Being Agile: Team Got To Know Its Limitations

#SridharPeddisetty #Agile #BeingAgile #Scrum #Motivational #ProjectManagement #Management #AgileBestPractices #Team

"A man's got to know his limitations”, a quote made immortal by Clint Eastwood in the 1973 movie Magnum Force. I am not a movie buff but do like to rewatch classics once in a while and the inspiration to write this blog came right after watching Clint deliver his famous one liner. While adopting Agile development practices, its often seen that Organizations have a great deal of passion and good intentions. But unfortunately the intent alone is not enough if the attempt involved either the adoption scope to be too large or at a pace too fast for the organization, whose culture is not ready. 

For successful adoption of Agile across Organization, its important to start with one or two pilot teams. For the team to be successful in adopting Agile practices, its important to get to know its limitations. Intimately knowing and addressing team limits, a lot could be truly accomplished. Below are my tips in identifying team limitations and playing to their strength for successful adoption of 'Being Agile'. 

#1. Deep philosophical understanding of Agile: In my earlier post An Agilist Needs More Than Training To Succeed, I had shared that getting trained in Agile does not necessarily mean that we have started thinking ‘Agile’. After training, it is important to work in your Org towards bringing in changes including predictable delivery by taking small steps in developing an environment, which fosters a collaboration culture with a shared vision across the Org. 

#2. Get familiar with individual team skills: Agile encourages team to consist of self performing & cross functional team members. Its important to understand the skills of each team member including front end, back end and other needed skills in the sprint (or) project. While grooming or planning, its essential to identify and play to the strengths of individual team members.  While finalizing the team, one needs to be very clear what the objectives are and what they need to deliver individually as a member and collectively as a team.

#3. Set clear goals for the team: Its vital for each member to understand how their individual goal fits into the overall objective. For a team to be highly productive, its vital for them to understand what they are delivering as a team and how the deliverables are going to be measured. A team, which understands the importance of what they are delivering will always be highly productive and will adhere to much higher standards than one with no clear purpose. 

#4. Provide team the necessary tools: Performance of any project team is only as successful as the weakest link in the team. So we need to constantly nurture the individual team members while providing the necessary tools to be productive. For instance, once we have identified the weakling, its necessary to plan the mitigation either by pair programming or mentoring by cross training or guiding. Keep in mind that a happy team would automatically take care of keeping your client(s) happy so its important for the team to be equipped with right & necessary tools.

#5. Build in culture of continuous improvement: Its essential to create a robust environment where feedback is encouraged, appreciated and taken (or) given on a standard basis. Without proper guidelines, measurements and feedback, it is very easy for team to fall into a spiral trap of stress, demotivation and rapid disintegration. When the right culture of continuous improvement is put in place, it always guarantees a well-functioning, highly motivated and goal-driven team. 

Summary

While the practitioners of Agile are still divided into teams that are highly productive ‘Being Agile' and teams that are not. In my experience, team is successful in adopting Agile when it understands well its limitations and plays to its strength within the known constraints while continuously striving to improve. Teams that usually fail in adopting Agile successfully or struggle in their adoption are the ones that are usually leaning towards why something will not work rather than working on finding solutions to the constraints. 

Share your thoughts in the comments sections to the best team management practices you employ while practicing Agile. 

Previous posts you might be interested in

• Active Listening Is Key For A Successful Delivery 
• Kanban & DevOps - Forming A Perfect Alliance
• An Agilist Needs More Than Training To Succeed

5 Reasons To Let Your Team Struggle Today

#SridharPeddisetty #Leadership #Management #Motivational #Inspirational #ProductiveTeams #TeamMotivation   
A man found a cocoon of a butterfly. One day a small opening appeared, he sat and watched the butterfly for several hours as it struggled to force its body through that little hole. Then it seemed to stop making any progress. It appeared as if it had gotten as far as it could and it could go no farther. Then the man decided to help the butterfly, so he took a pair of scissors and snipped off the remaining bit of the cocoon. The butterfly then emerged easily. But it had a swollen body and small, shriveled wings. The man continued to watch the butterfly because he expected that, at any moment, the wings would enlarge and expand to be able to support the body, which would contract in time. Neither happened! In fact, the butterfly spent the rest of its life crawling around with a swollen body and shriveled wings. It never was able to fly. What the man in his kindness and haste did not understand was that the restricting cocoon and the struggle required for the butterfly to get through the tiny opening were God’s way of forcing fluid from the body of the butterfly into its wings so that it would be ready for flight once it achieved its freedom from the cocoon.

