100 episodes

Agile Coaches' Corner shares practical concepts in an approachable way. It is for agile practitioners and business leaders seeking expert advice on improving the way they work to achieve their desired outcomes.

Agile Coaches' Corner Dan Neumann at AgileThought 

    • Business

Agile Coaches' Corner shares practical concepts in an approachable way. It is for agile practitioners and business leaders seeking expert advice on improving the way they work to achieve their desired outcomes.

    Change Fatigue: Is It OK to Pause the Continuous Improvement Journey? with Eric Landes

    Change Fatigue: Is It OK to Pause the Continuous Improvement Journey? with Eric Landes

    This week, Dan Neumann is joined by a colleague, friend, and Professional Scrum Trainer, Eric Landes.
     
    In this episode, Dan and Eric are answering a listener’s question that arises from an episode in which Change Fatigue was discussed; the listener wants to hear more about cases observed of Change Fatigue in Teams and Organizations and how they can be dealt with. They wonder if it is ever OK for a team on the path to Agility to say: “We made a really good progress; let’s take our foot off the pedal of continuous improvement and just cruise for a while!”
     
    Key Takeaways
    ● What does Change Fatigue look like?
    ○ One-week sprints can exhaust Teams; speed is good but the Team’s engagement is a priority.
    ○ The retrospective after a Sprint is designed to be a moment to take a step back and reflect, maybe celebrating what is working well as opposed to meaningful process change.
    ● How to avoid Change Fatigue?
    ○ A way of avoiding Change Fatigue is by hosting the retrospective after a Sprint in another setting where the Team can unwind.
    ○ Try to change the mood, promoting a fun and easy atmosphere.
    ○ Think of places where you can give your Team a little rest and also listen to your Team’s suggestions about where would they like to go for a little relaxation.
    ○ The change might be needing to pause on changing.
    ● There is a potential of doing Change wrong.
    ○ Change is done wrong when you’ve lost the ability to deliver.
    ○ In Scrum, when you bring changes on they can only be one or two into a Sprint.
    ○ Ask yourself: Is this change effective?
    ● Apply, reflect, and adjust.
    ○ You not only have to be constantly doing!
    ○ It is OK to rest (by the way, it is needed!)
    ○ Every task is in a series; just work on one at a time. Don’t worry about the whole thing, just about the next thing.
     
    Mentioned in this Episode:
    Listen to Episode 53: “Why Should Scrum Teams Continually Improve” where Change Fatigue was first discussed
    Agile Retrospective: Making Good Teams Great, by Esther Derby and Diana Larsen, with forward by Ken Schwaber
     
    Want to Learn More or Get in Touch?
    Visit the website and catch up with all the episodes on AgileThought.com!
    Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

    • 27 min
    Agile Missionaries vs. Agile Mercenaries with Buyi Kalala

    Agile Missionaries vs. Agile Mercenaries with Buyi Kalala

    This week, Dan Neumann is joined by Buyi‌ ‌Kalala‌ in today’s episode to explore the differences between Agile Missionaries and Agile Mercenaries, considering a missionary someone who is there to help and assist the team on its journey, and a mercenary, who is paid to “hit,” who can reinforce misconceptions, and even execute tasks that are not coherent with the Agile Values and Principles.
     
    Key Takeaways
    Agile Missionaries vs. Agile Mercenaries. Assist the organization in knowing what they don’t know, leading them into a new direction, a new way of operating. Sometimes organizations put all the responsibility on the Agile Coach when in fact it is their transformation, not the Coaches. The reaction to change. Planting the seed takes time, organizations need time to process and digest change. Sometimes there is resistance to change and in other cases, there is change fatigue. Sustainable change comes after a time-consuming process. Well-taken decisions will be celebrated while poor actions will also be exposed. Mistakes in the Agile Journey are opportunities to pivot. Sometimes it is easier to identify the “wrongful” behaviors rather than having the ability to catch the right decisions to be able to encourage them. Focusing on potentials and possibilities is the way to highlight the behaviors that are aligned with the Agile Culture. One-on-one conversations are crucially important. Introverts can have a hard time dealing with the face-to-face approach. Showing interest in the other person is necessary to achieve a common goal and be successful together. Think outside of the box and try to connect from the other person’s perspective. Practice patience and be curious (instead of judgemental).  
    Want to Learn More or Get in Touch?
    Visit the website and catch up with all the episodes on AgileThought.com!
    Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

    • 17 min
    2022: Getting Agile Teams Off To a Good Start with Quincy Jordan

    2022: Getting Agile Teams Off To a Good Start with Quincy Jordan

    This week, Dan Neumann is joined by a repeated guest, Quincy Jordan. Today they are talking about the vital importance of getting Agile Teams and initiatives off to a good start.
     
