Will Scrum alone create miracles! Or does it need some best buddies…..Let us understand through a real team story!

Summary of the presentation :

Scrum is a framework. It just suggests some good practices which are like guidelines similar to the good-to-do things. These practices keep the system moving and are like driving directions that enable us to have a healthy rhythm. Now how is this rhythm of scrum affected by the behavioural ecosystem? The blend of people right from the top management to ground level get affected by this adoption of Scrum and also influence the scrum adoption to a greater extent. This adoption is a journey, and Scrum aids in making this entire journey enjoyable and valuable, of course we need to add some ingredients and some spice to it to make this adoption journey valuable and fun-filled. So in this presentation we would talk about the powerful roles in Scrum and most importantly how to make the environment around it suitable to have a smooth ride.

This case study is created based on a real journey of the team and the team is still continuing their scrum journey.

This case study highlights the following.

 Background information
       Project Kick off
      Initial Expectation
      Final Outcome
 Role of organization top-management in this journey?
 How to handle the most important resource-“PEOPLE” in the Scrum journey?
 Some effective ways to clean up the chaos that scrum exposes?
 Learn what are the key ingredients of Scrum?
 How do we spice it up to make the ride a fruitful happy ride?
 Some creative and innovative ways to make the ride a fun and valuable ride!
 How can the master chef, the Scrum Master make this journey a success?
 How to churn the teams to become great teams!

 PS: I can submit a detailed report based on which the slide deck is created to the reviewers. Thank you.

Agile adoption journey is very challenging and expensive but yet would yield great results if we do it in a proper phased manner with good planning and insight. Scrum, one of the agile methodologies, helps the projects to cater to the dynamics of changing market while delivering high quality software when combined with few engineering practices.

True! Let us try to understand the ground realities of scrum and then see how its adoption gets effected by the surrounding ecosystems and environment using simple metaphors and then let us take a deep dive into the depth of the realities. Scrum is like a powerful filtration process that allows the filtrate to pass through smoothly while exposing the residues which are the real bottlenecks, impediments, road blocks in a transparent manner. Once these residues are cleared, crystal clear increments of working software could be seen by the Stakeholders. So it is up to the environment around Scrum to act on the realities that Scrum exposes and clear it up as early as possible so that the working software could be delivered faster. If we do not react to these impediments that Scrum exposes, we would be where we were earlier and nothing might get changed!

Successful implementation of Scrum would need the key ingredients, which are the robust engineering practices like Continuous integration, Daily Builds, Automated build process, Build notifications, Continuous Deployment and Delivery in place to deliver quality software.

We need to enable and empower the most important resource, “PEOPLE” very carefully all through the journey so that they do not get over churned and break half-way through the ride. We need to add just enough lubricant to make the team vehicle move smoothly. Organization plays a vital role in giving the necessary push as and when required by providing the essential support in terms of the infrastructure and other requirements that would aid the Scrum journey. People who have a positive attitude and who are willing to work with the team on the ground would sustain this adoption process. People who try to create roadblocks along the journey should be handled with care skilfully.

Now to make the journey really a fun-filled ride, definitely some spice in the form of creativity and innovation is needed to produce the flavor to make scrum tour amazing and an exciting journey that churns good teams to great teams. The three roles of Scrum, the Product Owner, the Scrum Master and Development team should synchronize well with each other to succeed. Most important role in Scrum, the master chef i.e the Scrum Master keeps the Scrum team intact by ensuring that all the ingredients and spices are in proper ratio. The Scrum Master is the magic wand behind the scenes that can enable things really happen.

The above points would be revelead by going through the journey of a  scrum team that I worked with.



Outline/Structure of the Experience Report

Mechanics :

This session would be a normal power point presentation that takes through a real team's journey that I worked with!



Learning Outcome

Learning/ Takeaways for Attendees :

This presentation would highlight the following areas:

  1. When to use Scrum, understand its suitability and use it?
  2. Role of organization’s top-management in this journey?
  3. How to handle the most important resource-“PEOPLE” in the Scrum journey?
  4. Some effective ways to clean up the chaos that scrum exposes?
  5. Learn what are the key ingredients of Scrum?
  6. How do we spice it up to make the ride a fruitful happy ride?
  7. Some creative and innovative ways to make the ride a fun and valuable ride!
  8. How can the master chef, the Scrum Master make this journey a success?
  9. How to churn the teams to become great teams!


