How often do we hear, or say, that our people are our greatest asset? In this time of the Great Resignation, that can be powerful, or sound more like a cliché. There are ways though, as leaders, that we can help our people feel like our greatest asset, which is more important than saying the words. One of the ways we can do this is by investing in them and their individual growth.
There are 5 roles getting lots of attention now:
Product Owners/ Product Mgrs
Scrum Masters
Team Coaches
RTEs / Program Mgrs
Tech Leads
Here at AgilityHealth, we are working to do this ourselves, as well as helping our customers with this through our Talent Development jump start programs.
Here's what we've learned:
Training programs alone are not enough
People want to learn at their own pace and in targeted areas of growth
Assess against defined competencies and create a clear path for growth
Mentorship, accountability and community are critical to success
Design a holistic Learn > Measure> Grow > Mentor program
Let's zoom into the Measure side; As we work to transform our ways of working and introduce people to new roles, we don’t always know what good looks like. One of thing we have discovered along the way is that it’s important to share the maturity journey of a role just like you do with a team. This is why we have built our Crawl > Walk > Run > Fly maturity model into our Talent Development assessments. With this model we are able to share the path to excelling at a role (Run) as well as what you need to achieve to teach others (Fly). For those that want additional guidance, we have built out Growth Portals for each of our radars to help participants understand what good looks like, share recommendations on how to grow in each of our competencies, and also recommended learning resources so that you don’t have to start from scratch.
Creating a learning and growth journey guide by data and the results of the role assessment will accelerate your results.
This roadmap should include:
Training (shorter more frequent instead of big bang)
On demand learning videos by role
Growth plan based on assessment results
Mentor and accountability partner, preferably through your CoP
Take some time in the next few weeks to think which roles are critical to your success and kickoff this program for the first cohort. The results will amaze you!
❤️ Sally Elatta and the AgilityHealth® team
Develop your Agile Talent with AgileVideos!
We have compiled a large library of videos to help you develop your talent or the talent within your teams. Our role-based learning paths provide you with a 12-week plan developed for specific Agile roles, such as:
Product Owner - Focuses on release planning, story writing and backlog prioritization, as well as leadership and effective facilitation.
Scrum Master - Learn responsibilities such as removing impediments and facilitating ceremonies, along with Agile basics and servant leadership.
Agile Manager - Managers learn to understand their role in Agile teams, as well as the roles of others, the ins and outs of Agile and effective leadership skills.
We don't need more or less leadership; we need BETTER leadership
There are many thoughts and theories floating around about what actually makes a good leader. Our Business Agility Strategists Dorothy Aubut and Bob Posukonis recently paired to bust several of the leadership myths that are commonly discussed.
One leadership style works with all team members
No feedback is good feedback
Non-managers do not have what it takes to lead
Self-Organizing teams require hands off leadership
Leaders must be subject matter experts
"Don't do agile; be agile": Lead with culture first
We dive deeper into each of these leadership myths and much more in our two-part blog series: Leadership Myths.