    In this episode, they discuss the things that need to happen outside the Teams and that also need to involve them, what elements are required to support the Team and what to expect from them. Listen to this episode to learn more about how to support a Scrum Team to have the best start possible.
     
    Key Takeaways
    Management should support the Team in its efforts to deliver something of value to the organization. Sometimes a Team needs mentoring that comes from outside the team. Establishing Team working agreements. Teams need to have working agreements to help establish guidelines about how to do the work and communicate as a Team. Conflict will happen; that is why rules of engagement are necessary to anticipate the way in which a team will address those potential conflicts. Leveraging emotions in conflict resolutions is needed; emotions cannot be removed from a human experience. Why do we care for getting off to a good start in the first place? Awareness: A team needs to know why they are endeavoring in a particular project as well as they need to know what is the benefit and who is benefiting from the work. It is important for those on the front line to really know how their work ties to the topline business objective; this is the way for them to see the value of the work that they are doing there. Quincy and Dan talk about the critical aspects in launching a Team, which are covered by the methodology for change managing called ADKAR: Awareness, Desire, Knowledge, Ability, and Reinforcement. The facets of getting off to a good start. After working on the Awareness it is necessary to make it clear how the Team is going to communicate. There is a benefit to anticipating how we are going to reward behaviors that we want to perpetuate. .
    Mentioned in this Episode:
    Coaching Agile Teams: A Companion for ScrumMasters, Agile Coaches, and Project Managers in Transition, Lyssa Adkins
    Blog post by Esther Derby: “Building Effective Teams: Miss the Start, Miss the End”
     
    Liftoff: Launching Agile Teams & Projects, Diana Larsen and Ainsley Niles
     
    Want to Learn More or Get in Touch?
    Visit the website and catch up with all the episodes on AgileThought.com!
    Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

    • 27 min
    Agile Change Part 2 with Adam Ulery

    Agile Change Part 2 with Adam Ulery

    This week, Dan Neumann is joined by Adam Ulery to continue the conversation in regard to Organizational Change. In the previous episode, they discussed the first two steps proposed by the ADKAR Model for Change Management (Awareness and Desire), and today they follow with Knowledge, Ability, and Reinforcement.
     
    Key Takeaways
    What does Knowledge Building look like? Training and education are needed to help people get the knowledge they are going to need to be successful in this change. The mindset component is a major part of an Agile Transformation; this mindset involves a different way to approach business and the delivery of a product. Dan and Adam talk about the “Follow the rules” approach. There has to be some knowledge acquisition before “learning by doing.” Formal training is very helpful (videos, books, classroom training). A potential pitful is not giving adequate time or resources to allow the knowledge acquisition to really take place. See one, do one, teach one. When someone teaches others they start to learn what they are teaching in a better way. Knowledge and Ability are tied together. Knowing something needs to go along with being able to do it. Acquiring more knowledge and improving abilities grow together. Feedback is crucial to increasing someone’s ability to solve a problem. Failing safely is part of learning. Adam and Dan share on gradually increasing knowledge and ability from an enterprise perspective within a safe environment that fosters change. The Reinforcement piece. Celebrate examples of the change. Be happy and excited about the change. By reinforcing you are creating more awareness! Rewarding people is necessary. (Bonuses matter!) Public celebrations and peer-to-peer recognition are effective ways of reinforcement.  
    Want to Learn More or Get in Touch?
    Visit the website and catch up with all the episodes on AgileThought.com!
    Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

    • 37 min
    Christmas Eve: A Time for Awareness and Desire Leading to Agile Change with Adam Ulery

    Christmas Eve: A Time for Awareness and Desire Leading to Agile Change with Adam Ulery

    This week, Dan Neumann is joined by Adam Ulery to accompany you on Christmas Eve in an Agile way. This time of the year is for reflection, to be grateful about the blessing of the year as well as a time to think about what wants to be changed and improved.
     
