BUILDING SELF MANAGING SCRUM TEAMS:
AN EMPIRICAL, EVIDENCE BASED APPROACH
SECRETS REVEALED BY A TINY PUERTO RICAN FROG!
A Webcast by Ravi Verma and Scrum.org
Moderated by Mark Noneman
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Quick Guidelines
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About Ravi…
• Entrepreneur, Agile Coach, Agile Trainer:• Founder & Org Whisperer – SmoothApps• 16+ Years in Software Delivery / Consulting• AT&T, Cisco, Avaya, HP, Siemens, …
• Education:• Bachelors in Computer Sc. & Engg.• Masters in Entrepreneurship
• Certifications:• PST (PSF, PSM, PSPO), PSM II, PSPO II• Evidence Based Management Consultant• Change, Personality, Conflict, Motivation
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1. What are self-management, motivation, engagement?• Are they related?
2. What is the level of engagement in the industry today? • Any financial impacts?
3. What causes self-management? What makes work engaging?4. How might scrum help?5. What if teams are disengaged and not self-managing? How
can we make things better?
Five questions we will discuss today…
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But first…
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~Min. Wage• Edwin Yulfo…
• Highly engaged• Highly motivated• Completely self-managing
• Got me thinking….
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•What if our Scrum Teams were full of Edwin Yulfo’s…?• NOT talking about min. wage here• How can we get there?
•What is…• Engagement? • Motivation…?
• Types…?• Self-Management?
Are these connected?
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“Degree to which people actively self-manage in their work”
– Intrinsic Motivation at Work, Kenneth W. Thomas
http://www.kennethwthomas.net/book1.html
Engagement
Engagement Self-Management
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• “Fully involved & enthusiastic • Further organization's interests • Measurable emotional attachment to
• Job • Colleagues• Organization
• Willingness to learn and perform" • Not satisfaction, motivation, culture.
Engagement
Engagement Self-Managementhttp://en.wikipedia.org/wiki/Employee_engagement
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• Desire to do things • Difference between…
• waking up before dawn to pound the pavement • and lazing around the house all day.
• Crucial in setting and attaining goals• You can influence your motivation and self-control
http://www.psychologytoday.com/basics/motivation
Motivation
Engagement Self-Management
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EXTRINSIC• Not from work itself• Salary, bonus, perks• Compliance, rote behavior
Types of Motivation
INTRINSIC• Directly from work• Pride, accomplishment• Initiative, commitment
Intrinsic Motivation at Work, Kenneth W. Thomas, http://www.kennethwthomas.net/book1.html
Engagement Self-Management
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Extrinsically Motivated
Engagement Self-ManagementIntrinsic Motivation at Work, Kenneth W. Thomas, http://www.kennethwthomas.net/book1.html
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Intrinsically Motivated
Motivation Engagement Self-ManagementIntrinsic Motivation at Work, Kenneth W. Thomas, http://www.kennethwthomas.net/book1.html
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• Four in 10 employees are highly engaged
• A quarter (24%) are disengaged,
• 36% can be described as either unsupported or detached.
• A full 60% of employees lack the elements required to be highly engaged.
Level of Engagement
http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2014/08/the-2014-global-workforce-study
Motivation Engagement Self-Management
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• Where might your teams be today?• How do you know…?
• Where would you like them to be?
Level of Engagement
Motivation Engagement Self-Management
http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2014/08/the-2014-global-workforce-study
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Impact of Engagement
http://towerswatson.com/assets/pdf/2012-Towers-Watson-Global-Workforce-Study.pdf
17.5%
• Towers Watson 2012 Global Workforce Study…
Interested in a 17.5%
bump in profit?
Motivation EngagementMotivation Engagement Self-Management
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How…?
Motivation Engagement Self-Management
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Self-Management
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
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Self-Management
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
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What makes work engaging?
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
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Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
What makes work engaging?
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EnablersCHOICE
AuthorityTrustSecurityClarityInformation
MEANINGFULNESS
Non-cynical ClimateClear ValuesExciting VisionRelevant WorkWhole Tasks
COMPETENCE
Knowledge, models‘+’ve Feedback
Skill RecognitionChallenge
High non-comp. stds.
