Divide and Rule in Scrum – the roles

When thinking about Scrum what is coming in your mind first? The Scrum Master? The Sprints? The Product Backlog? Whatever it is, lets have a look on it from another angle: the good old divide et impera or defeat in detail! There are many historical persons who are attributed with it. We will not cover this part here, it could be a longer story :)!

With this blog post i am trying something new – at least a bit new for me: a series of shorter posts on a bigger topic. Let me know, if you like this more or the old way of sooo looong articles!

The roles

One part which i love about Scrum is the separation of concerns (sorry, deep in my heart i am still a software developer) of the roles. On one side we got the Product Owner. She, and only she, is responsible for the “what” is done and the “why” is it done. Business value and its maximization is her key responsibility.

Then there is the Team. Their business is the “how”. Nobody, not even the Scrum Master, can tell the Team how a specific thing has to be done. The Scrum Master has the right to intervene and ask, if there isn’t a better way to do things. But the Team has the final say!

Last but not least we got the Scrum Master. Her sphere of influence is the Scrum framework, its understanding and the living of it in the whole organization in the best way possible. With best possible here is ment, that the Team rises to high velocity and stays there. While we have many smaller parts in the servant leadership of this beautiful role, but in my eyes they fall completely under the correct understanding and living of Scrum and the high velocity of the Team.

Conclusion

Overall for me the Scrum Team is the best example of divide and rule! I love, that for every important part of the business there is somebody personal accountable. That gives Scrum the power it has! In the next blog posts you will read about the events, the artifacts and maybe the rules in Scrum corresponding to divide and rule.

What are your thoughts on Scrum in this point of view? Do you have something else you want to read about? Another perspective or another part of Scrum? Did you liked this blog post? Let me and the world know it and leave a comment!

Thanks for reading and sharing 🙂

Management 3.0: #2 Moving Motivators

In an earlier blog post i wrote about the Management 3.0 technique of the Kudo Cards and what i’ve learned using them.

Today we’re going to have a look at my experiences with the Moving Motivators, as you guessed it right, also a Management 3.0 technique. The key question the Moving Motivators try to solve is the following: what are the intrinsic motivations of a person and what does she win or lose if something changes? So it is a tool to become aware of the things the player thinks are most important to herself and make them transparent. That said, we can have a look at the motivators one can choose from. They are the following:

  • Curiosity
  • Honor
  • Acceptance
  • Mastery
  • Power
  • Freedom
  • Relatedness
  • Order
  • Goal
  • Status

Note, that the first letters form the word CHAMPFROGS, which reminds me of the great book Eat That Frog! – you don’t know it? My recommendation: read it, its full of entertaining small pieces of daily usable wisdom!

Lets have a look on the overall process: we have a facilitator, a player and the deck of motivator cards. The facilitator explains the steps and asks further questions to point out insecurities and make things clearer. First step is, that the player sorts the motivators in descending order of how important they are for her. Second step is to ask a question to have a closer look at. This can be as simple as “How will my life change, if i take the next step in my carreer and go to XYZ?”. With this question in mind you now have a look at each of the motivators. Will this motivator change to the good or to the bad? If its getting better with this decision, you move the motivator card upwards as much as you feel. If the motivator will be damped or you feel it will go down, you move the motivator card downwards as much as necessary. If you want to decide between several options, you can play the game multiple times, till you have a complete set of “How my life will change”-situations. You than can compare the options from another point of view.

When i played the game myself, i found some helpful things for myself: first i loved finding out what my motivators are. Being aware about what i need and want a bit more clearly made my expectations more realistic. Seeing that some things can be better, while other things go worse, gave me a deeper understanding of the complexity. When seeking for the next job it helped me and still helps me to figure out what i really want and where to go and where not.

When i played the game as facilitator i found, that this little game is a powerful tool for many people to find their way. On top it is a great structure to get in touch with the deeper feelings of one another. Whenever two people need to find out the real intention and motivation of one another it is a good starting point to have a look at the cards and open up. This is easier than with the direct question, because the cards and fun of a game is making the situation not looking to serious. But: you can handle really serious situations, don’t be fooled by the nice looking cards!

As a bonus i developed a nice little browser tool, with which you can play the Moving Motivators online. You can even save and load your results to have a look later on (have a look in the lower right corner for the icons ;)!

Did you ever heard from the Moving Motivators? What are your experiences with them? In which role did you played them? And what did you learned while plaing it? If you never heard of it: did this post animated you to try it out?

Thanks for reading and have a successful day!

Management 3.0: #1 Kudo Cards

You may have heard about the Management 3.0 system. It is a set of games, tools and practices, which helps managing oneself and organisations. In this little series i am explaining one by one some of these parts of the system and share my experiences with them. Lets dive right into the first part: the Kudo Cards!

Kudo Cards & Kudo Box

The Kudo Cards are a set of cards (you guessed it right ;)). On those cards some kind of compliment sentences are started and there are some empty lines to fill. Example compliments are “Well done …” or “Great job …”. Thats it. Your job is now to think of your colleagues and pick an event or quality which you really like and fill the empty space with your own words. Afterwards you can either hand it over directly or anonymously. For the anonymous way there is a Kudo Box. It is like a mailbox, where you can throw in your mail and then it is up to your organisation how to ritualise the handover. In our company we do it as one point to hand out the Kudo Card to the adressee. But he is free to only read it alone or to say thanks how he want.

Our Kudo Box with the great Kudo 2.0 QR Code Video Kudo Card.

My experience

When i introduced the Kudo Cards, i was just thinking, that they are a great idea. As i am, i handed my first set directly to the recipients and did not think about what they could think about it. So i didn’t installed a Kudo Box or a ritual, because in my eyes it was like positive things could be told face to face. Damn was i wrong. As a direct reaction to my announcement three guys came to me and asked why there is no Kudo Box. Asking them why they want one, brought up, that they are shy and don’t want to hand them directly. So our Kudo Box was born and the ritual was introduced, which made these shy ones happy.

To accelerate the usage of these ideas i started writing cards for the ones who deserved it before the company retrospective. Everyone who got one card was happy and proud in this moment. It was a great experience to see, what a little compliment in front of everybody else can do. Some where infected by the idea and also wrote compliments for others too. They mostly gave them directly or brought them to the desk when the recipient wasn’t there. One great idea was a “Kudo Card 2.0” with a QR code. Behind the QR code was a link to a YouTube video with an old german ad celebrity telling you what a marvelous colleague you are. At the moment the Kudo Cards are somehow in a hibernation. Since more than two months there is no card in our box. But i don’t stop to remind my colleagues and hold up the ritual of opening the Kudo Box while the company retrsopective.some gave the Kudo Cards directly to each other some over the Kudo Box

Conclusion

First of all i really love the Kudo Cards. Having a little positive wall near my desk keeps up my moral and helps over heavy situations! This experiment helped me learning things too! First a real obvious one: not everybody is as extrovert as me with compliments and feedback. Second they last much longer than the short term experience of a spoken compliment. Don’t get me right, if there’s something working well your rule of thumb should be to speak it out loud as fast as you can. Last but not least there is a big influence of just having this instrument in your company, organisation or tribe towards a positive way of thinking. Only some cards make a difference for those who get them. They walk around with a better mood for a while and give this happiness into a virtuos circle.

I absolutely recommend Kudo Cards for you! 🙂

Do you have any experiences or want to say anything about this topic? Just leave a comment, thanks for reading!