Great team players: what can we pick up from them?

Workers with inferior people skills can usually identify themselves in the midst of unnecessary conflict. This can be tiresome and arduous for all concerned, and it can damage even the best-laid work plans.


What are the key characteristics we can learn from the great team players which we can apply in our team?


Purpose: All the team members recognize what is the significant purpose for what they are striving. Do you see the same at your team?

Trust: People on the team are extremely confident that the other members’ actions are in everyone’s best interest. Do you see the same at your team?

Passion: They come to the office to carry out a change to the world. Always ready to contribute and made their heart and soul into every opportunity they have to be on the work place. These team members care about their teammates and the culture surrounding the team. Passionate team members make things happen! Do you see the same at your team?

Hard Work: They keep seeking new of ways of working out the works, they never mind failing but they will again commence and continue moving.Do you see the same at your team?

Communication: The outstanding team members always heart out and share what are their concern and how they are feeling when they are upset. They are open and honest – speak up when required. They keep their teammates accountable to each other and to the team. Good team members are effective in informal sharing.

Reliable: People like the Individuals that show up on time, work hard, be positive and honest and predictable. Consistency is key. If you have such team members you are in mental piece.

Committed : Commitment to a common goal is one of the foundations of teamwork. It takes place when each representative of the team concentrates on achieving the team’s purpose over and above their individual objectives.

Accountable: Accountability gives individuals a greater sense of ownership over their work. You can improve ownership by delegating authority for functions within your team for team members to lead.

Flexible: He or she doesn’t hold rigidly to a point of view and defend it to death, specifically when the team needs to move forward to carry out an agreement or get something done, They don’t complain or get stressed out because something different is being tried or some other direction is being set.

Respect: Team members are conscious of how to listen and ask questions, especially clarifying and inquiring questions. Team members can offer support for their leaders by offering to support them with the projects they are working on. Co-workers can support each other by getting engaged and supporting other member’s.

Empathetic: One of the crucial skill for the team members. If they could not feel for others, then there will be dysfunctional issues. They recognizing emotions in others and being able to “put yourself in another person’s shoes” – figuring out the other person’s viewpoint and reality.

Sense of humor – It’s crucial that team members be able to laugh – at life, at stupid jokes, and frequently at or with each other in a healthful sense.

Celebrate small accomplishment; They have the habit of enjoying the success however small it may be

Coach, what type of coaching style you will adopt?

This question asked by one my colleagues, I thought for a moment and respond in a very generic story type answer.

Later he explained about these detailed style what he is using. Many things to learn!

“Coaching is people management – getting people to do what you want them to do and like doing it.”

Anonymous

The three styles of coaching are based on leadership studies conducted in the 1930s by Kurt Lewin, a German-American social psychologist, and pioneer in the psychological study of group dynamics.

Autocratic Coaching:

Autocratic coaching is the dictatorship of coaching styles. The coach is typically the only one who has input and makes decisions autonomously when dealing with the direction of their team. With autocratic coaching, coaches might explain the objectives and goals to their players , but the coach has an absolute say in regard to how the team acts and plays.

Democratic Coaching:

This coaching style prefers active communication and team involvement. Coaches who adopt the democratic style encourage participants to articulate their opinions and thoughts in order to establish the best decisions. This engagement usually results in a deeper relationship with the team as well as a closer inter-team bond.

Democratic coaching provides a broader array of ideas for the coach to choose from thanks to the team’s input.

Holistic Coaching:

This style involves more than just sport-related interactions: Holistic coaching adds aspects of life coaching to the responsibilities of a sports coach. It is a style that considers aspects beyond the athlete’s physical and mental states such as their emotional and spiritual states.

In the holistic style, the coach creates a relationship with every individual athlete based on interpersonal communication and genuine care.

All three styles have advantages and disadvantages.

Coaches should be ready to alter styles and realize they are working out so for a specific reason.

For example - when there is a safety issue, the style must be ‘autocratic’, there is no time for negotiation!

When starting a set play, such as a penalty corner, try the ‘democratic’ style, supporting the players’ considerable input and ideas, rather than dictating which techniques to pursue.

With a set unit of performance, apply the ‘Holistic’ style, providing players to carry out a pattern and to try this without intervention or judgment by the coach.

A holistic coach works with individuals who want to obtain higher flow and balance in their life.

“You don’t demand respect, you earn it.” - Steve Seidler

By examining, and accepting, each individual’s special attributes, experiences, creative thinking and personal requirements a holistic coach is competent to guide, motivate and inspire positive life changes.

