Once upon a time, Sara, a #LetUsBe team stakeholder and Bob’s the member manager, went to participate at the #LetUsBe Agile- Scrum team’s sprint review ceremony.
Shana, the #ScrumMaster of the #LetUsBe team, started the ceremony by providing participants some guidance about the meeting, like:
- The sprint review is there to help teams and organizations inspect and adapt.
- The DevTeam will demonstrate what was done during the sprint and get feedback from stakeholders to keep improving.
- It is a great time to collaborate towards delivering what clients need to solve their problems.
Everything went as expected, the DevTeam demoed what needed to be demoed, everyone provided its feedback (both ways) and it seemed to be one of the best sprints that the #LetUsBe team had had so far in terms of value delivered.
Then Shana asked the following question:
Before we close the sprint review, is there any other comment or feedback that you want to share with the team?
That was the queue that Sara was waiting for to jump in, and show his colors to the team.
What about it
#1. She felt disappointed about the team’s overall progression towards following some prescribed tools/artifacts provided by the Scrum framework, like the sprint burndown. (Agile Value =People and interactions over process and tools)
#2. She said he lacked visibility about “her things” within the sprint and furthermore. (In Scrum, it is up to the Product Owner, to manage stakeholder’s expectations)
#3. She seemed worried about the team’s capacity. She felt that the team could be underdeliverin. She challenged the fact that the team weren’t at their full capacity (man hours) during the sprint, again based on the sprint burndown’s shape. (Slack time is crucial for people and teams to able to deliver quality, learn, inspect and adapt)
#4. She challenged Bob’s performances as hers direct report, and as an individual, forgetting that Bob was part of the #LetUsBe team. (Agile principle #5 = “Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done
What about it?
All four points might be valid within the given context, but here some elements that turned Sara’s feedback, difficult for the #LetUsBe team to be open to diggest:
Trans-forming though of the week
- She used a voice tone of completely disappointment and continuous discouragement when talking, and avoided to point out some team’s improvements like the fact that they delivered 96% of the content of their sprint, forgeting to encourage and motivate her people to keep them continuously improving).
- Sara’s multiple hats during hers interventions at the sprint review, confused the team. Sometimes she has acting like a team’s stakeholder, some times as their manager, sometimes as if she was the team’s Scrum Master.
- What would you do if you were the #LetUsBe team’s Scrum Master to help them learn about what happened with Sara’s intervention?
- What would be possible if Sara has a relationship of trust with the #LetUsBe team?
- How we as Scrum Masters, could help Sara’s around the world, to use feedback as a tool to influence people’s change based on positive and constructive comments like those exposed by Sara?
- How we as Scrum Master could do to build relationships based on trust with the Sara’s around tje world, so then we can work together to help teams continuously improve?
Well, I wish you have enjoyed my story but I’m curious to know about yours. What’s your take on it?
Time to take action
Did you like what I wrote and want to see more? Here some options that I have prepared for you to keep us growing together:
- Support my writing by getting a copy of my book Forming Agile Teams
- Encourage me to keep writing the second workbook of the Agile teams from forming to performing called “Storming Agile Teams“.
- Join one of my upcoming workshops: “Facilitating Agile Retrospectives“, “Coaching Agile Teams for the sprint/iteration planning“.
- Share this post with your colleagues and friends.
- Be good with yourself and smile 😃 to the world 🌎
All the best,