Two Scrums Up podcast

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Inhoud geleverd door Sarah Rose Belok & John Ragozzine, Certified Scrum Masters, Sarah Rose Belok, John Ragozzine, and Certified Scrum Masters. Alle podcastinhoud, inclusief afleveringen, afbeeldingen en podcastbeschrijvingen, wordt rechtstreeks geüpload en geleverd door Sarah Rose Belok & John Ragozzine, Certified Scrum Masters, Sarah Rose Belok, John Ragozzine, and Certified Scrum Masters of hun podcastplatformpartner. Als u denkt dat iemand uw auteursrechtelijk beschermde werk zonder uw toestemming gebruikt, kunt u het hier beschreven proces https://nl.player.fm/legal volgen.

Exile

1
Episode 10: From Refugee to Radical 44:09

2 years geleden44:09

Later Afspelen

Lijsten

Vind ik leuk

Leuk

44:09

When a young Eva Kollisch arrives as a refugee in New York in 1940, she finds a community among socialists who share her values and idealism. She soon discovers ‘the cause’ isn’t as idyllic as it seems. Little does she know this is the beginning of a lifelong commitment to activism and her determination to create radical change in ways that include belonging, love and one's full self. In addition to Eva Kollisch’s memoirs Girl in Movement (2000) and The Ground Under My Feet (2014), LBI’s collections include an oral history interview with Eva conducted in 2014 and the papers of Eva’s mother, poet Margarete Kolllisch, which document Eva’s childhood experience on the Kindertransport. Learn more at www.lbi.org/kollisch . Exile is a production of the Leo Baeck Institute , New York | Berlin and Antica Productions . It’s narrated by Mandy Patinkin. Executive Producers include Katrina Onstad, Stuart Coxe, and Bernie Blum. Senior Producer is Debbie Pacheco. Associate Producers are Hailey Choi and Emily Morantz. Research and translation by Isabella Kempf. Sound design and audio mix by Philip Wilson, with help from Cameron McIver. Theme music by Oliver Wickham. Voice acting by Natalia Bushnik. Special thanks to the Kollisch family for the use of Eva’s two memoirs, “Girl in Movement” and “The Ground Under My Feet”, the Sophia Smith Collection at Smith College and their “Voices of Feminism Oral History Project”, and Soundtrack New York.…

Two Scrums Up

Thuis series•Feed

Learn how your team can reach their full potential. Our Agile advice, anecdotes, and research-based practices can be applied to all teams with and without Scrum. Let us help you build equity-minded and people-first, high performing teams.

46 afleveringen

#Tech #MBA #Business #News #Tech News #John Ragozzine & Ken Medley, Certified Scrum Masters #Certified Scrum Master #John Ragozzine #Ken Medley

Two Scrums Up

updated 4 jaar geleden

Thuis series•Feed

46 afleveringen

#Tech #MBA #Business #News #Tech News #John Ragozzine & Ken Medley, Certified Scrum Masters #Certified Scrum Master #John Ragozzine #Ken Medley

सभी एपिसोड

Two Scrums Up

1
Unlocking Flow State on Teams 49:48

4 years geleden49:48

49:48

It’s the Season 2 finale, we’re at the top of the mountain, and Sarah Rose and John are here to show you the view. Accompanied by multidisciplinary designer and founder of /ayd , Charis Alexander, they explore the question of what is really at the heart of driving ourselves and our teams towards more meaningful achievement? Together, they’ll guide you through the ways in which cultivating psychologically safe, equity-minded teams is a precursor to Flow State which, in turn, is the foundation of peak performance. In fact, the entanglement between these concepts is such that one experience may not be possible without the other. ___ Referenced this week: Charis Alexander: https://layd.life/ Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. Journal of Leisure Research, 24 (1), 93–94. Csikszentmihalyi, M. (1997). Finding flow . New York: Basic. Ghosh, R., Haynes, R. K., & Kram, K. E. (2013). Developmental networks at work: Holding environments for leader development. Career Development International , 18(3), 232-256. MacCurtain, S., Flood, P. C., Ramamoorthy, N., West, M. A., & Dawson, J. F. (2010). The top management team, reflexivity, knowledge sharing and new product performance: A study of the Irish software industry. Creativity and Innovation Management , 19 (3), 219-232. MacNeill, N., & Cavanagh, R. (2013). The possible misfit of Csikszentmihalyi’s dimensions of flow in the contemporary roles of school leaders. Management in Education, 27 (1), 7-13. Maslow, A. (1965). Self actualization and beyond. Proceedings from the Conference on the Training of Counselors of Adults. Winchester, MA: The New England Board of Higher Education. Moneta, G. B. (2004). The flow experience across cultures. Journal of Happiness Studies , 5 , 115–121. Quinn, R. W. (2005). Flow in knowledge work: High performance experience in the design of national security technology. Administrative Science Quarterly , 50 (4), 610-641. _____ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ______ Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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FeedForward: Feedback Models for Growth 40:40

