Collaboration Through Conflict - SFAA 2013
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Collaboration through ConflictEvolving Better Teams
Mark Kilby
October 15, 2013
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Software since 1990; Coaching since 2003
AgileOrlando.com co-founder
Mark Kilby
Enterprise Agile Coach
@mkilby– twitter
Linkedin.com/in/mkilby
http://markkilby.com
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Seen these resultswith teams?
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Storm patterns
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Purpose today is to…
• Better understand the relationship
between Conflict & Collaboration
• Give you and your teams several
tools to navigate through conflict
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Benefit
Teams that can deliver
in any conditions
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Agenda
1. Understand Types of
Conflict and Collaboration
2. Values & Conflict
3. When Things Still Go Wrong
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CONFLICT AND COLLABORATION
Understand Types of
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Jean Tabaka
Agile FellowRally Software
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Our point of view…
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Collaboration invites Conflict
Forming
Storming
NormingPerforming
Constructive
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To make conflict constructive
We can learn to navigate through the storms
We cannot avoid storms of conflict…
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Christopher Moore’s
“The Mediation Process: Practical Strategies for
Resolving Conflict”
SOURCES of
Data
Relationship
Structural
Interests
Values
CONFLICT
Courtesy of Jean Tabaka
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SOURCE ofCONFLICT:DATA
Data
Relationship
Structural
Interests
Values
• lack of information
2 ways it shows up:1. Day-to-day information sharing (reporting) 2. In collaboration events
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Release Burndown
38
Sprint Burndown
96
Velocity Trend
66
8
5
Day-to-Day
Information Radiators
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Driven by other
Information Radiators
Story Backlog Task Backlog In Process Task Done Story Done
User Story
User Story
User Story
Task
Task Task
Task
Task Task
Task Task
3
2
1
Task
8
16 2
48
8 4
168
Task 8
Task 16
Is everyone updating?
Can everyone update?
Daily? (at least)
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Driven by other
Information Radiators
Story Backlog Task Backlog In Process Task Done Story Done
User Story
User Story
User Story
Task
Task Task
Task
Task Task
Task Task
3
2
1
Task
8
16 2
48
8 4
168
Task 8
Task 16
Is everyone updating?
Can everyone update?
Daily? (at least)
Can you see the whole system?
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Release Burndown
38
Sprint Burndown
96
Velocity Trend
66
8
5
If not, DATA is not truly visible
Information Radiatorsare WRONG
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Release Burndown
38
Sprint Burndown
96
Velocity Trend
66
8
5
If not, DATA is not truly visible
Information Radiatorsare WRONG
Are you surprised by
what you release?
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Release Burndown
38
Sprint Burndown
96
Velocity Trend
66
8
5
If not, DATA is not truly visible
Information Radiatorsare WRONG
CONFLICT by
DATA
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In Collaboration Events:
Listing and Brainstorming
Our list_________________________________________________________________________________
Gathering …
New Requirements
Sprint observations?
Root causes?
Ideas for improvement?
Risks?
Facilitator
Data
Relationship
Structural
Interests
Values
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In Collaboration Events:
Listing and Brainstorming
Our list_________________________________________________________________________________
Is everyone updating?
Can everyone update?
Is everyone contributing
every few minutes? (at least)
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In Collaboration Events:
Listing and Brainstorming
Our list_________________________________________________________________________________
Is everyone updating?
Can everyone update?
Every few minutes? (at least)
(if not)CONFLICT
byDATA
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Data
Relationship
Structural
Interests
Values
SOURCE ofCONFLICT:Relationship
• strong emotions, misperceptions, or stereotypes
2 ways it shows up:1. Day-to-day interactions2. In collaboration events
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Day-to-DayRelationship Challenges
Can you believe what (Dev/QA/etc.) did?
Guess WHO botched the build
again?
Management/Business is making unreasonable requests!
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Day-to-DayRelationship Challenges
Can you believe what (FAVORITE SCAPEGOAT ROLE) did?
Guess WHO botched the build
again?
________ is making unreasonable requests!
CONFLICT of
RELATIONSHIP(listen for
“role” labels or assumption of intent)
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Day-to-DayRelationship Builders
Preemptive: Working Agreements• Who moves stories in our tracking tool?• Who owns and updates metrics?• What will be the Release calendar? Who will update it?• What are the QA Guidelines? Who will verify? How?• What feedback mechanisms will we use? When?• What are the expectations for addressing defects? Who will address them?• When are we going to update the backlog? How far out for looking ahead?• Who writes Acceptance Criteria with examples before the Sprint• Who writes Detailed tests within the sprint• What are the Agile ceremony rules and expectations?• How do we handle new risks?• How do we handle documentation and delivery?• How do we prioritize defects into the backlog?• How do we handle technical debt? • How do we monitor activities and progress?
