Empirical “Certification” — Invest in Results

Author: Diana Larsen Comments: 4 Filed Under: Agile Teams Coaching Events

If you’re in a particular Agile crowd, “certification” is a dirty word. On the other hand, the Human Resources/People department in your organization looks for certifications on your resume, asks about them in job interviews, and you may get promoted or better compensated party through the accumulation of certifications. Getting “certified” as a user of a tool, or as a signal of skill acquisition may give you a personal boost as well. So, what’s with the dirty word? What’s not to like about certification?

How do you transform your Agile into the Best Job Ever!

Author: Diana Larsen Comments: 0 Filed Under: Agile Teams Developing People Events People & Places

There’s this thing…as Jim (James Shore) and I have mentioned before, in the early days of Agile we would visit teams and hear, “This is the best job I’ve ever had. I love this work.” People who were doing Agile (usually Extreme Programming) were excited about it, they shared it with others, who did it, and got excited. But at some point, someone shared it with someone who got excited about it and shared it but didn’t DO it, so their sharing lost a bit of fidelity, like a copy of a copy.

Join the Agile Fluency Project Community

Author: Staff Comments: 0 Filed Under: Agile Teams Developing People Leadership

Are you managing Agile teams? Are you wondering how to offer the best guidance so teams reach their highest possible performance? Is maximum team productivity on your mind? Are your team members telling you they need additional support to deliver the most productivity?

Here at FutureWorks Consulting, Sharon, Diana, and our network of experienced colleagues continually look for ways to help leaders like you. We offer ideas, services and opportunities to strengthen business agility, build resilience for yourself and others, and improve how you work with Agile teams and organizations. We’ve written before about the Agile Fluency™ model developed by Diana and James Shore, and now we bring you the chance to move the model from idea to implementation, through the Agile Fluency Project.

Storytelling

Comments: 0 Filed Under: Coaching Leadership

Trying to save others from the discomfort we’ve experienced is a worthy impulse. When the pain we are trying to help them avoid is embarrassment, physical harm, disappointment or a lot of wasted effort, we mean well. However, too often we communicate the message in a way that is difficult to hear.

The Role of the Coach

Author: Sharon Buckmaster Comments: 0 Filed Under: Coaching

Today there are an almost overwhelming number of available choices for coaching. Not only are there many individuals coming from vastly different backgrounds who serve as coaches, there are multiple views and models of what coaching is and is not.

We take the stance that coaching needs to guide individuals towards enhanced work/job performance and the personal satisfaction that comes from making a positive difference in the success of the enterprise.

You might say that sounds simple. Well…yes. Simplistic? …not so much. Whether working with an individual or a team, we follow a process of assessment, analysis and planning, and small step...

Now What?

Comments: 0 Filed Under: Leadership Human Systems Dynamics

Kevin, the COO of a medium-sized Oregon food company and a long time client of ours, called recently sounding frazzled.

Given that Kevin is usually so affable, his tone of voice immediately signaled that something was up. A few days later we met him at our favorite coffee shop where he explained that he simply had “no bandwidth,” as he put it, to respond to his board’s request for a new 3-5 year strategic plan reflecting current market conditions.

“I know my board members feel anxious about the market, we all do. But how can I confidently predict how things might change...

Hold Infinity In The Palm Of Your Hand

Comments: 0 Filed Under: Human Systems Dynamics

There are at least two kinds of games...A finite game is played for the purpose of winning, and infinite game for the purpose of continuing the play.” – James P. Carse, Finite and Infinite Games (1986)

It is an invariable principle of all play, finite and infinite, that whoever plays, plays freely. Whoever must play, cannot play.” ibid.

Finite games can be played within an infinite game, but an infinite game cannot be played within a finite game. Infinite players regard their wins and losses in whatever finite games they play as but moments in continuing play.” ibid.


Charlie called us on a...

Teams and Leaders: Know Thyselves

Author: Sharon Buckmaster Comments: 0 Filed Under: Teams Leadership

Why do we use assessment tools?

"The bottom line is that personality matters to individuals because self-understanding allows a person to be strategic about his/her career choices and career development. Personality matters to employers because knowledge about a job applicant's personality allows them to be strategic about the hiring process."
Dr. Robert Hogan

Assessments help your organization increase productivity and maximize performance by hiring the right people, evaluating leadership potential, and developing the talents of key individuals in the specific areas that really matter for success.

Assessments help individual leaders like you understand limitations and strengths and how understanding can bring strategic awareness to...


A Good Ending - Disbanding the Team

Comments: 0 Filed Under: Teams

A question recently came up about how to effectively disband a team – and more to the point, what steps to take to ensure a smooth closure of the team and how to help team members adjust if assigned to another team that did not operate according to agile values and principles.

This is a great question. First off, one must pay attention to the "adjourning" phase of the "-orming" cycle. It helps people move on to their next work assignment and gives team members a chance to say "farewell" to each other in a good way.

Bruce Tuckman, professor of...

Building in the Jungle of Complexity

Comments: 0 Filed Under: Leadership Human Systems Dynamics

In today’s faster paced and technologically advanced world, organizations have become emergent, complex systems. If they ever seemed simple, none of us can think of them as static or simple these days. Things change. Fast. Organizations, and individuals within them, must respond. But how? Our old ideas about change no longer apply. In a fantasy future, a leader like Jean-Luc Picard (Captain, Starship Enterprise) could say, “Make it so!” and walk away. In our real future, things aren’t so easily accomplished in a single step.


We used to view organizational change management as a linear, predictable process to be managed...