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January 31, 2020 by Chris Daily Leave a Comment

#SlinkyThink Sessions Replays are now available

The #SlinkyThink Sessions
The #SlinkyThink Sessions Replays are available.  Gain Powerful Insights To Foster Inspired Work and Greater Results.  

Where did the time go? Since March of 2019, there have been 14 #SlinkyThink Sessions.  The #SlinkyThink Sessions replays are a great way to catch up on relevant topics to work and life.

We have covered a variety of topics. Topics such as Agile Testing, Management 3.0, Change Management, and Retrospectives are a few of the topics that got covered.  We’ve learned a ton by creating and presenting the webinars. Hopefully, you got value out of them as well.

We’re looking forward to getting started in 2020 as well.  You can check out our schedule of upcoming webinars.

With each presentation, our goal is to deliver value by including relevant information along with resources that we find helpful. The challenge with our approach has been if you are interested, yet can’t attend, you’re out of luck.

Over the last month, we have fixed that. We are making the #SlinkyThink Sessions Replays available. We are using a platform that allows us to be able to combine video, presentations, and downloads into one consistent spot for each #SlinkyThink Sessions. The great part is that you will be able to get access to all of your sessions in one place.

Over time, in addition to the #SlinkyThink Sessions, we will be adding courses, downloads, and other goodies.

Check it out and let us know what you think.  We hope you enjoy the #SlinkyThink Sessions Replays.
Thanks for coming in today.
Chris

Filed Under: #SlinkyThink Sessions, Uncategorized

October 29, 2019 by Drew Kincius Leave a Comment

Leading By Letting Go

Drew Kincius
Creative Director | beLithe
dkincius@belithe.com


We’ve all been there.

Dealing with THAT boss at work.

The manager who always seems to want to bring others down. For them, nothing is good enough. Nothing is ever a good idea.

Unless it comes from them.

What creates the awful boss?

Now that I’ve got you rolling your eyes, let me instigate you again: I would actually argue that most of these types of personalities, deep down in their core, are actually not wanting to sabotage workplace culture. I believe that a lot of these people have their hearts in the right place.

And no, it’s not because I’m a manically optimistic person. It’s because I don’t blame them wholeheartedly for their terrible execution as leaders. Why? Because it’s not entirely their fault. They’re asked to thrive in a system that is broken.

What is this broken system, you ask? The “dictatorship role” often given to managers. The result of a raise or promotion that suddenly grants full control to an individual is a top-down approach that spells certain doom: one person telling many what to do without even knowing what’s really going on or how to do the work himself.

Why is this approach so widely accepted? Because individuals crave power. With power comes control, and with control comes predictability and sanity.

But only for the manager. And only for so long.

A miserable place of instability.

But for everyone else? It’s just the opposite – prolonged instability.

Deadlines are shortened, the “definition of done” is muddled and always changing, and therefore no one feels like they understand what’s expected and how to deliver “success.”

If I asked you if it would be easier to push a car with five people or just one, you’d be looked at with a crazy side-eye if you said, “one.” And yet, organizations are consistently set up where only a few people have real power. Thus the potential collective impact from countless inspired and hard-working individuals is wasted.

Give. Let go. Let them shine.

Management 3.0 is a different way of looking at the way organizations structure themselves regarding the allotment of power. It covers the importance of managing the system, not the people. It’s about putting the power of success and failure into the hands of the people, giving them the greatest ownership over the work. I believe this emotional ownership, combined with diversity in thought, is a sure path for breeding innovation and your best solutions.

Management 3.0 manifests itself as a two-day workshop that covers eight core modules, providing the tools for your teams to know how to continuously move forward with confidence. Adding a new member to your organization? Play Delegation Poker and assign tasks and roles. Know of a team member who isn’t fulfilling their promise? Use the Competency Matrix to list out what skills are needed for your projects to be completed and who’s best at meeting those needs so that everyone feels valued and seen.

These tools become rooted in the idea of the team first. And in the end, the leadership at your organization won’t feel the pressure to come up with giant, overarching solutions for your team to tackle your biggest challenges.

Your teams will already know what to do right away and get to it.

You hired these folks for a reason. Let them shine!

Moving ahead…

We’re bringing Management 3.0 to Cincinnati soon. Click here to join us on November 14th and 15th and discover why giving the keys of your business to your team is not radical or merely idealistic – it’s crucial for breeding the mindset to grow your organization now and into the future.

We’re big fans of the transformative power that Management 3.0 can provide for entire teams and organizations.