PROGRESS
CollaborationMilestones
CelebrationsCustomer Access
Measurements
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
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EnablersCHOICE
AuthorityTrustSecurityClarityInformation
MEANINGFULNESS
Non-cynical ClimateClear ValuesExciting VisionRelevant WorkWhole Tasks
COMPETENCE
Knowledge, models‘+’ve Feedback
Skill RecognitionChallenge
High non-comp. stds.
PROGRESS
CollaborationMilestones
CelebrationsCustomer Access
Measurements
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
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MEANINGFULNESS
Non-cynical ClimateClear Values
Exciting VisionRelevant WorkWhole Tasks
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Agile Manifesto1. Individuals & Interactions2. Working Software3. Customer Collaboration4. Responding to Change
Scrum Values:
1. Commitment2. Focus3. Openness4. Respect5. Courage
Vision Statement:(From Geoffrey Moore's ‘Crossing the Chasm’)For (target customer)Who (statement of the need or opportunity)The (product name) is a (product category)That (key benefit, compelling reason to buy)Unlike (primary competitive alternative)Our product (primary differentiation)
Planning Onion:
Motivation Engagement Self-Management
The Scrum Connection: MEANINGFULNESS…
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CHOICE
AuthorityTrust
SecurityClarity
Information
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-Management
The Scrum Connection: CHOICE
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COMPETENCE
Knowledge, models‘+’ve Feedback
Skill RecognitionChallenge
High non-comp. stds.
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
The Scrum Connection: COMPETENCE
Motivation Engagement Self-Management
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PROGRESS
CollaborationMilestones
CelebrationsCustomer AccessMeasurements
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
The Scrum Connection: PROGRESS
Motivation Engagement Self-Management
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•A mediocre solution to the right problem Is better than the perfect solution to the wrong problem.
•Define the problem before solving it!
So, what if it’s missing…?
Motivation Engagement Self-Management
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•Use an empirical approach…• Transparency: Visibility, shared understanding of current state
• Inspection: Detect undesirable variances• Adaptation: Adjust the state to minimize further deviation from desired goals
So, what if it’s missing…?
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-ManagementMotivation Engagement Self-Management
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•Gather evidence for transparency with a reliable assessment
•One of many possible assessments in the market –• WEP Online Assessment…
So, what if it’s missing…?
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-ManagementMotivation Engagement Self-Management
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So, what if it’s missing…?
Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation Engagement Self-ManagementMotivation Engagement Self-Management
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Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Motivation EngagementMotivation Engagement Self-Management
So, what if it’s missing…?
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Work Engagement Profile, Kenneth W. Thomas and Walter G. Tymon Jr., https://www.cpp.com/en/detailitem.aspx?ic=4852
Self-ManagementMotivation Engagement Self-Management
So, what if it’s missing…?
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• Create transparency into the current state• Choose a reliable assessment
• Inspect and hypothesize the possible root-causes• Adapt the environment with surgical precision –
• Use the 4 building blocks• Distinguish between ability and willingness
• Be a servant leader• Look in the mirror (often) • Coach and be coachable
Motivation Engagement Self-Management
So, what if it’s missing…?
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•Get external help• Without internal bias’s / baggage• Without 60 hr day job competing for time• With expertise in this area
•Consider baby steps…• Pilot assessment for a scrum team• Gap analysis / coaching• Effectiveness / ROI assessment
Suggestions…
Motivation Engagement Self-Management
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1. Self-management, motivation, engagement are distinct but related
2. ~60% of employees are not fully engaged• Could reduce profits by ~18%
3. There are 4 Building Blocks that enable Self-Management• The Scrum roles, events and artifacts help us build self-managing teams.
4. Use a reliable survey, coupled with training and coaching for an Evidence Based Approach to Self-Management
In Summary…
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Recommended Resources…
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Let’s Talk…
www.smoothapps.com
http://linkedin.com/in/smoothapps
http://twitter.com/smoothapps
http://facebook.com/orgwhisperer
Ravi Verma The Org Whisperer
SMOOTHAPPS214-785-5570
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