What does it take to be an effective Scrum Master? In this episode, Brian Milner and Gary K. Evans, author of The Effective Scrum Master, explore the nuanced role of Scrum Masters, the importance of people skills, and the shift from efficiency to effectiveness.

Overview

Join Brian Milner as he chats with Agile coach and author Gary K. Evans about the essential qualities of an effective Scrum Master. From fostering self-organizing teams to balancing proactive leadership with people-centered strategies, this conversation unpacks the skills and mindsets needed to thrive in the role.

Whether you’re new to Scrum or a seasoned pro, this episode offers fresh perspectives and practical advice for taking your Agile expertise to the next level.

References and resources mentioned in the show:

Gary K. Evans
The Effective Scrum Master: Advancing Your Craft by Gary K Evans  
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Mountain Goat Software Certified Scrum and Agile Training Schedule
Certified ScrumMaster® Training and Scrum Certification
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This episode’s presenters are:

Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work.

Gary K. Evans is a seasoned Agile Coach and author of The Effective Scrum Master, with over 30 years of experience transforming Fortune 100 and 500 companies through Lean-Agile practices. Known for his expertise in building high-performing teams and training over 15,000 professionals, Gary brings a unique focus on people-centered solutions to complex organizational challenges.

Auto-generated Transcript:

Brian (00:00)
Welcome in Agile Mentors. We are back and it's another episode of the Agile Mentors podcast. We're getting towards the end of the year. I am here with you, as always, Brian Milner. And today I have a very special guest with me, Mr. Gary K. Evans is with us. Welcome in, Gary.

Gary (00:17)
Thank you, Brian. It's great to be here.

Brian (00:19)
Very glad to have Gary with us. Gary is an agile coach. He's a lean consultant. He owns his own company called Evanetics, but he is also the author of a newly published book that came out this summer. It's called The Effective Scrum Master. And it really is a comprehensive guide. It's a really interesting read. So I thought we'd have him on to talk to us about. what that means, an effective scrum master. So scrum master is this episode, I think it's gonna be really a special one for you. So Gary, let's start with that question. When you say an effective scrum master, what is an effective scrum master?

Gary (00:56)
In my experience, I've worked with a lot of Scrum Masters who go through the motions, they understand the events, they focus on how to run these Scrum events. But the teams flounder and they struggle with what should I do next? How do I anticipate things? And the Scrum Masters themselves often get very frustrated. One of the complaints that I hear, especially from early to mid-career Scrum Masters is I have this anxiety. How do I know that my team is operating as efficient, as efficiently and effectively as they can because they focus so much on efficiency. So this idea of effectiveness really is much more important. In fact, John Kern, one of the co-authors of the Agile Manifesto, who wrote the foreword for my book, he focused in on that word effective because we spend so much of our energies trying to be efficient. that we aren't accomplishing what we need to do, which is to build self-organizing, mature teams. And that's really the focus of my book.

Brian (02:01)
That's an awesome distinction, I think, because I like that a lot. There's a conversation that I will have sometimes in class about how that drive or search for trying to be not effective, sorry, what was the other word that you used? Efficient, sorry, sorry, just slipped my mind, ADHD. But the efficient kind of quotient there I think is...

Gary (02:18)
Efficient.

Brian (02:27)
something that in business in the business world today is a highly visible term. It's something that everyone seems to think is needed. But, you know, that really dates back to sort of the assembly line and efficiency experts that would stand behind you with a stop clock and try to get you to do something, you know, point two seconds faster so that it would total up to, you know, more productivity over the course of the day. But that's not the kind of work we do.

Gary (02:56)
I love the fact that you've mentioned that that was really the Frederick Winslow Taylor scientific management approach. And it was very much based on this idea of efficiency. But I have seen so many teams and as an agile coach, I've had multiple experiences of teams that are very, very efficient at going in the wrong direction entirely. They've lost their focus on true north. They don't understand what it is they're actually supposed to do. They think that the Scrum Guide, 14 pages in the Scrum Guide, is their Bible. And that's all that they need to know. And nothing could be further from the truth.

Brian (03:37)
Yeah. Yeah. And to me that, you're talking about efficiency versus effectiveness. You know, if we were a company that was trying to create a new drug to cure some disease, you know, I want effective. I don't want efficient. I don't want someone, I don't want to produce a million pills that don't work. I want to produce, you I'd rather produce one that works, you know.

Gary (03:59)
Exactly.

Brian (04:05)
And that seems to be kind of something that I think a lot of teams are missing today.

Gary (04:09)
It does indeed.

