Facilitating truly effective "Individuals and Interactions"

The Agile Manifesto is largely predicated on communication within the project context. Truly effective communication is a function of trust and empathy. 

This presentation shows the use of a behavioral assessment model in the context of “individuals and interactions”. We first trace the formation of a behavioral-type (or pattern) and then see typical behaviors exhibited by the 15 types identified by the model. We examine the role of behavioral-pattern in creating trust within the team.

Following this we examine the response of each personality-type to "change". As agile coaches, we have noticed that the response to the change varies from active-support to passive-resistance to active-resistance. We use the DISC model the interpret the reasons for the response.

Finally, we try to interpret behavior of the "team" using the DISC model.



Outline/Structure of the Talk

Presentaion of the DISC model

Brief History and Application

Relevance Within the Agile Context

Learning Outcome

Developing a functional appreciation of a framework to interpret the behavior of individuals and the “team as an entity”

A very interesting perspective of making change happen based on the personality-type of individuals

Tips and techniques to make the “message of change” more acceptable

Target Audience

Scrum Masters, Project Managers, Product Owners, Agile practitioners and "the whole team"

schedule Submitted 6 years ago

Public Feedback

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  • Ted Tencza
    By Ted Tencza  ~  10 months ago
    reply Reply

    Hi Sheshardri,

          I was wondering if you could provide a bit more detail around the different personality types, and some of the strategies used to interact with each of them.  Also, how does viewing "team personality" allow to interactions with individuals?  Do you have any examples of this type of analysis helping improve adoption of agile or execution of projects?  Given you are speaking mostly of helping teams accept change, is this more focused on agile adoption?



    • Steve Ropa
      By Steve Ropa  ~  6 years ago
      reply Reply

      Hi Sheshardri,

      I have been exposed to the DISC model myself, and am still a little at a loss when reading your proposal.  I wonder if a brief description of what DISC is would help make it easier to see.  Maybe you could include a brief one line for each of the four areas?

      • Sheshadri Shekhar
        By Sheshadri Shekhar  ~  6 years ago
        reply Reply


        I shall upload the deck shortly with a description of the 4 types (Dominant, Influence, Steadiness and Compliance) and the 15 patterns that the classical model talks about.

        I am planning to compare the 15 patterns on three parametes (Motivation/Expectation, Mode of Work, Fear and Contribution to the team). In a facilitated manner, I plan to show the typical "give and take" that happens in a team - say between the Product Owner (say with a D & I combination) and the Project Manager (say D & C) OR between a Test-Lead (C & S) and a developer (D & C).

        The objective of the presentation is to showcase that

        1. the manner in which a coach conveys the same message is interpreted (and acted upon) differently based on perceptions of individual

        2. the manner in which the team-members interact with each other can be greatly enhanced by understanding one-another through this framework. (I had observed with one client in the US that a team who underwent DISC assessment had posted their "type" at the entrance of each of their cubicle and had fun in the process).

        Finally, I would like to show an instance where the profile of each team-member is plotted on a wheel and draw some insights on type of behavior that the team may exhibit.

        Thank you


    • Tathagat Varma
      By Tathagat Varma  ~  6 years ago
      reply Reply

      Hi Sheshadri - adding to what Ted mentioned earlier, it will be good if you could share a deck that highlights your ideas that helps us understand how you have used that in solving real-world problems?


      • Liked Ebin John

        Ebin John - Making the organizational culture work for you!

        Ebin John
        Ebin John
        Agile Coach
        Societe Generale
        schedule 6 years ago
        Sold Out!
        45 Mins

        This talk is all about how to make the organizational culture work in favour of you. Agile adoption/transformation face lot of resistence because the the change agents work against the organization culture.

        In this talk we talk about how to understand the organizational culture and how to work with the culture to reach agility. We learn the details of organization culture with the help of Schneider model.

        We also discuss about what is the best model for different types of organizational culture. How to move from one model to another without disturbing or fighting against the organization culture.

        The talk is all about "Making your culture work".