So, how do we do it? What do we do to engage people in powerful relationships? What are our options for helping teams to reach their maximum potential, by engaging clear, structured and solution oriented conversations? Who are the key people within the organization that could help the team succeed? How do we assess that the powerful interaction mode is turned on and that the team is truly collaborating? How do we know that the ‘magic’ is happening and something substantial is being built?

Here some of the ideas that I’ve been using, to facilitate powerful, engaged, honest and sincere interactions with and within Agile Teams when communicating:

Use a common vocabulary. I use the Agile Manifesto as the common ground required to communicate properly within the organization. I invite you to try having a conversation with line mangers, stakeholders and the Agile Team about the meaning of the four (4) values and the twelve (12) principles described in the Agile Manifesto, in order to establish what Agile means to everybody and start with that.

Identify key players. Communication is an art; it requires several skills to do it properly. So help your Agile Team with identifying those key players within the organization that will help the team succeed and keep them closely involved. I always invite them to participate during team ceremonies (Sprint reviews, Product Backlog Refining, team celebrations, etc.). I have found that by creating this boundary, the team has built better relationships and has embraced the sense of responsibility; which is so important and a key requirement when building self-organized teams.    

Prepare your communications. I have found that by helping leaders within the organization with preparing communications that we have better results with teams. I use a tool, that I learned during the Lyssa Adkins Facilitation Class, called ‘POWER’ (Purpose, Outcomes, What is in it for me, Engagement mechanisms, and Roles & Responsibilities). Before each meeting that I facilitate, I will spend a couple of minutes with the leader to identify the ‘POWER’ that will be used to inspire people in the room.

Honest and sincere. Being honest and sincere with my teams has helped me with establishing a relationship of trust that has lasted. Even during the toughest moments; being sincere, honest and available for them, has been the key to moving forward.

Believe 200% in the team’s potential to succeed.  Showing that I trust the team, by saying it, and being sincere has worked for me. Using phrases like, “Guys you are the specialists here, so tell us, what you would recommend in this specific situation”, has helped me and the team to increase our level of self-confidence. Asking their opinion about everything by using open ended powerful questions like those suggested by Lyssa Adkins here, has also worked for me.

Important here: By observing attentively, I try hard to choose the right moment to challenge them when working; by asking permission to interrupt their workflow.

Help with clarifying intentions. I`ve seen that by helping the team with clarifying, “What” we want to do and “Why” we are doing it right now, has added another dimension to the conversation and helps the team to get used to challenging the status quo.

Listen carefully. One of the most powerful relationships that I`ve found is profound and active listening. Being present for the other person and listening to what they want to say matters; up to the point that it could transform the way that we relate with our world. So give yourself permission to care about others by listening, and I can tell you that you will connect with them at unexpected levels that could surprise you.

Thank you for reading and sharing your thoughts about what works for you.

I wish you all the best.

Jesus

References

• Featured Image from TED speakers explore the power of how we communicate. Thinkstock

• Unhappy clients
• Dropping sales
• Project fusion
• Company restructuring
• Uncertainty

It seems like a perfect storm, so the question is how can you help?

• What can you do to help the team succeed?
• How do you do as Agile Coach/Scrum Master; to create the safe environment required for encouraging collaboration, creativity?
• What would your strategy be to help them reach incredible results quickly?

Well, here some things that have helped me weather the storm; when facing challenges like those mentioned above:

“Remember, you create the container, they add the content” Lyssa Adkins, Facilitation Class Montreal 2013.

1. Tell the truth. You are a leader, so be truthful with the team and let them know the reality of things. Ask them what they fear and what are the possibilities? You are there to make them feel safe, so do it using your incredible and inspiring leadership skills.
2. Be positive but realistic. Set the stage by being the example and keep a positive attitude at all times. Be there for them when facing reality, but remember to be compassionate, they are going through pain, so keep that in mind.
3. Observe and listen. You have a privileged seat within the team, so use it. Observe how people behave, take notes, and listen actively, more than ever. Keep in mind that worries are dancing without restrictions in the office, so please be careful and be the model to follow.
4. Give the team some solid foundations to be great.

Do you wish to be great? Then begin by being. Do you desire to construct a vast and lofty fabric? Think first about the foundations of humility. The higher your structure is to be, the deeper must be its foundation

Saint Augustine

Greatness requires a lot of organization, strong foundations, hard work, and more work and more work. So help them with it.

4.1) Getting the team fully synchronized. We use daily stand ups to get the team in sync; show them how to do it. What I used to doing is listen first and when they are done I ask the Product Owner, do you mind telling us, in a sentence, where we are in the sprint? Then, I ask the same question to the team. After that I ask permission to share some tips about how to do it better and always explaining why that is so important. Then I show up every day during the first sprint until they repeat some of the advice that I’ve given. Then I leave them alone.

4.2) Establish some alliances and common ground attitudes. In the first meeting together, I ask them to collaborate so we can establish a protocol that will allow us to communicate better when working together in a meeting/Scrum Ceremony.

4.3) Being flexible. Have fun when doing all of this, add music to your meetings, make the environment relaxing, make it easy to join in, smile as much as you can, bring some toys and colorful objects to the room, and remember that we all want to have a little fun.

4.4) Focusing on what’s important. A lot of discussions will take place, some of them will be important others won’t. This is not the right time to focus on details; this is the time for performing, so be there to facilitate the change and keep the team focused.

And something really important, allow ‘you’ to learn from this. If you have the privilege of being in a situation like this; take the time to enjoy the ride and learn as much as you can.

I’m curious about what you have done to make the team succeed; do you mind telling me? I want to learn from your experiences too!

Well, I have more to share about this subject; so if you are interested let me know and I’ll do Part II of the article.

Thank you for reading and encouraging me to learn.

All the best,

Jesus

References

http://www.brainyquote.com/search_results.html#dLW86FbzQULOVIWC.99

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