Edgy Agile Things That You May Not Have Heard Of: Melbourne Agile and Scrum meetup version
Conflict in Agile Teams - Sydney Agile & Scrum user group Meetup
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Conflict in Agile Teams Sydney Agile &Scrum User Group @JemBen & @FrankLetsBe
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Agile teams, as we all know, are based around communication and collaboration. Obviously then, the self-organised team must be able to communicate effectively and professionally; but what about when it can’t, or won’t? Strangely, these are in fact two different concepts, and both happen in the real world – most importantly, both lead to conflict that can destroy a team. We all like to imagine the cross-functional team of specialised generalists with a focus on technical excellence, working pro-actively to solve issues and create the best product possible in the best working environment possible. The reality, though, is that we don’t always pick our teams, and even when we do, we don’t always get along. Consider the five dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoiding accountability, and no attention to results. How many have you encountered? Probably, you have encountered more than one, at least at some point, and if so, you would have seen the results on productivity, quality, and turnover. Join us around a "world cafe" session to share and explore your stories and experiences on how to sense, observe, learn and transform conflict to constructive disagreement.
Transcript of Conflict in Agile Teams - Sydney Agile & Scrum user group Meetup
Conflict in Agile Teams
Sydney Agile &Scrum User Group @JemBen
& @FrankLetsBe
Community
Venue
Conferences
Encore ! Sydney 2 October
http://www.agileencore.com/
http://www.scrum.com.au/2014/
Your Story: - Where were you when you RSVP?
!
- Who did you think about when you pressed “Yes”?
!
What brought you here?
“Well, what if not everybody on this team is worthy of respect?”
“At the very least, can we just have minimal respect for everyone here?”
http://shop.oreilly.com/product/9780596518028.do
“Conflict is inevitable !”
People interaction over process and tools
Working software over comprehensive documentation
Customer collaboration over contract negotiation
Reacting to change over following a plan
Acknowledging the Agile Context
http://agilemanifesto.org/
Agile 2014 - InfoQ - Second Keynote - Best Job Ever
http://www.infoq.com/news/2014/08/agile2014-keynote-best-job
Influential factors for interpersonal relationship and
collaboration…
Competitive GoalsMisunderstanding of job / requirements
Interdependence Feedback mechanismConflict of interest
Disagreement about execution StrategyBlame Culture
Fear of Failure Seeking recognition
Lack of Focus
Performance appraisal mechanism
Common Causes of Team Conflict
http://www.infoq.com/research/dealing-with-team-conflicts
Cost of Conflict !What is the cost of delaying the conflict discussion?
Transforming conflict into constructive disagreement
- Ignore
- Win / Lose
- Lose / Win
- Lose / Lose
- Win / Win
What is the problem ?Do we agree?
Do we have the same perspective?Do we agree?
Do we have the same understanding on how to solve it?
Do we agree?
How do you see it ?
U N D E R S T A N D I N G C O N F L I C T 25
How Do You See It? OBJECTIVES• To understand our perception of conflict• To consider a different perspective on conflict • To learn techniques to better handle conflict • To build trust
Group SizeAny
MaterialsOne copy of the Conflict—How Do You See It? handout (provided) for each participant, pens
Time30 to 40 minutes
ProcedureConflict can provide the spark that often leads to better solutions, creativ-ity, and collaboration. This activity helps team members to: (1) become more comfortable with conflict, (2) consider the positive aspects of con-flict, and (3) understand the possible benefits to themselves and the team. Have participants pair up. Provide each person with a copy of the hand-out. Allow 10 to 15 minutes for partners to interview each other. Follow with a group discussion of the interviews and then go over the discussion questions.
TipsFollow this activity with the game Positive Spin.
VariationsHave team members switch partners every three questions to increase the level of trust within the team.
- Exercise as a Game -
http://www.amazon.com/Book-Conflict-Resolution-Games-Communication/dp/0071742247
OBJECTIVES
• To understand our perception of conflict • To consider a different perspective on conflict • To share &learn techniques to better handle conflict • To build trust
Exchange time
1. How do you define conflict? !!2. What is your typical response to conflict? !!3. What is your greatest strength when dealing with
conflict? 4.
4. If you could change one thing about the way you handle conflict, what would it be? Why?
!!5. What is the most important outcome of conflict? !!6. In what ways have you seen your team benefit from
conflict?
7. How can conflict be detrimental to a team? !!8. What do you do when someone avoids conflict with you? !!9. What are some reasons you choose to avoid conflict? !!10. What can you do to promote a healthy attitude toward
conflict within your team?
Discussion time
Were your partner’s perspective different from yours?
- Debriefing questions -
What were some things you learned by considering another’s perspective?
- Debriefing questions -
Does discussing conflict like this make it “ less scary” ?
- Debriefing questions -
Is conflict good or bad ?
- Debriefing questions -
What are some ways in which conflict is detrimental to the team ?
- Debriefing questions -
What are some ways in which conflict enriches the team?
- Debriefing questions -
Which level of conflict are you facing ?http://mikecohnsignatureseries.com/books/coaching-agile-teams
The Five Dysfunctions of a Team - Patrick Lencioni
http://www.tablegroup.com/books/dysfunctions
“Embrace the idea that conflict CAN be positive”
The intension shapes the outcome
Working out the collaboration Muscle !
