You're struggling to get your team to be more agile. What can you do?

Clarify Goals:Ensure everyone understands objectives and their role in achieving them Empower :Encourage autonomy in decision-making and problem-solving to boost engagement and agility Promote Collab :Foster a culture of open communication and teamwork to facilitate rapid adaptation to change Iterate and Improve:Embrace an iterative approach to work,regularly reviewing progress and seeking feedback for continuous improvement Provide Resources:Equip them with the necessary tools,training, & support to work effectively and efficiently Adopt Agile Practices:Introduce agile methods tailoring them to suit the needs Lead by Example:Demonstrate agility in your own work, showing flexibility, adaptability in response to changing circumstances

Being agile is something that can be learned, with the right leader's support and leadership by example. Employees learn to model the leadership style in agility, if it is practiced daily. Of course, there are the outliers who fear change internally and that will be a little harder to change, but once they learn the reasoning behind needing to be more agile, and the benefits to a mindset shift, it will be beneficial not only for work, but for personal life. It is important to openly communicate the vision with the team and get confirmation that the team understands your vision and believes in it. Once it is clear with objectives and goals, empower employees to be creative and autonomous and watch them soar!

For the team to be flexible, I usually practice: so that one tester can test various software (API, web, mobile), I involve manual testers in automation. I spread the practice that testers should be able to do simple load testing (for example, microservices). All teams also have transparent onboarding, which allows a new team member to get involved faster. I also always can connect out staffing QAs with different options.

Um exemplo que já vivi me ensinou que além de avaliar o nível de maturidade da equipe, a lideran?a precisa ter clareza de quais problemas deseja resolver com a mudan?a da forma de trabalhar e que sejam comunicados aos times.

Always access what’s preventing your team from being agile. 1.Is it the fear of launching speed and the impact from it? 2.Is the team risk averse? 3.How you are currently operating, is it completely waterfall or semi agile. 4. Educate team on agile practises and its benefits. 5. Set realistic goals and help them achieve those goals in an agile manner. 6. With regular agile release cycles it will become a second nature to them

Always share examples of successful businesses that are operating in Agile manner. Ideal to use as example that have same business model as yours. Equally be transparent in highlighting failures as well and reasons behind that. Address any concerns team might have in adapting this, could be fear of change as well. Whatever the reason for fear address and put concerns to rest and reassure the team.

Start by clearly articulating why agility is important and how it aligns with the team's goals and the organization's objectives. Highlight the benefits of agility, such as increased flexibility, faster delivery of value, and improved responsiveness to change. Use concrete examples and success stories to illustrate the impact that agility can have on the team's work and outcomes. Encourage open dialogue and address any concerns or misconceptions that team members may have. By effectively communicating the vision and value of agility, you can inspire your team to embrace agile practices and work towards becoming more adaptive and resilient.

Seja o tipo de líder que já tenha estudado bastante os conceitos do ágil para conseguir transmitir seguran?a emocional e tranquilidade para as pessoas. Eu tive uma experiência que foi ao contrário da citada acima em que foi passado o ágil como sendo algo inédito desprezando toda a experiência das pessoas até ent?o gerando uma certa tens?o na equipe.

In my experience in sales and tele sales from first interview i can know where we are 2nd to be clear for 20% if total 70% to 80% will start working about out goals out vision our growth etc.

One of most things I feel comfortable that good environment enables team members to be more aligned and productive. One of good environment characterstics is providing feedback and support via continuous monitoring and One to one coaching in addition to monthly team meeting to provide general tips and ideas. Support is not only provided on work basis but in personal life as well to enable the team members feeling safe and comfort consequently increase their productivity.

Providing support and feedback is crucial for helping your team become more agile. Offer guidance, resources, and training to help team members understand agile principles and practices. Be available to answer questions and provide assistance as needed. Additionally, regularly provide constructive feedback to help the team improve their agile processes and performance. Acknowledge successes and progress, while also offering suggestions for areas where they can make adjustments or improvements. By offering support and feedback, you can empower your team to embrace agility and continually enhance their effectiveness and efficiency.

I learned to be professional in the communications ways to avoid misunderstanding, Flexible and supporter. Analysis and developer for everything.

Um dos valores da agilidade é a confian?a e uma forma de desenvolvê-lá é através de atividades onde as pessoas possam conhecer o lado pessoal umas das outras e podem ser realizadas tanto no remoto quanto no presencial.

Beyond empowering your team, foster a culture of continuous learning and experimentation. Create an environment where failure is viewed as a growth opportunity rather than a cause for punishment. Encourage your team to try new ideas, learn from the outcomes, and iterate quickly. Provide training and professional development opportunities that align with agile principles and the specific needs of the team. Acknowledge and celebrate successes, but also value the lessons learned from failures. This focus on continuous learning keeps the team motivated, engaged, and ready to adapt swiftly to changes.

To make your team more agile, you can: 1. Foster a culture of open communication and collaboration. 2. Encourage regular retrospectives to reflect on what's working and what's not. 3. Provide training and resources on agile methodologies. 4. Break down tasks into smaller, manageable chunks. 5. Empower team members to make decisions and take ownership of their work. 6. Use agile tools like Kanban or Scrum boards to visualize workflows. 7. Continuously adapt and iterate processes based on feedback and lessons learned.

Encourage your team to take charge of their work and decide things together. Keep giving them feedback and celebrate their successes. This helps them stay motivated and reminds them of the Agile way of working.

Make sure they've got the "agile" mentality.... Many organizations think they are agile just because their teams follow the scrum ceremonies. Agility is a mindset ! and is not determined by the type of approach or methodology your organization uses to deliver projects or product's evolutions. This being said, to become more agile you need to work hard on the culture and values within your organization, rather than focusing exclusively on ceremonies and tools used to deliver your projects.

Basically, an agile team can be a great asset to the leader and the organization. An agile team will be a motivational and inspirational force to everyone including stakeholders and customers. How can you make your team more agile? Probably the following steps will help: . Story-telling: Tell them success stories and inspirational role models, like that of Japanese Samurai . Being in forefront: As a leader, you need to be in the forefront of any project, crisis, operation or initiative . Recognition: Team members have to be recognized for their achievements and special initiatives as well . Equality: Treat everyone equal without any bias to anyone . Sharing & Openness: Practice openness in the team and sharing of ideas and thoughts.

Best way I found to get everyone back on track is to have a team meeting. Ask the hard questions, any conflicts right now, any home issues just a what's going on type of meeting. Explain that we are constantly being watched (as we all are) I'm sure. Talk about productivity, as are there any pay issues? Maybe someone is unhappy with their pay raise ( this can be discussed later) I find that most times productivity of personel drop is when management comes into shop floor and starts issues with employees rather than following chain of command and bringing it to supervisors to bring to employees.