Best to address in a Team Chartering
session before the work begins
Clarify assumptions
and intent up front.
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In Collaboration Events:
Safety Checks
Facilitator
Do we all feel safe discussing this
topic?Let’s check.
Data
Relationship
Structural
Interests
Values
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In Collaboration Events:
Safety Checks
How would you rate this meeting for what you can
share?
Level Description Votes
5 - Secure I feel free to discuss anything.
4 - Safe I can discuss almost anything. Might be some difficult topics to raise.
3 - Neutral I’ll discuss some things. Some will be too hard to participate in.
2 - Dangerous I’ll let others bring up issues, but might chime in on some.
1 - Treacherous I’ll smile and just agree with everyone.
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In Collaboration Events:
Safety Checks
How can we bring up the level of
safety?
Level Description Votes
5 - Secure I feel free to discuss anything. XXX
4 - Safe I can discuss almost anything. Might be some difficult topics to raise.
X
3 - Neutral I’ll discuss some things. Some will be too hard to participate in.
XX
2 - Dangerous I’ll let others bring up issues, but might chime in on some.
X
1 - Treacherous I’ll smile and just agree with everyone. X
Anonymous votes
If any vote 3 or less…
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Data
Relationship
Structural
Interests
Values
SOURCE ofCONFLICT:Structural
• Someone of unequal power in the conversation
• Management, senior staff
2 ways it shows up:1. Day-to-day interactions2. In collaboration events
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Day-to-Day
Going to the Gemba
Gemba – “the real place”
Going to Gemba (Lean) - purposely observing how people work
together to create value- Jim Womack
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Day-to-Day
Going to the Gemba
http://www.flickr.com/photos/kheelcenter/5279277567/sizes/z/in/photostream/http://www.flickr.com/photos/highwaysagency/5998133376/sizes/z/in/photostream/
As a manager, …Do you mingle with your staff daily?
Do you ask questions that allows everyone to observe how
value is created?
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Day-to-Day
Powerful QuestionsScenario Instead of asking… Try asking…
Team has been in conversation for a while and you think they need to hear one person’s opinion.
What’s your opinion? What is possible here?
What is the part that is not yet clear?
Team is diving into details and you think they should spend more time “envisioning” solutions.
What are other options? What is here that you want to explore?
What is just one more possibility?
Adapted from “Powerful Questions for Agile Teams” by Lyssa Adkins
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
FacilitatorSenior Staff
Data
Relationship
Structural
Interests
Values
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
Agenda1. Open2. ______3. ______4. ______5. ______6. ______7. Close
Working Agreements
1. ______2. ______3. ______
PurposeTo decide/plan/learn/ evaluate ___________
FacilitatorSenior Staff
Parking Lot
Action Items
Facilitator should introduce Organizing Tools at Opening
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
Agenda1. Open2. ______3. ______4. ______5. ______6. ______7. Close
Working Agreements
1. ______2. ______3. ______
PurposeTo decide/plan/learn/ evaluate ___________
We should discuss XYZ now!
Parking Lot
Action Items
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
Agenda1. Open2. ______3. ______4. ______5. ______6. ______7. Close
Working Agreements
1. ______2. ______3. ______
PurposeTo decide/plan/learn/ evaluate ___________
Parking Lot
Action Items
Does XYZ meets our purpose and agenda?
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
Agenda1. Open2. ______3. ______4. ______5. ______6. ______7. Close
Working Agreements
1. ______2. ______3. ______
PurposeTo decide/plan/learn/ evaluate ___________
Parking Lot
Action Items
XYZ
If it is part of the purpose and agenda, show where it will be
discussed
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
Agenda1. Open2. ______3. ______4. ______5. ______6. ______7. Close
Working Agreements
1. ______2. ______3. ______
PurposeTo decide/plan/learn/ evaluate ___________
Parking Lot
Action Items
XYZ
If it does not, ask to put it in the Parking Lot to check in on what the
group should do with this item
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In Collaboration Events:
Clear Purpose, Agenda, & Working Agreements
Agenda1. Open2. ______3. ______4. ______5. ______6. ______7. Close
Working Agreements
1. ______2. ______3. ______
PurposeTo decide/plan/learn/ evaluate ___________
Parking Lot
Action ItemsXYZ
In the “Close”, clear the Parking Lot by asking the group if an action needs to be
taken for each item. Be sure it has an owner and due date
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Data
Relationship
Structural
Interests
Values
SOURCE ofCONFLICT:Interests
Courtesy of Jean Tabaka
• competition for resources; scarcity mindset
2 ways it shows up:1. Day-to-day interactions2. In collaboration events
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Day-to-Day
Reactions to Scarcity
“I don’t see a problem with our resources.”
