Avoid These 3 Traps When Intervening On Team Performance

How is it that some people can inspire us to strive for greatness while others turn us off?

For me, one of those amazing leaders was my high school biology teacher, Mr. Kaziersky. He knew how to engage, inspire, and motivate his students to achieve outstanding results. Our classes consistently outperformed our peers on AP exams and SATs. What was so remarkable was that he didn’t always have the best or brightest students. There was something about his approach and the learning environment he created that enabled us to thrive.

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The Power of The Sprint in Managing Team Performance

During a sprint, many Scrum teams focus on action items, story points, ceremonies, and sprint length. They often overlook the importance of the sprint itself to the team’s potential productivity.

Sprints are relevant to performance because a team’s effectiveness evolves over time, and a sprint is a block of time—each usually 1 to 4 weeks in duration. With each sprint, team members participate in Scrum ceremonies and deliver work together. The ceremonies alone don’t turn a group of strangers into a team, but they can serve as shared experiences that help members feel more and more comfortable with each other.

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Making Empowerment Stick

Let me know if this sounds familiar: You talk about empowerment with your staff, at skip levels, and at town hall meetings. It’s a concept you reinforce over and over again within your organization. And yet you still observe teams asking for permission in situations where you want them to make decisions and drive actions. You still find yourself as the bottleneck, giving tactical approvals on topics you don’t feel require your input.

There’s a good chance you’re the reason a culture of empowerment hasn’t taken hold.

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5 Risks CIOs Must Assume in the Digital Age

For too many people, the concepts of “acting as a responsible CIO” and “taking risks” are mutually exclusive. A Traditional CIO is accustomed to a world where if nothing breaks, their job is safe. If they don’t touch anything, they can’t break anything. In this paradigm, taking risks is unwise.

In my opinion, rampant risk avoidance is the reason CIOs now lose their jobs at the second highest rate among the C-suite. Inaction—or maintaining the status quo—carries a much greater threat to the CIO (and the organization) than does taking an active stance and assuming the associated risks. In the digital age, where IT is the business, being CIO is like playing quarterback: if you stay in the pocket long enough, you will get sacked. You have to make a move.

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Build an Unbeatable Team Culture with 4 Simple Techniques

In work, as in life, we can’t succeed on our own. In fact, the cornerstone of execution, change, and success in any organization is not a single person, but rather teams of people who work together to make things happen.

But why is it that some teams knock it out of the park while others struggle? The secret lies with organizational leadership and management—are you giving your teams what they need to succeed?

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5 Ways to Gain Your Team’s Trust as a Scrum Master

Trust is the grease that keeps a team running smoothly. One of the most effective and low-cost ways to improve the delivery, performance, and morale is to gain the team’s trust. As a Scrum Master, it’s your responsibility to build trust with your team. A team that trusts their Scrum Master has an advantage over others. Broadly speaking, teams perform better when they feel they’re in good hands.

Scrum Masters can seem like outsiders, as you tend to interact with the team, not with their work. The dynamic is exacerbated during Agile transformations: Scrum Masters who are brought in to work with a team that is used to a waterfall approach can struggle to gain the team’s trust.

Here are 5 ways to connect with your team, and demonstrate that you are here to help and support them:

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PM Pointers: 3 Ways to Maximize Success with Inter-Team Dependencies

Managing an IT project often requires working with resources across other teams—not just those fully allocated to your initiative. Supporting resources and teams can be important to the success of your project. (Ideally, all the resources you need are fully dedicated to your project. In reality, this isn’t always possible.)

How do you ensure your team can deliver results if you’re dependent on these partially allocated supporting teams?

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agile adoption - changing shapes

How Amica Reshaped Its IT Processes: An Agile Adoption Case Study

Rhode Island-based Amica Insurance provides auto, home and life insurance nationwide and employs more than 3,800 people in 44 offices across the U.S.

Amica was looking to upgrade its web and mobile applications. To reach its goal, the IT team established a digital program and decided to pilot an Agile SDLC framework for rapid and iterative delivery of customer value.

The Agile implementation worked for Amica because the organization from top to bottom accepted a bit of discomfort in the short-term to give the change effort a chance. Management agreed to support decisions made on the front line. Product owners, SMEs, and developers were game to try new approaches and grew professionally. In return, they achieved a level of productivity and speed they had not seen before. Here’s how we helped.

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