If you’re interested in bringing this dynamic program to your workplace, let’s chat.

Be well, and stay agile, my friends.

Drew

Drew Kincius
Creative Director
Be agile. Be empowered. beLithe.
dkincius@belithe.com

Filed Under: Blog, kanban, Scrum

August 15, 2019 by Drew Kincius Leave a Comment

What is the Difference Between Scrum and Kanban?

In the Agile world, the words “Scrum” and “Kanban” are as common as zone and man-to-man defense are in basketball. Both the Scrum framework and Kanban processes apply the Agile methodology to managing and implementing workflow in a way that promotes both quality and efficiency. But what’s the difference between the two, and how do you decide if one or both are best for your business? Let’s break down the biggest differences between Scrum and Kanban, no sports knowledge required.

What is Scrum?

Scrum is an application of the Agile methodology that hones in on carrying out complex processes by simplifying them into shorter, speedier projects. This project management style emphasizes communication strategies and the production of high-value deliveries and rapidly, repeatable iterations.

What is Kanban?

The Kanban method is centered on being able to visualize workflow and processes with the objective of identifying and correcting bottlenecks and roadblocks that could slow down or disrupt progress. In Kanban, deliverables are broken down into smaller tasks that are represented as touchpoints on the Kanban Board.

The Team Perspective

Scrum

Groups utilizing Scrum are given one of three defined roles: Product Owner, Scrum Master, and Team. Each of these roles commits to specific work responsibilities and executes those tasks repeatedly until the project is complete. The Team itself in Scrum is cross-functional, meaning each member has a particular expertise that equips them for a unique contribution and prevents team members from being siloed in a particular skill set or task.

Kanban

On the other hand, Kanban has no set roles. Flexibility is the name of the game with Kanban, so responsibilities can shift depending on who is facing an obstacle or delay. Every member on the Kanban team is a leader collaborating on the most creative solutions to reach the end goal. The Kanban team is specialized so that any individual can tackle any task within the backlog.

Obstacles and Obligations

Scrum

Scrum processes revolve around the planning and preparation of a repeatable schedule referred to as “ceremonies”, one type of which is the sprint. These sprints rely on regular and punctual output that is reviewed and revised on a loop. The Team focuses on task completion while other roles, such as the Scrum Master, are responsible for removing any obstacles that arise so the Team members can execute.

Kanban

With an emphasis on adaptability and flow, Kanban consistently re-evaluates processes and obstacles in order to constantly improve the process and maximize efficiency. Kanban tasks are based less on specific deadlines, timeframes, and deliverables and more broadly on a continuous flow of productivity.

In typical Agile fashion, we have further broken down the differences between Scrum and Kanban in an easy-to-read visual for you to reference.


Still have questions about Scrum and Kanban, or need help deciding what’s right for your team? Contact an Agile expert at beLithe today.

Filed Under: Blog, kanban, Scrum

June 11, 2019 by Beth McDonough 1 Comment

What Are a Scrum Master’s Roles and Responsibilities?

Three primary roles exist within the Agile realm of Scrum: Product Owner, Scrum Master, and the Team. According to Agile’s core foundations, the Scrum Master is meant to facilitate rather than dictate, focusing on empowering teams to be autonomous and to self-organize. Scrum Masters should encourage team members to endorse an Agile mindset, prioritizing individuals and interactions over processes and tools to create a powerful, iterative environment.

Let’s drive some clarity on what this means and break down the roles and responsibilities for this team-based servant leader.

A Scrum Master should:

Maintain the pulse of Team dynamics.

When a group of people works on a project, a storm of different styles and personalities interacting together can lead to varying or unhealthy Team dynamics. The job of the Scrum Master is to keep tabs on the health of these dynamics and jump in to facilitate conflict resolution and opportunities for growth where necessary. Scrum Masters don’t force change, they empower individuals to do their best work to help build a high-performing Team.

Remove obscuring obstacles from the path.

In order to make it to the finish line of a sprint goal, distractions need to be blocked and impediments alleviated to avoid stumbles along the way. It’s the Scrum Master’s responsibility to remove these roadblocks and maintain a focused path for Team members to reach their goals. Setting up the Team for success is a pivotal responsibility of the Scrum Master, and sometimes that can mean simply clearing the way for individuals to do what they do best.

Facilitate the flow of work within the team.