Brian (04:10)
Well, good. I like that distinction. I think that's a good distinction and that's a good place for us to start to think about this role as being kind of more effective. I think that they're sort of, I don't know, I'm kind of curious what your take is on this. Is it a marketing problem? Is it an education problem? Why is there so much confusion, I think, about what a scrum master, what a good scrum master is?

Gary (04:41)
That's a really deep and broad question. Part of it is that in the beginning, when Scrum was introduced into the community and was just beginning to become known, there were two attributes of Scrum Masters that were repeated again and again and again. That was you became a servant leader for the team and you removed impediments.

Brian (04:44)
Just a light casual one here.

Gary (05:09)
Unfortunately, most people stopped at that point. And they didn't realize that this, the Scrum Master role, and I'll admit, I take a very expansive view of the Scrum Master role because I've been doing this since 1993, basically, 1994. And I've learned through making lots and lots of mistakes. And the idea that All we have to do is be a servant. Well, what does that mean to be a servant leader? Nobody ever really defined it. I actually wrote an essay a number of years ago on what it meant to not be a servant leader so that I could understand by contradiction what it was that I should be doing. I called it the top 10 scrum master crimes. And really, a lot of them really had to do with crimes because it's very easy for a scrum master to start to merge into making decisions for the team that the scrum master should not be making. Now, there are times when a scrum master should direct the team, should make decisions for the team if the team is not qualified to make certain decisions because they're just too new. But this idea of being a certain leader There's so much more to that. In my expansive view of the Scrum Master role, it is not a process role first. It's a people role. And to be an effective Scrum Master, you have to be an effective people person. I've worked with so many teams and coached Scrum Masters. Scrum Masters just did not like people. They weren't people persons. And the teams responded accordingly. So. A lot of the coaching that I do with my Scrum Masters is you've got to reach deep. You've got to be able to get into people's lives rather than hold them off, you know. And so a lot of it has to do with that.

Brian (07:10)
I love that. I wholeheartedly concur with that. I've talked on this podcast a little bit about how it seems like we've lost the focus of that first line of the Agile Manifesto, individuals and interactions over process and tools. And I mentioned when I go to Agile conferences sometimes, I feel like the majority of the talks that I see and hear are process and tools talks rather than know, individuals and interactions talks. And I can't agree more. I think that's really a focus for us as Scrum Masters is the individuals and interactions portion, the people portion. You know, our teams are made up of people and if we're not good with helping understand how people work together, we're kind of really missing the value of what it is we deliver to the teams, I think.

Gary (08:04)
And Brian, the people are all different. And to have a one size fits all because the scrum guy says do X, and Z. Well, that'll work for some people, but it will not work for others. And it may even build resentment within the team because they feel that they're being treated unfairly. The focus, the theme of my book and the reason I wrote the book.

Brian (08:06)
Right, exactly.

Gary (08:30)
is that I had seen so many teams that were floundering under Scrum Masters who really didn't understand their own role. And I came up from my experience, I defined four different categories that helped to elaborate what the Scrum Master should be if they want to be effective. And I labeled those as Sherpa, Shepherd, Sheepdog, and Diagnostician. I couldn't really think of a word. I started with an S for diagnosticians. But I have a strong medical background, so diagnostician really helped because the sherpa is the expert. And to be an effective scrum master, you have to be an expert, not at scrum, but at agile. We really want, I want my scrum masters to be agile masters. And as a coach, I'm constantly pushing them. How are you improving your craft? And what is involved in that craft? So you've got to be an expert.

Brian (08:58)
Hahaha.