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Day-to-Day
“Management will not give us what we need.”
Reactions to Scarcity
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Day-to-Day
“I can’t do better since I don’t have what I need.”
Reactions to Scarcity
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Day-to-Day
“I just can’t seem to convince people we need this.”
Reactions to Scarcity
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Day-to-Day
“I have to fight for my team to get what they need.”
Reactions to Scarcity
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Day-to-Day
“This is hopeless. I’m just doing the minimum until something better comes along.”
Reactions to Scarcity
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Day-to-Day
Reactions to Scarcity
We all get “stuck” at one of these place
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Day-to-Day
Perceived Scarcity
Anxietyabout
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Learning
Anxiety
Day-to-Day
When we realize we are stuck, we have an
opportunity to learn about our model of the
problem
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Day-to-Day
“I wonder what I’m not seeing to help us get what we need?”
“I wonder who I’m not considering to collaborate on resource needs?”
“I wonder how I can show a return on investing in these resources?”
Learning
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Day-to-Day
“I wonder what I’m not seeing to help us get what we need?”
Learning
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Learning
Anxiety
“An upset is an opportunity to
learn”- Christopher Avery
Day-to-Day
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In Collaboration Events:
Making All Views Visible in a Debate
Facilitator
Data
Relationship
Structural
Interests
Values
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In Collaboration Events:
Making All Views Visible in a Debate
Here is the way it is!!!
You’re wrong!!!
A B
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In Collaboration Events:
Making All Views Visible in a Debate
!!! !!!!!!
!!!
!!!
!!!
A B
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In Collaboration Events:
Making All Views Visible in a Debate
!!! !!!!!!
!!!
!!!
!!!
A BCONFLICT
ofINTERESTS
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In Collaboration Events:
Making All Views Visible in a Debate
!!!Are you willing to work this out?
A B
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In Collaboration Events:
Making All Views Visible in a Debate
Yes Yes
A B
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A point of view________________________________________________________________________
In Collaboration Events:
Making All Views Visible in a Debate
A point of view
A B
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A point of view________________________________________________________________________
In Collaboration Events:
Making All Views Visible in a Debate
A B
Did B describe your point of
view A?Yes.
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B point of view________________________________________________________________________
In Collaboration Events:
Making All Views Visible in a DebateA Point of View________________________________________________________________________
A B
B point of view
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B point of view________________________________________________________________________
In Collaboration Events:
Making All Views Visible in a DebateA Point of View________________________________________________________________________
A B
Did A describe your point of
view B?Yes.
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In Collaboration Events:
Making All Views Visible in a Debate
A B
B point of view________________________________________________________________________
A Point of View________________________________________________________________________
!!!Is there a middle way?
Both sides feel they are heard and
understood
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In Collaboration Events:
Making All Views Visible in a Debate
A B
B point of view________________________________________________________________________
A Point of View________________________________________________________________________
Brainstorming________________________________________________________________________
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NavigatingData
Relationship
Structural
Interests
Values
CONFLICT• DATA– lack of information
• Approaches: Information Radiators equally updated, Brainstorming & Listing (facilitated)
• RELATIONSHIP – strong emotions, misperceptions, or stereotypes
• Approaches: Crucial Conversations, Appreciations, Safety Checks, Working Agreements
• STRUCTURAL – someone of unequal power in conversation
• Approaches: going to Gemba, powerful questions, clear purpose and agenda, working agreements, properly using Parking Lot and Action Items
• INTERESTS – competition for resources; scarcity mindset
• Approaches: active listening and rigorous facilitation to level playing field, Avery’s Responibility Model
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VALUES & CONFLICTUnderstand
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ValuesData
Relationship
Structural
Interests
Values
CONFLICT• Most challenging form of
conflict
• Approaches: prioritization techniques, affinity grouping in meetings, working agreements about no judgments
• Are they always effective? Challenging ValuesNO. Why?
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We are uncovering better ways of developing products by doing it and helping others do it. Through this work we have come to value:
That is, while there is value in the items on the right,
we value the items on the left more.
