Recruitment and selection for coaches requires finding people with a combination of the right mindset/attitude AND competencies (skillset).

This talk will take the audience through a real life case study on how Telstra sourced candidates for a recent recruitment drive for 60 ways of working coaches. Hiring processes had a strong focus on mindset using new ways of selection processes.

Once candidates had been selected they were enrolled into a micro-credential capability uplift program that recognised competency as it is achieved throughout a learning journey.

This presentation will proved practical insights from a real initiative that executed a bold experiment in prioritising mindset over experience during recruitment, selection and induction.

Understanding a creative approach of problem solving that starts with the people for whom you are designing the solution and tailoring as per their needs.

It's all about building a deep empathy with the people that you are designing for, generating ideas, building prototypes, sharing with people , getting feedback and then solutionizing.

Human Centred Design is about Diverging and Converging through the phases of Inspiration >> Ideation and Implementation with a touch of human empathy.

(Inspired by IDEO.Org)

Is there a standard definition of what an Agile Coach does, or is supposed to do?

Why are there always different expectations of an Agile Coach?

We want to help expose some of the myths floating around, about the role of the Agile Coach. There are different notions and understandings of the Agile Coach role and often it is seen as someone who is doing the actual work, providing suggestions, direction, uplift for better velocity, teaching teams how to write stories, etc. All these things may have their place, but to say the Agile Coach does the work itself, is perhaps the biggest myth.

Another critical success factor for an Agile Coach is how we are engaged; too many a time we see Agile Coaches being engaged using an engagement model that is not set up for success. We will explore this and look at some ways to get the best value out of Agile Coaching.

This talk will be how we do learn and apply basic agile principles @home. Being a busy mum of two, how do I get ideas from my lil ones which I apply in office being an Iteration Manager.

Agile is nothing new to be afraid/fear of and it has always been with us since ages. It’s just that now there is a well-defined framework for us to embrace. There are lots of points that I can correlate with what my lil one does or what I do @home, which in turn are applicable in the form of Agile principles to be applied @work. On the other hand, whatever new I do learn in Agile world if applied @home gives me tremendous value.

Hence eventually , in Agile transformation journey if we have a correlation to what we does every day will help us to smoothly embark on our Agile journey and we won’t be afraid of a new Change

For eg

What My daughter does What I can relate @workplace

Fail Fast and Learn and asking for feedback Avoid too much planning

Learning new skills/activities everyday Being Innovative

Apart from studies participating in cultural/sports events Being Cross Functional

Creativity in whatever you do Scrum Games, Fun Retros

Always curious and asking loads of questions Attention to details and ensuring right acceptance criteria

What I learnt in Agile How it helped my daughter

Information Radiators Goals/Time-table for her learning

Dependency Management/Early risk detection Plan her vacations better

Prioritization Techniques Made her focussed on immediate valued items

And so on.

Organisations nowadays are blindly adopting this new Buzzword Agile and Lean without understanding its true needs and then being very smart(human nature) tweaking Agile to its own ways of working. Without proper assessment of Agile adoption there is a rush to be AGILIST which results in FRAGILIST :)

My talk will have some thought provoking ideas and changes that are required to overcome the customised and tweaked ways of working in the organisations while adopting Agile so as your Scrum does not Smells.

We need to be the change which we wish to see in the world.

The concept of Futurospective is not new to us. We do risk analysis in waterfall as well. In agile we do retrospective to inspect what went wrong and what went good to continue. We do retro after the sprint is over. Can't we do a FUTUROSPECTIVE during the sprint to figure out what all can went wrong, so as we can lay down a list of activities which we feel can go wrong and we can take preventive measure in advance so as to avoid them. Prevention is always better than cure.

My talk will have :

>> Retrospectives and its effectiveness

>> Futurospectives and its need

>> A Small game

My talk will revolve around the retrospectives and the concept of Futurospective. We do retrospective to inspect what went wrong and what went good to continue. We do retro after the sprint is over. Can't we do a FUTUROSPECTIVE during the sprint to figure out what all can went wrong, so as we can lay down a list of activities which we feel can go wrong and we can take preventive measure in advance so as to avoid them. Prevention is always better than cure.

My talk will have :

>> Retrospectives and its effectiveness

>> Futurospectives

>> A Small game