But here’s the punch line: she talks about things that no one else talks about. She lives by the mantra “why try to fit in when you were born to stand out?” and she says that her best coaching tools are listening and making people think.
You link with Gitte Klitgaard on LinkedIn, and connect with Gitte Klitgaard on twitter.
The “Lying Game” is what we all play in the recruiting process. And that’s why the default approaches to recruiting are not very effective. We try to go beyond the “lies” with better questions of different recruiting processes, but that’s only part of what is needed to hire the best Scrum Masters. Daniel explains how we can go beyond the first impressions and build a recruiting process that is beneficial for both sides, the employer and the future employee.
About Daniel Hommel
Daniel is a ScrumMaster and Agile Coach with a strong background in Software Engineering. His first touch point with Agility was starting to use the Extreme Programming practices in 2007. After some years of working more on the technical side in recent years his interest has shifted to facilitation, coaching, guiding continuous improvement and working with people in general. You can connect with Daniel Hommel on Twitter.
In a recruiting interview many things get said, and sometimes it is easy to miss the subtle clues that illustrate the candidate’s thinking. In this episode we talk about how to practice active listening in recruiting interviews. Listen to the words being used as they give away a lot of the candidate’s personality and approach to the Scrum Master role.
About Natalie Warnert
As a developer turned Agile coach, Natalie Warnert understands and embraces what it takes to build great products. Natalie focuses teams on embracing Agile values to build the right product and build the product right. Natalie is currently coaching the Cart/Checkout teams for Best Buy Dotcom and recently earned her Master of Arts degree in Organizational Leadership and Strategic Management.
You can link with Natalie Warnert on LinkedIn, connect with Natalie Warnert on Twitter, read her blog at nataliewarnert.com, and visit her project page Women in Agile.
Recruiting is a critical process for any organization, not the least of which because hiring and wrong person and firing them later can destroy the team. Anton tells the story of a “perfect” hire that turned out to be very destructive for the team. He also asks us to involve the whole team in the process by asking the whole team to interview the person, and if possible, invite the candidate to work one day with the team.
There are many questions we can ask in a recruiting interview, but not all help us find the right people for the job. In this episode Marcus shares with us the questions he goes to when the job is recruiting the best Scrum Masters out there..
Marcus shared with us a discount code for all that purchase his book until October 14th, 2015. Don’t miss it, purchase the book at http://bit.ly/theKanbanBook, and use the code scrumkan.
Marcus is the author of Salvation:The Bungsu Story, a fascinating account of a real-life crisis, and how Agile, Lean and Kanban saved the Hospital from bankruptcy! Twice! Get ready for the journey, it’s going to be a bumpy ride!
This a tale of caution when recruiting. Ebenezer tells us the story of a person that was hired after a flawless interview process. He knew everything, all the answers. But in practice things did not work as well as in the interview. We discuss questions to ask that might help detect when people’s knowledge is not in line with their practice, and other recruiting techniques.
About Ebenezer Ikonne
Technology enthusiast. Change artist. Culture hacker. People focused. Helping organizations provide their employees with the most meaningful and fulfilling experience they could have while delivering solutions that change the world. Ebenezer is also a Tech Director at Mannheim.
You can link with Ebenezer Ikonne on LinkedIn, and contact Ebenezer Ikonne on Twitter. You can also read his thoughts on Agile on his blog.
There are many mistakes we make when recruiting, and Gil describes a good number of those mistakes. Recruiting is a skill that no one teaches you, but Gil shares with us what he has learned over the years
About Gil Zilberfeld
For over 20 years, Gil has developed, tested, managed and designed software products. He’s gone through failures and successes, in different types of projects and companies.
He has trained and coached developers how to write tests for their untestable code. He has worked with testers on complex applications and with very tight deadlines. He’s helped release products that fit customer needs, by testing the waters, and getting their feedback integrated. He has implemented agile, kanban and lean principles and adapted them to fit teams better.
You can link up with Gil Zilberfeld on LinkedIn, or find Gil Zilberfeld on Twitter. Gil is writing a book on Unit Testing. Check it out.
Sure, CV and experience matter. But there’s something that matters more when hiring a Scrum Master. In this Episode we discuss what matters more than experience for Scrum Masters as well as how to integrate that into your recruiting process.
About Matthias Seul
Matthias worked 10+ years as software developer and gravitated towards coaching in recent years. He is a tech enthusiast, board gamer, inventor and wild duck. Matthias believes in intrinsic motivation – thus he believes in Agile. He says that “together we can make projects a more fulfilling and successful work environment for all involved”.
You can link up with Matthias Seul on LinkedIn, and reach Matthias Seul on twitter. Matthias is interested in your questions and feedback, and you can reach him via email as well.
Hiring good people is hard, and hiring good Scrum Masters is no exception. To start with, the role of Scrum Master is very recent (started around 2000), and therefore we don’t have enough accumulated experience in the community, and all the good Scrum Masters are happily employed. But that’s not the only difficulty when hiring good Scrum Masters. How do you hire good people if the role is supposed to render itself obsolete? We tackle this and other questions that make hiring Scrum Masters hard.
About Juha Heimonen
Juha is a entrepreneur, programmer, kanbanista and a unicorn. He calls Software a garden, and says that he tries to be a gardener tending the soil as well as the specific plants.
He is active in the local agile community in Jyväskylä, Finland and also quite active on twitter.
You can link up with Juha Heimonen on LinkedIn and connect with Juha Heimonen on twitter.
You can find out more about his thoughts on Fellowship and how he applies that in his own business at Flowa’s website and blog.
A very common pattern in the software industry is to give the role of Scrum Master to Project Managers. This has many possible dangers, and Emilia knows that. That’s why she has developed a specific approach to hiring Scrum Masters, a people-centric approach.
About Emilia Breton-Lake
Emilia is a natural-born Agile thinker who managed to swim out of the PMI waterfall almost a decade ago. As the head of the PMO at a major non profit she is constantly looking for new ways to build better software and make the world a better place.
She has also been working on 2 major innovations, On going retrospectives, and #NoNumbers where they have eliminated sizing of stories. They still groom and plan, but don’t assign sizes to stories.
Emilia has worked hard to introduce Scrum and Agile to a non-profit that is very resistant to change.
You can link up with Emilia Breton-Lake on LinkedIn. Or follow Emilia Breton-Lake’s articles at the Scrum Alliance website.