4 years geleden40:40

40:40

What is the right way to engage in feedback conversations? In this episode, John and Sarah Rose challenge traditional, default modes of feedback, including telling it how it is, blaming, and constructive criticism—all of which are unidirectional and assume one “right” answer. Instead, your intrepid hosts guide you out of the binary realm of one truth and walk you step by step through alternative models that contribute to building a feedback culture for growth. _____ Referenced this week: Exploring the relationship between learning and leadership. Leadership & Organization Development Journal. (Brown & Posner, 2001). Leading adult learning: Supporting adult development in our schools . (Drago-Severson, 2009). How the way we talk can change the way we work: Seven languages for transformation. (Kegan, R., & Lahey, L. L. (2001).) Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? (Singh & Selvarajan, 2013). Situation, Behavior Impact Model (Center for Creative Leadership, 2020) _____ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. _____ Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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Powerful Praise and The Pitfalls of Prizes 34:58

4 years geleden34:58

34:58

Beware the default mode of prizes and back-pats lest you drain the power from praise. Trite and nonspecific praise can at best offer minimal value, and at worst create a system of winners and losers. We know it’s common to under-communicate genuinely positive, appreciative, and admiring regard for our coworkers in a powerful way. That's why Sarah Rose and John are jumping into the deep end of the praise pool and focusing this episode on sharing 3 tactical checkpoints to examine, reform, and transform your team’s practice of praise. _____ Referenced this week: Exploring the relationship between learning and leadership. Leadership & Organization Development Journal. (Brown & Posner, 2001). Leading adult learning: Supporting adult development in our schools . (Drago-Severson, 2009). Excerpt from: How the way we talk can change the way we work: Seven languages for transformation. (Kegan, R., & Lahey, L. L. (2001).) Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? (Singh & Selvarajan, 2013). _____ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ____ Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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Team Autonomy: A Necessity, Not Just a Nicety 50:02

4 years geleden50:02

50:02

Scrum teams perform at their best when given the trust to be self-managing, the freedom to decide how their work gets done, and clear goals for the sprint ahead. But what are the limitations on autonomy and what does it look like to protect it in the face of pressure from different stakeholders? In this episode, Sarah Rose and John discuss autonomy’s nemeses—like the micromanager and the illusion of democracy—in order to finally set the record straight: Scrum team members are not order-takers, overtime heroes, or planning poker lobbyists. There are clear ways to support team autonomy and obstacles that can be removed right away IF you know where to look! ---- Referenced this week: Controlling the uncontrollable: ‘Agile’ teams and illusions of autonomy in creative work. (Hodgson & Briand, 2013). Knowledge worker team effectiveness: The role of autonomy, interdependence, team development, and contextual support variables. (Janz, Colquitt, & Noe, 1997). Individual autonomy in work teams: The role of team autonomy, self-efficacy, and social support. (van Mierlo, Rutte, Vermunt, Kompier, & Doorewaard, (2006). Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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An Equitable Seat at the Scrum Team Table 37:44

4 years geleden37:44

37:44

We could talk about the core Scrum values ‘til the cows come home — Focus, Openness, Commitment, Courage, and Respect! HOWEVER, what does it look like to reflect and act on those core values from the perspective of an ally? Sarah Rose and John share their own experiences as allies and times they wished they had an ally. Through those experiences, they analyze the critical impact of recognizing different voices on a team as a way to make sure no team member remains invisible. ---- Referenced this week: Black Futures [ONE WORLD] (Jenna Wortham & Kimberly Drew, 2020) ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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Protocols: Our Highway to the Comfort, Risk, and Danger Zones 52:14

4 years geleden52:14

52:14

Making the most of collaborative time is challenging. Whether it's designing, brainstorming, planning, or learning, discussion protocols offer structured processes to support focused and productive conversations, build collective understanding, and drive equitable team improvement. In this episode, Sarah Rose and John divulge the secret sauce of protocols and, as a treat, try out a long-time favorite that you can take back to your team: Zones of Comfort, Risk, and Danger! ---- Referenced this week: John's Zones Sarah Rose's Zones Protocols: Zones of Comfort, Risk, and Danger Microlabs for Exploring Equity by Emily White & Linda Lantieri Openers and Other Protocols created and/or adapted by Alley Protocol Library from the School Reform Initiative ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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Participation, Power dynamics, and Engaging diverse perspectives, with Linda Rosenbury 33:03