Gary (09:26)
Now for a new scrum master, that's a contradiction in terms. You can't be an expert if you are just at the beginning of the journey. But there are things that you can do. And I discussed this. In order to from exposure, you can gain experience. And from experience, you can generate expertise. And so that's the first one. If ultimately you need to be a master of Agile. Secondly, a Sherpa and then a... a Sherpa and then a Shepherd, you have to be able to guide the team. And you can't guide somebody if you haven't been through that path before. So this is where the issue of longevity, education, and just exposure and experience with different teams on different projects. This is where the maturity comes and you start to develop a depth of understanding. But then there's the hardest part, the hardest persona of the scrum master is the sheepdog. This is where you are the protector of the team. And so many scrum masters fold in this area because a threat will come either from management or from within the team or somebody outside the team like a product owner. And the scrum master doesn't understand how to protect his or her own team. I'll share a little war story with you that is in the book. I had a product owner who one morning came in and just started ripping through several of my team members. I don't know what happened at that point. I stepped between him and the team and I said, do not take another step forward. I was ready to defend my team physically. It didn't come to that. And later I learned the reason for why he was so upset. But if you're going to be a sheepdog and protect your team, it may require personal sacrifice. It may require professional sacrifice. And this is the area where so many scrum masters, they can't deal with that part because they don't have that confidence. So you've got the Sherpa who's the expert, the shepherd who is the guide. The sheepdog who's the protector and finally the diagnostician who is the healer. Things are going to go awry and you have to have a way of diagnosing what the root cause of the problem is. And this is where the issue of metrics and understanding your team members, building a rapport with your team members that quite often is extremely intimate. I have had team members, I have a series of questions I ask all my team members so that I understand their background and such and also things that I need to be aware of. And I will ask them, do you have any medical issues or other accommodations that we might need to consider for you? This is an issue of respect so that we don't put somebody in an uncomfortable situation. It's a strictly private conversation. I've had people share with me that they have a drug problem. that they're caring for an ailing parent, that they're going through a divorce, all kinds of different issues that come out. And we work out special signals so that if they're having an episode someday, they just give me that signal. And I know that I need to either give them space or give them some special consideration. This is what I mean by the people issue. You've got to get to the point where you allow people's lives to splash onto you and you get wet with their issues. And yet you still have to maintain your autonomy and separation in order to work with the whole team together. The Scrum Master role is extremely complex from my perspective because it involves people, as you say, individuals and their interactions. That's where we have to start.

Brian (13:33)
I agree. And that's a great call out to say, to talk about there, just the idea that, you these are, these are individuals, not, they're not robots, you know, like they're not AIs yet. These are human beings and they have lives outside of work. They have things that affect them. And if they're going through a divorce, like you said, then you think that might affect their work life? Well, of course it will. Cause they're a human, right? And that's gonna...

Gary (13:43)
Right. Yes.

Brian (13:57)
that's going to affect their, their mood that day. That's going to affect, you know, how productive they are. It's going to affect lots of things. And, and, you know, we, we've talked here on the podcast a little bit about making accommodations for people with different, neurodivergent traits like ADHD or, autism or other things like that. And, know, I've always loved the idea of, know, putting people in the best position to be successful, you know, trying to understand what is. unique about them, strengths and weaknesses, so that you can help them to be put in a position that they can shine, right? They can really contribute in their own unique way. And we have to allow for both those strengths and weaknesses. We have to help them with the weaknesses. We have to put them in a position to share their strengths.

Gary (14:49)
And this leads to a slightly different topic if I can move up a little bit. The scrum master role is an endangered species right now. And there's a reason for that. There's several reasons for that. One of which is what we've been talking about. So many scrum masters are not people persons. And as a result, the teams are not accomplishing what the organization needs. And therefore the scrum master is regarded as overhead.

Brian (14:52)
Yeah, please, please, please. Hmm, yeah.

Gary (15:19)
as ineffective. And frankly, that's correct. There are currently, if you look at the Scrum Alliance and Scrum.org, I got the figures from these companies as of the beginning of this year, there are about two million Scrum Masters in the world right They're not all equally effective, Many of them are PSN1s from Scrum.org and there are like 625,000 of those, that type of thing. And then you get 39,000 PSN2s and then you get a thousand or so PSN3s. You can see the drop off there, just huge drop off. And the certification issues lead people to think that they're a Scrum master. Scrum two days or? An online examination doesn't prepare you. It simply doesn't. We've not done a good job of helping people understand through these major certification roles. that this is a starting point, but it's not going to make you effective. And part of it is it's become commoditized. And so we have this issue of lots and lots of scrummasters, most of whom really are not people persons and most of whom don't understand how to deal with a team and build a team rather than just an assembly of individuals. I've taken over teams that have been floundering. I've done this multiple times. And on day one, it's a series of isolated individuals. That's the best that they could have. Because there was no cohesion that could be found. And that always takes me a lot of effort and a lot of time to figure out how can I find cohesion within the team. So it's exhausting. The Scrum Master rule is really exhausting at times. And if someone's not tired at the end of the day, they're not doing it right.

Brian (17:22)
Yeah, I really am in alignment with what you're saying here. And I've thought about this issue a lot as well, and just the idea that we seem to find ourselves in a situation where, as you said, there's a lot of people who have that certification. And as someone who gives people certifications, I have to take my own part in that. I have to accept my own role and what that plays in it. But I think that you're right to... The training is necessary, right? You have to understand the basics. You have to understand these things before you can do anything else. However, I think that the disservice that the industry has done is to make this proclamation that if someone is certified, that they are ready to lead. And that really is what a Scrum Master is, is a leader in the organization. They're a leader for the Scrum process in the organization. And that's just...

