Management 3.0 - Celebration Grid - Internal Experiment

Our agility team was already responsible for creating agile transformation models that impacted not only our tribe but the entire company. And the reason is that the team always seeks alternatives and references to generate engagement in the teams. It is not common, but we have Retrospectives every week and we use this space for feedback and laboratory.

This week we brought the well-known Celebration Grid, a Management 3.0 tool to carry out an internal experiment to validate the applicability in Squads. To learn more about the tool, it is worth taking a look at the website:

https://management30.com/practice/celebration-grids/

This tool is widely used in team retrospectives regardless of whether they are agile or not. And it is a fundamental tool to know and identify the results obtained, good practices, learnings, successes, and mistakes of the team to learn from them and make a cycle of continuous improvement. But the most interesting thing about the tool, regardless of mistakes and successes, is that in every opportunity there is learning, and this is a reason to celebrate.

APPLICATION:

We usually use Miro for collaborative work, as it allows real-time updating by participants. As I work for a bank in Latin America, I used a Spanish version of the Grid and to make the dynamics even easier, I put in some more detailed explanations and examples of how each quadrant worked.

I explained the reason for applying the tool in order to encourage team participation and generate a valuable dialogue with your teams. But for that it would be necessary to apply it to us and take the opportunity to measure times and forms of application.

I explained each of the 07 parts of the quadrant giving practical examples and that we would work together in each part of the quadrant:

• Quadrant 1: Implementation of good practices that led us to success throughout the project.
• Quadrant 2: Some good practices can lead us to make mistakes, since they are not done intentionally.
• Quadrant 3: Bad practices, which when they happen to us can lead to failure.
• Quadrant 4: Errors that result in something in our favor and be a learning point.
• Quadrant 5: The experiments carried out and which fortunately occurred correctly.
• Quadrant 6: Experiments carried out that unfortunately we have not been able to carry out successfully, but serve as learning
• Quadrant 7: Learning acquired in the period.

We divided 05 minutes per quadrant for each member to put their post-its. After finishing all 07 stages of the grid, the team suggested that everyone read all the comments for 2 minutes and then we grouped all the comments by categories and painted them in different colors to differentiate them as the result below.

We discussed the results briefly with the team to see what the format was like, times and how we could apply it to the teams, in addition to thinking about new formats in case of problems with application times etc.

LEARNINGS:

1.  For executing the experiment for the first time, we put a chart on the right explaining what each quadrant was in detail and with an example of guidance. Giving relevant and concrete questions helps a lot. This helped me a lot as a facilitator and the team that they could consult at any time in case of doubt. In addition to being a tamplate for the team to apply with their Squads.
2. I suggest making each quadrant on the board together with the team and with a time of 4 or 5 minutes per quadrant and then allow 2 minutes to take the time to read the comments of the other members.
3. Another important point is to place the comments divided by categories, that is, common themes that are put together to generate better visibility and helps to prioritize the topics to be commented. That is, order the board in a way that is easy to interpret and do not leave the post-it notes scattered in any way.

1. The Celebration Grid template also brings a very relevant information called New Experiments that was not worked on in this article, due to the time of application of the dynamics, but I suggest that you take the time to put what the experiments would be to prove in the future in virtue of current learning.

I thank the instructor Erick Masgo for sharing the knowledge of Management 3.0.

Daniel Páez

Master Coach, Agile Coach, Job Hunter, Especialista en Recolocación y Carrera. Vloguero, orador, escritor, adicto a las redes sociales y emprendedor. Director de la empresa DPáez Carrera e Recolocación

La misión de mi vida es hacer que consigas el trabajo de tus sue?os.