Why Guidebooks?

 

The Product Owner Guidebook

 To all my well-wishers, connection, readers and followers!!

You have been upholding me so far in all my endeavors. Without all of your input, recommendations, and guidance, it would be difficult to achieve book writing work.

I am able to compile my fifth book; this book will launch in December. To feed our observation to the publisher, please recommend which book cover expresses remarkably attractive & appealing.

</> Please choose A or B or C

Many thanks for your kind guidance and support

EGO trapped

You are in EGO trapped when you have below symptom:

• You are overlooking the negative comment.

• Submerged into positive feedback! People can use this

superficial flattery to appeal to your ego and, finally, influence

your decision-making in order to benefit themselves or their

business.

• You love control; you feel wonderful when you exercise this

power

• You know everything and no need to change anything. You are

not welcoming any fresh suggestions.

• You do not walk the talk,

• You always walk with “yes sir” people. You choose to walk with

them as they listen to you and accept you.

• You do not like to receive criticism if someone wants to share

with you You think you have all the answers in the room, and nobody

knows as much as you know

• You demand people follow you

• You lost in touch with the latest happenings and you live in

your own best world

• You love to receive 1000 likes on Facebook, if it less, you feel

sad!

• You are worried about how others will read you! You work for

others to get acknowledged

• You benchmark yourselves with others always

• You are living in the past, carrying past and worry about the

future

• You judge the individuals based on their action

• You communicate with others to impress them

• You take yourself seriously

• You need individuals to be around yourself to acknowledge

your contribution

• You want to win at any cost and always right

Coaching & Mentoring tips:

As Mentee or coachee, I adhere to these below points

A) As a Coachee, I understand the purpose of our meeting

B) As a Coachee, I understand what I am going to discuss

C) As a Coachee, I am prepared and share all the challenges and progress I am making

D) As a Coachee, we discuss together to measure the progress

E) As a Coachee, I devote my times to demonstrate dedication and commitment

F) As a Coachee, I look for feedback which can help me to experiment, study and reflect

G) As a Coachee, I openly discuss what is working and what is not working and we agree to course correct

H) As a Coachee, we identify the development areas and work upon on those

I) As a Coachee, I comment about the openness, a trust created in our discussion

J) As a Coachee, I share my feedback about my coach/mentor

K) As a Coachee, I ensure I cancel the meeting well ahead and the same action admitted from the Coach/mentor side

L) As a Coachee, I ensure our relationship maintained and we work together to improve the same

Why I am not enthusiastic to support you?

“No one can whistle a symphony. It takes a whole orchestra to play it.” — H.E. Luccock

What we have learn why people do not collaborate in initiatives?

When the team is performing in the higher unknown unknown area, the only means we have is to deal with the unknown factors, which is through collaboration and experimentation. We co-create the solution with many teams.

This is one of the dominant issues in most of the teams in today’s organization, specifically in legacy enterprise.

Why so?

From what we have witnessed, there are a few top issues

Tribe leader Anurag is a passionate leader who has been holding this position for a long time. This tribe is one of the essential for the banking application stacks team that is managing. He wants to succeed in this role. He has grown in the last few years on the corporate ladder.

Missing compelling purpose: In his tribe, 15 squads are working on diverse projects and products. The conflict among these squads is very high. Many coaches are engaged with this tribe to improve the ways of working. Customer complaints are high. Anurag is not amenable to dealing with the reality. He is not comfortable facing it. He is a bold leader but not equipped for collaborative ways of working.

Our coaches were helping Anurag and his product owners to do a workshop with a different setup to ensure collaboration elements become norms in this tribe. They tried such attempts for more than 6 months to make this habit norms. It worked to convey a unified message to all the teams consistently. There are fallbacks but right persuasion the unified message came back to routine.

One major point, we realize, is that an obvious, compelling purpose for the transformation is one of the major causes we bring out from our many conversations with many team members. Team members were not finding any reason to collaborate.

The Leadership team is excessively busy with their meetings, so no time to connect with the Squad members. There is no common platform or any cadence to talk about progress. Open communication with all the team members was a significant issue.

Though Scrum events are going on like rituals, there is something missing. Team members are not able to connect to all the different releases and their actual benefits. The demos are not connected among teams as a result, team members do not feel why they should be part of the tribe! Most of the leadership teams are showing emotional outbursts as the pressure to delivery is there. The shared purpose is that one of the items is pending for a long.

One size fitting was another issue! Other tribes are doing certain practices, so “cut and paste” those practices is a failed attempt. Team members are not owning, as it is not their solution. It does not resonate with the team members. The leadership team is asking why there is no result coming as the new approach has been tried! Everything has been injected as per text but not showing the outcome. Product owners, with the support of Coaches, began building a working agreement; when do we say we are successful and what we can do together to accomplish this. We will all commit to this agreement. It did work!

With the help of coaches, constant reinforcement has been provided to abide by the agreement.

The products teams are working hard; it is also new AI and data analytics work area. Most of the time, team members are struggling to solve such problems. There is no moral boost to try something new in the team. That is one of the tough parts, leaders are only saying we have to do this, do that, but not understanding many real challenges. Many consultants are hired to solve this problem, but cost parameters are increasing. Leaders are also concerned about this. There is a blame game that is high when things are not working on such an assignment.

