Situational leadership Workshop at Agile2010 Conference

Situational leadership Workshop at Agile2010 Conference

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  Leading Individuals andTeams with Situational Leadership Agile 2010 Conference August 12, 2010 Dave Neuman
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  No experience, butexcited to start as soon as I get back to work Starting to experiment, gaining experience, overwhelmed, disillusioned, looking for help Capable, fragile, cautious, insecure, self-critical Very experienced, confident with your abilities, willing to teach others Which group best describes your current situation? Using Scrum at your company
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  Leadership Goal: DevelopingSelf-reliant Achievers Definitions Self-reliant – autonomous, trusting one’s power or judgment Achiever – a person with a record of successes
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  There is no“best” leadership style just the right one at the right time.
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  Clear Goals DirectionUnderstand Role Priorities Training Recognition for transferrable skills Large amount of feedback on progress To know WHY he/she is doing this Reassurance mistakes are part of learning Feedback on progress Praise for making progress Encouragement To know who can help Sounding board Your opinion about ideas Encouragement, vote of confidence Help looking at skills and results objectively Good questions about the work being done Listen to updates on work More authority Your opinion, when asked New challenges Acknowledgement of contribution Autonomy D4 D3 D2 D1 Individual’s Needs By Development Level
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  Scenario #1 Asa growing software development company, you recently hired Mary as a new software engineer from the local university. She has experience programming JAVA and using Oracle databases and is a good fit for your next project. During her first week at work, she expresses excitement at the opportunity to work on your products. She is confident in her JAVA programming skills, and wants to learn everything she can as fast as possible. She wants to contribute. What is Mary’s development level? Diagnosis Goal or task? Task knowledge? Transferrable skills? Motivation? Confidence? D1
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  Scenario #2 Jimwas a successful scrum master with the 4 person CRM development team. Due to his success with promoting Agile practices and Scrum with his team, Jim was transitioned to a new development team with 6 team members that he had not worked with before. His team is chartered with building a Data Warehouse to support Sales. Jim is excited at the opportunity to meet new people and work on a new project but he is concerned because he does not have experience with building a Data Warehouse. What is Jim’s development level? Diagnosis Goal or task? Task knowledge? Transferrable skills? Motivation? Confidence? D3
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  Scenario #3 Timis a QA team member on your Scrum team. You are working with the team to begin utilizing ATDD and automated integration testing with Fitnesse. At first Tim was open and willing to trying it. But after spending 2 iterations trying to setup the framework and working with Jennifer on writing scenarios and acceptance tests, he is frustrated and is now rebelling. He is saying, “This isn’t going to work! We can’t get it working. Our stories and tests aren’t making sense. I just don’t see how this is going to help us.” What is Tim’s development level? Diagnosis Goal or task? Task knowledge? Transferrable skills? Motivation? Confidence? D2
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  Scenario #4 Julieis a very accomplished architect in your group. She has been leading the technology transition to the next platform for your service. She has been teaching fellow engineers new technology concepts, driving significant improvements in design, and is the glue that keeps the group together. You can give her new goals and she delivers. And she has brought new goals and strategies to the team and delivered those as well. What is Julie’s development level? Diagnosis Goal or task? Task knowledge? Transferrable skills? Motivation? Confidence? D4
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  There is no“best” leadership style just the right one at the right time. Provides direction about goals shows and tells how, closely tracks the individual’s performance in order to provide frequent feedback on results. Explains why, solicits suggestions, praises behaviors that are approximately right, and continues to direct goal or task accomplishment. Leader and individual make decisions together. Leader’s role is to facilitate, listen, draw out, encourage, and support. Empowers the individual to act independently with appropriate resources to get the job done S4 - Delegating S3 - Supporting S2 - Coaching S1 - Directing Leadership Behaviors
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  Scenario #1 Asa growing software development company, you recently hired Mary as a new software engineer from the local university. She has experience programming JAVA and using Oracle databases and is a good fit for your next project. During her first week at work, she expresses excitement at the opportunity to work on your products. She is confident in her JAVA programming skills, and wants to learn everything she can as fast as possible. She wants to contribute. Mary’s development level is D1 What leadership style matches Mary’s level? What do you do to help Mary? Behaviors Directive? Supportive? S1
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  Scenario #2 Jimwas a successful scrum master with the 4 person CRM development team. Due to his success with promoting Agile practices and Scrum with his team, Jim was transitioned to a new development team with 6 team members that he had not worked with before. His team is chartered with building a Data Warehouse to support Sales. Jim is excited at the opportunity to meet new people and work on a new project but he is concerned because he does not have experience with building a Data Warehouse. Jim’s development level is D3 What leadership style matches Jim’s level? What do you do to help Jim? Behaviors Directive? Supportive? S3
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  Scenario #3 Timis a QA team member on your Scrum team. You are working with the team to begin utilizing ATDD and automated integration testing with Fitnesse. At first Tim was open and willing to trying it. But after spending 2 iterations trying to setup the framework and working with Jennifer on writing scenarios and acceptance tests, he is frustrated and is now rebelling. He is saying, “This isn’t going to work! We can’t get it working. Our stories and tests aren’t making sense. I just don’t see how this is going to help us.” Tim’s development level is D2 What leadership style matches Tim’s level? What do you do to help Tim? Behaviors Directive? Supportive? S2
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  Scenario #4 Julieis a very accomplished architect in your group. She has been leading the technology transition to the next platform for your service. She has been teaching fellow engineers new technology concepts, driving significant improvements in design, and is the glue that keeps the group together. You can give her new goals and she delivers. And she has brought new goals and strategies to the team and delivered those as well. Julie’s development level is D4 What leadership style matches Julie’s level? What do you do to help Julie? Behaviors Directive? Supportive? S4
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  Questions? The WholePicture