Having a broad understanding of skills (business, technology, tools, soft skills, etc.) within the team has many advantages, including: the work agreement add up the team in one sentence to explain to the world why this team exists. In this way, team members can study in detail their own (and other) perspectives, why we are doing this great business here. Finally, performance contracts can be concluded if used correctly. If they are created with little or no intent, they do not help the group to work better together. Be sure to review and maintain your work agreement. Creating an agile teamwork agreement should be a collaborative process. As I said before, there are many ways to do it, and I am just describing a way that has worked well for our teams. If you think about facilitating this process, you ask yourself, “What is your most comfortable team in terms of cooperation?” At Crema, it is now a standard that we use a virtual whiteboard (even if no one remotely joins), called Miro. Using a product like Miro can be useful because of the variety of functions such as coordination, reaction, timer, etc. However, you can use a collaborative document like Dropbox Paper, normal grip notes or even a physical whiteboard to anchor discussions. It`s really up to you.
On the other hand, I saw teams hanging on a wire and barely hitting their targets, because the team members couldn`t see them attacking the whole thing and not being invested. Fortunately, there is one way to solve this problem: the teamwork agreement. Openness: When we work together, we practice expressing what we feel and what prevents us from doing so. We learn that it is good to express concerns so that they can be addressed. At the beginning, you encourage discussion within the team and allow everyone to propose, agree and reject any agreement. Note that you can`t get people to change their emotions, but you can focus on (opposable) behaviors. This first meeting was a good start. While the SM mentioned that his team needed a minimum of advice because they were fine, she was delighted that I joined the team. The OP was new both in the company and in a PO role. Although she doesn`t have an agile background, she was very excited to learn about the agile and said she would appreciate and appreciate any coaching that would help her prepare for success. We left the first meeting on a high note.
My goal of getting the coach`s permission had been achieved. So many people that I have to thank for the support they have given me during this trip, I would like to thank first of all the teams who have really been up to the task through this process. If they had not, I would not have been able to understand the power of employment contracts, and it is more about know-how than building words.