team dynamics Archives - Page 32 of 37 - Scrum Master Toolbox Podcast

Saravana Bharathi explains how lack of trust can easily destroy a team

Trust is a fundamental ingredient to high performing teams, and the lack of trust can lead a team to self-destruct. Saravana tells us a story of a team that disintegrated because of the lack of trust in each other, and by the stakeholder towards the team.
We also discuss the symptoms of that lack of trust to help you detect that problem in the teams you work with.

About Saravana Bharathi

Saravana started AgileKarma.com, a site dedicated to sharing better ways to develop software. His goal: to inspire other to share their ideas and experiences as well 🙂 Which is exactly what we do here on the podcast.
Saravana is a seasoned software development professional with over 15 years of experience in Aerospace, Banking and Insurance domains.
You can find Saravana Bharathi on twitter, and link with Saravana Bharathi on Linkedin.

Saravana Bharathi on why it is important to accept that we make mistakes

We make mistakes, that’s part of our journey. Saravana tells us a story of how he failed by not allowing a team member to make mistakes. This is a failure that he still remembers and has shaped his thinking on the importance of accepting that mistakes are part of the learning process.
Saravana also shares with us the tools he uses to help me listen more, and give the initiative to the teams he works with. The tool, is very simple and very effective: when you feel you want to say something, wait and count to 5. By the time you reach 5, the team will probably have come up with a solution or next step to the issue they face.

About Saravana Bharathi

Marc Löffler suggest: involve the team in the hiring process

Hiring people that need to work with or within a team without involving the team in the hiring process can lead to missing critical “chemistry” issues between the team and the candidate. Marc asks us to think about involving the team in the process, and suggests how that can be done.
In this episode we also discuss the anti-pattern of focusing on planning and execution and missing other aspects of team and project development such as the technical environment, the collaboration aspects, etc.

About Marc Löffler

Marc’s passion is to help teams implementing agile frameworks like Scrum and XP and to transform our world of work. Marc loves to help teams, that are struggling with agile transitions, to overcome dysfunctional behaviour. He loves to generate new insights by approaching common problems from the other side and trying to deliberately make havoc of the process.
You can connect with Marc Löffler on Twitter, and link with Marc Löffler on LinkedIn.
He hosts a Blog in English and another blog in German.

Marc Löffler on the anti-pattern of laughing your way into self-destruction

Laughing is a good sign. The team is probably engaged, relaxed, happy… Or is it? In this episode Marc explains how one team was laughing their way into self-destruction, and what caused it.
We also discuss a method for investigating teams and their development called the Dreyfus model of skill acquistion

About Marc Löffler

Daniel Nielsen on the HR anti-pattern that cause a failure in recruiting

Recruiting is a tough job, but recruiting a good Scrum Master is even harder than other recruiting tasks. And the reason is simple, it is impossible to be a good Scrum Master unless you live and breathe that role. This is what happened in the story that Daniel tells us today when he explains the HR anti-pattern that led to that failure in recruiting. Daniel also explains how he solved this recruiting challenge with the help of the team.

Special call to all Dubai agilists: Daniel is relocating to Dubai and is looking to connect to local agilists. If you fit the bill, then reach out to him on twitter: Daniel Nielsen on Twitter.

About Daniel Nielsen

Daniel is a developer turned Scrum Master turned Agile Coach, with an increasing focus on the coach part. Over the last 10+ years, his interest in how teams work and how we interact as individuals has only grown. He has worked in both small and large companies and tried to cope with the complexities in both worlds.
You can reach out to Daniel Nielsen on Twitter, and link with Daniel Nielsen on LinkedIn.
You can also read his blog in Danish at QED.dk