A great exercise to do with your team, as copied from https://scrum-agile.nl/?page_id=256
Start by individually answering the following questions:
- At work, I get inspired by…
- I’m proud to be part of a team that…
- What I can offer my colleagues is…
Shared the outcome with each other and talk about the outcomes.
Then answer the following questions:
- My Personal top 5 values are…
For inspiration you can use a list of values from https://scottjeffrey.com/core-values-list/
After writing down 5 values, you challenge them by asking the following questions for each value:
- If you were to start a new organization, would you build it around this core value regardless of the industry?
- Would you want your organization to continue to stand for this core value 100 years into the future, no matter what changes occur in the outside world?
- Would you want your organization to hold this core value, even if at some point in time it became a competitive disadvantage—even if in some instances the environment penalized the organization for living this core value?
- Do you believe that those who do not share this core value—those who breach it consistently—simply do not belong in your organization?
- Would you personally continue to hold this core value even if you were not rewarded for holding it?
- Would you change jobs before giving up this core value?
- If you awoke tomorrow with more than enough money to retire comfortably for the rest of your life, would you continue to apply this core value to your productive activities?
If you can answer a values with “yes” on all questions, you got a winner.
Collect all values that were answered with a yes on all questions, and from those values look for similar personal values within the team.
Breaking the ice? Warming up the crowd? Whatever you call it, it can make your collaboration more successful and perhaps a bit more fun.
I recently met Christopher Stone, who created a lot of interesting videos. You can find them here: https://www.youtube.com/channel/UCPkaxYqvk9rWDMo2KqKg0xQ/videos
David Fox created some interesting videos which can be found here: http://davidfoxit.com/media/
Scrum Tips for Scrum Masters with Virtual Meetings (1-2-4-all, W3)
Scrum Master Tips for spreading information (1-2-4-all, W3)
Easy but effective tips for better Sprint Planning (1-2-4-all, critical uncertainties, social network webbing)
Measure you own agility using whats important to you (shift & share, ecocycle planning & panarchy)
Tips and Tricks: The Daily Scrum (1-2-4-all)
In this blog post Barry Overeem shares his view on the question: https://medium.com/the-liberators/can-you-be-a-part-time-scrum-master-86fe590a513d
05:03 🧻Toilet paper crusher or folder – Rakesh Kasturi
08:44 🧑🎨Art Remake – Margriet Buseman
12:29 🖌️Draw your Teammate – Robert Skrobe
15:21 🎨 Draw what teamwork looks like – Mehmet Karakus
18:14 🤔What is in the box GIF tournament – Sandy Lam
20:58 🐦Squiggle Birds Twist – Jason Ruud
26:19 🪑Grab a Seat & Marching Band – Andy Davis
31:39 🔢Bingo – Mardea Gartee
Facilitating Virtual Training and Workshops?
Here is a collection of exercises, techniques and approaches in Toby’s toolkit.
I came across Andy Bacon his blog that lists some interesting articles and resources, you can find it here: https://andybacon.com/agile-resources/
And just in case he ever decides to take his website offline, here is a quick mirror 😉
Some Agile Basics
- Agile Manifesto
- Agile Alliance Agile 101
- Scrum Guides
- Scrum Alliance About Scrum
- Agile Alliance Timeline of Agile Practices
- Agile Alliance Subway Map of Agile Practices
- Agile Uprising Coalition
- Ken Rubin’s Innolution Website
- Mike Cohn’s Mountain Goat Software
- Jonathan Rasmusson’s Agile in a Nutshell
- Michael James’ Scrum Training Videos
- Kent Beck’s “Extreme Programming Explained”
- DJA’s Lean Kanban
- Product Owner in Nutshell (Henrik Kniberg)
- Three simple truths
- Cotter Leader Change Process
Agile Related Certifications
- Scrum Alliance (CSM, CSPO, CST, etc.)
- Scrum.org (PSM, etc.)
- PMI (PMI-ACP)
- IC Agile (ICP, etc.)
- Lean Kanban University
- SAFe (SPC, SA, etc.)
- Oikosofy Enterprise Agile Framework
- Interesting matrix on scaling options
- Also check out the thought leadership from Leading Agile on the subject of scaling Agility
- Tools for Distributed Teams
Role of Managers in Agile
DiSC Assessment (free)
- Ball Point Game
- Name Game
- Penny Game
- Penny Game Modified
- Lego Scrum Simulation
- Innovation Games
Estimation, Data Driven Estimates, and Forecasting
- Free tools from Focused Objective
- Projectr tool
- Data driven estimates
- Some of the research around that great article
- Actionable Agile
- Affinity Estimating
Product Owner Resources
- Opportunity canvas
- Lean canvas
- Product vision
- Product roadmap
- Release plan
Random Helpful Things
Every time a new team is formed, it takes time to grow from a group of people to a well-functioning team. In their journey to become a high-performing team, they need a shared understanding of the principles and values of each individual and the team. The most important principles and values can be summarized in a team manifesto, a social contract among the team members. A team manifesto is always built by the team itself. It contains a set of norms, values and behaviors that forms a solid ground for collaboration within the team.
Building the Team Manifesto
With every team I coach, one of the first things we do is building a team manifesto. Recently, I did this by using the Retrospective format ‘That guy, this guy’. The results were great! Therefore, I would like to share this workshop format with you.
- Plan a timebox of 60 minutes with the entire team
- Bring flip charts, sticky notes and markers with you
- Create two flip charts with: ‘Don’t be that guy…’ and ‘This guy rocks!’
- Explain to the team what the goal of this session and a team manifesto is
- Ask the team members to write down characteristics associated with ‘that guy’ (the person that you don’t want in your team) and ‘this guy’ (the person that is a perfect team member) on sticky notes, individually and in silence
- Let the team members explain what they wrote down and collect the sticky notes on the flip charts
- Consider to cluster the characteristics, if there is a lot of overlap
- Ask the team members to prioritize the characteristics, by dot voting on the ones they value the most for the team (every team member gets five dots to divide among the items)
- Select the five to seven most important characteristics
- Divide the team in three groups and give each group a set of characteristics
- Ask the groups to describe what each characteristic means for the team
- Let each group explain what they wrote down and adjust this with the feedback from the other groups
- Summarize all parts of the team manifesto on one flip chart and invite each team member to commit to it, for example by writing down their signatures
- Make sure the team manifesto is visible at all times
A team manifesto ensures that the team coherence improves. It is a common understanding about the desired behavior within the team, and what it means for them to be a team. Since the team has ownership over the team manifesto, team members will behave according to it and encourage others to do the same.
Additional examples can be found here:
How To Kickstart A Great Scrum Team (10 practical things to do)
by Christiaan Verwijs