How do you guide your Agile Coaching practice?

I supported a software development company's Agile transformation journey, working with teams new to Agile methodologies. As a teacher, I provided guidance and training, but it wasn't fully effective. I adapted my coaching approach to a facilitator, organizing interactive workshops to build trust and incorporate team members' ideas into Agile practices. I then became a mentor, coaching key team members and empowering them to become change agents, boosting the company's Agile success. As Agile adoption expanded, I became a consultant, offering guidance and recommendations based on best practices.

Assessing an organization's agile maturity before coaching is essential. I used interviews, surveys, and observations to gain a holistic view and involve the teams to foster buy-in. The assessment highlighted gaps in agile principles, communication, and collaboration and served as a roadmap for improvement. By keeping the assessment insights visible and referring to them regularly, we could tailor our approach and achieve tangible and sustainable improvements. Consequently, assessing agile maturity is crucial to achieve the organization's specific goals and visions.

In a recent coaching engagement, clear goals and agreements were crucial to align our efforts with the client's vision. We developed SMART coaching goals to improve collaboration, delivery speed, and customer satisfaction. We then established coaching agreements, defining the sessions' scope, frequency, and format. Roles and responsibilities were clarified, with the client's commitment to participate and provide support actively. Key performance indicators were set to measure progress, ensuring our coaching aligned with evolving needs. This approach drove focus and accountability, leading to tangible and sustainable Agile transformation.

In one of my projects, I struggled with an agile team in collaboration, communication, and decision-making. Through active listening and powerful questioning, I created a safe space for the team to share their challenges and explore solutions. I introduced coaching activities like retrospectives and games to improve communication and decision-making. Coaching models, such as GROW and ORID, guided the team in goal-setting and problem-solving. Reinforcing agile principles and practices improved the team's collaboration and accountability, leading to their growth and success. This experience highlighted the importance of diverse coaching skills and techniques in fostering high-performing agile teams.

During a coaching engagement, I faced resistance from a team unwilling to change. Despite my efforts, they reverted to old habits, leaving me doubting my abilities. Reflected on the situation, sought feedback, and engaged in coaching supervision. Actively pursuing professional development, I learned new techniques and adjusted my approach. They gradually embraced agile principles by empowering the team and fostering open communication. Their productivity and collaboration improved, highlighting the importance of reflecting and improving my coaching practice. As Agile Coaches, we must practice what we preach to deliver valuable support and help teams succeed.