How Are You Today? I'm Fine, Thanks...

Have you ever asked someone, how are you today? Did you really care when you asked? How do you truly handle acting with kindness?

How to connect with AgileDad:

- [website] ⁠https://www.agiledad.com/⁠

- [instagram] ⁠https://www.instagram.com/agile_coach/⁠

- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠

- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

The Five Dimensions of Real Scrum Mastery

1. The Courage to Have Uncomfortable Conversations
2. The Art of Knowing When to Step In (And When to Step Back)
3. Creating a Space Where People Feel Safe to Be Human
4. Teaching Teams to Fish (Instead of Giving Them Fish)
5. Being the Change You Want to See

How to connect with AgileDad:

- [website] ⁠https://www.agiledad.com/⁠

- [instagram] ⁠https://www.instagram.com/agile_coach/⁠

- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠

- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

Is Sprint Planning Quietly Hurting Teamwork? - Mike Cohn

I hated group projects when I was in school. I didn’t want to rely on others for success. I wanted to be accountable for what I’d personally done.
Teams that are new to agile often feel the same way.
A developer will gladly take responsibility for their own code. But tell that same developer they’re also responsible for someone else’s code and you’ll often get a confused look.
And yet shared team accountability is one of the biggest predictors of whether an agile transition succeeds. High-performing agile teams understand: we succeed or fail together.
Until that shared accountability exists, people experience their “commitment” as individual. I have my tasks, you have yours. That mindset leads to predictable behaviors:

• People stick to the parts of the product they already know.
• They avoid work outside their primary skill or role.
• They optimize for being “done with my work,” not for finishing as a team.

So how do you help a team move from personal accountability to team accountability?

Team accountability doesn’t exist without personal accountability. If someone doesn’t feel responsible for completing work that is clearly theirs, they won’t feel responsible for the work of others.
A practical place to reinforce this is the Daily Scrum. Listen for whether people clearly state what they finished since yesterday—and whether they did what they said they would. If not, help the team talk about why, and what they’ll change today.

Sprint Planning is your next best lever. Near the end of planning, ask a simple question:
“Can we, as a team, meet the Sprint Goal and deliver these items?”
Emphasize that the sprint backlog represents a team commitment. If one person is overloaded, we don't wish them good luck, we offer to help.
That means team members should speak up when someone is taking on too much, and then discuss how to lighten the load—by shifting work, pairing, swarming, or reducing scope.
Team accountability will always be bounded by skills. A programmer won’t suddenly do award-winning design work. But they might research image options, draft alt text, or assemble reference examples—small contributions that protect the bottleneck and help the team finish together.

One of the most practical ways to build shared accountability is to broaden skills across the team.
Look for opportunities for pairing, mobbing, or short “teach me” sessions where teammates transfer knowledge as they work. Then protect time for it. People will (rightfully) resent being told to broaden skills if they’re expected to do it on nights and weekends.

If you want team accountability, stop allocating tasks during sprint planning.
Instead of pre-assigning everything, leave tasks unassigned and have team members pull work from the sprint backlog day by day. This keeps work flowing, increases collaboration, and makes it easier for people to help where help is needed.
Personal accountability matters. But to succeed with agile, teams have to move beyond “my tasks” and toward “our outcome.”

How to connect with AgileDad:

- [website] ⁠https://www.agiledad.com/⁠

- [instagram] ⁠https://www.instagram.com/agile_coach/⁠

- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠

- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/