After I have listened about all these talk, unknowingly, sometime we apply any of these while coaching the team members. Coaches rarely choose one style and stick to its guidelines.

How I became extrovert from introvert in the last two decades

An introvert is generally considered of as a quiet, reserved, and thoughtful human being.

People who are introverted tend to be inward direction, or focused more on internal thoughts, feelings and moods rather than seeking out external stimulation.


According to Eysenck’s theory, introverts are those that have naturally high levels of arousal. Because introverts tend to experience chronically high arousal levels, they tend to seek activities and environments where they can escape from over-stimulation. Because of their naturally high arousal levels, they are more alert and take in more information from the environment. Escaping somewhere to have time alone to recharge gives them the opportunity to process and reflect on what they have learned.



Psychologist Carl Jung was the first person to describe these two personality extremes back in the 1960s.



He wrote that introverts and extroverts could be separated based on how they regain energy. (The term “extrovert” is now used more commonly than “extrovert.”) Introverts, his basic definition said, prefer minimally stimulating environments, and they need time alone to recharge. Extroverts refuel by being with others.



“Quiet people have the loudest minds.” Stephen Hawking
Till at the end of college, I was an Introvert person. I always avoid social congregation, I choose to work alone. I had a very few friends.but all my friends are my very deep friendship with me.



Once I get the job and gradually advancing in the corporate world, I started realizing the benefits of Introvert and also getting into the extrovert world. Initial of the career when I was in transition period Introvert personally did help me in my professional career.



Now after at the 20 years of corporate career when I look back, I have changed a lot in my nature. I do like all this stuff which I used to avoid



Some of the general characteristics associated with extroversion include:

• Various, deep interests
• Likes to communicate by talking
• Enjoys being at the focus of attention
• Tends to act first before thinking
• Enjoys group work
• Feels isolated by too much time spent alone
• Looks to others and outside sources for ideas and inspiration
• Likes to talk about thoughts and feelings.

In western society, extroversion is celebrated. The outgoing and enthusiastic nature of a person who gets things done and is a great communicator is considered an asset.



Researchers at the University of Chicago, and Harvard and Stanford Universities found that introverted chief executives make better leaders.



No alt text provided for this image
"I restore myself when I am alone" - Marilyn Monroe
Both of the styles are positive and negative based on the context.



Extroversion is more common than introversion. If we understand and develop both in balance will be beneficial we can channelize ourselves based on the need.


At least I can switch on and off based on the demand.


No alt text provided for this image
It takes polish Introvert personality to compose a book! and takes polish extrovert personality to promote the book!


"Hardly anybody ever writes anything nice about introverts. Extroverts rule. This is rather odd when you realize that about nineteen writers out of twenty are introverts. We are been taught to be ashamed of not being 'outgoing'. But a writer's job is ingoing." - Ursula K. Le Guin

Junk food for Motivation, Please identify and avoid

People are the primary and the most significant support of each company. For achieving remarkable results each leader needs to have a motivation approach to establish and sustain the spirit of enthusiasm among employees.


Please avoid this list of mental foods

• Extremely poor compensation, number one junk food for motivation, if you have this, It will demotivate immediately
• Poor ambient workplace, Individuals will not able to concentrate and perform better work in substandard working condition
• Work which is monotonous and does not challenge the intellectual level of the employees
• Cowboy team members or outstanding individual contributor who does not support team members, when we have many such team representatives, it will demotivate others.
• There are no vision or road map for the team members, one of the worst junk food for the motivation
• Leaders are not communicating with the team members, Team members are perplexed, excellent junk food for the motivation
• No appreciation for the valuable work done, or no recognition for a long time
• Team members are not able to discover any career growth plan
• Team members are receiving instruction from top to execute each and every step, less autonomy to work out anything fresh and new
• No support available for any challenging work
• Getting criticism every now and then, leaders are rebuke in front of others most of the time
• Each team members are fighting with each other to meet their target goal, there is a race in the team
• A minor small mistake will create an huge issue on the job floor, individuals are scared
• Boss is asking report of work progress in every hour
• Hardly team members recognize each other as everybody is in the competition, no moment to spare
• All the critical decisions are happening at the close door, inviting a few key team members
• People are getting treated like a machine, they are tagged as a billing resource with a number
• The yearly appraisal system is broken, the particular case-by-case performance instances has been picked to evaluate team members
• Every team members are complaining all the time, negativism is in the air, backbiting, and criticism is visible
• People are not getting leave for more than 3 days until an emergency, there is always work, people are always busy.
• Attrition and layoff are extremely high, people have asked to leave without prior notice, nobody knows why
• Few powerful people are running the show, it is not merit but positional power which is driving the organization. Leaders are acting like tough parents
• Team members are stressed and getting into health issues

