agile42 is proud to present a new TV series format: Scrum Survivor! Three software development teams of 7±2 people will battle it out on reality TV. Who will be the winner? Read on for an exciting behind the scenes interview.
With this principle, we propose that organizational change should be addressed in an agile way, through small continuous experimental adaptations. By leveraging “the adjacent possible" and the predispositions of the organization — small changes that people propose themselves — we reduce the risks and side-effects of change.
Culture is, briefly, “the way we do things around here”. It is the context of all activities within an organization and sets the norms for what behaviour is acceptable and what is not acceptable. It has a very strong influence on how people behave. And companies that are unaware of their culture, uninterested in what it means, or lacking the right tools, risk ending up with a culture that does not fit their strategy.
Martin von Weissenberg delivered a presentation about Coaching Cards and the agile42 Coaching Structure at Tampere Goes Agile 2017
Change and fear are connected on quite a deep level in our brains, we call it the "lizard brain"
agile42 coaches are happy to publish the first version of the introductory reference for new Agile Coaches as well as experienced ScrumMasters
Interview appeared on the leading Finnish economy newspaper
We feel Nonviolent Communication (NVC) doesn't necessarily give the desired results fast enough and we created the Full-Violence Communication (FVC)
Similarly to how a Project Manager is the central authority of a traffic light junction, the ScrumMaster can be seen as the “RoundaboutMaster”
