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Agile by example 2016 - Organize your sm and po development
- 1. Łukasz Aziukiewicz Organize your SM and PO development Agile by Example 2016
- 2. Setting up pairs 2 ● Junior and senior ● Always 1x1 ● People likely to get along well
- 3. Kick off 3 ● Share expectations ● Set learning goals ● Set up rules e.g. schedule, AMA, Vegas
- 4. Variety of session types 4 ● Topic and format set in advance ○ Mini-workshop/training ○ Supervision & Feedback ○ Current team issues ○ Coaching session ● Have a “menu” of topics ● Find balance between the
- 5. Feedback 5 ● Feedback during sessions ● Overall retrospective ● Next steps
- 6. Key success factors 6 ● A vibe and trust between the mentor and mentee ● Willingness on boths sides ● Regularity ● Diversity of sessions ● Being prepared ● Action points
- 7. Outcomes/Conclusions 7 ● 3 months to increase skills ● People feel supported ● Mentors learn as well as mentees ● A knowledge base is easily created ● Having a structure helped us achieve those
- 9. Icons made by Freepik from www.flaticon.com are licensed by Creative Commons BY 3.0 Image credits 9
Notas del editor
- Hi everyone - this track that we’re now starting is titled “soft skills” so my talk will be about personal development. I am Łukasz, I am with STX Next and among others one of my responsibilities is supporting skills development of people relatively new to the SM role within the company. Working in a mentoring relation with a few different people I’ve gathered some best practices that became a simple framework that we now follow. Today I’ll give you a brief insight into how it works It all starts with… <slide>
- senior and junior/regular always a 1x1 relationship People likely to get along well
- Expectations towards each other as well as towards the program itself. Example goal: fluently working with powerful questions On one hand it allows to be on the same page about what the program will look like and on the other it helps to get to know each other better and gain trust. CRITICAL! Usually 1h once a week
- topic set in advance, focused around a specific issue - time to prepare Good to have a “menu”, but topics centered around current problems - gained knowledge can be effectively used the mentee should be the one to suggest a problem Finally find balance
- sharing feedback on a regular basis, a “retrospective” meeting every 2-4 months opportunity to verify progress towards set development goals. decide to continue the program as-is, stop it altogether or modify the relation more towards a mutual learning mentor-mentor setup.
- 2-3 months to gain a significant increase in skills People don’t feel lost and know they can get help when needed As a by-product