If you find these into the menu items, please do not entertain these foods, avoid or do something

Win-Win negotiation what has worked with me

“The Law of Win/Win says, ”Let’s not do it your way or my way; let’s do it the best way”
-- Greg Anderson

When I work out below, I could discover a road to a win-win arrangement.

• I do my homework before the conversation
• I try to identify a way through which both of us will get benefit for long term
• I look at the process not at the person. Ignore all the particular emotional baggage
• I find what if alternative avenues, 
• I try to exercise as creative as possible to uncover an alternative value proposition
• I applied all optimistic attitude ( Glass half filled) 
• I ask many questions to understand, discover and listen 
• I am honest, transparent and authentic in my agreement
• I show due respect to the opponent and his/her present condition etc
• We discuss consequence upfront and who will pay what 
• Once we finalize , let us document the same and sign

If you start a conversation with the assumption that you are right or that you must win, obviously it is difficult to talk.
~ Wendell Berry

Fostering Positive Relationship at work

What I have observed as a Scrum Master, we have taken this topic as one of the important items to practice.


Though it is for all, in coaching we give importance to the relationship as a key enabler in collaboration


In Agile transformation when collaboration is key, especially when we are going for large scale transformation.



My own feeling is we need more compassion, we need more empathy, we need more togetherness, in terms of working together. Cindy McCain
How scrum master resolves some of the conflicting priorities without having a better working relationship with many scrum teams? We need to learn this skill.


Let us look into the below practice and rehearse for sometime

• It takes time to establish a stable relationship. Have patience and continue to have a trusting relationship.
• Establish trust, give utmost attention to strengthen trust. It is one of the essential for a long lasting relationship
• Take care of your emotion when dealing with others. Calm down when you are with others.
• Identify a common ground for a win-win solution
• Express yourself and share what is significant. The more you share another person will also share more. It creates binding.
• Be positive and optimistic with others
• Support your team members, people like when someone cares about them
• Appreciate when you find something remarkable has been accomplished by your colleagues
• Show curiosity to discover more, it will encourage you to understand other better
• Discuss something else other than work and pick up the common interest
• Do not try to educate others without their concern, including free advice
• Let us not interrupt, let others finish
• Always highlight the benefit when someone is working with you
• Explain what motivates your in the work, highlight the positive aspects of the work, it inspires others also
• Walk the talk in the change initiative
• Look for an opportunity to the social gathering
• Build knowledge power and earn respect for it
• Listen, listen and demonstrate care.We have 2 ears and 1 mouth
• Respect others view and encourage others to express more
• Always keep your promise and commitment
• Nasty gossip at work is poisonous
• The blame game does not work, it creates more side effect, try to understand the big picture
• Strengthen your likability factors, raise all those factors

Sincerely practice these for sometime, I do see that these behaviors when I meet with few great scrum masters.

We need to make sure we're all working together to change mindsets, to change attitudes, and to fight against the bad habits that we have as a society. Justin Trudeau

Antifragile

Comment from MS 23rd June 2019

Many thanks to my readers and wellwisher for sharing their insight after going through the Agilist Guidebook. I received a fresh review @Amazon book review section.

By applying Socrates techniques to read any book, my couple of colleagues called me and shared that they are doing the same techniques!

Socrates would read one chapter, but then he will take a moment and challenge himself how this applies to his life, and what he can do to think better, what action we can take about each concept what the author has shared.

I am sure most of us are already exercising same and advancing in wisdom building journey...

Keep reading and keep sharing, strengthening each other for the future.

How I became extrovert from introvert in the last two decades

An introvert is generally considered of as a quiet, reserved, and thoughtful human being.

People who are introverted tend to be inward direction, or focused more on internal thoughts, feelings and moods rather than seeking out external stimulation.

According to Eysenck’s theory, introverts are those that have naturally high levels of arousal. Because introverts tend to experience chronically high arousal levels, they tend to seek activities and environments where they can escape from over-stimulation. Because of their naturally high arousal levels, they are more alert and take in more information from the environment. Escaping somewhere to have time alone to recharge gives them the opportunity to process and reflect on what they have learned.