Mutual respect is one of the keys in such a condition as subjects are complex. Several times in the meeting, it has been observed that individuals are not adhering to this. It is complicating the situation. There are several social events conducted to address this issue, but things have not improved. Whatever little progress individuals are getting, they want to grab that! As a result of that, teams are not helping each other. Individuals are cautious about snatching credit. Anurag did of office workshop on this with the leadership team. Many cultural issues came out in the organization.

Grabbing each other’s credit is another issue! An action plan was taken with the director of the unit. HR was also involved in this situation to address this competition culture which spoils the whole collaboration ambient. Things have started showing slight improvement as HR and leaders are actively addressing this situation.

There was a separate recognition construed as a best “collective intelligence” team, where many data points were collected to demonstrate the collaboration. The Squad “data sync” has got first this award as the team members demonstrated many such traits of collaboration thought which they solve many complex problems. They shared their stories with many team members.

For Anurag and his team, it is a continuous journey of several years to bring about some kind of collaboration among all his squads. Many communities were established to ensure the recommended mindset grows into the tribe; individuals can visualize the happening across so that they can look at the walk the talk by all team members.

There are a few key takeaways:

• Invest time for collaboration, it takes time to identify the unknown, be patient, and keep discovering the unknown with your team.
• Successful collaboration involves a cooperative spirit and mutual respect. Let us guard down a little and extend a little bit of vulnerability. Acknowledge that our ideas may not be the finest ones
• Give credit to all the team members when it is deserved.
• Be an efficient facilitator and facilitate various collaborative conversations
• Identify team impediments and fix those hurdles with the support of team members
• Build a working agreement with many parties and ensure team members follow those.
• Ensures that we continue to build a relationship with other departments and teams, covering our team. Enables our team members to associate with many teams and team members
• Help the team to diminish conflict. Good conflict resolution skills, such as empathy, negotiation, and settlement enable teams to minimize team conflicts.
• A belief that collective intelligence is the strongest. A collaborative mindset team’s recognizes that the finest ideas and solutions come from an array of sources.
• Let us build a community of individuals who learns from each other by sharing many things, including challenges.

You will discover more such knowledge in my fourth book on “A Guidebook of Coaching High-performance Team” which is showing up in January 2022!

Blue or Red Pill or Both?

 

A story share with....

One of my architect friends told me a remarkable story. He was working for a medical software company. His software was going into the ultrasound machine. He was seeking growth and hikes, but he was not getting the same in his current assignment! He was frustrated for a couple of years at his work. Once his wife got sick and she had to be taken to the hospital, and surprisingly, the ultrasound machine used in the hospital, it was the same product that he worked on a few years back! To his astonishment, he knows the work he did for the product was not producing the ultimate result!

If he was knowing that one day the same machine would be used by his own people, he would have done a better job, which would have produced an awesome outcome!

Moral of the story: It is the attitude towards the life we demonstrate. Every day is a unique opportunity to make the world a bit better place to live. Today will never come back! Live a life that is worth remembering afterward proudly.

The Agilist's Gudiebook : Comment from Rohit Joshi

 https://www.linkedin.com/pulse/glimpse-agilists-guidebook-reference-organizational-agile-rohit-joshi/?trackingId=RKr166mnSc2qlEXADpKoVw%3D%3D

What is our Marketing Strategy to illustrate our product to our end users?

“Nothing happens until a sale is made.” Thomas Watson, IBM

A tale to share with you all!

In my childhood in the Northeast state of India, named Tripura, where I resided in the capital Agartala, one lady always used to sell homemade Ayurvedic medicine for various pains.

Every day she managed to appoint one manual rickshaw puller, which was the sole means of transportation in the 80s in small towns!

The rickshaw puller was used to carry the medicine basket, and the announcement speaker & Mike, strolled around the different lanes and central boulevard.

I still distinctly remember those messages.

I have checked after so much advancement in our society and the same Ayurvedic medicine selling trend going on with next-generation, still carrying the same traditional business model.

She has also one small shop at the central marketplace, where she has placed a banner of “Recover from all-types pains through Ayurvedic Homemade medicine”. Nowadays we call this an Advertisement!

She was carrying a small box of medicine with the microphone on a human-pulled rickshaw puller into the numerous streets of the town, which is nowadays called Promotion!

People comment sometimes about her medicine in not-so-famous local newspaper! Nowadays we call it Publicity!

The same individuals also share about her medicine, nowadays we announce it as a Public relations. She has many such core buyers who are always benefiting from those medicines!

She does Sunday discount announcements at her shop where her family members explain various benefits of the medicine with the free sample and many families also purchase more such medicines, including my family! This is nowadays called Sales!

She is not MBA from any college in the 1980s,(she might be at that time in her 50s) all these she is working out with her wisdom and intuition!! We call it nowadays Marketing!

This became her marketing strategy to sell Ayurvedic medicine! How many bottles she will produce in Summar vs winter. How many categories of plants she has to procure that year is a marketing strategy!

Hiring one manual rickshaw puller or two, running to a significant route or narrow pathway to sell medicine, this is called Marketing Tactics in today’s dictionary.

It is nice to recall her approach and read all these aspects in Marketing Books!

I am finding at the team level where the team is forming new products and their features, they need to do an analogous type of strategy and tactics to captivate the end-users for initial feedback and enhance the product quality. Nothing will take effect automatically.

We require you to have a Market strategy and marketing tactics!

Skill Development

 

Scrum Master

 

Coaching Book which has helped me a lot?