Values of AgileManifesto.org
Individuals & interactions Processes & toolsover
Working product Comprehensive documentationover
Customer collaboration Contract negotiationover
Responding to change Following a planover
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Scrum Values
CommitmentFocusOpennessRespectCourage
XP Values
FeedbackSimplicityCommunicationRespectCourage
Lean Software Principles
Eliminate waste
Amplify learning
Decide as late as possible
Deliver as fast as possible
Empower the team
Build integrity in
See the whole
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The problem with “giving” values…
• We may not know what we value
• They may not stick with the team
• We can’t be sure if our values align with others
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A (working) model of how teams evolve
CORE is “what binds the group together” and can include:
See “resonant teams” on markkilby.com
• Elevating Purpose• Collective Values• Preferences
(Working Agreements)
CORE
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CORE
A (working) model of how teams evolve
What’s in it for me?
What’s in it for us?
What’s in it for others to
have us work as a team?
Forming
Storming
Norming
Performing
See “resonant teams” on markkilby.com
Drawn to the purpose of the group.
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CORE
A (working) model of how teams evolve
CORE is “what binds the group together” and can include:• Elevating Purpose• Collective Values• Preferences
(Working Agreements)
Some leaders can get here
Few get here
See “resonant teams” on markkilby.com
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A (working) model of how teams evolve
CORE
CORE is “what binds the group together” and can include:• Elevating Purpose• Collective Values• Preferences
(Working Agreements)
Many leaders can get here
Few get here
See “resonant teams” on markkilby.com
(without this) CONFLICT
ofVALUES
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TO ANTICIPATE THE “BIG STORMS” WITHIN THE TEAM…
WE NEED TO MAP OUR VALUES
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MAPPING YOUR VALUES1-to-1: Mountains & Valleys
A quick walk through…
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S A T I S F A C T I O N
TIME201320031993
Adapted from http://www.culturesync.net/happiness
Euphoric
Tragic
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S A T I S F A C T I O N
TIME201320031993
Dream
job
afte
r
Mas
ters
deg
ree
1st jo
b in
new
indus
try a
nd
role
Dot-b
omb;
7 lay
-offs
1 st Agile coach gig
Hired at RallyOpe
ned
TX
offic
e; d
eath
mar
ch
Adapted from http://www.culturesync.net/happiness
Euphoric
Tragic
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S A T I S F A C T I O N
TIME201320031993
Dream
job
afte
r
Mas
ters
deg
ree
1st jo
b in
new
indus
try a
nd
role
Dot-b
omb;
7 lay
-offs
1 st Agile coach gig
Hired at RallyOpe
ned
TX
offic
e; d
eath
mar
chA
B
C
D
EF
Adapted from http://www.culturesync.net/happiness
Euphoric
Tragic
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Event A – Values (+)
Event B – Values (-)
Event C – Values (+)
Event D – Values (-)
Event E – Values (+)
Event F – Values (+)
VALUES CHART
Referred / Trust Explore Proving Self
New Path / Explore / Build Together Valued
Respect Valued / TrustNew ChallengesNew Roles
Respect / Valued / Trust
Adapted from http://www.culturesync.net/happiness
In looking at the high
points, what was most
present for you?
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Event A – Values (+)
Event B – Values (-)
Event C – Values (+)
Event D – Values (-)
Event E – Values (+)
Event F – Values (+)
VALUES CHART
Referred / Trust Explore Proving Self
Loyalty / Trust Humility
New Path / Explore / Build Together Valued
Valued / Trust
Respect Valued / TrustNew ChallengesNew Roles
Respect / Valued / Trust
Adapted from http://www.culturesync.net/happiness
In looking at the low
points, what was missing the most for
you?
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Event A - Values
Event B - Values
Event C - Values
Event D - Values
Event E - Values
Event F - Values
VALUES CHART
Referred / Trust Explore Proving Self
Loyalty / Trust Humility Respect Valued
Build Together ValuedNew Path / Explore /
Valued / Trust
Respect Valued / TrustNew ChallengesNew Roles
Respect / Valued / TrustCollaborationNew Industries & Skills
Adapted from http://www.culturesync.net/happiness
What patterns do
you see?
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Event A - Values
Event B - Values
Event C - Values
Event D - Values
Event E - Values
Event F - Values
APPRECIATED FOR SERVING
CO-CREATING
TRUST IN RISK
RESPECTING ALL
VALUES CHART
EXPLORING TO LEARN
Referred / Trust Explore Proving Self
Loyalty / Trust Humility Respect Valued
Build Together ValuedNew Path / Explore /
Valued / Trust
Respect Valued / TrustNew ChallengesNew Roles
Respect / Valued / TrustCollaborationNew Industries & Skills
Adapted from http://www.culturesync.net/happiness
Describe the patterns
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APPRECIATED FOR SERVING
CO-CREATING
TRUST IN RISK
RESPECTING ALL
EXPLORING TO LEARN
CORE VALUES
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MAP TEAM VALUESNext...