Gary (17:55)
Yes. Yes.

Brian (18:23)
not true, right? It just takes more ongoing mentoring and coaching for that person to get to a place where they are really a, you know, what we would call a change agent, right? They are there to, you I always like to use the term infect the organization. They're there to spread and infect this mindset, this philosophy. And if we don't understand it ourselves, if we're not really living that philosophy, If we want our team to be experimentation based and we don't experiment ourself and we don't kind of demonstrate to them what it looks like to experiment, to try things, to fail, to figure out why that didn't work and then apply a new change and say, let's try something different. If we don't demonstrate that, not just tell them, but demonstrate it, they're never going to get that. They're going to stay, as you said, a collection of individuals. And I think that's, to me, that seems to be one of the big issues today with Scrum Masters and with Scrum in general is just that we have, you know, in opposition to your book, ineffective Scrum Masters that aren't really helping people see what Scrum should be.

Gary (19:41)
Exactly. And you've touched on what I call the four E's, which are exposure, experience, expertise, all built through experimentation. And you use that word to experiment. We need to experiment. But experimentation takes courage. Now that is one of the Scrum values. But when you get a young person or a new Scrum master who's in a role in an organization that may have certain, let's say, unsafe environment and cultural factors. It's very difficult for most people to build that courage to say, we've got to change this and become agents of change. Now, obviously they can, they should be diplomatic. They should be respectful, but they should also be persistent. But being able to see that requires a vision. You have to be able to be able to look around and see where are the big problems that we have? Why should I rearrange the deck chairs on the Titanic if the ship is sinking?

Brian (20:41)
you

Gary (20:45)
And so having that vision, again, comes from maturity. And the Scrum Masters that I work with, I push them pretty hard because I want them to grow. And every one of them has thanked me. But they didn't thank me during while it was happening.

Brian (21:06)
Ha Yeah. Yeah, I can understand that. mean, we, you know, one of the analogies I'll use there is like, we, a lot of us that have gone through the process and become a trainer will say it was hell while we went through it, but we look back on it and think that was necessary. We needed to go through that. now that we've gone through it we're on the other side, that was a necessary component of becoming an effective trainer was really seeing it up close and personal and seeing how other people do it. So I completely get that.

Gary (21:31)
Exactly.

Brian (21:36)
I want to ask you a question here that I know this is a loaded question. I get this question all the time. But I thought it might be interesting to hear your perspective on this from the effective Scrum Master perspective. People constantly ask, well, what does a Scrum Master do all day? Because when you look at the Scrum Guide and you look at the things that we have as responsibilities, You know, the two main responsibilities we have that are ongoing is to make sure events happen and make sure that the time boxes are kept according to the Scrum Guide. But I try to tell people there's a lot that goes on between those events. It's not just about the events, right? There's a lot that we do. just help our audience. For those people who are listening and don't really have a clear picture of what a Scrum Master does, just give us some samples of what you see as activity that effective Scrum Masters would take on a regular basis.

Gary (22:30)
What an interesting qualitative question.

Brian (22:33)
Ha ha ha.

Gary (22:34)
And I say qualitative on purpose. What does a scrum master do? What a scrum master should do is listen, listen a lot, observe, even if you're remote and virtual. You should be monitoring the Slack channel. You should be having video sessions. You should be attending team discussions whenever you can, but not only to listen, but to be the last one to speak. This is a big issue. So a scrum master often is considered to be doing nothing. But what the scrum master is doing is listening, watching, being the last to speak so that he or she does not taint the conversation among the team members. And it's very easy for that to happen. They should be compiling. team metrics. And I have a very lengthy section in the book on metrics, not only velocity and burn down charts and that type of thing, but a number of other other metrics that I've developed over the years for my own teams. So that the Scrum Master and the team can understand their own performance. They should be training, obviously, as a Sherpa, as an expert. They should be conveying knowledge to the team and they should be teaching every time they're talking to somebody, they should be teaching someone. So it's not a prescribed set of activities in my estimation of what a scrum master does. And I'm going to I'm going to use an analogy here. And it's going to it's going to offend some people because they're going to say, that's a terrible analogy. Well, it's actually a good analogy if you take it as that. The scrum master is like a parent. and needs to nurture the family. How does a parent, what does a parent do? They listen, they observe, they teach, they guide. Sometimes they have to protect, sometimes they have to discipline. And these are all skills that make for a good effective scrum master. So as I say, it's a qualitative issue. But a person who cannot parent well, I'm not saying the team are children, I'm saying they're your family. You need to parent your family. And you need to, as an experienced person who hopefully has a bit more experience and exposure and wisdom. and has better insight into how the world works, even the world of the organization, the Scrum Master has to be able to convey that on a day-to-day, hour-to-hour basis. It is not a part-time job. It is a full-time, exhausting, boots-on-the-ground position that many people just cannot fill. It's sad, but not everybody can do everything. Coming back to the certifications again, job ads always want to know you need to have a CSM or a PSM. You need to have an ACSM, type of thing, advanced certified Scrum Master. These are proxies that companies use because they don't know what a Scrum Master does. They don't know how to qualify it. So they try to quantify it through a certification. And what they have are two million Scrum Masters. who are certified in the world. How many of those are really good? Not all of