I have been reading a book for the last few days. The name of the book is

The Tao of Coaching: Boost Your Effectiveness at Work by Inspiring and Developing Those Around You by Max Landsberg

This best-selling classic was originally published by HarperCollins in 1996, and is practical, pragmatic, and - like most perfect ideas - seems to be presenting the obvious.

This book is written like a short story and aimed at managers who choose to develop themselves as coaches and mentors.

It gives brief and precise information about the coaching process, the motivation of employees, earning trust as a coach, and mentoring.

It is an incredibly short read, we can finish the book in a couple of hours.

The reader observes the progress of a young manager, Alex, as he strolls his progress through an organization, learning valuable coaching lessons along the way.

Each chapter focuses on a specific area of coaching, which is then summarized in a textbook format at the end of the chapter.

This book has just 117 pages! an extremely simple and marvelous book for Coaching.

Awesome book about coaching others. The practices may be useful for coaching our self as well. The volume is magnificent because of several reasons:

1. It is brief. Really. 117+ pages about everything we require about coaching.

2. It is intensely practical - each chapter has tested and “hands-on” suggestions we can implement in our career.

3. It is descriptive - each chapter has an awesome before-picture which sets up the reader’s desire for the later chapter. And what is indeed more magnificent - the book is one story about a gentleman in a company and his challenges throughout his career. Good dialogues and stories will make us remember.





Take-Aways

Good coaching means enabling employees to reach at results with direction, not instructing them what to look at.

Coaching yields pay off to the coach, consisting of a better customer and client relationships, a stronger team, a better ardent following, and enhanced self-awareness.

Effective feedback sticks to specific observable facts according to the acronym “AID”: “Actions,” their “Impact” and the “Desired” outcome.

Organize your coaching session according to the GROW acronym: “Goal, Reality, Options, Wrap up.”

Tailor your coaching style to fit an employee’s “skill and will to accomplish the task.”

Determine what factor most motivates your employee and build on it.

Focus your coaching on the Organization's strategic and operational objectives.

If you are being coached, don’t ever get defensive, just express gratitude, and do what the coach says.

Take “voluntary, visible, irrevocable, and specific” steps to accomplish your goal.

When coaching higher-ups, remain positive for the initial few sessions.

20 Lessons

1. “You Can’t Be a Leader Without a Following”

2. “Ask Questions – Don’t Just Tell”

3. “Receiving Feedback Means Active Listening”

4. “Coaching Also Benefits the Coach”

5. “Guide – Don’t Judge – When Coaching”

6. “Organize Your Coaching Sessions Well – Start in the Correct Direction”

7. “Great Teams Overcome Differences in Styles of Working”

8. “Overcome Your Coaching Blocks, or You Will Never Delegate”

9. “Instant Payoff’ Coaching Can Work, Though Only If Delivered Well”

10. Evaluate “Will, Not Just Skill”

11. When an Employee Hesitates, “First Build Trust”

12. “You Can’t Motivate Others if They Can’t See You”

13. “Take Time to Anticipate Cultural Differences”

14. “Know How to Set Up Teams Well”

15. “Use the Power of Questions that Reframe”

16. “Coaches Work with Observable Facts, Not Just ‘Gut Feel’’’

17. “Providing ‘Upward’ Feedback to the Boss Can Have Its Benefits”

18. “Become Eloquent in the Language of Setting Goals”

19. “Mentor Someone and Be Mentored”

20. “The Effects of Your Coaching Can Be Even More Powerful than You Imagine”

Please add if I have missed anything. Let us follow through and create an impact in people's life.

Book Comments

 

Book Comments from Balaji : 22nd April

 

Effective Feedback: Are We doing Enough?

Providing Feedback is also an art and it requires preparation to master this skill.

Feedback is central to develop a High-performance team.

Providing constructive feedback is essential for team member’s advancement.

Feedback is essential to preserve the best performance and also to correct poor performance.

How do leaders or individuals make this feedback communication ease?

“When performance is measured, performance improves. When performance is measured and reported back, the rate of improvement

accelerates.” --Thomas S Monson

Leaders have to do homework before distributing any feedback.

Feedback evolves based on the below questions

What team members are performing excellent and what team members doing poorly and need direction?

What behavioral aspects not align with the organizational mandate and call for changes?

What is the maturity of the employee and what is the expectation?

Are there any organizational barrier which blocking employee performance?

How does employee behavior influence overall team performance? How urgent such performance to deal with?

What is the consequence of exceptional performance and Substandard performance?

How should we communicate the Feedback to any employee?

Look at the brighter side of the individuals. It’s easy to convey improvement feedback when 70% of the communication says with the finest things employees are doing.

When communicating the feedback related to the employee performance Improvement, better discuss the process to be improved. It is better not to criticize the individual.

Sharing the big picture before presenting any significant feedback. An employee should be able to connect with the improvement feedback and big picture. It is crucial how we articulate improve feedback to the employee so that they receive in a constructive manner for the improvement.

Every feedback is invariably attached to the context. It is advisable to focus on the context while talking about the improvement points.

As body language also conveys the message, while giving improvement feedback it is significant to demonstrate the appropriate body language. Body language conveys genuine improvement of the employee always welcome. It is How we say is essential than what we say.

Improvement feedback communication should be always conveyed such a way that asking for employees comment, Example "this is what I feel, what do you recommend", etc.

Provide feedback from an unbiased person’s point of view. It is up to the individual if he/she is willing to enforce those changes or not.

