See the results yourself below! Some initial action items I’m taking are:
I’ll continue to try and find a place in West Knoxville – Cedar Bluff area mid-week and experiment with trying to start earlier as well especially if more say they want to. If anyone knows of a good place, let me know!
This month’s retro will be about how to work with challenging personality types in a team setting. Please start thinking of what you’d like to learn how to handle better.
I’ll be sending out reminders through Meetup, LinkedIn, AgileKnoxville.com, and AgileInitiatives.com, and Twitter and Facebook. I also post links and helpful articles and videos through all of these throughout the month. Plus, if anyone wants me to add your email to a reminder please email email@example.com.
I’m going to incorporate more opportunities for hands on learning as well.
I’ll continue to do all of the other topics as well and if anyone has anything at any time let me know – no one had any other suggestions, so we are doing the things I see the most often.
Thanks to everyone who took the time to reply – I sure do appreciate it!
Fear of change is another major factor that many have to contend with in order to set goals, especially as a team.
Fear – noun 1. an unpleasant emotion caused by the belief that someone or something is dangerous, likely to cause pain, or a threat.
For some people the fear of change trumps the potential benefits of the change itself, at least initially. The old status quo may need improvements but at least it is familiar, at least it isn’t change. As a member or leader of a team, it is good to keep in mind that some in your team may be resisting change because they fear it. It can be tempting to pull back when there is resistance. But resistance itself isn’t enough to make you not follow through with the change, the question is why is there resistance?
Courage – noun 1. the ability to do something that frightens one. 2. Strength in the face of pain or grief
It takes courage to push through resistance. Being able to help the team be courageous is one of ways a Scrum Master “encourages” the team. In this instance, ultimately the goal is to uncover both the logical and emotional blocks and to eliminate each one. Brainstorming on the pros and cons, and taking the time to allow everyone to have the opportunity to share any concerns helps to identify most, if not all of the issues to resolve. During this process listen closely to not only what people are saying but how they are saying it as well, to look for emotional concerns as well. Often resistance comes from a bad past experience at another job, or even where everyone is now. Sometimes it is something personal, and sometimes a group setting isn’t the place to address everything. Remember not every reason is logical, be respectful when helping people confront fears. Think the monster under the bed, allowing your child to get up and look under the bed with you and determine for themselves that there is nothing there to be afraid of, eliminates that issue, usually. Did you know you would be part counselor when you wanted to be a Scrum Master?
Every time I have been a part of a team there is a mix of people; some are eager to try new things and experiment to make things better = build windmills. Others shut down, resist, and drag their heels when it come to change = build walls. The way this usually plays out is that change happens at a much slower pace than some on the team want it while simultaneously happening faster than others on the team want it!
Do you have any windmills builders on your team?
Do you have any wall builders?
How do you navigate the dynamics between the two?
So how are the blocks eliminated? How can we help those afraid of change to feel better about it, to be courageous?
One of the best ways is to help them to focus all of their energy on building the new, not fighting the old. This can be anything from creating a detailed plan, to daily reminders of progress, or the benefits of the goal. Think loosing weight and how much more productive it is to focus on making good choices than to sit around all day and wish you could eat a chocolate cake!
Doing it as a group often helps many people by giving them a sense of camaraderie and fellowship which increases their courage knowing they aren’t taking the risk alone.
If a success after a failure can be identified, reminding everyone that endings can change and just because something didn’t work once, doesn’t mean that no matter what you do, it is doomed to fail for eternity.
How do you encourage your team? How do you handle those who fear change?
One of the challenges with getting out of our comfort zones is the unknowns
What if it doesn’t work?
What if I can’t do it?
What do I do if I can’t sustain the change?
They can pile up and overwhelm some of us pretty quickly!
One of the first things I do with my teams to help them get comfortable (pun intended) with getting out of their comfort zones is to help them see the value of having goals.
In my experience people seem to fall into one of four camps when it comes to setting goals;
Set big goals that come closer to requiring a miracle to achieve than not, and use the “long-shot” of it as motivation to keep working towards it.
Set goals that they know are achievable, they may require some considerable effort but they can see the steps from a to z and with persistence, time, and hard work they know they can achieve it.
Set goals that require barely any change or effort where the emphasis is building confidence because you can feel good about yourself for achieving it.
Don’t set goals, some rarely make plans and live on a whim and how they feel at the moment.
I have yet to work with a team that doesn’t have a mix of these four types which makes the first challenge in helping the team get out of their comfort zone, agreeing on a kind of goal!
There are pros and cons in each of these goal setting camps.
A pro of setting big goals is that it stretches you beyond what you knew you could do or go. A con is that for some people if it is too much of a long shot they will never really try for a myriad of reasons.
A pro of setting goals that are achievable with work, time, and a plan is that it can motivate some people to push harder than they would without the goal. A con is that it doesn’t require much of a stretch and some need more motivation.
A pro of setting goals that require barely any effort at all or something you are already doing anyway is that they can be great at boosting confidence. A con is that it can become extra work to log and track completing things that you would be doing any way.
A pro of not setting goals at all is that if concentration, creativity, or something like that is helpful to accomplish the goal than “feeling” creative sure helps to do it. A potential con is that it is increasingly difficult to accomplish much in life with out any goals and only doing things when you “feel” like it. Some still seem perfectly happy about this, others, not so much.
What camp do you fall in when it comes to goal setting? Do you go big? Go safe?
Can you name your team members and what camp each of them fit in?
If not – have a discussion about goals and find out where everyone is, it will help later…
Other factors can also play a part in the challenge of setting goals, we’ll discuss those next time.