Struggles are exactly what we need in our life to emerge stronger and smarter. Same philosophy is at times applicable when your team is struggling. As a leader, create safety net just enough not to let the team fail completely but mentor the team to face the adversities themselves. In my earlier post 'Empower Your Team To Own Responsibilities’, I shared why its important to empower your team and let them own their responsibilities. With the empowerment, team is in a better position to learn from their struggles. So here are the 5 reasons why you need to let your team struggle today

#1. Development of second rung leadership - In the face of adversity would emerge your next leaders, who emerge stronger and smarter.

#2. Revaluation of team goals - provides an opportunity to reevaluate team goals and align them as needed. 

#3. Reassessment of team skills - provides an opportunity to reassess skills needed by the team to perform more efficiently. 

#4. Opportunity of change - provides an opportunity to change for the good whether its letting go someone or changing the work culture. 

#5. Better team dynamics - provides an opportunity (provided handled properly) to increase the team dynamics as the team struggles together and emergencies victorious. 

If God allowed us to go through our life without any obstacles, it would cripple us. We would not be as strong as what we could have been. And we could never fly.

Previous posts you might be interested in

• Empower Your Team To Own Responsibilities
• Trust Your Team But Make Sure To Verify
• Is there a rope holding you in managing

5 Reasons To Let Your Team Struggle Today was originally published in LinkedIn

Empower Your Team To Own Responsibilities

#SridharPeddisetty #Leadership #Management #Delegation #DelegationManagement #Agile #ProjectManagement #ScrumMaster #TeamWork   

Don’t judge each day by the harvest you reap but by the seeds that you plant - Robert Louis Stevenson

We all understand the word delegation but seldom put the art of delegation in play. I wrote an earlier blog post on Trust your team but make sure to verify, jest of which I am extending in this post. We need to learn the art of empowering our team to own responsibilities while creating the safety nets around those responsibilities so that even if they fail, they do not hurt themselves bad. Remember, it is often your best people that make the worst mistakes, because your best people do the most complex work. When we take so much pains to hire the best possible talent with the good intent to keep them in the team for long term, we might as well encourage them to pursue their ideas while giving them the tools they need to succeed.

The key to start empowering your team to own responsibilities is by making the list of tasks, which play to their strengths better and letting them own those tasks. Major constraint of not letting your team own tasks is because of the fear of losing control and facing consequences of the result. It is understandably difficult at times to think about pulling hand out of projects while letting the team own them but the fact is that the more your team feels that they are trusted to do their jobs, the more commitment and interest they will show in their work. Remember that you have hired smart people with right attitude and the best way to find whether you made the right decision or not is to just let them play it. More often the brightest of ideas come from the most unlikely sources and only way of knowing that is by empowering.  

Effective managers know from their experience that they can climb greater heights and achieve their professional goals only by delegating the work to their talented team of people.  By empowering, you are creating the next generation of leadership so always remember the quote "Do not count the number of followers you have but the number of leaders you created" 
Having shared this, there are certain tasks, which at times just cannot be delegated out. Jay Goltz has shared one such funny experience in his blog The one task I can’t seem to delegate and also there is this humorous piece

Mom: "Son, please go to the market and buy 1 bottle of milk. If they have eggs, bring 6”.  Son came back with 6 bottles of milk.   Mom: "Why the hell did you buy 6 bottles of milk?" Son:“Because they had eggs"

What are your thoughts on empowering your team to own responsibilities?  

Empower Your Team To Own Responsibilities was originally published in LinkedIn