Target Audience

Any one using any Agile framework like Scrum.

schedule Submitted 7 years ago

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    • Nanda Lankalapalli

      Nanda Lankalapalli - Happy Teams are key to successful agile transformation– Teams’ self-design

      Nanda Lankalapalli
      Nanda Lankalapalli
      CST & Coach
      schedule 7 years ago
      Sold Out!
      45 Mins
      Experience Report

      Agile Teams' self-design is very important (though not very common) exercise in a large-scale agile transformation. In teams’ self design, team members choose their own teams in a collaborative way. This concept here is that the teams will gel quickly and excel when they are self-designed.

      In this session I am going to present my experience with such exercise. I facilitated at least 4 such sessions to help an organization as part of a large-scale transformation. The session is going to explain

      1. Benefits of Feature teams over Component teams
      2. Self-design of feature teams
      3. Pilot exercise of self-design of 2 feature teams.
      4. Large scale self-design of 4 product groups with 30 to 50 members per group.


    • Madhavi Ledalla

      Madhavi Ledalla / Jerry Rajamoney - Deep dive into RETROSPECTIVES- how do we break the usual norms so that these reflections could be made thought-provoking ones!

      60 Mins

               Retrospectives are the primary learning, reflection and readjustment techniques on agile projects. A good Agile team is always striving to become better than before. And an effective retrospective enables the team to sieze its opportunity to improve! 

      Retrospectives enable whole-team learning, act as catalysts for change, and generate action.

      R-> Realize where you are and where you want to be

      E-> Engage the teams in fruitful discussions

      T-> Team work to build “We over I” attitude

      R-> Relish the power of Inspect and Adapt cycles

      O->Openness and Transparency to make retrospectives efficient and effective

      In my view, this is not any new concept or a jargon the team needs to really master, but yes in reality sometimes it becomes challenging to keep the momentum lively all times! Over a period of time, we see these symptoms in a retrospective. 

      R-> Repeated issues pop-up

      E-> Engrossing & Engaging discussions are missing

      T-> Team present virtually, loses trust.

      R-> Routine stuff, nothing interests the teams.

      O->Observably gets boring over time.

      To catalyse conversations among team members, retrospectives need to be viewed from a different perspective. This presentaion talks about why the retrospectives efficacy fades off over a period of time and then talks about some very interesting techniques that I used with the teams to make these meetings lively!  Teams need to do out-of-box thinking and appreciate that these short gatherings need not  be done only by using the techniques or methods prescribed in the book but could be done by quoting some situational specific examples that would make the teams really think and speak!


    • 60 Mins

      There is a world of difference between the management principles in the era of the Industrial revolution to the current world of information revolution. We need to acknowledge the increasing gap between the way employees are being managed at work, and the way they want to be managed. Many surveys have been done in this area, ending in headlines like “6 out of 10 employees are miserable” and “74 percent of staff not engaged at work.” Dig into these surveys and you’ll see the quality of leadership on top of the list of complaints. The poor state of leadership and management skills in organizations is being driven by a broad range of factors, including but not limited to

      The changed nature of work - More of skill and innovation

      The increasing education of employees - Continuous improvement and learning needs

      The needs of later generations - The more sofisticated needs of the system

      The pace of change - The quick pace of changes

      In the current “rat race”, the management focusses on higher productivity and higher ROI, but they lack the capacity to “motivate” their employees that can take them to the next level of thinking. The "leaders" do not understand the subtle difference between teaching, mentoring and coaching. They use these words interchangeably without realizing that coaching teams can help them to increase the productivity, morale and create great employees resulting in more successful products.

      A new coaching model is required to enable continous improvement with quick feedback cycles that fosters adaptability and innovation.

      Two relevant quotes which I can relate to this issue are

      "It is people who build organizations and not organizations who make people" - unknown

      "Beware of little expenses; a small leak will sink a great ship" - Benjamin Franklin