Psychologist Carl Jung was the first person to describe these two personality extremes back in the 1960s.

He wrote that introverts and extroverts could be separated based on how they regain energy. (The term “extrovert” is now used more commonly than “extrovert.”) Introverts, his basic definition said, prefer minimally stimulating environments, and they need time alone to recharge. Extroverts refuel by being with others.

Till at the end of college, I was an Introvert person. I always avoid social congregation, I choose to work alone. I had a very few friends.but all my friends are my very deep friendship with me.

Once I get the job and gradually advancing in the corporate world, I started realizing the benefits of Introvert and also getting into the extrovert world. Initial of the career when I was in transition period Introvert personally did help me in my professional career.

Now after at the 20 years of corporate career when I look back, I have changed a lot in my nature. I do like all this stuff which I used to avoid

Some of the general characteristics associated with extroversion include:

• Various, deep interests
• Likes to communicate by talking
• Enjoys being at the focus of attention
• Tends to act first before thinking
• Enjoys group work
• Feels isolated by too much time spent alone
• Looks to others and outside sources for ideas and inspiration
• Likes to talk about thoughts and feelings.
• In western society, extroversion is celebrated. The outgoing and enthusiastic nature of a person who gets things done and is a great communicator is considered an asset.

Researchers at the University of Chicago, and Harvard and Stanford Universities found that introverted chief executives make better leaders.

Both of the styles are positive and negative based on the context.

Extroversion is more common than introversion. If we understand and develop both in balance will be beneficial we can channelize ourselves based on the need.

At least I can switch on and off based on the demand.

It takes polish Introvert personality to compose a book! and takes polish extrovert personality to promote the book!

Invest in Kindle

The Agilist Guidebook can contribute to many thoughts, reflections, ideas and opinions in your Agile Transformation Journey. Kindle version is greatly affordable to start your pilot and experiment. I am confident you will build up higher than what you will invest.

Comment from Alhad

My friend Alhad is sympathetic enough to read my book and shared his points of view with others. Thanks, Alhad to find time from your hectic schedule. I realize you are already studying many other relevant books parallelly, nice to have the comment from you.

Thanks to all the readers to share the comments.

More we are into the transformation journey we will come across related types of challenges mentioned in this book but in a unique situation, it would be nice when all of us share our journey and challenges with what works and what we should shun.

We establish a community of writers by sharing our journey story.

To perform the transformation, we require to study the transformation book?

How do we get fresh ideas to take action? Do you get those ideas in the dream? do you get those views in team discussion? are you wondering how other changes agents are remarkably creative?

How to obtain various thoughts which we can experiment? Imagine a situation where we can generate meaningful, practical ideas related to our work context and we can recognition every now and then!

Agile transformation is all about experimenting with something which is good enough for the context where you are operating. It is collaborating with team members and establish something unique solution together.

It is less prescription, and more possibility finding.

What has worked with many of the team members, which I have gathered, we require to read various initiatives other team members are taking?

Read as many books, blogs as feasible to pick up those different ideas.

Sometimes, we run of ideas, today’s organization needs those people who are the idea generating machines.

We need many creative team members who can think differently and come out with many ways of things can be done.

So that organization can experiment with ideas and uncover the useful implementation proposal.

Most of the time I have studied organization hire the best consultant who has worked with numerous other organizations for the short term. They bring in fresh views into the organizations. Once they run out of ideas they jump into other organizations where they find other diversified team members to pick up different ideas. They read a lot to maintain thoughts clear bring new original solutions.

We require to study and come up with our own ideas, experiment with the prevailing context to substantiate those ideas and strengthen our understanding.

What do you think? are you seeking something like this or applying the same techniques again and again and complaining things are not working?

Are you capturing your thoughts, what is working with you? are you picking up your learning to share with all of us?

It would be a magnificent support when all we capture our learning and share with all. Your own understanding will reinforce and contribute to others.

Read and experiment and distribute your unique learning.

I have shared my sailing experience in this book.....

Comment from Prabir

One more readers’ comments have emerged in the review basket. Thanks, Prabir to spend precious time to read and share your remarks with all of us. I am confident that this book will create positive development in your prospects which strengthen you to explore something unique in organizational agile transformation and bring in fresh learnings which you may share one day with all of us. Please continue reading and share with all the other agilists.

Thanks for supporting and encouraging me by promoting this book.

This book in 8 months into production, printed 410 copies!!!