It is essential to mentor team members after providing feedback. Discuss the option of improvement.

Once improvement feedback shared, review the action plan and timeline

The old saying, “The squeaky wheel gets the grease”

Feedback preferably should be in a face to face and elaboration discussion is better. Feedback is not encouraged to be written in a document/mail transaction where the situation can not be explained in an appropriate manner.

Let us exercise those when we convey vital feedback to the employees.

UnCoachability!!

How to identify the individual in uncoachable?

Have you come across in your coaching engagement some individuals who are uncoachable, after several attempts those individuals will not transform a bit!

How do you identify the uncoachable aspects?
"Coaching is 90% attitude and 10% technique." - Unknown

An uncoachable individual will demonstrate below symptom

a) Coachable individuals are humble and understand the utility of seeking absolute Truths. They embrace ambiguity, uncertainty. The uncoachable individual pretense that they know everything.

b) Coachable people will be curious and willing to learn is remarkably high. The uncoachable individual always considers that they already know it! They are not susceptible to experimenting with anything fresh or eager to learn in nominal.

c) Coachable people recognize that expertise comes solely through practice, and failure is part of learning. In a process, the coachable people built resilience. Uncoachable people fear failure, fear criticism so they will not try anything new, as well they will not fail!!

d) Coachable individuals own their learning. They take accountability for their prosperity & growth but uncoachable people do not think similar. They will not seek something different, so they will not be able to pick up anything new. They will not take accountability for their advancement.

e) Uncoachable individuals do not show gratitude. They do not appreciate it when they receive help from others. They mostly think about themselves and never think about others.

f) Uncoachable people never consider they are responsible for any outcome, they find fault in others and mostly say others, that others are responsible for the situation.

g) Uncoachable people get defensive and upset when confronted with the smallest piece of constructive criticism.

h) Uncoachable individuals are not thoroughly self-aware. They are not aware of their strengths and weaknesses. They are not enthusiastic to improve the gaps as they are not self-aware. They do not want to change or accept any feedback. They are emotionally weak.

i) Uncoachable people are not ready to become vulnerable. They will not accept that they are worthy. They feel that they will not be able to handle the situation.

j) Fear is a natural and essential part of learning and growth. Uncoachable individuals will not go out of their comfort zone. Their anxiety will be so high which will stop them to try something new.

The “un-coachable” individual is mostly a finger pointer, blaming teammates, organizational policies, weather conditions, or even the alignment of the sun, moon, and stars whenever things go awry!

Deep down, the “uncoachable” Individuals, is an emotionally wounded child.

Scrum Master as a Servant Leader

Happy Holiday Sale!!

 

Thanks for preferring my books! My readers are buying daily one copy of my books! I am grateful to all of you to show up confidence about these products and affirming these products are offering value to your career! Thanks for spreading the products......I know many of my readers recommended to read my books to others….

Negative Emotions: How to deal with Team Coaching?

Emotions are biological states associated with the nervous system brought on by neurophysiological changes variously associated with thoughts, feelings, behavioral responses, and a degree of pleasure or displeasure.

Feelings–Emotions are identified as preceding feelings, which lean to be our reactions to the varied emotions we encounter.

Feelings occur in the neocortical regions of the brain and are the next step in how we acknowledge our emotions as an individual.

One of the more popular psychological theories of emotions is Robert Plutchik’s Wheel of Emotions.

Plutchik (1980) stated that there are eight basic emotions: joy, trust, fear, surprise, sadness, anticipation, anger, and disgust.

Anger, frustration, fear, and other “negative emotions” are all part of the human experience. They can all lead to stress and are usually observed as emotions to be avoided, ignored, or disavowed. Nobody wants to accept uncomfortably, so it is legitimate to prefer to evade these feelings, and the menaces of unmanaged stress are real.

Some of the questions which we desire to look for at the team environment to protect team member’s emotions are in balance.

The emotions aren’t always immediately subject to reason, but they are always immediately subject to action. WILLIAM JAMES

The questions to look for

1. How do we take care of the habitat so that negative emotions don’t get out of hand?

2. How does each team members handle his or her own negative emotions?

3. How do I and my team members respond to negative emotions when it arises?

Case No 1: If we find team members perform a costly mistake at work and leaders or Managers blame the workers and question his or her ability to do the job properly in public, this is the moment where you can coach those managers to reform the leadership style. Such Incidents trigger negative emotions at the team level.

Case No 2: If we find a team member who is about to make a presentation but thinks that it will go poorly and leaders/managers comment to the team members to make a good presentation no matter what, as the whole department depends on it, this is the moment where you can coach those managers to reform the leadership style. Such Incidents trigger negative emotions at the team level.

Case No 3: If we find Team members of a scrum team are likely inadequate to satisfy an approaching deadline for a critical project and managers/leaders express his/her frustration openly to them: “My reputation is on the line. I’ll be pissed if we don’t meet the deadline”, this is the occasion where you can coach those managers to reform the leadership style. Such Incidents trigger negative emotions at the team level.

Case no 4: If we find the Scrum team has delayed in finishing a scrum demo work because of a team member’s negligence. Highlight to the team that it was the one team member’s fault and managers/Leaders show frustration by shaking your head, sighing, and criticizing the worker behind his back, this is the moment where you can coach those managers to reform the style. Such Incidents trigger negative emotions at the team level.