    This episode is the first of two where Adam and Dan talk about organizational change management and present the steps involved in the ADKAR Method: Awareness, Desire, Knowledge, Ability, and Reinforcement as they dive deep into the first two steps: Awareness and Desire.
     
    Key Takeaways
    Annual goals or New Year’s resolutions? Time for reflection and forward planning. New Year’s resolutions tend to be pleading kinds of decisions and they tend to be abandoned during the year. Organizational Change Management. Real change management is needed to achieve effective change. ADKAR Method: Awareness, Desire, Knowledge, Ability, and Reinforcement. Waterfall Project Management. If you don’t understand the change or the need for it, you won’t support it. What is the nature of the change? People really need to understand why the change is necessary (Awareness). Top leadership needs to communicate how the change is aligned with the direction and the strategy of the company. What are some ways of building Awareness? There needs to be Awareness of the nature of the change. Marketing people can be in charge of the communication of the change as well as HR. In-person events are important to communicate change. Awareness building even before there is a brand to build. One-on-one conversations are useful to anticipate the change coming. Awareness is the key first step (and it’s surprising how often this step is skipped). Desire: Why should I change the tasks that I do on an everyday basis? Dan tells a professional experience about change, awareness, and desire. Long feedback loops are obstacles and cause struggle; shortening them provides tremendous value. How can you build desire for people “in the middle”? Help them think about their personal goals, ambitions, and aspirations and explain some of the benefits involved in the upcoming change.  
    Want to Learn More or Get in Touch?
    Visit the website and catch up with all the episodes on AgileThought.com!
    Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

    • 33 min
    Agile Santa Christmas Special with Hal Hogue, Misi Eyetsemitan, Alba Uribe, Rosemary Atanga, and Jesus Gerardo de la Fuente Garcia

    Agile Santa Christmas Special with Hal Hogue, Misi Eyetsemitan, Alba Uribe, Rosemary Atanga, and Jesus Gerardo de la Fuente Garcia

    This week, Agile Santa (Dan Neumann), your host, is joined by Hal Hogue, Misi Eyetsemitan, Alba Uribe, Rosemary Atanga, and Jesus Gerardo de la Fuente Garcia in this very special Christmas Special. Agile Santa is taking some Christmas requests from these very special coaches as well as listening to what they are grateful for about this year’s work.
     
    Key Takeaways
    ● Gerardo tells Agile Santa his favorite part of this year’s work and what is on his Agile Santa list.
    ○ Having a global and multicultural team.
    ○ Team members have served their stakeholders, delivering value and outcomes, and also used the Sprint Reviews to showcase their work.
    ○ Gerardo wishes to be better at story mapping.
    ● Hal talks to Agile Santa.
    ○ Hal is grateful for working with people, getting involved with Agile teams, helping them understand the way behind the tasks they are working on, and growing as individuals, as teams, and even helping entire organizations with their own Agile Transformation.
    ○ Hal confesses that he struggles sometimes with being judgmental, so he has been reminding himself to be curious instead.
    ○ Hal wishes he could know his clients and coworkers personally, on a more human level.
    ● Elf Misi presents Coach Alba who shares her wishes with Agile Santa.
    ○ Alba wishes to have organizations embrace an Agile Mindset, understanding all the value that Agile can bring.
    ● Elf Misi introduces Rosemary to Agile Santa and she shares her Christmas wishes with him.
    ○ Rosemary has been a good coach, looking after everybody on her team, making sure they are doing what they are supposed to do, and giving them the support that they needed.
    ○ Rosemary wishes Agile Santa makes real all the outstanding things Agile Teams are waiting to happen.
    ○ Rosemary asks for consistent encouragement and motivation.
     
    Mentioned in this Episode:
    Agile Team Building Activity
     
    Want to Learn More or Get in Touch?
    Visit the website and catch up with all the episodes on AgileThought.com!
    Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

    • 27 min

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