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They mention a technique to improve these items: "So we created a tool called the gTeams exercise: a 10-minute pulse-check on the five dynamics, a report that

by daveguy 11y ago

They mention a technique to improve these items: "So we created a tool called the gTeams exercise: a 10-minute pulse-check on the five dynamics, a report that summarizes how the team is doing, a live in-person conversation to discuss the results, and tailored developmental resources to help teams improve." And they had some metrics for a specific improvement: "... ones that adopted a new group norm -- like kicking off every team meeting by sharing a risk taken in the previous week -- improved 6% on psychological safety ratings and 10% on structure and clarity ratings. And generally: "Teams said that having a framework around team effectiveness and a forcing function to talk about these dynamics was missing previously and by far the most impactful part of the experience." So it sounds like simply discussing the importance of these aspects and how they influence your team from within the team itself might help foster a better environment.

ianamartin 11y ago
This is totally meaningless. Let me try to explain a different way. I'm going to invent something we are going to call "personal happiness." Right now. I'm not going to define it in any way at all. We are all just going to assume that this is a good thing that we all want. I'm not going to tell you how to measure it or how to quantify it or anything like that. This is simply an objective thing that we all want. Now I am going to tell you that there are 5 key components to personal happiness. And I am not going to tell you how to measure those either. Because who would do that? But I am going to tell you that if you do x, you can score higher on one of those components. I am not going to tell you if these numbers are statistically meaningful because I can't be arsed to actually talk about my methodology. If you engage in one of these behaviors, you will increase your score on one of these metrics, and ultimately increase your personal happiness. Does that help clear up my problem with the original blog post? In my opinion, it's worthless at best and possibly damaging at worst. We have an undefined goal, supporting goals that are also undefined, and we get sub-metrics that are measured without specific sample sizes or anything else that would let you know that there is actually something interesting happening. This is complete and total bs until we get more details. And we won't. It's probably not worth posting here, but worth mentioning that this really boils down to a psychological experiment tested on employees without their consent. I hope that works out for those of you who think that HR is a valuable entity for preventing legal actions.
lifeisstillgood 11y ago
I think the idea of a retrospective is the most potent and valuable item coming from scrum these days (we'll certainly from "we do a modified form of scrum here")

by daveguy 11y ago

ianamartin 11y ago

This is totally meaningless. Let me try to explain a different way. I'm going to invent something we are going to call "personal happiness." Right now. I'm not going to define it in any way at all. We are all just going to assume that this is a good thing that we all want. I'm not going to tell you how to measure it or how to quantify it or anything like that. This is simply an objective thing that we all want. Now I am going to tell you that there are 5 key components to personal happiness. And I am not going to tell you how to measure those either. Because who would do that? But I am going to tell you that if you do x, you can score higher on one of those components. I am not going to tell you if these numbers are statistically meaningful because I can't be arsed to actually talk about my methodology. If you engage in one of these behaviors, you will increase your score on one of these metrics, and ultimately increase your personal happiness. Does that help clear up my problem with the original blog post? In my opinion, it's worthless at best and possibly damaging at worst. We have an undefined goal, supporting goals that are also undefined, and we get sub-metrics that are measured without specific sample sizes or anything else that would let you know that there is actually something interesting happening. This is complete and total bs until we get more details. And we won't. It's probably not worth posting here, but worth mentioning that this really boils down to a psychological experiment tested on employees without their consent. I hope that works out for those of you who think that HR is a valuable entity for preventing legal actions.

lifeisstillgood 11y ago

I think the idea of a retrospective is the most potent and valuable item coming from scrum these days (we'll certainly from "we do a modified form of scrum here")