The past year has been one where I’ve had to focus even more on diversity, inclusiveness and what all that means. I’ve long held the view that diverse teams are better teams as they bring with them diverse experiences and knowledge. That diversity can give a diversity of solutions so it’s more likely your team will apply the best or even discover a novel solution. It’s a theory I hold closely that is backed up my some academic research tool
However I’ve also experienced the high productivity homogeneous teams can experience. It can be much quicker for the team to create social cohesion and disagreements are rare. It can free people up to focus on what they are producing (which for me is software) with few concerns about social interactions.
Continue reading “Inclusiveness”
I’m not talking about “scary conflict”. There is lots of healthy conflict at work when you have a diverse and inclusive team. It might be technical decisions (tabs or spaces?), product plans (high risk or high return first?) or casual choices (where do we go to for lunch today?). When I think of “scary conflict” I think of personal grudges, unprofessional behaviour or confronting office politics. Those conflicts need to be resolved but are much more confronting.
Continue reading “Three Ways Testers Are Better Able To Resolve Conflict”
There is a famous experiment in behavioural science called the Marshmallow Experiment. In the simplest version of this experiment they sat down a child in front of a marshmallow, the instructor told the child that if they sat there and waited the instructor would come back with an additional marshmallow and they could have both. However if they took the one marshmallow before the instructor returned then that was all they would get. Once the child understood the instructions they were left alone for 15 minutes.
Continue reading “Avoiding Giving Advice”
My go to tool in coaching is to ask a question. I used to try and give people advice but I learned that no one listens to uninvited advice. Telling people want to do can work in a position of authority but they wont take the time to ask why you want them to do it differently and are happy to abandon it all when you leave. So I take a different approach and ask them about what they are doing already.
Continue reading “Dumb Questions”
It’s been interesting over the last year for me as I explore where coaching for software teams and coaching for sports people overlaps. This year I got to be coach for a Roller Derby team which is the first time I’ve called myself a coach for more than a brief workshop. In my day job I’m involved in many activities that have nothing to do with coaching so I rarely call myself an Agile Coach. But to that sports team I am the coach. And while I’ve been involved with Roller Derby for 5 years I have very little training in coaching sports teams so I started applying all the things I’ve learned coaching software teams.
Continue reading “Coaching is a Transferable Skill”
Last year I got to attend a workshop on the Toyota Kata by Hakan Forss and I could immediately see how it could be useful but I didn’t have an obvious place to apply it until recently. We got some good experience with the concept using jigsaw puzzles in a group.
Continue reading “Applying the Toyota Kata”
and why you should organise one too!
How lean coffee works: A few people from work got to take part in one at Agile Australia but I missed it myself. So I just got online and read everything at http://leancoffee.org/ I grabbed a bunch of index cards and texters and was ready to go.
Continue reading “Things I’ve Learned from Running Lean Coffee”