What do you do if your boss in an Agile team is causing conflicts?

Communicating openly includes connecting with your team and telling them transparently about the actual situation that you are facing. Conflicts are meant to happen, but the way a leader resolves it is important. A leader should consider data and facts while making these decision - and communicating openly becomes a key during the scrum calls!

??? El primer paso es intentar una comunicación abierta y honesta. Programa una reunión para discutir tus preocupaciones de manera constructiva, enfocándote en cómo los conflictos afectan el desempe?o del equipo y tus propias responsabilidades. Utiliza "yo siento" y "yo observo" para expresarte, evitando acusaciones directas que puedan poner a tu jefe a la defensiva.

You can also pproach them with a solution-focused mindset. Initiate a respectful conversation about the team's dynamics and the conflict's impact on project goals. Propose a neutral mediation session if needed, ensuring the discussion aims at understanding, resolving the issue, and enhancing team collaboration.

Em uma equipe ágil, onde a colabora??o e a comunica??o s?o fundamentais, um chefe que causa conflitos pode ser um grande desafio. Uma abordagem é tentar entender as raz?es por trás das a??es do chefe e buscar uma conversa aberta e construtiva. é importante expressar suas preocupa??es de maneira respeitosa e sugerir solu??es que possam beneficiar toda a equipe. Se necessário, envolver um mediador ou o departamento de recursos humanos pode ajudar a resolver os conflitos de maneira eficaz e profissional. Lembre-se, o objetivo é manter um ambiente de trabalho saudável e produtivo para todos.

Also explain to your boss what impact his or her actions will have on the long-term direction of the team. Furthermore, his actions may spill over to other teams, putting the entire organization at risk. Bosses are always role models. Their actions are often imitated as they are equated with success.

Explain to your boss why agile teams make sense in the current VUCA (volatility uncertainty complexity ambiguity) world. Explain how agile temas reduce knowledge-centricity in individuals and thus make the entire company more resilient. Teach your boss his new role. Explain how she/he can contribute to making the agile team even better. Explain to her/him the need for trust and the experience of psychological safety.

Se o chefe em uma equipe ágil está causando conflitos, é essencial promover um ambiente de aprendizado contínuo. Eduque e treine seu chefe sobre os princípios e práticas do Agile, destacando seus benefícios e resultados. Ofere?a feedback construtivo e convide-os a participar de cerim?nias ágeis para uma compreens?o mais profunda. Envolva outros especialistas ágeis na organiza??o para orienta??o adicional. Mantenha uma comunica??o aberta sobre os impactos dos conflitos na equipe e nos resultados do projeto. Comprometa-se com a melhoria contínua, adaptando abordagens conforme necessário. Essa abordagem promove um ambiente colaborativo e um crescimento constante na equipe ágil.

Conquiste o seu chefe sobre o valor do Agile destacando seus benefícios, demonstrando casos de sucesso, oferecendo-se para educar, fornecendo recursos, destacando resultados e solicitando feedback colaborativo. Podemos come?ar implementando práticas ágeis gradualmente e medindo o progresso ao longo do tempo. Podendo realizar treinamentos para a equipe e contar com o apoio de consultores especializados. Além disso, se dispor a liderar esse processo e garantir que estejam no caminho certo.

This article emphasizes the significance of continuous learning within the realm of agility, particularly in educating and coaching organizational leaders on the benefits and best practices of Agile methodologies. It acknowledges the potential scenario where leaders may lack familiarity with Agile or harbor misconceptions and apprehensions about it. To address this, the article suggests employing various strategies, such as inviting leaders to observe or participate in Agile ceremonies, sharing relevant resources or articles, and offering constructive feedback. Additionally, leveraging the assistance of other Agile experts or champions within the organization to mentor or advise leaders is recommended.

In my 5-year tenure working with agile methodologies, when a boss in an agile team is the source of conflicts, education and coaching become delicate yet crucial tasks. I would approach the situation with empathy, aiming to understand their perspective and challenges. Initiating a private, constructive dialogue, I’d gently introduce agile principles that emphasize collaboration, respect, and communication. Offering specific examples of how certain actions or behaviors might be impacting team dynamics could be enlightening. Suggesting resources, like workshops or literature on agile leadership, might help.

