• Agile,  Personal Development

    6 Free Agile and Management Slack Groups You Don’t Want To Miss Out On

    If you’ve been following my blog over the years, you’ll know that I believe strongly in the importance of effective feedback. And while feedback is invaluable, it’s just one of many ways I try to improve my skills. In addition to feedback, learning from the people around me, whether formally via conferences and lectures or casually through one-off chats, has been a huge help in my own professional development, and many others I speak with feel the same. But when you’re running your own consulting business or are the only coach on a team, the cross-pollination of Agile, Management, and Leadership best practices takes a bit more work. To that…

  • Agile,  Coaching,  Leadership,  Organisation

    The First Question To Ask When Building Teams – Is This Really A Team?

    Written by Stefan Lindbohm and Viktor Cessan. Have you ever wondered why so many organizations fail at building effective and high performing teams despite offering so much support in different ways e.g. by managing people, by managing the environment, and by coaching teams? You’re not alone. This is often something that frustrates teams, coaches, and managers. You’d think that given all the support that teams receive, they would have great chances for becoming high performing. What our experience shows us, and research, is that it’s more uncommon than common for teams to get to a high performing state. While there are many reasons to why this happens, in this article…

  • Agile,  Retrospectives

    Turn Up The Good with the ”The Good, The Great, and The Amazing” Retrospective

    When teams focus on what’s not working in retrospectives, things outside their immediate control often show up. It’s great to help teams illuminate what’s holding them back, but if that’s the only thing your retrospectives are focused on they may become a drag and drain peoples energy. To help teams ”Turn up the good”  i.e. builds upon practices and elements that are good and try to make them even better I’ve created a short retro that’s based on that principle. And I’ve taken inspiration from many but particularly Woody Zuill and Marcus Hammarberg when documenting this format.  The Good, The Great, and The Amazing This retrospective takes 15 – 60 minutes depending…

  • Leadership,  Organisation

    Set Individual Goals With The Entire Team

    When we gather an entire team in a room and explore their collective knowledge gaps, interests, and their delivery goals or roadmap — setting individual goals together as a team will lead to increased performance and motivation. This is because individual goals become more relevant with the added context and because focus increases when there’s a clear and direct link between challenges, delivery goals, and learning objectives. If you straight up agree and would like to know how you can start setting individual goals a.k.a talent management with entire teams instead of with individuals I’ve created an exercise that you can run with your teams. Skip ahead to the exercise…

  • Coaching,  Facilitation,  Leadership

    Help Workshop Groups Collaborate Better, Faster, With The Workshop Collaboration Canvas

    It takes weeks if not months of interactions for a team to really come together and collaborate well. So when we put a group of people who don’t collaborate on a regular basis into a workshop and expect them to solve an important problem in a day or two, that group is unlikely to be operating at their collective best. But since we know this even before going into the workshop, we as facilitators can accelerate the group’s ability to collaborate openly and freely through different exercises. Working Agreements is a popular exercise that helps groups but it alone won’t get the group there because the participants are either not…

  • Agile,  Leadership,  Self awareness

    6 Ways People Resist Becoming T-Shaped — And How To Work Past It

    When people doubt or resist the T-shaped philosophy, it’s easy to assume that they just haven’t understood what being T-shaped means and why it’s valuable. More often than not though, I’ve found that a lack of information isn’t what’s holding people back. In my work with organisations and teams, I’ve come across 6 main reasons why people resist the trend towards being T-shaped. I’ve outlined these reasons for you below and have included some remedies that may help you and your teammates get past any hesitation. 1. Their identity is tied to their role Many people identify with their role. They may have worked with something for many years or…

Get my monthly newsletter
Like what you read? Subscribe to my monthly newsletter to get blogposts, facilitation guides, coaching and leadership tools, and much more sent directly to you via email.