ICP ACC DEC - 2021

STEER Model

Spot opportunity:

What you can bring something for coaching conversation?

Can you share more thoughts?

When you say "bright spot", what do you mean?

Reflect Back, Point 1,2,3…...... Is that so?

Tailor:

How "Bright Spot" important to you?

Where do you stand on "Bright Spot" on a scale of 1 to 10?

What do you feel, how can we go from 3 to 5?

Reflect Back, you want …..............., Is that so?

Explain:

What do you feel, how can we go from 5 to 7?

Reflect Back, you want …..............., Is that so?

What do you feel, how can we go from 7 to 9?

Reflect Back, you want …..............., Is that so?

Encourage:

With all these realisations, Which actions you want to choose?

How Can I help you in the journey?

Do you need a partner?

Review:

When can we meet next time, to check how's our progress?

Thank you Closing

Disclaimer :

-All conversations are confidential.

-Do not expect any solutions but we are here to provide pointers

CIGAR

C = Current reality

I = Ideal

G = Gaps

A = Action

R = Review

Current Reality

1. What is something high on your mind?

2. How are you feeling about your current situation?

3. Do you want to share the background which led to the current situation?

Ideal

1. What is the ideal situation you would want to be in?

2. What would be your emotional state in the ideal state?

3. What benefits you would be having in your ideal situation?

Gaps

1. What is holding you back?

2. Do you feel supported in your current state?

3. What are the key challenges for yourself?

Action

1. How do you propose to get there?

2. What support you need to reach there?

3. What other action / plan we may want to consider as plan B?

Review

1. How do you think you have been progressing on your planned actions?

2. How confident you are in achieving your ideal state through your current road map?

3. Are you satisfied on the support you have received? Do you feel that change on the support needed is required?

Follow up

GROW Model -

--> Please keep this as confidential conversation

--> Do not expect solution but lets discuss the ideas and agree solution or way forward

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Goal :-

1. What is your expectation?

2. What do you want to achieve out of this session?

3. Do we have sufficient time available?

4. How would you demonstrate the success?

5. Are our goals SMART.

Reality:-

1. What is stopping you achieving the goal above?

2. Any other relevant factors/problem?

3. What options/methods have been tried so far?

Opportunity :-

1. What do you think you need to do next?

2. What actions can be agreed in similar situations?

3. What works and doesn't work?

Priortize

Way Forward/Wrap Up :

1. What is best way to follow up on this one?

2. Is there anything else I can help with?

3. Are you clear on the actions points and follow up timeline?

OSCAR Model

Disclaimer:

* Trust and confidentiality will be preserved

* Objective is to not offer solutions, but work together to arrive at those.

Outcome:

* Where do we see ourselves 1 year from now?

* What are the objectives of our project?

* Are the outcomes tangible or intangible?

* What do we all achieve out of this?

Situation:

* Where do we currently stand?

* What's the current morale / happiness index?

* What are the current challenges?

* What's the biggest challenge to surmount?

* How far are we currently from the goal 1-10?

Choices:

* What options can you think of to bridge the gap? 3-5

* How would you prioritize the choices?

*Are there any common patterns between your choices?

Actions:

* What is the most pressing action that needs to be taken immediately?

* When do you plan to achieve these actions?

* What support do you need from the leadership?

* How would you prioritize or sequence your actions?

Review:

* How often should you review the progress?

* How are we going to measure the progress of actions? What metrics will be used?

* How do you ensure the effectiveness of the reviews?

* follow up

Agile transformation Journey:

1. Understanding the needs from a Agile coach, Time

2. contract

*. Agile exposure

*. Process, culture

*. Interview/discussion with key stakeholders

5. My coaching time

 Ways to understand the reality

- Observation

- Powerful questioning

- Listening

- Questionnaire '

- Listening

- Existing metrics

3. Leadership buy - in

4. As - is analysis

- 5 Why (Powerful questions)

- Fish bone

- Mind mappings

- Pareto analysis

- Brainstorming

- Discovery and Framing session

- Design Thinking workshop

Agile needed or not

5. Transformation Road map

70 people

- what framework

1st base - Prominent - scrum

2st base - Supporting- XP

3rd - Icing - Kanban

forming a team:

