• Summary

  • Learn how your team can reach their full potential. Our Agile advice, anecdotes, and research-based practices can be applied to all teams with and without Scrum. Let us help you build equity-minded and people-first, high performing teams.
    © 2022 Two Scrums Up
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Episodes
  • Jun 8 2021

    It’s the Season 2 finale, we’re at the top of the mountain, and Sarah Rose and John are here to show you the view. Accompanied by multidisciplinary designer and founder of /ayd, Charis Alexander, they explore the question of what is really at the heart of driving ourselves and our teams towards more meaningful achievement? Together, they’ll guide you through the ways in which cultivating psychologically safe, equity-minded teams is a precursor to Flow State which, in turn, is the foundation of peak performance. In fact, the entanglement between these concepts is such that one experience may not be possible without the other.
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    Referenced this week:

    • Charis Alexander: https://layd.life/ 
    • Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. Journal of Leisure Research, 24(1), 93–94.
    • Csikszentmihalyi, M. (1997). Finding flow. New York: Basic.
    • Ghosh, R., Haynes, R. K., & Kram, K. E. (2013). Developmental networks at work: Holding environments for leader development. Career Development International, 18(3), 232-256.
    • MacCurtain, S., Flood, P. C., Ramamoorthy, N., West, M. A., & Dawson, J. F. (2010). The top management team, reflexivity, knowledge sharing and new product performance: A study of the Irish software industry. Creativity and Innovation Management, 19(3), 219-232.
    • MacNeill, N., & Cavanagh, R. (2013). The possible misfit of Csikszentmihalyi’s dimensions of flow in the contemporary roles of school leaders. Management in Education, 27(1), 7-13.
    • Maslow, A. (1965). Self actualization and beyond. Proceedings from the Conference on the Training of Counselors of Adults. Winchester, MA: The New England Board of Higher Education. 
    • Moneta, G. B. (2004). The flow experience across cultures. Journal of Happiness Studies, 5, 115–121. 
    • Quinn, R. W. (2005). Flow in knowledge work: High performance experience in the design of national security technology. Administrative Science Quarterly, 50(4), 610-641.

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    Show Norms

    • Be transparent about where we're at. Only record show when we're both ready.
    • Tell me where your head is at. This will help us adapt to our moods and tones. 
    •  Share the mic. Push for equity of voice in recording and editing.
    • Respect each other's privacy. 
    • Use 'I'. Avoid broad generalizations.
    • Speak your truth. Stay positive, but honest.
    • Ask WHY. If something's unclear, we push each other to clarify.
    • We make decisions together. Nothing goes live unless we are both happy.
    • We will make mistakes, tell me when so I can learn.

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    Do you want to learn more about Scrum? Follow us!
    Twitter / Facebook: scrumsup | Instagram: twoscrumsup

    Find out more about Alley at https://alley.co

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    50 mins
  • May 25 2021

    What is the right way to engage in feedback conversations? In this episode, John and Sarah Rose challenge traditional, default modes of feedback, including telling it how it is, blaming, and constructive criticism—all of which are unidirectional and assume one “right” answer. Instead, your intrepid hosts guide you out of the binary realm of one truth and walk you step by step through alternative models that contribute to building a feedback culture for growth.

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    Referenced this week:

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    Show Norms

    • Be transparent about where we're at. Only record show when we're both ready.
    • Tell me where your head is at. This will help us adapt to our moods and tones. 
    •  Share the mic. Push for equity of voice in recording and editing.
    • Respect each other's privacy. 
    • Use 'I'. Avoid broad generalizations.
    • Speak your truth. Stay positive, but honest.
    • Ask WHY. If something's unclear, we push each other to clarify.
    • We make decisions together. Nothing goes live unless we are both happy.
    • We will make mistakes, tell me when so I can learn.

    _____

    Do you want to learn more about Scrum? Follow us!
    Twitter / Facebook: scrumsup | Instagram: twoscrumsup

    Find out more about Alley at https://alley.co

    Show more Show less
    41 mins
  • May 11 2021

    Beware the default mode of prizes and back-pats lest you drain the power from praise. Trite and nonspecific praise can at best offer minimal value, and at worst create a system of winners and losers. We know it’s common to under-communicate genuinely positive, appreciative, and admiring regard for our coworkers in a powerful way. That's why Sarah Rose and John are jumping into the deep end of the praise pool and focusing this episode on sharing 3 tactical checkpoints to examine, reform, and transform your team’s practice of praise.
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    Referenced this week:

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    Show Norms

    • Be transparent about where we're at. Only record show when we're both ready.
    • Tell me where your head is at. This will help us adapt to our moods and tones. 
    •  Share the mic. Push for equity of voice in recording and editing.
    • Respect each other's privacy. 
    • Use 'I'. Avoid broad generalizations.
    • Speak your truth. Stay positive, but honest.
    • Ask WHY. If something's unclear, we push each other to clarify.
    • We make decisions together. Nothing goes live unless we are both happy.
    • We will make mistakes, tell me when so I can learn.

    ____
    Do you want to learn more about Scrum? Follow us!
    Twitter / Facebook: scrumsup | Instagram: twoscrumsup

    Find out more about Alley at https://alley.co

    Show more Show less
    35 mins

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