Case no 5: If we find, team leaders and team members are disagreeing over work-related issues. The team members seem to be getting frustrated and annoyed and the leader is Keep emphasizing his/her point and take on an unfavorable expression, also Saying something is not respectful: “Whether you like it or not, this is how I want it. Maybe you still don’t realize it. Do I have to clarify it again?”, this is the occasion where you can coach those managers to reform the style. Such Incidents trigger negative emotions at the team level.

Let us watch for warning signs across the scrum teams we are coaching.

Do we find team members putting in fewer hours or less effort? Has engagement dwindled? team members are not showing up for important Scrum Events? Look for the team members’ resentments. Take a close glance at hard data and trends that can be signs of dissatisfaction and disengagement, such as late arrivals, absenteeism, and other such negative behavior.

When a complication originates, don’t put criticism on employees.

Try to attack the problem, rather than the Individuals.

Make sure team members have an acceptable workload, sufficient supports, and are recognized when it’s warranted.

Even Team members who are passionate and love their jobs can experience burnout.

Ensure everyone at your organization is equipped to provide and receive effective feedback and let employees have a voice in individual and team goals.

There’s nothing more discouraging than trying and failing to reach an impractical goal.

Demonstrate care and concern for your team members and their personal lives, especially in times of crisis, and help them reach organizational goals as a team.

Anxiety often arises from the fear of the unknown. Keep Team members in the loop with constant, appropriate, and transparent communication. Let Team members know it’s okay to ask for help and ensure they know how to access all the resources available to them.

As a coach, we have to manage emotions and it is critical in determining whether the outcome for the team will be positive or negative.

Research has found that people tend to regulate their emotions in one of two ways: suppression or reappraisal.

If Team members spend too much time dwelling on negative emotions and the situations that might have caused them, they could go into a spiral of rumination. Rumination is the tendency to keep thinking, replaying, or obsessing over negative emotional situations and experiences (Nolen-Hoeksema, 1991).

In this spiral of negative thinking, team members can end up feeling worse and worse about the situation, the result of which could be a number of detrimental effects to team member's mental and physical wellbeing.

There is a tension between Positive and Negative emotions which we need to balance in a team's ambient.

Let us push towards Postive side of the emtions to build better team.

Farmer Family Performance appraisal in a Village!

Once upon a time there was a farmer, his name was Panduraja!

He has 5 children, Jhooti, Bheema, Arjoona, Nakooola, Shooyaya!

Some of them are educated, some are only matriculation pass!

They had multiple acres of farming land. They have a large house with ponds and many domestic animals to looks after. Initially, they had a struggling life but over a period of time, they stabilized themselves.

But the Farmer Panduraja was in worry! Every year they discussed how they should share their profit. They have their own family but they reside together on the same premises. Most of the initial year they had a quarrel and tussle with the money distribution.

They had an expert professional friend who also happens to be their distant relatives and well-wisher. His name was Kris, who is a Ph.D. in Agriculture and professor HOD in a nearby college.

Every year this is a nightmare challenge for Panduraja,

How can he distribute the profit among his children so that they stay motivated and energized.

They should not break up their property and leave the premises where they reside together.

Panduraja often chats with Kris. Kris recommended using the Bell curve system to distribute wealth and profit.

Kris read that somewhere, and they tried for a few years. But it did not work out as it created a quarrel and division among his children.

All his children are working for a common goal. Their proficiency is different, and core competencies are diversified.

Nakooola was remarkably talented at selling the crops, milk, eggs, and poultry meat.

Jhooti was excellent at cultivating lands and growing crops.

Bheema takes care of distributing the cattle, goats to the city, and buying and selling those.

Shooyaya was taking care of the farming, fishing, and exporting fishery commodities.

Jhooti also was taking care of the account part with his father and track the balance sheet.

Everyone is contributing to some of the other aspects and occasionally when crops fail but other services take care of their profits.

All the five brothers do daily standup and monthly progress with the Panduraja.

They reskill themselves as the market changes, need changes. Ther wife also takes care of the textile and other handlooms, handmade items e.g. pottery, etc.

The million-dollar question is how do Panduraja distribute the prosperity which will cause everyone happy?

Kris comes out with One team approach where there will not be any bell but team outcome with impact-driven measurement. They have to increase the outcome and strengthen the bottom line. Based on the numerous feedback mechanisms from various stakeholders, the final amount will differ. Their fundamental wealth distribution calculation is more or less fixed, the % variation of wealth distribution is not substantial. There will be a special monitory award for exceptional performance.

e.g. once there was a bumper production of Mango and Nakoola could export mangoes abroad with his contact at a special price. That attempt has fetched significant profit, and he got special monetary gain. Due to crop failure one year, everyone takes the loss amount, but due to the fish & poultry market, they could all get the benefit of this.

They watch out on a periodic basis and manifest on what they should promptly do to minimize the damage and maximize the profit.

So with the Kris guide, Panduraj could able to balance the equal distribution of wealth looking at the performance award one was doing better to expand the business outcome. Special recognition of monitory distribution happens when such spike benefits happen when the performance was done by going beyond the defined boundary.

This ownership model was working fine with the farmer family.

Now, Panduraja extended such a model with other families of the village. It motivates all the family members to put in their finest effort as they are merely gaining the profit. If they suffer a loss, it is absorbed by the other gains avenues. Now it has been one decade they are following this model.....

This Self-driven, Self-organized, shared purpose, outcome & impact, Value generation, one team-driven mindset enabling them to maximize the profit margin. Shareholders are also happy as they get their due service.

