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Coaching

On September 14, 2018 in agile 4 minutes read

Table of Contents

Objective

Agile coaching is about supporting a company success with Value, Speed and Quality in their production systems, at Scale, meaning that the system works no matter the size of the company.

The agile coach empowers the teams to come up with innovative solutions to the customers’ problems by making sure each team has clearly identified their purpose, has autonomy and is always improving, on their way to achieve mastery.

Achieving purpose, autonomy and mastery at scale, when the organisation goes beyond the 10-20 people, requires novel approaches to be implemented, drawing on best practices from system modelling, communication and facilitation, cultural and organisational design, technical and business excellence; this being a jack-of-all trades improver is where agile coaching shines.

Competencies

In the Adventure with Agile webinar on Agile Coaching (recording available on YouTube) Agile Coaching is defined by the following framework of competencies:

Agile Coach Competencies

The Agile Coach applies the competencies above to People and Processes to create Behaviours and Environments that support the achievement of Results.

Where does the Agile Coach work?

Based on the scope of the results desired, the Agile Coach works with one or more Organisational levels (Team, Team of Teams, Portfolio, Exec) to invite improvements that create High Performing Teams.

Elements & Hats

Another model, based on 8 different elements (hats) is presented by Mia Horrigan (ZenExMachina Agile Coach). The model is based on 8 elements:

Agile Coach Elements

This model has done away with the technical, business and transformation masteries, enabling the model to apply to any domain whether the coach has a technical background or whether the coach is coaching in technical, design or business environment; the coaching competencies have been turned into the following key behaviours:

This model gives coaches a language they can use for discussion as not only a shared way of addressing issues but also to recognise strengths in each other’s coaching styles.

Using this Model

With this model on hand, coaches gather and look at problems, issues and capability growth opportunities and discuss which one should be tackled in the future.

The coaches can then retrospect on the root causes, determine which coaching element applies best to the context, and which coach has the greatest strength in that area. That coach is then empowered to plan and remedy and / or support the issue at hand.

Heart of Agile

The Heart of Agile (HoA) is another interesting model for what areas can an Agile Coach lean into when faced with an issue.

To describe this learning and application journey, the HoA uses the Shu-ha-ri model, a Japanese martial art concept, which describes the stages a student progresses through three levels:

The HoA develops this model further by adding a new final state, Kokoro (heart): reaching a fundamental understanding of the basics, returning to “essence”, which is four words: Collaborate, Deliver, Reflect, Improve.

These words can then be further expanded to create new levels and actions to reflect on, which can help guides our paths to being an Elite Agile Coach:

Heart of Agile

This model marries well with the hats model:

Heart of Agile Path

The First Step on the Path

The step from Shu to Ha is in my opinion the hardest: given “you don’t know who you don’t know”, it’s likely to stop here and never develop further. The below model goes in more details on the characteristics of a Scrum Mum / Guy vs a Scrum Master.

Scrum Master Maturity Model

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