As a Scrum Master, I
have realised some of my mistakes at a later point in my professional journey
which I would like to share. I have also witnessed my peer Scrum Masters
mistakes and learned from their mistakes as well. ‘Inspect and Adapt’ should be
one of the qualities you inherit in the journey of Scrum Master. At any point
in time, you should be able to accept the mistakes you have been doing (if any)
and try to fix them and master them. This open-minded approach and continuous
learning would help you to be a successful Scrum Master.
Mistakes to avoid
1. Being disrespectful to what is already there
If you start the
lecture on the first day with the process and point them to their mistakes, you
would be seen as an outsider which would not help you in a long run. Be part of
the team. Be kind to what is already there.
After your complete understanding of the team,
bring your suggestions as ‘other options’ in which this can be handled better.
Let the team brainstorm and understand and conclude that they can try out the
new option. Instead of forcing any idea on them, introduce and watch if that
sells. If not, seek out other better alternatives from them and come to a
mutual common decision.
2. Focusing on Own growth
This is one of the major mistakes I have seen some of the Scrum masters doing unconsciously. Focusing on own appraisal, projecting metrics as own achievement, etc. will lower the interest level of team members. For example, a scrum master projecting 100℅ In sprint acceptance after his leadership/Coaching is not a good way of projecting. Instead, the Scrum master can show that as a team's achievement and appreciate the team looping leadership team.
This would showcase the
team's success and in turn reflects the good leadership of the Scrum master.
Remember, as a Scrum Master you should always be ready for a low light show.
Any positive outcome that you bring to the team after coaching, is purely the team's adaptability, the team's hard work, and the team's success.
You should be the first
person to identify and appreciate any improvement in the team member.
Motivation is the key factor that drives the team. Be sure you have an eye to
see who is contributing more, who is curious, who is innovating, who is
volunteering, who guides etc., and appreciate as and when you recognize. This
simple gesture will boost motivation and satisfaction levels and may boost
performance as well.
3. No continuation in tracking
This is another major mistake that Scrum masters does, that turns out as a big pain point for the Development team. Remember, your responsibility as a Scrum master is not just scheduling a meeting and ensuring scrum ceremonies are followed. You are a true leader and equally responsible to travel along with the Development team on the sprint progress. If you do not follow the progress, you will end up running the scrum call as if every day is day 1 of the sprint.
For example, assume you
are on day 4 and the team is coming up with an impediment that one of the
downstream applications has delayed the fix by 2 days which in turn delays
their testing as well. This means there would be an overall delay of 2 days on
the story which needs to be cascaded to the PO and other stakeholders.
The next day, if you ask about the status of the same story ignoring the previous day's discussion, then it means you are not travelling the sprint along the team. This forces the Dev team to repeat the same status, and they eventually lose trust in you.
As a Scrum Master, you must be on top of any impediment that the team raised. Not necessarily you have to unblock all of them by yourself, you can seek other folks' help to do the same. But being on top of all these and having continuation in discussion is a key responsibility.
4. Acting in your best interest rather than others
There could be many
instances where the team gets into an argument about their views. This could
happen in Retro meetings or even in Standup/Parking lot discussions. Always
welcome healthy arguments, which is the best way to find an optimal solution.
As a Scrum Master, you
need to check on the following
·
Whether
the argument is towards the solution and not people-centric
·
Whether
all of them in the team is free to share their views, no seniority bias
You may need time to
help them in getting closer to the solution, but never suggest your solution to
the team. I have seen some Scrum Masters interfering and concluding what best
they think the solution is. But you as a Scrum Master should only help the team
find their own solution so that they are all convinced and in line 100℅ to what
they come up with.
5. Ignoring behaviors that are against Scrum Values
The Scrum Values -
Focus, Openness, Courage, Commitment, and respect are an integral part of the
Scrum framework. This guides and helps the team to achieve its goal. It sounds
simple, but most Scrum Master finds it difficult to implement. There could be
incidents where the team neglects some of these values, your tolerance for this
behavior should be Zero.
For example, there
could be an instance where the team is not being open on status to the
stakeholders or not being courageous enough to discuss the actual progress.
This behaviour in turn affects the trust factor of the stakeholders.
Or, even if the team
understands the values, there could be new arrivals in the team for whom you
need to refresh the Scrum Values.
If you start ignoring
such instances where Scrum Values are not valued, then that would eventually
lead to a Misalignment in the team and would need more effort to fix it. So,
what you can do about this?
·
In the
regular interval, keep checking if all the Scrum Values are practiced
·
When
there is a low focus on any of these values, initiate a discussion on the same
with the team and see if the team aligns in understanding
·
Else
coach. Retro can be utilised for this as well.
6. Halo and horn effect
The Halo and Horn
effect refers to a type of biased perception based on initial impressions. When
a positive first impression leads to a favorable bias, it's called the Halo
effect, and when a negative first impression leads to an unfavorable bias, it's
called the Horn effect, as defined by psychologists. Although it's common for
people to quickly assess and judge others before getting to know them, it's
important to be mindful of the potential for bias and to make decisions based
on more than just first impressions.
However, it took some
time to realize that the reality was different. While the person was good at
maintaining a positive outlook and communication style, they lacked focus on making
progress, which negatively impacted other team members. If I had relied solely
on my initial impression, I would have missed understanding the reality and
pain points of others on the team.
Remember, your role
highly demands being neutral, so that all team members would see you as a
leader who can help with their issues. This helps you to be an effective leader
who can identify and address the challenges faced by individual team members
and the team as a whole.