Ditch “The Three Questions” And Adopt The Agile Mindset Already

Ditch “The Three Questions” And Adopt The Agile Mindset Already

Scrum teams that have been using Scrum for a while are most likely settling into the new framework. The chaos and dust from the change has settled and things are normalizing a bit. However, each team has their own unique way of doing things and, from the outside, managers may be holding onto their “command and control” mindset. Shouldn’t a process, like the daily scrum, be repeatable and look the same for all teams? Perhaps their mentality is that Scrum is a “methodology” and it should be strictly adhered to vs. a light weight framework in the “Agile toolbox?” Maybe they’re too focused on accountability of individuals vs. team autonomy? Whatever the cause, the Agile mindset just hasn’t quite set in yet. With a little bit of coaching, they’ll get there. Exercise patience.

One thing I’ve observed from leaders who haven’t quite fully adopted the Agile mindset yet is their insistence on strict adherence to “The Three Questions” during the daily scrum. There exists a feeling that “Vanilla Scrum” is the best way to do Scrum (There’s no such things as ‘Vanilla Scrum’ by the way). There’s a perception that the best way to do Scrum is to make everyone answer the three questions:

  1. “What did you do yesterday?”
  2. “What will you do today?”
  3. “Do you have any impediments?”

While I agree that the scrum guide can be prescriptive at times, the three questions listed above are not, in fact, mandatory. Seriously, read the section on the Daily Scrum and then come back.

Welcome back. So now that everyone’s educated, let’s talk about creativity. There’s a lot of room for creativity from each team and every individual. The Scrum Guide tells us “What we should do,” however, each team is left to figure out “How best to do it.” The format of the daily scrum is no different and there’s a lot of room for creative and constructive discussion questions. Strict adherence to the three questions can become an impediment to communication.

When speaking to your leaders, it’s usually not a good idea to open the scrum guide and show them where they’re wrong. It’s not very tactful and you miss a great opportunity to make the conversation a teachable moment.

When discussing this with leaders, start by asking some simple questions. I usually start with, “what does ‘vanilla scrum’ look like to you?” Their answer will likely reveal one of two things.

  1. Focus on the process; or
  2. Focus on individual accountability.

It makes sense, doesn’t it? As a manager, their ability to reliably deliver products, services, or projects is a reflection on their ability to lead their unit. Managers are accountable to stakeholders, customers, and their bosses. Yes, managers have bosses too. It’s pretty simple when we put ourselves in their shoes and I think we can empathize with their position. It can be a great deal of stress. Management isn’t for the weak of heart.

Yes, managers have bosses too.

Creativity Over Strict Processes

Command and control via processes can be effective. Set up a process. Follow the process. Repeat. But at what cost? I’d argue at the cost of creativity. I’d argue at the cost of low employee engagement. I’d argue complete and utter mediocrity. Of course I’m not advocating for zero processes either. That would be irresponsible. The people and process dependency is a balancing act, but let’s not rehash that discussion.

My recommendation would be to challenge the manager’s perspective about creativity and engagement. They may say they value it, but their actions may speak differently. Perhaps they view the daily scrum as a status report? That’s an anti-pattern you don’t want to have. Trust me. Been there. Done that. Got the t-shirt.

Scrum shouldn’t be “standardized across all teams.” If the pain point of the organization is variable quality and unreliable delivery, Scrum won’t fix that for you. But if you allow creativity to happen, then your employees will become engaged. And engaged employees who are empowered can move mountains. They’ll fix things on their own because at the end of the day, everyone wants to go home at five thirty, have a beer and spend quality time with their family. It’s the mindset, not the framework that we should strive for. Intrinsic motivation, not another carrot.

Responsibility Over Individual Accountability

I’m not advocating for zero accountability. Again, that would be irresponsible. But, the need to hold people accountable for their actions is another “command and control-ism” and it makes people fearful for their jobs. As a result, it stifles creativity and people will do just enough to stay of the RADAR and out of trouble. This is a much tougher problem to address because a manager focused on “holding people accountable” likely suffers the same from their own management. We can all empathize with our managers on this. Just like us, they’re subject to the same influences of organizational culture. As a coach, you must be courageous enough to address this with everyone in the organization, especially when another witch hunt is just around the corner. Are we trying to figure out who put crappy code into production? Or are we trying to figure out how crappy code got into production? You see the difference? The first question is about assigning blame. The second question is about addressing a problem. Stop with the witch hunts. People make mistakes. It’s a part of doing business.

My recommendation would be to re-frame the conversation around responsibility. Accountability is for Product Owners who must own the success or failure of a project. They are the single wring-able neck. However, responsibility can be shared and is something reserved for teams who share the responsibility of managing risk, keeping on schedule, staying within scope, and producing quality work. Product Owners are accountable for the overall performance of the project and guiding the team with a product road map. The Product Owner provides the what. The Team provides the how.

Stopping the flow of communication so they neatly fit the mold of the three questions can introduce risks into the project. It jeopardizes the quadruple constraint (Scope, Schedule, Cost, and Quality). So let your team discuss the sprint goal. Let your teams talk about the future beyond the next 24 hours. Let them self-organize in a way that’s most comfortable for them. They’re responsible for delivery — have the courage to step back so they deliver.

