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Conflict in Agile Teams - Sydney Agile & Scrum user group Meetup
This document discusses conflict in agile teams. It begins by acknowledging that conflict is inevitable in teams and outlines some common causes of conflict such as competitive goals, misunderstandings, and lack of focus. It then discusses how to transform conflict into constructive disagreement and asks questions to help teams better understand problems and perspectives. The document provides objectives to help teams understand perceptions of conflict, consider different perspectives, learn conflict handling techniques, and build trust. It includes discussion questions and activities for teams to discuss their views and experiences with conflict.
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Conflict in Agile Teams - Sydney Agile & Scrum user group Meetup
- 1. Conflict in AgileTeams Sydney Agile &Scrum User Group @JemBen & @FrankLetsBe
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- 7. Encore ! Sydney2 October http://www.agileencore.com/ http://www.scrum.com.au/2014/
- 9. Your Story: -Where were you when you RSVP? ! - Who did you think about when you pressed “Yes”? ! What brought you here?
- 10. “At the veryleast, can we just have minimal respect for everyone here?” “Well, what if not everybody on this team is worthy of respect?” http://shop.oreilly.com/product/9780596518028.do
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- 12. Acknowledging the AgileContext People interaction over process and tools Working software over comprehensive documentation Customer collaboration over contract negotiation Reacting to change over following a plan http://agilemanifesto.org/
- 13. Agile 2014 -InfoQ - Second Keynote - Best Job Ever http://www.infoq.com/news/2014/08/agile2014-keynote-best-job
- 14. Influential factors for interpersonal relationship and collaboration…
- 15. Common Causes ofTeam Conflict Competitive Goals Lack of Focus Misunderstanding of job / requirements Interdependence Feedback mechanism Conflict of interest Disagreement about execution Blame Culture Strategy Performance appraisal mechanism Fear of Failure Seeking recognition http://www.infoq.com/research/dealing-with-team-conflicts
- 16. Cost of Conflict! What is the cost of delaying the conflict discussion?
- 17. Transforming conflict into constructive disagreement - Ignore - Win / Lose - Lose / Win - Lose / Lose - Win / Win
- 18. What is theproblem ? Do we agree?
- 19. Do we havethe same perspective? Do we agree?
- 20. Do we havethe same understanding on how to solve it? Do we agree?
- 21. understand our perceptionof conflict consider a different perspective on conflict learn techniques to better handle conflict build trust How do you see it ? the Conflict—How Do You See It? provided) for each participant, pens minutes Procedure can provide the spark that leads to better solutions, creativ-ity, collaboration. This activity helps team members to: (1) become comfortable with conflict, (2) consider the positive aspects of con-flict, (3) understand the possible benefits to themselves and the team. participants pair up. Provide each person with a copy of the hand-out. Allow 10 to 15 minutes for partners to interview each other. Follow group discussion of the interviews and then go over the discussion questions. - Exercise as a Game - http://www.amazon.com/Book-Conflict-Resolution-Games-Communication/dp/0071742247
- 22. OBJECTIVES • Tounderstand our perception of conflict • To consider a different perspective on conflict • To share &learn techniques to better handle conflict • To build trust
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- 24. 1. How doyou define conflict? ! ! 2. What is your typical response to conflict? ! ! 3. What is your greatest strength when dealing with conflict? 4.
- 25. 4. If youcould change one thing about the way you handle conflict, what would it be? Why? ! ! 5. What is the most important outcome of conflict? ! ! 6. In what ways have you seen your team benefit from conflict?
- 26. 7. How canconflict be detrimental to a team? ! ! 8. What do you do when someone avoids conflict with you? ! ! 9. What are some reasons you choose to avoid conflict? ! ! 10. What can you do to promote a healthy attitude toward conflict within your team?
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- 28. Were your partner’sperspective different from yours? - Debriefing questions -
- 29. What were somethings you learned by considering another’s perspective? - Debriefing questions -
- 30. Does discussing conflictlike this make it “ less scary” ? - Debriefing questions -
- 31. Is conflict goodor bad ? - Debriefing questions -
- 32. What are someways in which conflict is detrimental to the team ? - Debriefing questions -
- 33. What are someways in which conflict enriches the team? - Debriefing questions -
- 34. Which level ofconflict are you facing ? http://mikecohnsignatureseries.com/books/coaching-agile-teams
- 35. The Five Dysfunctionsof a Team - Patrick Lencioni http://www.tablegroup.com/books/dysfunctions
- 36. “Embrace the ideathat conflict CAN be positive” The intension shapes the outcome
- 37. Working out thecollaboration Muscle !