Do you think there is no conflict, no dispute, it is always there, but they are resolving all these to stay relevant in the market.

After Panduraja died, they keep Kris & their mother as their final authority to take the final call for any decision making. It was a democratic approach, but decision-making was taken by the Kris and their mother based on the data.

Improving Remote Team Collaboration

Improving Remote Team collaboration ?

When we look into the team collaboration during a pandemic, three things look like need to strengthen the team context and it is showing the better result for most of the teams, 

What are those? 

Building Trust

Creating a shared purpose

Building relationship among team members

First and foremost is, how the Trust factors are in place.

One Harvard study showed at just how effectively employees at high-trust organizations function and feel compared to employees at low-trust organizations, and the results are incredible. High Trust Organization employee contribution is higher!

Some of the factors which promote trust and need to concentrate on remote team members.

1. How well reliability factors are in place among team members? Can they depend on each other on various challenging times? Are they supporting each other to fulfill the common objective?

One of the fundamental ingredients to building trust among team members is to uphold each other at various up and down of the team members Journey. Let us focus on this.

Let us make this a number one rule

2. Accountability: Every team member should be accountable for whatever portion they are performing on. Nobody should be overloaded and nobody should feel that they are merely holding the maximum load. Every team member should put their finest effort to assure they are contributing to their highest level based on their capability.

3. Transparency: Share information openly with the team members. Work schedules, project growth, and task status should be accessible to all members at any stage. Everyone knows why we are selecting on what explanation? There should not be anything hidden.

4. Social activities: There should be an occasion, where every team member is discussing other than work. some moment where team members are exchanging their favorite topics, which promote the team to know each other better. A dedicated session or part of the session to be spent on an informal conversation.

5. Commitment: Commitment leads to trust. Plainly stated, if a team member guarantees to work out or demonstrate something, that individual should deliver on that promise. Gain commitment to taking care of the goals established by the team leader. Team members require to be committed to meeting deadlines because they have an understanding of the underlying strategy and how their individual tasks map into it.

6. Open communication: Apply many channels to associate with the team members. One-to-one to the conversation, group discussion, group chat, one-to-one chat, etc means. Ensure all the ambiguity clarifies and we are on the same page. Set the intention clear and establish team members to understand all these

7. Manage conflict, One of the critical to assure to enhance trust is to handle conflict productively. As a Leader or team members, we require to take care of our conflicts in an effective way. Handle any type of disagreement in a stronger manner so that all team members understand what we are accomplishing and why we are doing so.

Building shared purpose:

Success starts with an explicit and shared purpose, a vision of how that purpose will look when attained, and determining outcomes to accomplish that purpose. A competent team achieves concrete, complete results.

Without a shared purpose, virtual team members could simply concentrate on local tasks and interests while excluding joint endeavors to obtain organizational objectives.

One of the powerful steps for a remote team to establish is to build the team's shared purpose. We all require to recognize the impact of what we are creating because of our deliverables.

for that, we have to

1. Finding meaning for our work. How our contribution is leading to produce an impact? How the numerous end user’s life will be impacted due to our job! how it will produce end user’s life make pleasant. Discussing this all simultaneously as a team and capture those points for subsequent reference.

2. The outcome and Impact, all the teamwork and collaboration result in the impact we as a company we are producing. When we realize the stronger end product, we choose to feel joy, we prefer to find out the significant picture and impact we are establishing in this full picture.

3. Link personal goals with an organizational goal and align. Let us ask questions about our personal goal and analyze how much those are aligned with the organizational goal. Whatever the differences are their let us work it out by reviewing it with the supervisors.

4. Inspire and influence each other, at a different juncture. Let us look for the opportunity to inspire each other, influence each other for the performance and journey we are passing through. We create an ecosystem which is inspiring and energetic to continue on.

Building a better relationship among team members working in a remote system:

The stronger relationship among team members facilitates the team to assist with a better outcome

1) Deep listening: Are we using 2 ears and one mouth! are we really listening. The better approach to connect with others is to listen and understand what others are trying to convey. Be vigilant, Paraphrasing, and summarizing whatever we have figured out. Let us inquire if we are not clear or need accuracy. The purpose of listening to understand better the others.

2) Empathesize with others: It is a prerequisite in the relationship that we understand how others feel and be compassionate toward them. Accept other’s thoughts and acknowledge their message. During conversations, concentrate your entire attention and time on listening then doing whatever you can so the individual feels understood. To accurately perceive his feelings, you can propose questions: “It rings like you’re feeling discouraged. Is that true?” Or, “Is it reasonable to tell that you’re feeling optimistic?”

3) Ask questions, Asking questions is a wonderful way for you to listen and let the other person share. They will feel closer to you when they have shared about themselves and you demonstrate you’re engrossed in what they have to respond. Then share something about yourself so the relationship develops into a two-way interaction that can help establish a bond.

4) Share stories, in the conversation, please share stories related to work or other than work. sometimes the stories help the person who is listening or it could be interesting to know. It helps the conversation to go further and in a process, many things will come up for consideration which helps the people to connect better.

5) Helps other whatever possible ways when as a team member we always exhibited these traits, members will become more related to you in a stronger way. Think from that viewpoint that whatever may be big and small, we desire to support others always.

6) Keep commitment: Whenever team members say, something it is essential they should fulfill their commitment. The part of building a better relationship is to keep the promise and commitment.