The Scrum Master’s primary role is to be a facilitator. Part of this general facilitation includes leading Team meetings, establishing clear goals, and assisting the efforts of both the Product Owner and the individual members of the Team. In assisting the Product Owner, the Scrum Master can help prioritize workload backlogs and manage project scopes to better align with the desired results and definition of the value of the current project. By challenging outdated processes, utilizing feedback from the team, and keeping best practices relevant, the Scrum Master enhances performance and flow for the team.

Scrum Master's Roles

Protect each team and their work from external distractions.

Scrum Masters should act as representatives of their Team in Scrum of Scrums (SoS) meetings and other executive discussions. The Scrum Master collects and communicates information between Teams, and between upper-management and the Team. This coordination with outside parties creates a protective barrier which allows members of the Team to focus on their work and the project at hand without the concern of impending distractions that may cause delays or task expansion.

Coach team members on self-management.

A Scrum Master doesn’t exist to be “the boss”. Their goal should be to foster individual ownership and personal responsibility within each of their Team members. Accomplishing this might involve teaching specific techniques to the Team for problem-solving while equipping them with the capabilities and confidence to tackle and resolve issues themselves. Self-discipline is a pillar of Agile, and the Scrum Master exists to implement these values and practices.

To learn more about this role and how to empower your organization’s growth within Agile, sign up for a Scrum Master course or contact the team at beLithe for information.

 

Filed Under: Blog, Scrum Tagged With: agile, Agile Culture, certified scrum master, scrum

October 19, 2018 by Drew Kincius Leave a Comment

Embracing Assessments for Authentic Self-Discovery

self-discovery

10.19.18 | Kendrea Williams | 

As many of you may (or may not) know, I consider myself a novice in navigating the tech ecosystem. From learning to code to discovering how to manage and deliver software products, this past year provided an immersive experience in personal discovery. By unpacking how to overcome these new career challenges through exploring new ways of doing business, I am identifying a new me.

Now, when I say that I am “discovering a new me,” I am referring to the realization of my underlying strengths and weaknesses since I embarked on this new journey. I’ve taken a plethora of assessments as part of this adventure, including DISC Assessments, Kolbe Evaluations, and Clifton Strengths,  in addition to employer-provided skill assessments apps such as Agile Onion and Pocket Prof.

I can wholeheartedly confess that I’ve improved my ability to define my personal and professional strengths and weaknesses accurately. It’s been instrumental in my transition from the not-for-profit sector into a career in technology.

Digging In

So what did these assessments reveal? Plenty; a plethora of new things about me personally and professionally. My initial takeaway was beginning to understand my values and what guided me in my professional work. Don’t get me wrong – we are all raised with a particular set of values, whether good or bad, which guide us into our adult years. However, we are rarely directed about professional values.  “Ideal” professional ideologies should come naturally from our “ideal” personal values, well, at least they are supposed to be, right?

According to Gallup, the most dynamic people are those who truly and deeply understand their strengths and behaviors. This recognition of the skills you have acquired throughout your career can provide you with an underlying sense of your current abilities, as well as an accurate perspective regarding your natural talents. All of which offers a keen insight regarding your professional “why.”

It’s essential for an individual to find out where their work values lie.  When we value our contributions, we increase the chances of being satisfied in our careers.  Though not every job will fulfill our every move, knowing what we appreciate upfront is essential to determining if that outstanding job offer is from a company whose culture and values are somewhat in alignment with ours.

The Big Reveal

Here’s what I discovered from these assessments regarding my strengths:

  • Contextual: Looking back to the past to understand the present.  I like to ask questions and allow the blueprints to emerge.
  • Restorative: Enjoy the challenge of solving problems by analyzing the solution.  I like to bring things back to life.
  • Strategic: (my favorite and most likely most dominate trait) It is not a skill that can be taught. I am always playing out scenarios and asking, “what if this happened.”
  • Developer: Ability to see the potential in others.  In my view, everyone is a work in progress, and I enjoy helping them discover their potential.
  • Input: Collecting and holding onto things of interest. It’s true, while I would not consider myself a hoarder, I can pride myself on my impressive home library…i.e., book collection.

Moving Forward

Empowered with this information, I have found areas of weakness where I could use additional training, as well as rediscovering areas of strength.

Diving in with these assessments has been incredibly valuable in helping me know the real me. I challenge you to take the time to invest in yourself and empower your authentic identity.

Let’s connect. 
Instagram | Facebook | LinkedIn | Twitter | www.beLithe.com

Filed Under: Blog, Branding Yourself, Inspiration, Leadership, People, Uncategorized, women in technology

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