Category Archives: Management

You Don't Need A Cape to Use Agile Superpowers!

Agile Superpowers – Being Agile

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Agile Superpowers are feeling skills or attitudes. How can you up your game and tap into your inner wisdom to help your teams and organization? They can be looked at as a space to ‘come from’ when working with others in a team, as a leader, as a coach, or in any capacity that requires you to engage with others. The idea of Agile Superpowers is based on metskills (more on that later).

The challenge in writing or talking about Agile Superpowers, is how to convey a feeling or attitude in words. There is an essence that we don’t want to lose when talking about Agile Superpowers, but in trying to define them we risk losing that essence. One example of an Agile Superpower is curiosity. Curiosity not about being a “questioner”, but to have curiosity in your bones! I mean REALLY REALLY REALLY curious! The kind of curious where judgement and ego fade away!  Continue reading →

Please Drop Me! I'm Antifragile!

Building Antifragile Relationships and Teams @ Santa Barbara Agile

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Building antifragile relationships is about finding ways for our relationships to gain from disorder, or be more antifragile. What tools and practices can we use to help us thrive from disorder? What mindset do we need to hold to be present with the teams and organizations we are in?

I’m excited to be presenting a session at Santa Barbara Agile titled: “Building Antifragile Relationships and Teams.” The session will be on November 19th! You can signup and find specific details at the Santa Barbara Agile Meetup.   Continue reading →

Working with Team Toxins

Resolving Conflict by Working with Team Toxins

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We know from Team Toxins and Team Conflict, that toxins are normal. So we can’t just “get rid of them.” In fact, pretending there are never toxins in a team could be viewed as a form of stonewalling. There are a number of ways to resolve conflict by working with team toxins. These not “iron-clad plans” or best practices, they are approaches to resolving conflict that ideally start before major conflict has emerged.

The four team toxins are criticism, contempt, defensiveness, and stonewalling.

Below I list a number of ways to work with team toxins. These are ideas that make or break our teams and relationships. I believe they make the difference between being engaged and checking-out. Many of these ideas are concepts that should be explored Continue reading →

What is valuable about the team toxins?

Team Toxins and Team Conflict

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Team toxins have the ability to wreak havoc on our teams and organizations if left unchecked.

Team toxins can wreck havoc on unprepared teams!

Team toxins can wreck havoc on unprepared teams!

Team toxins can lead to team conflict if people are not aware of and able to deal with toxins. Understanding team toxins is one preemptive way to deal with team conflict.

 

The four team toxins are:

  • Criticism (or Blaming)
  • Defensiveness
  • Stonewalling
  • Contempt

Continue reading →

Cursing Your Vision Statement

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I was coaching someone a while back and asked them to tell me what their vision statement: what motivated him? When I heard the answer, I was not moved. What I heard was boring. I knew this person had passion for what he did. What happened to it?

If I ask you to tell me why you do what you do, and you are not jumping up and down a bit, getting a bit fired up, I don’t buy your passion!  Here are some ideas to find the passion in your vision statement.  They may not be for everyone, but I know they have helped some people already, so I wanted to share. Continue reading →

Improving Yourself with StrengthsFinder 2.0

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I am often asked by folks I’m coaching for ideas of assessments they can take to help them grow.

I’m working on a few articles about different types of assessments and improving yourself (subscribe if you are interested in being notified). I thought I’d take some time to explain some of insights I got from taking the StrengthsFinder® 2.0 assessment a while back, as well as explain what it is and how to take it.  This is the first of three articles on assessments. The other two will cover MBTI® and The Leadership Circle Profile® .  All three are very different in a number of ways, which I will discuss in those articles.

Agile and Agility are about people, learning, and collaborating – a foundational part being able to collaborating and learning with others is personal mastery. Continue reading →