7) Build rapport., Rapport forms the basis of purposeful, warming, and amicable relationships between individuals. According to researchers Linda Tickle-Degnen and Robert Rosenthal, when you have a rapport with someone, you share:

Mutual attentiveness: you’re both concentrated on, and engaged in, what the other individual is responding

Positivity: you’re both amiable and happy, and you demonstrate care and interest for one another.

Coordination: you understand “in sync” with one another so that you experience an accepted awareness. Your energy levels, tone, and body language are also identical.

When we take care of all these 3 conditions, remote collaboration among team members will considerably improve.

Giving P A U S E in your Conversation!

I pause for a moment by reflecting on Pause!

I have been using Pause for some time but unconsciously in our coaching conversation and training.

When I have come to know about the use of Pause, I feel wow! Now I have to use the same Pause Consciously!

In coaching, it is essential to give Pause! Why?

Silence is Golden!

Alan Alda says, “It is the space between the lines that make it a great performance.”

Why Pause?

Pauses can enhance delivery or be filled needlessly and perplex the audience. I had a mixed approach with Pause!

The pause permits the speaker to pick up thoughts before presenting the ultimate proposal: pause just before the assertion, figure out about what you choose to convey, and thus pass your final proposal with renewed power.

Pause prepares the audience to obtain your theme: pause and address the attention powers of your audience a rest. The thought that follows a pause is considerable higher influential than if no pause had followed.

Pause creates effective suspense: suspense can generate better engagement, curiosity in our coaching conversation. The crowd will choose to discover the resolution or what took place if you pause before the conclusion.

Pause after an essential thought: pausing gives the audience space to transform what you have just said before you advance with your transmission.

Pausing after proposing a query is again an excellent technique because it forces them to realize and mentally involves them in your conversation.

Silence is the sleep that nourishes wisdom. Francis Bacon

What are the types of Pause?

Use the sense pause to grant individuals to understand the original message and catch up with you.

Use the dramatic pause to establish a point that sticks in the audience’s minds.

Use an emphatic pause to highlight a significant objective.

Use the sentence-completion pause to establish a statement or quote a line in which everybody is conversant, thus let the audience answer it for you.

If there were a little more silence, if we all kept quiet…maybe we could understand something. Federico Fellini

Try it, it is tough!

But with practice Pause will become natural in our flow of conversation!

Strengthening Self-Organizing Cross-Functional Scrum Team

A cross-functional team is a group of individuals with diverse functional expertise working toward a shared objective.

According to the Scrum Guide, a cross-functional team is a team that is organized around a product, a defined portion of a product, a service, or a customer value stream, and must include all competencies needed to accomplish their work without depending on others that are not part of the team.

What are the challenges of establishing such a self-organized cross-functional scrum team?

a) Silos mentality( BA, dev, test, Support )

b) Communication issue( BA, dev, test, Support )

c) Competency issue( BA, dev, test, Support )

d) Alignment issues( BA, dev, test, Support )

e) Conflicts are very high ( BA, dev, test, Support )

f) Ownership and commitment challenges( BA, dev, test, Support )

g) Mindset issue ( BA, dev, test, Support )

h) Collaboration issues ( BA, dev, test, Support )

i) Blame each other

j) Trust deficit, etc

How do we minimize these? Any structural approach we have to consider?

Look at any team and we will see a mixture of behaviors and personalities. Sometimes the individuals in a team can be complete opposites of each other and there will be conflicts; Other times there will be synergy in the team.

The ‘process’ part of the team will be very dependent on the behavior preferences that team members display.

The management psychologist Dr. Meredith Belbin was one of the first people formally to identify the different roles that people play in teams.

He recognized that in teams there are individuals who take action-oriented roles.

Some team members are more people-focused and others more cerebral.

Effective teams are made up of different types of people and they consist of different types of roles.


The mix of role types that play in a team determines their effectiveness.

These roles are

Shaper, Coordinator, Plant, Resource Investigator, Monitor Evaluator, Specialist, teamworker, Implementer, Completer Finisher

Although there are nine team roles, this doesn’t mean that a team needs nine individuals in it to be effective. Individuals will tend to have more than one preferred team role, so will generally occupy more than one role in the team.

When we look for a cross-functional self-organized high-performance scrum team, which evolves after a long cycle of the experiential exploration, we require to look at these 3 factors how effectively it has been matured.

When we recruit team members, if we can balance with these 3 factors, it would be advantageous for them to grow into a high-performance team, as the team will be apt to resolve any challenges they come across.

When I encounter the best scrum teams, I could certainly locate the traces of all these roles in a team.

I could able to trace who is Plant? who is matching the role of coordinator? etc. I start improving if these roles are missing.

When we start coaching, we also nurture these roles, based on what are the gaps, and what can be done to minimize those gaps.

This is a very good structure provided to structurally do team coaching and look for an opportunity.

All the challenges listed initially will slowly resolve when we have all these 9 roles developed and depicted with the scrum team.

We mostly look for a Scrum Master who is having a mixture of all these roles

[ A ‘teamworker’ is generally co-operative, easy to get along with, perceptive, and diplomatic. They are good listeners and are able to smooth over areas of friction within the team. They help keep the team together, particularly during times of stress or pressure.

A ‘shaper’ likes to challenge and drive things forward, enjoying the pressure and the reward of overcoming obstacles. They are able to identify patterns in discussions and in work undertaken and use this to push for change.

