Here's how you can excel as an Agile team manager.

A. Lead by Example: Adopt Agile Values: Demonstrate Agile principles in your leadership style, such as collaboration, adaptability, and a focus on delivering value. Model Flexibility: Be open to change and encourage your team to embrace iterative improvements and experimentation. B. Foster a Collaborative Culture: Encourage Open Communication: Create an environment where team members feel comfortable sharing ideas, concerns, and feedback. Promote Cross-Functional Collaboration: Support collaboration across different roles and departments to enhance the team's overall effectiveness.

In one of our projects, we were facing challenges with recurring bottlenecks that were slowing down our sprint delivery. Introducing the 'Sailboat' retrospective technique during one of our sessions, using Miro to facilitate the discussion. The team identified specific 'anchors,' such as unclear requirements and delays in code reviews, that were holding us back. We then brainstormed and agreed on actionable solutions, like refining our user story acceptance criteria and implementing a peer review rotation system. Over the next few sprints, these changes led to a 15% increase in our sprint velocity, and we consistently delivered more features on time.

To excel as an Agile team manager, embracing change is crucial. Here’s how you can effectively champion change within your team: 1. Advocate for flexibility and adaptability in all team processes and practices. 2. Prioritise ongoing learning to equip your team for emerging challenges and opportunities. 3. Foster a culture of open communication to address and integrate feedback quickly. 4. Regularly reassess and reorder the backlog to reflect the most current priorities.

Adopt Agile methodology and then follow as far as possible such as teamwork, self-learning, creativity, proactive communication. adapt new methodology, express your ideas, feel free to speak up and talk about what is right and what is required, listen to everyone's Pov and not stick to one, have a backup or plan b in case the first doesn't work.

One thing I have learned over time is embracing change is not the same as doing whatever you like. Each change you decide to make needs to be fully understood about its long term impact both on whatever you are building and also how it impacts the end goal. Too often changes are made at stakeholder requests without thought and before long what you are now working on isn't remotely what you set out to build and isn't fit for the purpose of the problem you originally were trying to solve. Set your sprints / iterations up and spend the time properly investigating proposed changes and their impact l, present these to the stakeholders and then let them make the informed decision on the change. Saying yes just to embrace change leads to failure

Collaboration is one of the things I have found helpful in an agile scrum team. As a leader, you need to openly work with the team, hear them out and ask for feedback. In return the team members are able to work together with openness among themselves and this makes the team thrive.

Team Collaboration - time to time Collaboration helps in forming a bond, understanding, communicating what is required how things are progressing, what is going well and what is not, what to improve, understand impediments, recognise improvements. Collaboration with team - requires transparency, understanding Team’s Say to achieve the real outcome of it.

Promote a lifestyle of collaboration and open verbal exchange. Facilitate regular meetings, stand-ups, and brainstorming sessions where crew participants can share ideas and resolve problems together. Collaboration drives innovation and improves the overall efficiency and effectiveness of the team.

Cultivate a culture of collaboration, transparency, and continuous improvement. Empower your team by setting clear goals, encouraging open communication, and providing continuous feedback. Embrace adaptive planning and flexibility to respond to changing requirements, ensuring that the team remains focused on delivering maximum value to the customer. Prioritize the needs of the end-user and foster an environment where learning and innovation thrive, driving the team to achieve outstanding results in a dynamic landscape. #Agile #Leadership

I have found that excelling as an Agile team manager involves mastering Agile principles, fostering open communication, empowering the team, and continuously improving processes. Support the team by removing impediments, managing stakeholders effectively, and prioritizing value delivery. Leading by example, promoting collaboration, and staying adaptable are key to sustained success.

More than assigning responsibility, it is necessary to have a clear view of the processes and their progress. If the metric did not yield a positive result, try to understand the cause and focus on the solution. Every professional has a unique trajectory and way of learning; therefore, more than measuring progress, it is essential to understand their learning path. This path involves skills focused on both "hard skills" and "soft skills".

1. Team focus: While individual contribution and accountability are significant, an agile team should prioritize being a team in every way and is accountable for the final deliverables and wins and losses. 2. Cross-functional: Agile teams are ideally composed of cross-functional individuals. This culture of learning cross-functionally creates stronger teams that can deliver better quality and faster because they can share work and responsibilities. 3. Outcomes vs. output: Agile teams thrive on outcomes rather than production, process, and routine. An agile team will only care about the results of their work rather than the amount of work someone or a team has delivered.

Your team has to trust you as a leader - not as a manager. They have to live in a safe space. Just because you 'delegate' a task to someone, doesn't necessarily mean they are empowered. Team members, as SMEs (or future SMEs), need to feel free to make decisions and feel comfortable making those decisions. I've been a part of retrospectives where people essentially said nothing out of fear of retribution. It is about building relationships and trust within the team.

Agile teams work best when people are given the freedom to make decisions about their work. This empowers them to feel responsible and accountable, which leads to better results. Make sure that everyone knows their role and what they are expected to do. Trust in their skills and support them when they take the lead.

