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?? Angel Uy
The Agile Angel | Agile & Systemic Coach for Software, IT & Technology | 1:1 & Team Coaching | Troubleshooting technical teams & turning good performance into exceptional performance | DM for inquiries
Do you ever feel like you haven’t accomplished anything at the end of the retro? If you notice this happening in your team, here is a structured dialogue you can try.
Ask these series of questions in this particular order:
1?? What is the current state?
Discuss what has been challenging. This lets the team vent and allows them to release whatever frustrations they might have. Your team might feel heard afterwards.
But, also discuss what has been working well right after. It’s important to acknowledge what is also good. Especially when the team hasn’t taken the time to celebrate those - no matter how small.
2???What do you hope the future will be like?
If they can get out of this rut or overcome the challenges, can they imagine what that future is going to be like? This re-focuses the team to define what a desired state or outcome could look like. If they can dream about this - what is it?
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3?? What is your commitment to taking the small steps towards that future state?
Now shift the conversation for them to identify the small steps to try and move towards that desired state. And then commit to implementing those steps. Even investing 5% of their time to will be worthwhile and might go a long way.
4???What support would you need from management or external stakeholders?
It’s quite easy to blame and whinge about management or leadership or the “other”. But how can you turn that into a clear request for support? Your manager or stakeholders might even appreciate the feedback. Take the outcome of this to engage with your manager or stakeholder.
Give it a go and see how you can shift the conversation from whinging to small actionable steps.
In the example below, I used an online whiteboard and applied the metaphor “crossing the bridge”.
Agile Coach, ICP-ACC, ICP-ATF, AHF, PSPO I, CSM, ING PACE
2 年Love the structure! To create discussions/look for solutions as a team about the team challenges I like to use the untie a knot analogy where we vote on topics and use the How Might We concept to come up with solutions.
LinkedIn Top Sales Coaching Voice | I help B2B sales teams WIN high-value enterprise deals | MBA, Sales Strategy, Revenue Growth | Fractional Sales
2 年Great coaching questions Angel Uy ??. I would add 1. How can I support you? 2. How can the team support you?
Data Test Analyst | NV1 Cleared | ISTQB Certified
2 年I've been on teams where people don't even want to attend the retro. It's because they are scared to be blamed. I think expectations should also be set that it's all about learning and improving - not finding fault.
VMware Tanzu Labs - Platform Product Management Consultant
2 年One thing I've done is move retro prompts from "Glad, Sad, Mad" to "Drop, Add, Keep, Improve". I've found the latter gets people into an action mindset versus a talking/complaining mindset of the former.