Comments
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This was fun! Nice stories from others speakers, intimate audience and wonderful interactions in the chat. Glad we made it happen - and indeed looking forward to some more!
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So excited to be sharing my learnings and story with you! Special thanks to @Christine P. Dela Rosa for realising it. What started a small idea and post in another thread, has turned into reality...!
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Love that example!
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I actually find 'every email will be deleted' quite rude and inconsiderate. Just because YOU are out of office, why should I wait with my email (which you can read later)? Why should my To Do list increase with 'Send email to X on Y date?'.
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What do you mean by social media? Which one? I actively add my direct colleagues on LinkedIN, but I've taken a stand not to add them anywhere else (e.g., Facebook). If after a while we become very good friends, could change that - but so far in my 'new' company (have been there for a bit over one year), I haven't felt like…
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Woohoo, this is so exciting! Thanks for organising it, @Christine P. Dela Rosa !
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Definitely! Especially with some high level Atlassian sharing their honest failure stories as a good and inspiring example for others
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@Christine P. Dela Rosa , I love watching their videos, great choice!
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Partially related: why would you create sub-tasks for specific components (FE vs BE)? That seems to go against how I've learnt about story splitting - they should focus on features and user benefit, not technical components.…
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My first reply is to say - % done towards the sprint goal
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@Stacy Erenberg , do you do it with all the non-direct colleagues? I work every day with around 50+ people and less often with even more. Can't imagine having time to do this.
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I have regular 1:1s only with those colleagues with whom I work directly in a team + a couple who used to be my direct colleagues, moved to a team, but still wanted to keep catching up with me. For everybody else I schedule them on need-to-talk basis. If there is nothing to talk about, what's the point of having regular…
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@Felix Woess , wondering if back then you managed to solve the issue? I have right now the same...
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@Fabio Racobaldo _Catworkx_ , i knew it was possible, just couldn't remember. Thanks, this worked!
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Hmm... For me it's more like "no need to be angry or explode; let's disconnect for a minute". Then you come back and can look at everything with a different perspective and not let your emotions so much to rule.
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Take a deep breath, go for a walk and come back with different mindset
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Love Strengths Finder! I keep suggesting it to other people as well. Just be aware that your strengths can change, depending on external and internal factors. I've done it 3x and got 3 different results (with 1-2 strengths overlapping, but not the rest).
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Love this!
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On the same note, what if some team members do NOT want to host those sessions?
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@Christine P. Dela Rosa , oh, my reply would be too long if I'm really to type everything I have to say to answer you :) So I'll try to summarize: * When there is no consensus: you discuss and listen to each other until there is consensus. You should also have team agreements when you go for decisions (e.g., you always…
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Well said. Although to be honest, sometimes it can get quite hard to remember this, when people do so much... weird stuff. But I always try to tell myself, they have the best intentions.
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How often are your 1:1 meetings? My first instinct was to say 'make them less often', but if they are already only once a month, I'd take it back. If they're once a week, I still suggest it. Other suggestions: - Ask your employees how do they feel about the time you spend together and how often do you meet. Perhaps some of…
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@Christine P. Dela Rosa , I beg to differ. A high-functioning self-organising team can work great without a strong leader. Focus on 'high-functioning'. In agile, we believe that the teams don't need a manager or a team leader, but those responsibilities are distributed within the team. Of course, there are some thought…
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I think there is a balance between challenging the status quo and trying to understand why things work the way they work. Also, it's known that one can't change a lot of things at once without a lot of resistance, so I find it important to start with observation and then introduce changes bit by bit. Some of them might…
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I have some colleagues who prefer not to have their camera turned on during the calls. I let them choose whatever works for them - have it on or off, because I believe it doesn't influence your performance. If anybody ever feels bother by it, it seems to be only managers, not other co-workers.
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My first thought is this video clip from IT Crowd - on how you might have team problems, but you don't try to solve them yourselves, bring them directly to the management and then chicken out: https://www.youtube.com/watch?v=pGFGD5pj03M
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Regular 1:1 chats with ppl you enjoy talking with. And sharing some 'secrets'.
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You can manually remove the story from the current sprint. For adding it: If it wasn't added to the previous sprint, I don't think it's possible to do it anymore though.
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I hear that it works well with cats as well!
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Somebody once told me that nobody wakes up every day and say "today, I'll screw you". Well, ok, almost nobody. So every time I get angry or disappointed with somebody at work, I try to see their point of view and side. I'm sure they don't mean bad and have good intentions, I might just fail to see them. So I ask questions.…
