Each step reveals a new horizon - Inspect and Adapt Your Career

Imagine ... that you had a personal coach who has your best interests in mind, helps you discover your strengths and weaknesses, helps you identify your next steps, celebrates your wins with you along the way, helps you learn from your experiences and is with you every step of the way.

Imagine ... that this is how you manage your career!

We would like to share with you our "Inspect and Adapt" Career Development model and a real-life case study of the model in action.

 

 
 

Outline/Structure of the Case Study

How did it all start?
Priya attends her first Sprint Retrospective
She is going through a rough patch at work
She approaches us coaches for a retrospective on her recent work experience
 
The first retrospective proves to be of value
Priya likes the results – great insights and focused action items
Can she use this for a longer term career management – an idea takes root
The next retrospective has a long term goal – a vision takes shape
 
How to make the vision a reality?
The vision makes a great backdrop, but Priya wants to act now
Vision broken down to big rocks
 
Too many things to do - what to focus on in the short term?
Time-boxes are introduced
Time-boxes encourage us to break out actions down to small, specific actions that are achievable within a month
 
Action items implemented – what did we learn?
Time-box ends, some action items implemented – time to retrospect
 
Circumstances keep changing – time to revisit
Projects, People, Personal life changes - Priya feels the need to adjust and adapt both her vision and her short term plans
 
Our experiments now look like a Model for Career management
We will share the model in its current avatar which now also includes several tools, tips, suggestions etc
 
Is a personal coach required or is the model alone enough?
 

Learning Outcome

The audience will get a first look into our Inspect and Adapt Career Management model.

They can go back and experiment with it and make their career dreams come true:)

Also they can introduce the idea to their friends and colleagues if they think it will help.

Target Audience

All roles

schedule Submitted 4 years ago

Public Feedback

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  • Ravi Kumar
    By Ravi Kumar  ~  4 years ago
    reply Reply

    Hi Vinaya/Sutap,

    Inspect and Adapt Career Management Model look interesting. Please help clarify

    • Is this at a concept stage? or
    • Has it been a widespread practice in your organization. If it is then what will be good is data points on how many have used this model and some outcomes that can be qualified by HR for ex.

    Thanks,

    Ravi

     

     

    • vinaya muralidharan
      By vinaya muralidharan  ~  4 years ago
      reply Reply

      Hi Ravi

      Thanks for your interest. The model has been tested and has some promising results but with one test subject:)

      And that is what we would like to share as a case study.

      It has definitely moved beyond the concept stage and we have a fairly well fleshed out model.

      Please let us know if you have any other queries or comments.

      Regards

      Vinaya


  • Liked Krzysztof Czajka
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    Krzysztof Czajka - How fudge candies catalysed feedback and engagement? Case study of successful experiment.

    20 Mins
    Experience Report
    Advanced

    What is it about?

    This is a story about building appreciation and feedforward culture in the organization.

    I am going to talk about a bottom-up experiment based on Jurgen Appelo's Merit Money, conduced in the biggest e-commerce company in Poland - Allegro Group. It is a story about learning throughout an Agile experiment to get the most out of it. Primarily the experiment was intended to challenge the existing bonus system based on forced ranking. It turned into appreciation and feedback system with some sweets involved. 

    This feedback system has grown to more that 230 people involved from 3 different physical locations and still grows virally. We made a structure in which there is a coordinator in each location. If at least part of scrum team plays the game, SM is the first line contact. He distributes credits and exchanges them for sweets. Also cooperates with coordinator who is responsible for making sure system works well in his location.
    Iterations are now 2 weeks. We introduced a requirement that credit has to be filled in with short description what you thank for, in order to be exchanged. This was to promote written thank you’s and avoid situations where people hand over credits just to get sweets.
    Also every quarter we change credits appearance so that the previous credits cannot be exchanged for sweets. This is to set a time box and “flush the system”.

    Is it for me?

    Do you feel your team could be more engaged in their work? Trying to get rid of silos in your organization? Then this is for you.

    Get inspired by this simple game, in which there are several instant feedback loops, fun, gambling and sweet prizes.

    Oh, I forgot... and you'll find an answer on why we call it Fudge Candies.