4 years geleden33:03

33:03

How might we practice what we know to be true in theory: in SCRUM, the more team members who are able to exercise their voice, the better the final product will be. In this episode, we learn from Linda Rosenbury— superintendent of schools in Washington State and Doctoral Student at Harvard's Educational Leadership Program. Linda's experience working with adults from diverse racial, socio-economic and linguistic backgrounds crystallizes specific strategies for engaging all voices to participate so teams talk during meetings instead of later at the Slack water cooler. ---- Referenced this week: Linda Rosenbury Linked in: https://www.linkedin.com/in/linda-rosenbury/ Twitter: @lindarosenbury Humble Inquiry by Edgar E. Shein ___ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

1
Vulnerability, Making Mistakes, and Being Wrong 47:58

4 years geleden47:58

47:58

Vulnerability, making mistakes, and being wrong are critical to our teams’ success! As leaders across Scrum roles, in modeling our own vulnerability through seeking help, sharing fears, admitting mistakes, or admitting failure we invite the same in our team. In this episode, we reflect on our mistakes, argue about the separation of work and home, and discuss how an atmosphere of vulnerability opens the door to creativity, learning, and growth. ---- For further learning... Innovation is not enough: Climates for initiative and psychological safety, process innovations, and firm performance (Markus Baer & Michael Frese, Journal of Organizational Behavior: The International Journal of Industrial, 2003) Psychological safety and learning behavior in work teams (Administrative Science Quarterly Amy Edmondson, 1999) ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

1
Overcoming Scrum Team Silence 42:07

4 years geleden42:07

42:07

When silence becomes a pattern on a Scrum team — mayday! — we have a problem. Identifying different types of employee silence and understanding how to address them is the first step towards reviving team voice. Whether it’s fear, embarrassment, a narrow sense of ethical responsibility, or lacking room to speak up, learn how silence can be destructive and how to work with your team to move past it. ---- For you to use right away: Read: Destructive role of employee silence in organizational success. (Beheshtifar, Borhani, & Moghadam, 2012) Listen: How to Build Psychological Safety with Amy Edmondson (Coaching for Leaders) ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Feb 2021: Alley is hiring! More info at https://alley.co/careers ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

1
New Season; New Norms 39:39

4 years geleden39:39

39:39

Season 2 begins with an exuberant welcome to new co-host, Sarah Rose Belok! Learn why clear and upheld norms can steer teams beyond unproductive behaviors to do their BEST work (even teams of two!). John and Sarah Rose model how to identify and finalize a set of norms, by working through their own norms for the podcast. ---- Podcast Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I' statements. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Practical resources to use right away: Norms Construction — National School Reform Initiative The Power of Protocols: An educator's guide to better practice ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

1
SEASON TWO IS COMING.... 9:51

4 years geleden9:51

9:51

A quick(ish) update on the show -- enjoy!

Two Scrums Up

1
Psychological Safety 38:30

4 years geleden38:30

38:30

There's a huge difference between being told this is a safe space and a space actually being safe. In this episode, Sarah Rose Belok unpacks how psychological safety can be fostered, honored, and maintained on a team. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

1
User Story Mapping 47:20

4 years geleden47:20

47:20

All the agility in a project isn't worth its salt unless the end result is usable. User Story Mapping can help. Friend of the show, Jaimie Olmstead, explains how to navigate a team through their product user's journey to build a backlog, identify any missing items, and paint a complete picture of a project plan. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

1
Delivering Delight: Going Beyond the MVP 46:19

4 years geleden46:19

46:19

Scrum champions the MVP: deliver the minimum rapidly so you can iterate as soon as possible. But what about those moments when we find enough time to not only deliver an MVP but throw in a little extra delight to boot. Learn how Alley's Director of Development Operations Ben Bolton manages to deliver maximum value in an MVP package. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

Two Scrums Up

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What to Know When You're New to Scrum 33:48

4 years geleden33:48

33:48

Standups. Backlogs. Fibonacci numbers? Getting up to speed with Scrum can be a challenge. This week, Senior UX Developer Kaitlin Bolling shares her tips and shortcuts to going from a Scrum zero to a Scrum hero! ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

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