8 min
Scrum is Hard and Disruptive 14 - Conflict Not Fights Agile for Humans with Ryan Ripley and Todd Miller
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- Tecnologia
Ryan and Todd look back at a 2006 post by Ken Schwaber, which covers 15 ways Scrum is both hard and disruptive.
The fourteenth statement from Ken:
"A team consists of people under pressure to do their best. Conflict is natural and the team needs to know how to deal with the conflict and have resources to draw on when needed."
Natural Conflict in Teams: The episode discusses how conflict is a natural occurrence in teams, especially under pressure. This pressure can be constructive and lead to better performance if it's oriented towards clear goals, such as achieving Sprint and product goals in Scrum.
Healthy vs. Unhealthy Conflict: They emphasize the difference between healthy and unhealthy conflict. Healthy conflict focuses on problem-solving and can be beneficial, while unhealthy conflict, which can escalate to personal fights, is detrimental. The key is to maintain focus on solving problems, not winning arguments.
Role of Scrum Values in Managing Conflict: Scrum values like commitment are highlighted in managing conflict. These values support positive, natural conflict oriented towards team goals and problem-solving instead of destructive fights.
Team Dynamics and Conflict Resolution: The hosts discuss the importance of recognizing when a discussion is veering away from productive conflict and turning into a personal fight. They stress the importance of team members being able to intervene, reset the focus on the problem, and avoid stubbornness in pursuit of being right.
Balance Between Agreement and Conflict: They conclude that while conflict is necessary for progress, it needs to be balanced. Neither constant agreement nor continuous fighting is beneficial. A good Scrum Master, product owner, or team member should help maintain this balance, encouraging healthy conflict while preventing fights.
👉 Follow our journey through all 15 insights in Ken Schwaber's white paper, revealing the enduring relevance of Scrum principles.
💬 Share your perspectives in the comments and remember to like and subscribe for more in-depth Scrum discussions. 🔔
🔗 Here is the original white paper: https://www.verheulconsultants.nl/ScrumIsHardandDisruptive.pdf
🔗 Join Ryan & Todd's Scrum.org course: https://buytickets.at/agileforhumansllc
Explore more:
📖 "Unlocking Business Agility with Evidence-Based Management: Satisfy Customers and Improve Organizational Effectiveness" on Amazon -- https://amzn.to/4690qJy
📖 "Fixing Your Scrum: Practical Solutions to Common Scrum Problems" on Amazon -- https://amzn.to/46dAQTC
✅ Subscribe to this channel for Agile, Scrum, and Kanban insights: https://www.youtube.com/agileforhumans?sub_confirmation=1
🌐 Connect with Agile for Humans:
📘 Website - https://agileforhumans.com/
🐦 Twitter - https://twitter.com/agileforhumans
🔗 LinkedIn - https://www.linkedin.com/company/agile-for-humans-llc
🔍 The Evidence-Based Company - https://theevidencebasedcompany.com/
📧 Email - ryan@agileforhumans.com
Learn more about your ad choices. Visit megaphone.fm/adchoices
Ryan and Todd look back at a 2006 post by Ken Schwaber, which covers 15 ways Scrum is both hard and disruptive.
The fourteenth statement from Ken:
"A team consists of people under pressure to do their best. Conflict is natural and the team needs to know how to deal with the conflict and have resources to draw on when needed."
Natural Conflict in Teams: The episode discusses how conflict is a natural occurrence in teams, especially under pressure. This pressure can be constructive and lead to better performance if it's oriented towards clear goals, such as achieving Sprint and product goals in Scrum.
Healthy vs. Unhealthy Conflict: They emphasize the difference between healthy and unhealthy conflict. Healthy conflict focuses on problem-solving and can be beneficial, while unhealthy conflict, which can escalate to personal fights, is detrimental. The key is to maintain focus on solving problems, not winning arguments.
Role of Scrum Values in Managing Conflict: Scrum values like commitment are highlighted in managing conflict. These values support positive, natural conflict oriented towards team goals and problem-solving instead of destructive fights.
Team Dynamics and Conflict Resolution: The hosts discuss the importance of recognizing when a discussion is veering away from productive conflict and turning into a personal fight. They stress the importance of team members being able to intervene, reset the focus on the problem, and avoid stubbornness in pursuit of being right.
Balance Between Agreement and Conflict: They conclude that while conflict is necessary for progress, it needs to be balanced. Neither constant agreement nor continuous fighting is beneficial. A good Scrum Master, product owner, or team member should help maintain this balance, encouraging healthy conflict while preventing fights.
👉 Follow our journey through all 15 insights in Ken Schwaber's white paper, revealing the enduring relevance of Scrum principles.
💬 Share your perspectives in the comments and remember to like and subscribe for more in-depth Scrum discussions. 🔔
🔗 Here is the original white paper: https://www.verheulconsultants.nl/ScrumIsHardandDisruptive.pdf
🔗 Join Ryan & Todd's Scrum.org course: https://buytickets.at/agileforhumansllc
Explore more:
📖 "Unlocking Business Agility with Evidence-Based Management: Satisfy Customers and Improve Organizational Effectiveness" on Amazon -- https://amzn.to/4690qJy
📖 "Fixing Your Scrum: Practical Solutions to Common Scrum Problems" on Amazon -- https://amzn.to/46dAQTC
✅ Subscribe to this channel for Agile, Scrum, and Kanban insights: https://www.youtube.com/agileforhumans?sub_confirmation=1
🌐 Connect with Agile for Humans:
📘 Website - https://agileforhumans.com/
🐦 Twitter - https://twitter.com/agileforhumans
🔗 LinkedIn - https://www.linkedin.com/company/agile-for-humans-llc
🔍 The Evidence-Based Company - https://theevidencebasedcompany.com/
📧 Email - ryan@agileforhumans.com
Learn more about your ad choices. Visit megaphone.fm/adchoices
8 min