Antique key in a keyhole

The Secret to Backlog Refinement (and Five Bonus Tips)

Antique key in a keyhole“What’s the secret to backlog refinement?”

Eighteen pairs of eyes turned to look at me, waiting for my answer to this product manager’s question. I’d spent the last two days with the group working through the challenges they faced using Scrum in their company. We discovered that most of their delivery problems stemmed from the teams not understanding what was needed. They’d identified with the story I’d told about the team that hated Sprint Planning and hit the reset button on their process. They knew they weren’t doing refinement and could see the effect. They wanted to know how to make it work for them.

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How One Team Hit “Reset” on Its Planning Meeting

A large, red, mechanical button labeled reset, mounted on a wall.The team was angry. Every two weeks, they would find themselves five hours into their sprint planning meeting with no end in sight. Every two weeks, it was the same: Their product manager showed up with a pile of requests the team hadn’t seen before – estimated by someone elsewhere in the organization – and wanted to know precisely how many the team could finish in the next iteration. Everyone hated sprint planning. It was stressful, wasteful, and unproductive. Something had to change.

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Water flowing over rocks in a mountain stream.

How to Improve Transparency and Flow in Your Team’s Work

Water flowing over rocks in a mountain stream.
Teams should expect surprises to happen – even if they don’t know exactly what or when. Agreements about how to manage challenges when they do occur can keep them from disrupting the team’s flow.

The team was struggling. They were working on an industrial motion control product, porting a legacy code base to a new hardware platform. Parts of the code were decades old, and many of the original developers no longer worked at the company. They kept getting stuck trying to figure out how the code worked and what they needed to do to make it work in the new system. Neither the engineers nor the product manager had visibility into what was taking so long or how to help.

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A 3D pie chart divided in 60%, 30% and 10% sections.

Managing Team Performance with the 60-30-10 Rule

You’re a mid-level manager in a rapidly growing company. Your boss tells you that a new initiative the company has been considering for the last year has finally gotten the go-ahead from the executive team. This initiative is similar to others your company has taken on in the previous few years, but it is different in a few key ways. There’s no playbook for work like this; success will require trying new things and learning from what happens. Your job is to pull together a team that will perform at a high level in challenging circumstances. What do you do?

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Five differently color ropes knotted together to form a rough web or net.

Leadership Isn’t About You

Five differently color ropes knotted together to form a rough web or net.
Leadership enables individuals to work together to achieve results.

Managers everywhere struggle to lead teams. These teams don’t produce the desired results, leaving everyone frustrated. A common cause of this problem is managers falling into the trap of thinking that leadership is about them. When this happens, a change in perspective can help them regain effectiveness.

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Two railroad lines merging into one.

Ground Your Feedback in Mutual Purpose

Two railroad lines merging into one.
Feedback is more likely to be effective when it’s clear that you’re both heading in the same direction.

Many managers struggle to give effective feedback. They spend hours carefully crafting their message only to have it fail to land. What they neglect to notice is that feedback is at least as much about the relationship as it is about the message. One of the keys to a strong working relationship – one that enables difficult conversations – is a sense of shared purpose.

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An air traffic control radar panel displaying the locations and other vital information about several airplanes.

Monitoring Three Processes to Help Team Performance

An air traffic control radar panel displaying the locations and other vital information about several airplanes.
Monitoring team processes “in flight” means you can notice where they could be made more effective.

A high-performing team meets or exceeds its clients’ expectations, becomes more effective over time, and helps all members learn and grow. A high-performing team is not merely highly productive; it is anti-fragile. Teams reach high performance through a complex process of development. How can you tell if it is moving along that path or needs a corrective nudge? By monitoring three key team processes.

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A lush vegatable garden in large planter boxes surrounded by a gravel path.

Conditions for High-Performing Teams, Part 2

A lush vegatable garden in large planter boxes surrounded by a gravel path.
Developing high-performing teams is about attending to the conditions that help them thrive.

Why do some teams perform at a high level while others struggle? To be clear, when I talk about a high-performing team, I mean one that is highly productive, continues to improve over time, and develops all of the people who are part of it. Teams are complex systems, so you cannot directly cause a team to perform at a high level or predict with certainty that it will or won’t. You can, however, create conditions that make it more likely a team will develop in the way you hope.

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