A ‘resource investigator’ is likely to be enthusiastic and charismatic, communicating well with others. They are able to explore opportunities, develop contacts, and instigate relationships.

The ‘implementer’ is reliable and well-disciplined, often conservative, and efficient at getting the job done. The implementer is able to reliably turn ideas into practical actions, and strategies into defined and manageable tasks.

People who fulfill the co-ordinator role are generally confident and responsible. They functionwell as a chairperson, helping to clarify goals and establish priorities. They encourage others to make decisions by delegating appropriately. ]

Measuring the High-Performance team?

How do we start measuring the team performance “as-is” state before commencing the team coaching journey?

We require to start from somewhere which points out to us, what are numerous considerations which should start concentrating on during coaching to strengthening.

We may look into the below aspects highlighted here to strengthen. Do you recognize those?

Team members are passionate and unguarded in their discussion of issues? On a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members call out one another’s deficiencies or unproductive behaviors? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members know what their peers are working on and how they contribute to the collective good of the team.? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members quickly and genuinely apologize to one another when they say or do something inappropriate or possibly damaging to the team.? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members willingly make sacrifices (in their departments or areas of expertise for the good of the team? On a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Do team members openly admit their weaknesses and mistakes? On a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team meetings are compelling, not boring? On a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members leave meetings confident that their peers are completely committed to the decisions that were agreed on, even if they were in initial disagreement? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

During team meetings, the most important—and difficult—issues are put on the table to be resolved? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members are deeply concerned about the prospect of letting down their peers? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members know about one another’s personal lives and are comfortable discussing them? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Do team members end discussions with clear and specific resolutions and action plans? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Do team members challenge one another about their plans and approaches? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members are slow to seek credit for their own contributions, but quick to point out those of others? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members are taking a stand whenever it is required? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members are able to speak up when it is essential? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members are able to say NO when it is essential? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members do not hide any information and express what is relevant? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members express if they do not like anything ? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members respect each other opinions? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

team members are always contributed to their shared goal? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members are measuring team performance and course correct? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Team members are able to finish their own assignments? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members are able to fix the issues if any surprise unplanned issues come up? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members have established a set of ground rules and guidelines for team performance and behaviors? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members express disagreements constructively? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

Team members follow through on decisions and action items? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves

The team leader has a process for sharing information with all team members? on a 1-5 scale, 5 being the highest, How do we want to rate ourselves.

Ref: Lencioni’s 5 Dysfunctions of a Team

How do I Improve my Emotional Maturity?

This is one of the core competencies as a coach everyone is looking for - Emotional Maturity.

As a coach, we should have better emotional control.

Research at the National Institute of Mental Health by Candace Pert has demonstrated that emotions are particularly intimately related with neuropeptides, long-chain protein molecules that circulate throughout the organs of the body and act like “messenger molecules,” conveying information about what is happening in one part of the body throughout the entire system.

In her book, Molecules of Emotion (1997), Pert considers emotions to be a transformative link between mind and body, the mysterious quantum mechanical interface where information turns into matter and our bodies synthesize the chemicals of consciousness.

Emotional states such as anger, sorrow, depression, and joy can be influenced and even directed by us. Controlling the same is not easy. They do not work like switch! On or off!

In 1972, psychologist Paul Eckman suggested that there are six basic emotions that are universal throughout human cultures: fear, disgust, anger, surprise, happiness, and sadness.

In the 1980s, Robert Plutchik introduced another emotion classification system known as the “wheel of emotions.” This model demonstrated how different emotions can be combined or mixed together, much the way an artist mixes primary colors to create other colors.

In 1999, Eckman expanded his list to include a number of other basic emotions, including embarrassment, excitement, contempt, shame, pride, satisfaction, and amusement.

As a coach, we have to have better control of our Emotion.

What should we do to control our emotions better way? Same we can share with team members when we find the need improvement in emotional control.
For news of the heart, ask the face. -West African saying

Some of the things that I ampursuingg to control my emotions.

a) Avoid the trigger: Iinvariablys write down andobservee what triggers the emotional hijack. I actively watch out for all these trigger points. I consciously visualize later that how well I have to perform to avoid such triggers.

b) Express the emotion to someone: I have a few trusted companions whom I express my emotional expression whatever it is. After that, I feel Great. I have to vent out all these emotions, I do not bottle those up.

c) I tried not to react but this is something I am practicing to respond. Sometimes situations trigger me to react to others. I am practicing hard consciously to improve.

d) When I felt I am not able to control my emotions, I tried to think something else, keep quiet for some time! even in the middle of the discussion. I change the thoughts, think something different esp ocean, cute animals, etc.

e) Write a note about my emotional experience: A good retrospect on a notebook about an emotional journey help me to discover the emotional strengthening exercise.

f) Breathing, I do deep breathing exercises during the emotional high or low state,. It helps to divert attention to the breathing and control the emotions.

g) I am a believer in supernatural power. Sometimes it helps me as I have faith in place there. I ask for support, and I get the same.

h) Few quick physical exercises to change of blood flow in body! Exercise helps to better emotion control.

As all of us know it is not so easy, it is a life long endeavor to mature our emotional state. People say we will be happier when we have better emotional control.
“A man who is master of himself can end a sorrow as easily as he can invent a pleasure. I don’t want to be at the mercy of my emotions. I want to use them, to enjoy them, and to dominate them.” - Oscar Wilde (1992, 88)