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Feedback: A Comunicação em Favor da Construção do Time

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Slides da palestra apresentada no Scrum Gathering Rio 2015.
Paula Nascimento Aguas e Ester Lima de Campos

Published in: Leadership & Management
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Feedback: A Comunicação em Favor da Construção do Time

  1. 1. A Comunicação em Favor da Construção do Time
  2. 2. SCRUMETES Ester de Campos Coach Lean/Ágil Petrobras Paula Aguas Coach Ágil - SERPRO
  3. 3. FEEDBACK
  4. 4. Modelo Formação Time - Tuckman
  5. 5. Membros do Time... (6) admitem abertamente suas falhas e fraquezas? (2) apontam as deficiências e comportamentos não produtivos uns dos outros? (12) conhecem a vida pessoal uns dos outros e se sentem confortáveis de discuti-las?
  6. 6. Estão conhecendo uns aos outros. Há um grande comprometimento de cada um. Relação de confiança ainda não foi estabelecida. O conhecimento ainda está sendo compartilhado. Estão conhecendo as regras.
  7. 7. .: Direcionar - Diretriz clara do que deve ser feito. - Definição de papéis e responsabilidades. - Definição do grau de autonomia. - Evitar expor cada membro para o Time como um todo.
  8. 8. .: One-on-One
  9. 9. .: Papéis e Responsabilidades
  10. 10. .: Grau de Autonomia
  11. 11. Membros do Time... (1) discutem tópicos importantes do projeto com paixão e profundidade? (8) deixam as reuniões confiantes que seus colegas estão comprometidos com decisões acordadas, mesmo tendo havido discordância inicial? (10) põem a mesa os tópicos mais importantes e difíceis para serem resolvidos?
  12. 12. Conflitos de personalidade. Pouca colaboração. Divergências técnicas. Retenção de conhecimento.Falta de confiança.
  13. 13. .: Coaching - Ajudar a criar um ambiente de confiança. - Trabalhar individualmente cada membro. - Facilitar falarem de comportamentos e relacionamento. - Pontuar a importância e benefícios da colaboração.
  14. 14. .: One-on-One
  15. 15. .: Ou… That Guy & This Guy
  16. 16. Membros do Time... (3) sabem no que seus colegas estão trabalhando e como isso beneficia o bem comum do Time? (13) terminam discussões com resoluções claras e específicas, sabendo como agir? (7) sentem as reuniões atraentes e não cansativas?
  17. 17. Respeitam diferenças. Confiança mútua. Começam a compartilhar. Começam a colaborar. Transparência nos trabalhos. Admitem erros e fraquezas. Abertos a críticas.
  18. 18. .: Apoiar - Sabem o que tem que ser feito, como deve ser feito e como se organizarem para atingir o objetivo. - Equipe tende a se Auto-Organizar. - Apoia o Time a progredir.
  19. 19. .: One-on-All
  20. 20. O objetivo é motivar a evolução do time. Pequenas sugestões de novos desafios para evitar que a equipe se acomode. .: Food for Thoughts
  21. 21. Membros do Time... (4) prontamente e genuinamente se desculpam quando falam ou fazem algo que prejudica o Time? (5) fazem sacrifícios e cedem em prol do bem comum? (9) sentem a moral afetada quando não atingem as metas?
  22. 22. Grau Máximo de Produtividade. Passam a criar conhecimento. Criativos e Colaborativos. Moral afetada quando não atingem os objetivos. Chamam a atenção uns dos outros.
  23. 23. .: Delegar - Equipe já consegue seguir com as práticas ágeis sem contar com apoio integral do Scrum Master. - O apoio do Scrum Master é reduzido, mas se mantém sempre que o time precisar.
  24. 24. Dicas para um Feedback Efetivo
  25. 25. Seja Objetivo e Claro.
  26. 26. Dê o Feedback o mais próximo da ocorrência.
  27. 27. Não Rotule. Descreva o comportamento ou resultado da ação.
  28. 28. Não Culpe. Descreva Exemplos Específicos do Problema.
  29. 29. Ouça o que o outro tem a dizer!
  30. 30. www.scrumetes.com Obrigada! Ester Lima de Campos @esterdecampos esterdecampos@gmail.com Coach Lean/Ágil - Petrobras Paula Nascimento Aguas @paulanaguas paulacnascimento@gmail.com Coach Ágil - SERPRO
  31. 31. Scrum Gathering Rio 2015
  32. 32. Referências 1. The Five Dysfunction of a Team: A Leadership Fable. Patrick Lencioni 2. [Artigo] Development Sequence in Small Groups - http://openvce.net/sites/default/files/Tuckman1965DevelopmentalSequence.pdf 3. Behind Closed Doors - Johanna Rothman & Esther Derby 4. http://infed.org/mobi/bruce-w-tuckman-forming-storming-norming-and-performing-in-groups/ 5. http://www.pmhut.com/the-five-stages-of-project-team-development 6. http://gestao30.matheus.eti.br/quadro-de-apoio-para-decisoes-em-equipe/ 7. http://gestao30.matheus.eti.br/feedback-ao-inves-de-avaliacao-de-desempenho/ 8. Fun Retrospectives. Paulo Caroli e Taiña Caetano. Lean Pub 9. http://www.profissionaisti.com.br/2014/04/lideranca-situacional-em-busca-de-equipes-de-alto-desempenho/

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