Brian (26:06)
Right.

Gary (26:07)
So the reason that I dwell on this a little bit, Brian, is my book is there to help people understand. not only the limits, but the expanse of what they should do. And there are limits to what a scrum master should do, but there's also an expansive view of they need to do more than just be a servant leader and remove impediments. Those are important. That's not the end of it.

Brian (26:33)
I agree. It's kind of interesting because it's a delicate balance, right? Because it's sort of like, you know, there's not a recipe. There's not a clear, hey, here's the 10 things that you do every day. And just when you come in the morning, check this list off and do these things, right? There's not that. But I think that the other mistake that I see some Scrum Masters make sometimes is that they treat it as being a purely reactive kind of position where I'm going to sit back and wait for things. And then when something happens, then I'll, then I'll jump in and I'll do something based on what someone else has done, which I think is a mistake as well. We we're proactive. We were very proactive to, to make an impact and make a difference. And when we recognize something's needed, we, got to jump in there. We got to get in there and do something about it when it's needed. you wouldn't want to have a coach of a team who set back and just, you know,

Gary (27:26)
It is.

Brian (27:30)
waited for someone to come to them and ask them for questions. There's no strategy. There's no paying attention to fundamentals. All those things would kind of go out the window if that coach isn't more proactive with his approach towards his or her approach toward the team.

Gary (27:45)
Exactly. That's a wonderful analogy because I was a soccer coach as well. I'm a soccer player as well. And when I'm coaching youth or that type of thing, I have to teach them how to use this sideline, the touch line in order as a virtual defender. need to have been on the field to know how to teach them how to operate on the field. And if I can't get involved with them, if I just wait until they make a mistake, they're going to make a lot of mistakes.

Brian (27:48)
Hmm.

Gary (28:14)
And you've touched on this idea of the passive scrum master. Scrum master is not a passive role. I had a product owner, one of the best that I've ever worked with in my career. We were having a very heated conversation one day, as we often did. And he said, Evans, you're an activist scrum master. And I had never heard that before. And I reflected on it a little bit and I said, Chuck, you're right, I am. But not everybody has that kind of personality. So each scrimmaster has to identify where they may need to improve, maybe some of their assertiveness, some others need to learn how to hold back. It's a learning curve. It's a learning 24-hour-a-day learning session. We're all different. teams are different, the Scrum Masters are different. And as we get more experience and develop more expertise, we handle things differently as a result of that growth. And my role as a coach is to grow the Scrum Masters, to grow the teams. And I've loved it because I love working with people. So you get to work with people, you get to solve problems and you get to see tangible results in people's careers. What more could you ask?

Brian (29:36)
Right, right. I'm with you. I'm right there with you. I can't agree more. Well, this has been a great discussion. just want to, you know, we mentioned already your book is called The Effective Scrum Master. We're to put links in our show notes to that if people want to go and find that and just, but you can find it on Amazon. Gary K. Evans, The Effective Scrum Master. Gary, how can people find out if they want to get in touch with you or find out more about your work, how can they get in touch with

Gary (29:37)
Thank Well, appreciate that. I am currently putting up, there is a, we have a website. It's called effectivescrummaster.com. I'll repeat that. Effectivescrummaster.com. There's a sign up link there. It's the page is just under construction at this point. It's live, but people can go up and they can enter an email to be notified when we start to make changes. There'll be some free information there, some resources that they can download. We've got a plan on how we're going to roll this out, but that's just beginning. And so I hope that people will go and visit that and hopefully we'll be able to develop a relationship and they'll be able to reach out to me through that website. Again, effectivescrummaster.com.

Brian (30:51)
Awesome. Well, thank you so much, Gary, for making the time. It's been a really great conversation and I really appreciate you making the time to come on the show.

Gary (30:59)
Brian, this has been my privilege and I really appreciate it. Thank you so much.