My Feedback from the participants...
Thursday, 18 October 2018
Sunday, 14 October 2018
Saturday, 13 October 2018
My Readers comment ......The Agilist's Guidebook
All these readers are inspiring me by sharing their thoughts....thanks to all, my well-wishers…
Thursday, 11 October 2018
Wednesday, 10 October 2018
The Agilist's Guidebook ....Page No 220
Gartner predicted that by 2015, 40 percent or more of an organization’s work will be ‘non-routine’ and people will swarm more often and work solo less.
This means that people work with others whom they know just barely if at all. Teams will also include people outside the control of the organization.
In Swarming behavior, they are not just members of some clumsy hierarchy waiting around to be told what to do. Instead, they act fast on their initiative and their opponents must either flee or else be overwhelmed.
Swarms place more emphasis on decentralized coordination than on centralized control to get things done.
Wikipedia describes swarming as “an emergent behavior arising from simple rules that are followed by individuals and does not involve any central coordination“.
The quick, coordinated behavior of large groups of individuals in these networks is called swarming.
Sunday, 7 October 2018
Why? Why ? Let us Empathy and Find....
What Product Owners Say?
What Scrum Masters Say?
What Project Managers Say?
What Agile Coach says?
Why ? Do we understand each others? Why they are not co-operating each others?
How can we help each others?
Observation and interviews can give us a surprising amount of information. Empathy mapping can be a great way to synthesize our learning and insights around specific users, helping us hone in on their specific needs.
- What am I actually trying to solve? Am I solving a symptom of the problem or am I solving the core of the problem?
- What would happen if I didn't solve this problem? Who would be impacted and what would that look like?
- What are the hidden opportunities in this problem?
- What constraints have I self-imposed on this problem?
- What if I'm the problem? Am I too close to the problem? Who might be able to share new insights and fresh perspectives?
Saturday, 6 October 2018
Tuesday, 2 October 2018
On Creativity
Read book, Share the learning and help each other to grow....there are no shortcuts.....
Monday, 1 October 2018
Growth Mindset....
" If you hear a voice within you say, ' you cannot paint,' then by all means paint, and that voice will be silenced." Vincent Van Gogh
Family? Daughter, Father and Mother !
Observation skill: One of the key skill for Agile coaches.....I sketch this for my kids...
Product Requirements!!!
Do you see Mother and son.....My sketch for my kids....@2013.....Tilt your head! You will find,else it is a Mountain and a lake....
Saturday, 29 September 2018
Agile Coaching Competency Framework
First time I have studied this framework.
Surprisingly so far, I have never come across this framework, taken from the book, written by Lyssa Adkins - "Coaching Agile Teams"
Nicely structured the Agile coaching competency development Framework.
I glanced into my book, The Agilist’s Guidebook- A reference for organizational agile transformation, if this book helps anyway to build the Agile coaching knowledge base.
Let us walk through each competency areas and Learning from the " The Agilist's Guidebook.
Agile-Lean Practitioner:
This book has below chapters to discuss about Agile-Lean practices.
Professional Coaching:
This book has below chapters to discuss about Professional Coaching.
Facilitating:
This book has below chapters to discuss about Facilitating.
Mentoring and Teaching:
This book has below chapters to discuss about Mentoring and Teaching.
Technical Mastery :
This book has below chapters to discuss about Technical aspects.
Business Mastery :
This book has below chapters to discuss about Business mastery aspects.
Transformation Mastery:
This book has below chapters to discuss about Transformation mastery aspects.
Let us improve our coaching maturity from Level 1 which is at beginners level to Level 5 which at proficiency level.
Let us all become Level 5 coach!
In the book I have shared , My Agile coach, what they should do..
My definition of Agile consultants.
Few questions which helped me to write this book.
- What is my greatest strength? How can I bring more of that to my current (or future) career?
- What am I passionate about? What things get me excited?
- What am I afraid of?
- What would it feel like to be there (or have that career)?
- Let’s set a deadline. When do I want this by?
https://www.amazon.in/Agilists-Guidebook-reference-agile-transformation-ebook/dp/B07HHC421X
Agile Manager's Performance Review
Peter Drucker makes it clear that performance cannot be measured fully “As each human being is unique, we cannot simply add them together, or subtract them from one another.... To arrive at meaningful measurements is one of the greatest challenges to management.”
Frederic Herzberg concluded that,“If you want people to do a good job, give them a good job to do"
According to The Successful Manager’s Handbook, “Successful negotiation engages people, especially those who have ongoing interaction, in seeking and identifying a solution satisfactory to all.
Friday, 28 September 2018
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According to psychologist Barbara Markway, ‘there’s simply no better way to learn about your thought processes than to write them d...