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1) Convert Values to Preferences
• Think back to Core Values
CO-CREATING
EXPLORING TO LEARN
CORE VALUES
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1) Convert Values to Preferences
• In what “context” will you be working together?
CO-CREATING
EXPLORING TO LEARN
CORE VALUESProject:
Presentation:
Administration:
Career:
Context:
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1) Convert Values to Preferences
• Express your values as preferences
CO-CREATING
EXPLORING TO LEARN
CORE VALUESProject: I would rather pair than work solo on a project
Presentation: I would rather have exercises and Q&A than talk to a bunch of slides
Administration: Repetitive work makes me numbCareer: I prefer changing roles within an environment
Context: Preference
See http://ssrm.com/abstract=1995781
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Making it Visible:
Values Constellations
I prefer to pair
http://tinyurl.com/l745pqo
Note: Multiple ways to use this technique
Demo
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Pay attention to…
Who is close to center?
Who is far away?
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Pay attention to…
Who is close to center?
Who is far away?
When does the team “come together”? (Shared Value)
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Pay attention to…
Who is close to center?
Who is far away?
When does the team “come together”? (Shared Value)
When does the team “spread out”? (Potential conflict?)
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Pay attention to…
Who is close to center?
Who is far away?
When does the team “come together”? (Shared Value)
When does the team “spread out”? (Potential conflict?)
Develop Value-based
Working Agreements
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WHEN THINGS STILL GO WRONG
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Learning
Anxiety
“An upset is an opportunity to
learn”
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1) Keep DATA visible always2) Develop cross-functionality & check
safety in RELATIONSHIPS3) Go to the gemba, ask powerful
questions, and use good facilitation to level STRUCTURE
4) Keep all INTERESTS visible and explore upsets as opportunities to learn about scarcity mindsets
5) Map VALUES to develop daily working agreements
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Allows you to chase the storms of conflict to evolve your teams
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LIFE WITHOUT CONFRONTATION IS DIRECTIONLESS, AIMLESS, PASSIVE. WHEN UNCHALLENGED, HUMAN BEINGS TEND TO DRIFT, TO WANDER OR TO STAGNATE. CONFRONTATION IS A GIFT.
DAVID AUGSBURGER
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Mark Kilby
Enterprise Agile Coach
@mkilby– twitter
Linkedin.com/in/mkilby
http://markkilby.com
AgileOrlando.com co-founder
THANKS!
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References:Adkins, Lyssa. Coaching Agile Teams: A Companion for ScrumMasters, Agile Coaches, and Project Managers in Transition, 2010. Addison-Wesley. A great reference for coaches and scrummasters
Adkins, Lyssa. Description of the Constellations exercise. http://tinyurl.com/l745pqo
Avery, Christopher. Teamwork Is an Individual Skill: Getting Your Work Done When Sharing Responsibility. 2001. Berrett-Koehler Publishers – A great book for anyone to learn more about how to work effectively on teams.
Avery, Christopher. See http://LeadershipGift.com for mentoring on the Responsibility Model. Use code “LEADING” for a discount.
Kilby, Mark. An evolving model of teams. See “resonant teams” on http://markkilby.com
Larsen, Diana and Nies, Ainsley. Liftoff: Launching Agile Projects & Teams. 2011. Amazon Digital Services – if you are launching new teams, this is the book on Agile Chartering. Diana and Ainsley are masters of getting teams successfully launched.
Logan, Dave, King, John, and Fischer-Wright, Halee. Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization. 2012. HarperBusiness – if you want to find ways to organically make changes across an organization, look here
Moore, Christopher. The Mediation Process: Practical Strategies for Resolving Conflict.. 2003. Jossey-Bass. Original reference on the 5 sources of conflict.
Mountains and Valleys (Values mapping) exercise. Listen to MP3 first. http://www.culturesync.net/happiness
Tabaka, Jean. Collaboration Explained: Facilitation Skills for Software Project Leaders. 2006. Addison-Wesley – If you are new to a Scrummaster or Product Owner role, this is a must-have book to understand how you facilitate agile meetings
Warren, Caleb , McGraw, A. Peter and Van Boven, Leaf. “Values and preferences: defining preference construction”. WIREs Cogn Sci 2011 2 193–205 DOI: 10.1002/wcs.98 copyright 2010 John Wiley & Sons, Ltd. Available at: http://ssrm.com/abstract=1995781