One of the few training that are concise and covers a breadth of information. Clear to understand, well laid out and presented. Great job! Thanks Ahmed!
Can I put here million of likes? I think the measure of professionalism is "how simple you can explain the complex consept". Best video ever I found for my question "what is the difference SM in Scrum and Safe". Thank you sooooo, sooooo much!!!
Crisp clear and to the point explanation of the safe thank you keep helping us to gain more knowledge in safe thank you for all the effort you put in to make us know these things.
Hi Syed, thanks for the awesome session. Can you please have a session where you can spend more time on the scrum masters role in SAFe environment. (More time wrt last 4 minutes of this video)
How would you bring passion and motivation to the team so they can get through those difficult moments? Because from what I know the sprint costs the PO money and plus we get a 10-30k annual bonus depending on performance. But curious to hear your take
Hi Supreme, Please see my above answer - hope that helps, especially the purpose comment would help here. The most productive teams I've seen love what they do, the productivity is a by-product (side benefit) of that passion. To be productive you need to build the teams (which are made of individuals and so each individual). See google's famous 20% rule - www.inc.com/bill-murphy-jr/google-says-it-still-uses-20-percent-rule-you-should-totally-copy-it.html So the PO will need the courage to give the team the space to 'sharpen their saw' knowing that the results may come later on down the road. Now if this is at odds with corporate culture (e.g. sacrifice long term for short term gains - this will be a problem). Be interesting to know how the performance bonuses are impacting behaviour - and what your observation on that is. Thanks for your question.
Hi Supreme, If you look at Scrum Values those will give you a clue: commitment, courage, focus, openness, and respect. But I think it's more than that, it means being there for the team when they are having a rough time (which they all will at some point), when we lose belief in ourselves, being there for the individual and when they don't achieve their objectives, how you frame that so that it motivates rather than demotivates. Thanks for another amazing question! Regards, Ahmed.
Hi Supreme, Thanks for an amazing question. I will answer this in two ways: 1) If you're selecting or recruiting for a team, make sure that they have already displayed a passion for what you are doing. Now this may be a passion for the output goal or the input goal. e.g. If we are developing a search algorithm, I may have a real passion for the idea of searching and my resume reflects that (output goal), or for an input goal, if you are using a certain technology - I'm obsessed or love using that technology. 2) If you already have a team, ask yourself: i) What does each individual on this team love or enjoy? (Take the time to find out). ii) Go out of your way to help each other in any way you can (It can even be getting the coffees or a virtual nice message). iii) Give meaning and purpose: find a common goal that can inspire, e.g. years ago I was leading a team and we were building a pension system, so one of the things that I frequently focussed on was how the team was helping so many pensioners get their pension at the end of each month, how many vulnerable people were now being helped by what they were doing. They weren't just creating lines of code - they were impacting lives. Hope this helps. Great questions - thanks.
One of the few training that are concise and covers a breadth of information. Clear to understand, well laid out and presented. Great job! Thanks Ahmed!
Thanks very much Bardez, glad you enjoyed it.
This is such a helpful crosswalk video showing the differences between the scrum master function in scrum and scaled agile. Thank you.
You are so welcome!
Can I put here million of likes? I think the measure of professionalism is "how simple you can explain the complex consept". Best video ever I found for my question "what is the difference SM in Scrum and Safe". Thank you sooooo, sooooo much!!!
Thanks Yuliya for your warm and kind comments. I am so glad I could help :)
Thank you Syed..!! Very well articulated.
Thanks Kumar.
Very good presentation. Lots of information .
Thank you very much Syed.
Thanks Dispel, glad you enjoyed it.
Thanks Dispel, much appreciated.
Excellent!
Glad you liked it!
Crisp clear and to the point explanation of the safe thank you keep helping us to gain more knowledge in safe thank you for all the effort you put in to make us know these things.
Thanks for your kind comment, really appreciated
Hi Syed, thanks for the awesome session.
Can you please have a session where you can spend more time on the scrum masters role in SAFe environment. (More time wrt last 4 minutes of this video)
Sure will have a look at that Ben, sorry for the delay.
How would you bring passion and motivation to the team so they can get through those difficult moments?
Because from what I know the sprint costs the PO money and plus we get a 10-30k annual bonus depending on performance. But curious to hear your take
Hi Supreme,
Please see my above answer - hope that helps, especially the purpose comment would help here.
The most productive teams I've seen love what they do, the productivity is a by-product (side benefit) of that passion. To be productive you need to build the teams (which are made of individuals and so each individual). See google's famous 20% rule - www.inc.com/bill-murphy-jr/google-says-it-still-uses-20-percent-rule-you-should-totally-copy-it.html
So the PO will need the courage to give the team the space to 'sharpen their saw' knowing that the results may come later on down the road. Now if this is at odds with corporate culture (e.g. sacrifice long term for short term gains - this will be a problem).
Be interesting to know how the performance bonuses are impacting behaviour - and what your observation on that is.
Thanks for your question.
At 6:40 you say mindset is an essential element of that, what do you mean by this
Hi Supreme,
If you look at Scrum Values those will give you a clue: commitment, courage, focus, openness, and respect.
But I think it's more than that, it means being there for the team when they are having a rough time (which they all will at some point), when we lose belief in ourselves, being there for the individual and when they don't achieve their objectives, how you frame that so that it motivates rather than demotivates.
Thanks for another amazing question!
Regards,
Ahmed.
7:50 how do you get the team to enjoy what their doing ?
Hi Supreme,
Thanks for an amazing question. I will answer this in two ways:
1) If you're selecting or recruiting for a team, make sure that they have already displayed a passion for what you are doing. Now this may be a passion for the output goal or the input goal. e.g. If we are developing a search algorithm, I may have a real passion for the idea of searching and my resume reflects that (output goal), or for an input goal, if you are using a certain technology - I'm obsessed or love using that technology.
2) If you already have a team, ask yourself:
i) What does each individual on this team love or enjoy? (Take the time to find out).
ii) Go out of your way to help each other in any way you can (It can even be getting the coffees or a virtual nice message).
iii) Give meaning and purpose: find a common goal that can inspire, e.g. years ago I was leading a team and we were building a pension system, so one of the things that I frequently focussed on was how the team was helping so many pensioners get their pension at the end of each month, how many vulnerable people were now being helped by what they were doing. They weren't just creating lines of code - they were impacting lives.
Hope this helps. Great questions - thanks.