The document discusses the various roles of a Scrum Master when coaching teams, including mentor, trainer, facilitator, and mediator. It emphasizes that the Scrum Master should approach their role by considering the team's cognition, trust, and organization. This involves understanding the team's challenges and blind spots in order to support them. The Scrum Master should also consider the ecology of change and avoid nominal values, instead defining behaviors, goals, and reflection processes to challenge beliefs and support group dynamics.

1. The Scrum Master as a
Team Coach
ConneXoX
Pierluigi Pugliese

2. What could
you need?
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3. From heuristic to structure
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“My team is doing
X how can I have
them doingY?”
Complex Adaptive
Systems =>
Contextually aware
Experiments

4. Your many Roles as
Scrum Master

5. Agile coaching = Many roles
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6. Many roles at once - I
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I’ve done X
Mentor
Good, now try Y
What else?
I will try Y
Coach
Agile, agile, ...
Evangelist
Technical Expert

7. Many roles at once - II
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Mediator
Green!
Yellow!
Blue?
Let’s do it!
MoFvator
X works like...
Trainer
Facilitator
Green!
Yellow!
IntenFon?

8. What are your real roles?
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CoachTrainer
Mentor
Technical Expert
EvangelistMediator
Motivator
Facilitator

9. What “glasses” do you use?

10. How do you approach the SM role?
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Cognition
Trust
Organisation
von Kibéd, Sparrer - Glaubenpolaritäten

11. What does it mean for you?
•Chances?
•Blind spots?
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Cognition
Trust Organisation

12. What does it mean for your team?
•Chances?
•Blind spots?
•How do they approach
their daily problems?
•What is limiting them?
•How could you
support them?
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Cognition
Trust
Organisation

13. Ecology

14. Ecology
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Advantages of
the new
Advantages of
the old
Disadvantages
of the old
Disadvantages
of the new
CHANGE?NO CHANGE?

15. Values

16. What areValues?
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•How do you use them?
Communication
Simplicity
Feedback
Courage
Reliability
Quality Honesty
Transparency

17. Values: Nominalisations
•Example: Honesty
=> be honest
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be honest
Who? With
whom?
How
exactly?
Context?
About
what?
When?Exceptions?
Validity?

18. Solution...
•Avoid “Values”
•Boundaries, emergence
•Define behaviours
•Set Goals
•Challenge Beliefs
•Reflection processes
•Support
group dynamics
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19. Questions?
Now or per email ppugliese: [at] connexxo [dot] com

20. Pierluigi Pugliese
http://blog.connexxo.com
ConneXoX