Capacitar equipes é essencial para o sucesso das metodologias ágeis. Ao conceder autonomia e confiar nas habilidades dos membros, você promove um ambiente onde a responsabilidade e a qualidade s?o naturalmente elevadas. A clareza nas fun??es e a defini??o de responsabilidades ajudam a garantir que todos saibam exatamente como contribuem para o sucesso coletivo. Isso n?o só melhora a produ??o, mas também fortalece o compromisso com os objetivos da equipe.

As a manager who is currently leading multiple Agile teams, I would vote highly for continuous learning. Agile is a vast concept and requires constant learning. There are plenty of resources available to learn from, including video series, articles, workshops, etc. As a team member, you must not hesitate to ask questions to a senior team member about Agile practices.

1. Focus on relevance, not volume. Ditch the FOMO and prioritize learning that directly addresses your team’s current challenges and goals. 2. Embrace micro-learning. Bite-sized chunks of knowledge absorbed in the flow of work are far more digestible and impactful than marathon learning sessions. Think bite-sized training modules, quick feedback loops, and learning embedded into daily routines.

Continuous learning means opening yourself up to knowledge in various forms, whether through specializations, reading, exchanging ideas, online courses, or trying something new. It is essential to maintain filter and focus to avoid getting lost in the flood of information. Continuous learning involves both the development of technical skills and personal growth. I have always been curious, but when dealing with the excess of information, it became necessary to plan and set limits to maintain focus. Studying management taught me the importance of planning and its daily review to adapt to changes.. Effective management of continuous learning has helped me grow both professionally and personally.

No ambiente ágil, promover o aprendizado contínuo é fundamental para o crescimento e a inova??o. Incentivar sua equipe a buscar novas habilidades e refletir sobre as práticas em retrospectivas n?o apenas aprimora o desempenho atual, mas também prepara todos para enfrentar futuros desafios com confian?a. Cultivar uma cultura de aprendizado garante que sua equipe se mantenha atualizada e adaptável, essencial para o sucesso em qualquer projeto.

Encourage non-stop gaining knowledge of and development. Provide possibilities for education, workshops, and certifications in Agile methodologies and different applicable competencies. Foster a boom attitude within the team, in which mastering from both successes and failures is valued. Continuous studying continues the group adaptable and forward-questioning.

Use Agile Tools for Tracking JIRA and Other Tools: Utilize tools like JIRA, which you’re already familiar with, to track tasks, sprints, and project progress. Kanban Boards: Use Kanban boards to visualize workflow and see where tasks are in the process. This helps in identifying bottlenecks and managing work in progress (WIP) limits. Sprint Velocity: Measure the amount of work completed during each sprint. Tracking velocity over time helps in forecasting future work and understanding the team’s capacity. Velocity Trends: Look at velocity trends to identify any fluctuations. A steady or increasing velocity indicates stable team performance, while a declining velocity may signal issues that need to be addressed.

Measuring progress effectively requires a balance between quantitative and qualitative metrics. In one of my projects, we relied heavily on velocity and burn-down charts to track our progress. However, I also made it a point to have regular check-ins where we discussed not just what was on track, but how the team felt about the work. This holistic approach to measuring progress helped us identify potential roadblocks early and address them before they became significant issues.

Medir o progresso de forma eficaz é crucial para o sucesso em ambientes ágeis. Utilizar métricas como velocidade e gráficos de burn-down fornece uma vis?o clara do desempenho da equipe, permitindo ajustes rápidos no planejamento. Essas ferramentas n?o apenas ajudam a acompanhar o progresso, mas também orientam decis?es estratégicas e garantem que todos estejam alinhados com os objetivos do projeto. Revisar regularmente o progresso mantém a equipe motivada e focada nas metas, promovendo um ambiente de trabalho mais produtivo e eficiente.

Use metrics to tune development and performance. Key metrics like velocity, cycle time, and first-rate indicators provide insights into how properly the crew is doing and where enhancements can be made. Regularly review those metrics to make certain alignment with goals and make records-driven choices to decorate productiveness.

In agile world the biggest shift any manager need to bring in himself/herself is Agility i.e. be open for change as per need. The old traditional authoritative mindset will not work with Agile. - Transparency with the team - Clear Communication - Common/Shared Goals with the team - Constant Retrospective and then adoption as well Above are few pointers which will be helpful for an agile manager to manage and deliver fast

Implement regular retrospectives to mirror on what’s working and what’s not. Encourage honest and optimistic remarks. Use these periods to become aware of areas for development and rejoice successes. Reflection fosters a tradition of non-stop improvement and helps the group to evolve and grow.

Insightful Queries: During retrospectives, ask open-ended questions such as “What challenges did we face?” or “How can we improve our process?” This prompts deeper thinking and encourages team members to reflect on their experiences. Focus on Learning: Instead of focusing solely on mistakes, ask questions that highlight learning opportunities, such as “What did we learn from this sprint?” Conduct Regular Retrospectives Scheduled Reflection: Hold regular retrospectives at the end of each sprint. This dedicated time allows the team to reflect on what went well, what didn’t, and what could be improved. Facilitate Open Dialogue: Create a safe environment where team members feel comfortable sharing their thoughts and experiences.