1. Skills, exp

2. Stakeholders

3. Personality types

10 teams

Iteration1 - 2 /10 teams

1. Train

2. Mentoring

3. Facilitation

4. Coaching

2 team:

Training - Agile, Based on framework

Agile training:

Not just knowledge

Allignment

Stakeholders in the room

Mentoring :

Show hot to do

1. Mentoring to PO

- User stories

- Slicing techi

- Market chartering

- Impact mapping

- Story mapping

- Dependency mapping

- prioritazation

2. Mentoring of SM

Whatever you know

- Keep the logistics

- Upskilling

- Tools , XP, Devops, ALM

- Infra

- Devise metrics

- soft skills

3. Mentoring of Teams

R&R

- Teams norms/social contract/charter

Acceptable ways

Do and donts

Facilitation

- Meetings

- collabration

- participation

- Team approach

Coaching

Question park:

1. Multi task , multi - responsibility

2. Steps for Transformation

3. Handle senior resources

4. Demanding stakeholder

5. TDD testing

6. Contract

Options of change

- Technology changes

- Process /Ways of working

- People change

- Mergers and aqui

- Leadership change

- scope changes

- Role changes

- Review - work changes

- Structural changes

- Domain changes

- values changes

- Mission

Books to read:

1. Lean start up - Eric riess - MVP

2. Coaching Agile teams - Lyssa adkins

3. Management 3.0

4. courage to be disliked.

5. https://www.linkedin.com/pulse/waterfalling-sprint-why-its-issue-how-overcome-raj-singh/?trackingId=HHHwhXrdl2570zMIOyuaig%3D%3D

conflict:

1. Conflict of ideas

Problem statement

1. Trust

2. Respect

3. Teams dysfunction

4. R&R

5. communication

6. Not as a team

7. Leadership buy in

8. Concerns

9.

Level 0 :

1. Trust

2. Respect

Level 1:

R&R

5. communication

6. Not as a team

Level 2: upskilling ,Skill gap ,Leadership buy in

Level 3: Agile struggle , Financial liabilities

Cons of Internal -

----------------------

1. Existing mindset

2. Too embedded within the existing process

3. Might be biased (Neutrality because of working with existing teams and people)

4. Complacency

Agile coach needed

- Influencer

- Disrupter

- Start of Agile

- Choas

Cons of External :

Awareness of Organisational Culture,

Longer Lead time for making an impact,

Convincing Leadership team

Internal Agile Coach - Pros:

1) Understands organisation and the teams (Understands roadblocks and impediments, skill levels of people, culture)

2) Leverage the tools and resources already available

3) Already has trust and repo

Cons of External :

Awareness of Organizational Culture,

Longer Lead time for making an impact,

Convincing Leadership team

Pros External -

1. Unbiased View / Objectivity / neutrality

2. Expertise in the skill and also the learnings from other implementations / best practices

3. Driving the agenda from a third person who is supposed to be an expert is easy

Lean :

- Build from what is available.

- Make the most efficiency out of resources

Unlearning:

- Reduce waste

- Removing the redundant

- Plan and do

Agile

IT industry:

50's

Whats unique about IT industry:

- Rapid growth

- Remote working

- Most dynamic

- Knowledge worker

- Every other industry are customers

- Intangible

- Versioning

Agile Definition:

Mindset which follows values and principles with incremental approach has collection of frameworks

Coaching:

Who is a coach and what he does:

- Observe motivate

- Help to find right answers

- Taps the potential

- Leadership style

- Improve the performance

Unlearning:

- Facilitation

- Mentoring

- Guides

- Provide directions

Enabling mindset but without providing solutions

Self awareness:

Self realisation

Self management

Self knowledge , confidenc

Self acceptance

= Emotional intelligence

 - Others

- Understand and handle

Both

Emotional and manhagin greactions

Observation

Listen

Neutrality

Non - judgemental

Solution mindset

Only Tool:

Powerful questioning

- Why - defensive - NOOO

- Open ended questions

- See their problem in different lens

-Assertive

- self aware

- Think

- Exploratory