I’d love to hear your thoughts on the daily scrum or the anti-patterns you’ve recently spotted. If you’d like to have a discussion, leave a comment below or contact me. Feel free to connect with me on social media as well!

Photo Credit: Pixabay

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Reflections On Courage: What Rocky Balboa Taught Me About Failure

Once a year, I have a ritual and binge watch all of the Rocky movies. For those unfamiliar, the series is about an Italian-American boxer portrayed by Sylvester Stallone named Rocky Balboa. The saga begins with Rocky, a small-time boxer, trying to make ends meet as a collector for a loan shark. As the series progresses, Rocky is faced with multiple challenges. He achieves success, failure, loss, even ridicule — not just in the ring, but in life as well.

While many consider each movie an action/sports film, I feel that the series is a set of beautifully crafted dramas that just happen to have boxing in them. The series connects with me in a few ways, however, what keeps me coming back to the series each year is the lessons about picking yourself back up after a failure. Perseverance and the courage to keep moving forward, even when no one believes in you, is how ordinary people achieve extraordinary results.

The Rocky Saga

Below is a brief synopsis of each movie. Don’t worry, there aren’t any spoilers here.

  1. Rocky is about when opportunity meets preparation you can achieve success.
  2. Rocky II is about proving you belong even in the face of criticism and self-doubt.
  3. Rocky III is about failing because of complacency and picking yourself back up and starting over.
  4. Rocky IV is about facing seemingly impossible challenges with the world watching you — even after suffering a traumatic personal loss.
  5. Rocky V is about losing your success because life has a funny way of working that way. Continuing your legacy and keeping what’s most important in life ahead of you (even if we forget about what’s truly important at times) is the greatest success we can have in life.
  6. Rocky Balboa again, is about facing seemingly impossible challenges, even with the world watching, because that’s the way you live. It’s the way you’re made. You don’t know how to live differently.

While I love the newest movie in the series, Creed, I want to stop right here. Because in Rocky Balboa, Sylvester Stallone has one of his most powerful scenes in the entire series. It resonates with me every time I watch it.

That Speech About Life, Taking Punches, And Moving Forward…

Rocky’s son, now a young man in his 20s, is upset with his father for taking an exhibition fight with the reigning champion, Mason Dixon. Rocky’s son explains how difficult it is to live in the shadow of someone like his father. That because he shares the same last name, if his father makes a fool of himself, or worse gets hurt, it’ll somehow hurt him, his career, and reputation.

Rocky is taken aback by this, and his son continues, “doesn’t it bother you that people are making you out to be a joke and that I’ll be included in that?” Rocky is disappointed. He takes a moment to reflect. Then delivers one of the most powerful speeches I’ve ever heard…

“You ain’t gonna believe this, but you used to fit right here.

I’d hold you up to say to your mother, ‘This kid’s gonna be the best kid in the world. This kid’s gonna be somebody better than anybody I ever knew.’ And you grew up good and wonderful. It was great just watching you, every day was like a privilege. Then the time come for you to be your own man and take on the world, and you did. But somewhere along the line, you changed. You stopped being you. You let people stick a finger in your face and tell you you’re no good. And when things got hard, you started looking for something to blame, like a big shadow.

Let me tell you something you already know. The world ain’t all sunshine and rainbows. It’s a very mean and nasty place and I don’t care how tough you are it will beat you to your knees and keep you there permanently if you let it. You, me, or nobody is gonna hit as hard as life. But it ain’t about how hard ya hit. It’s about how hard you can get hit and keep moving forward. How much you can take and keep moving forward. That’s how winning is done! Now if you know what you’re worth then go out and get what you’re worth. But ya gotta be willing to take the hits, and not pointing fingers saying you ain’t where you wanna be because of him, or her, or anybody! Cowards do that and that ain’t you! You’re better than that!”

– Rocky Balboa

It’s a powerful speech and when you get a chance, watch the movie. If you haven’t seen a Rocky Balboa movie, watch this one. It’s a gritty and inspiring film. If you disagree, you can fight me… just kidding… kind of…

Let The Team Take Their Punches

So how does this relate to coaching? Well let me tell you about one of my own failures. When I first started out as a scrum master, I held onto the “failure is not an option” mantra. I brought this mantra with me from my time in the military. I was a ‘helicopter parent’ in a lot of ways and did my best to protect my teams from failure because I didn’t want it to reflect on me or be viewed as an inability to be an effective servant leader.

I would interject when I saw the team laying down railroad tracks aimed at a cliff. I would coerce them to adjust before they realized it was necessary because they weren’t look at the big picture. I didn’t want them to make a mistake — I didn’t want us to fail. As a result, I failed my teams. I took away the their ability to have a shared experience. A shared failure.

I’ve learned from my failure and if you can relate, as am sure some of you do, I encourage you to have the courage to watch your teams fail at new things. Letting your team fail together means they grow together. Failure, just like success, is not final. It’s having the courage to continue, to take those punches and keep moving forward that counts.

Leave your thoughts about failure in a comment below. If you’d like to have a discussion about the Rocky Movies, please contact me or connect with me on social media!

Photo Credit: Pixabay

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