Hierbei ist anzumerken, dass es nicht um eine Abgrenzung gegenüber Chefs geht, sondern um deren Einbindung. Nicht immer kommt es zu Einmischung aufgrund von fehlendem Vertrauen ins Team. Ein anderer Grund kann sein, dass Chefs nach ihrer Aufgabe im agilen Kontext noch suchen. Schlie?lich müssen sie im Rahmen einer Transformation ihr Selbstverst?ndnis neu definieren - und das ist gar nicht so einfach, weil es ans eigene Selbstbild geht. Insofern ist es wichtig, in einem gemeinsamen Prozess mit Teams und Chef zu besprechen, wie Chefs am besten unterstützen k?nnen, z.B. durch Transparenz über Informationen und Hinweise zum Unternehmen oder durch das L?sen von Impediments.

Para equilibrar o poder do chefe sem prejudicar o processo ágil e manter uma autoridade hierárquica confortável, é importante estabelecer uma comunica??o clara e construtiva. Eu recomendo 6 principios: Comunica??o aberta e transparente, Estabelecer expectativas claras, Negocia??o de compromissos, Foco nos resultados, Empoderamento da equipe, Feedback construtivo! Ao implementar essas estratégias, você pode encontrar um equilíbrio entre o poder do chefe e os princípios ágeis, mantendo uma autoridade hierárquica confortável e promovendo uma cultura de respeito e colabora??o dentro da equipe.

In an Agile team, if your boss is causing conflicts, start by setting clear boundaries and expectations. Approach the situation with open, respectful communication. Schedule a private meeting to express your concerns, focusing on the impact of the behavior rather than personal attributes. Use specific examples to illustrate how the conflicts are affecting team performance and morale. Collaboratively discuss and agree on acceptable behaviors and strategies for conflict resolution. Emphasize the importance of mutual respect, open dialogue, and the Agile values of collaboration and adaptability. Regularly review these agreements to ensure they are being upheld and adjust as necessary to maintain a positive, productive team environment.

It may be useful to bring your boss together with the team and give the boss an active role in supporting the team. In doing so, the team can actively hand over issues that it cannot solve itself.

The notion of respect in the context of agility underscores the importance of setting boundaries and expectations with your manager regarding team autonomy, roles, and responsibilities. If faced with micromanagement, interference, or overruling of team decisions by your manager, it's imperative to assert your authority and expertise as an Agile team member, reminding them of Agile principles and values. Utilizing tools like the Agile manifesto, team charter, or definition of done can aid in clarifying and agreeing upon team objectives, processes, and standards. This ensures alignment with Agile principles while fostering a collaborative and empowered team environment.

Se o chefe n?o cooperar, escale o problema para líderes superiores ou considere mudar de equipe. Priorize a resolu??o construtiva dos conflitos, mantendo o foco nos princípios ágeis e no bem-estar da equipe.

If setting boundaries and expectations with a boss causing conflicts in an Agile team doesn’t lead to improvement, escalation might be necessary. Prepare by documenting specific incidents, including dates, involved parties, and the impact on team dynamics and project outcomes. Approach HR or a higher-level manager with your findings, presenting them objectively. Focus on the need for a healthy work environment and the overall success of the team and projects. Request mediation or intervention to address the issue. It’s important to follow your organization’s protocols for conflict resolution and to maintain professionalism throughout the escalation process, aiming for a constructive resolution that benefits all parties involved.

Para cuidar de si mesmo e fazer pausas para aliviar o estresse do trabalho, pratique técnicas de relaxamento, defina limites de trabalho, fa?a pausas regulares, envolva-se em atividades físicas e hobbies, mantenha uma alimenta??o saudável, durma o suficiente, busque apoio social e psicológico profissional regularmente.

The role of managers should already be considered in the first agile steps. Experienced agile coaches can provide support here and also raise awareness among managers of how their role is changing. In particular, the guiding principle of individuals and interactions over processes and tools is a major change for traditional managers.

é importante buscar maneiras de construir um relacionamento saudável com essa pessoa, demonstrando empatia, compreens?o e respeito. Isso pode envolver encontrar oportunidades para colaborar em projetos ou compartilhar sucessos e desafios de forma transparente. Também é útil buscar apoio de colegas de equipe ou mentores para obter orienta??o e suporte adicionais na gest?o desses conflitos.