Retrospectives shouldn’t suck the energy out of your team—or get skipped entirely. In this episode, Brian and Cort share how to fix the most common retro fails and announce two brand-new tools to help you run retros that actually work.

Overview

In this episode of the Agile Mentors Podcast, Brian Milner and Cort Sharp break down why retrospectives are more than just a “Scrum box to check.” They’re the powerhouse behind continuous team improvement. From battling retro fatigue and quiet-room energy to creating psychologically safe environments and tying retrospectives to real results, they cover it all.

Plus, Brian reveals the launch of two new on-demand courses—Better Retrospectives and The Retrospectives Repair Guide—designed to help teams stop skipping and start optimizing their retros. Whether you're a Scrum Master, coach, or facilitator, this episode is your practical guide to making retrospectives worth everyone’s time again.

References and resources mentioned in the show:

Cort Sharp
Blog: Retrospectives With a Quiet Team
Blog: Does a Scrum Team Need a Retrospective Every Sprint
Mike Cohn’s Better User Stories Course
Scrum Repair Guide
Subscribe to the Agile Mentors Podcast

Want to get involved?

This show is designed for you, and we’d love your input.

Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one.
Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com

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.

Cort Sharp is the Scrum Master of the producing team and the Agile Mentors Community Manager. In addition to his love for Agile, Cort is also a serious swimmer and has been coaching swimmers for five years.

Auto-generated Transcript:

Brian Milner (00:00)
Welcome in Agile Mentors. Welcome back for another episode of Agile Mentors podcast. I'm with you as always, Brian Milner, but today we're gonna have a continuation of something we tried, a little experiment we tried a few weeks back here. I've got Mr. Court Sharp back with us. Welcome back in court.

Cort Sharp (00:18)
Hey, Brian, thanks for having me on again. I had lot of fun last time I was on here and it was a great discussion. So thanks for bringing me back.

Brian Milner (00:21)
Yeah. Yeah, it's, oh, absolutely. Yeah, know, got a lot of people said, hey, we kind of like that court guy. Kind of like hearing from court. So we wanted to have court back, you know, because you guys told us that you liked him. And we also wanted to have him back because we just thought this format kind of worked for various reasons. And last time we kind of hit on some things that were kind of more hot button issues of the day. things that have been flowing through social media or other things around Agile. But we wanted to have a little bit more of a focus for today's episode. And we're going to focus really on the topic of retrospectives. And maybe make a little announcement here along the way as we go along. But we're actually going to switch roles here a little bit. I'm going to kind of pass the ball over to Court. And I'm going let Court drive this, just like he did in the last episode. Ball's in your court. Ha ha, get it?

Cort Sharp (01:18)
Ha ha, court, there you go. Well thanks, Brian. Once again, I love coming on here, I love chatting with you. And like you said, yeah, we're gonna be talking about retrospectives today, mostly because I have been struggling with answering questions about retrospectives. I think this is one of the more common meetings within Scrum that just gets skipped over, just people don't find value in it.

Brian Milner (01:42)
Yeah.

Cort Sharp (01:43)
or people just struggle with understanding why we have retrospectives. And sometimes I get a little slipped up and I struggle with answering the questions about why do we do this? So can you give me some clarification? Why do we have retrospectives? Why do they matter?

Brian Milner (01:58)
Yeah. Yeah. I mean, it's a great question. And I think everyone should, should, you know, want to know that answer. If you're doing this, you one of things I say in class all the time is, you know, it's important to know the purpose behind the meetings that we have in scrum. If you don't know the purpose, then, you know, that, how are we gonna, how are we gonna have a successful meeting? How are we gonna get the most out of it? so yeah, it's, it's a funny kind of meeting, because all the other meetings and scrum are, are really, around one ultimate purpose and that's building the increment. This is not, right? This is sort of a timeout. It's an intentional kind of timeout to step away and say, all right, now that we've done that, how did it go? What kind of happened along the way? I think it's a vitally important meeting. And when I hear people sometimes say, is it okay to skip it or should we do it once ever so often? you know, again, I try to be pragmatic and say, you know, I don't, I don't know any possible situation out there, but, you know, I would tell you, I would advise you not to, I don't think that's the right path to go. I know scrum doesn't teach to do that. I think it's really, really important because it is that, that moment of let's pause for a little bit. Let's figure out what we need to do differently and then let's actually take a step to do it. There's actually an interesting little background for this. So I'm going to take a little side trip here. Retrospectives actually come from an idea that has been around for a while that actually started kind of in lean manufacturing, some of the things that came out of Japan. There was actually a phrase that they would use on the assembly line at the auto assembly plants there in Japan. They referred to this concept of Kaizen. Kaizen was kind of a, I don't speak Japanese, but what I understand is the word loosely kind of translates to good change. And they had this concept there on the assembly line floor that anyone who was on the floor had access to the big red button that could stop the entire thing. They could stop the entire assembly line, which you know, on an auto assembly plant, that's a huge deal to stop the entire production. And they were very deliberate about it and said, no, we want everyone to have access to that because the phrase they use was the Kaizen comes first. And what they instructed the employees was if you along the way, as you're doing your job, if you see something that we could change that would make it more efficient, that would be a better way of doing this, then we want you to hit the red button because we want to implement whatever that change is as soon as possible. The sooner we implement the change, the longer we have as a benefit, like an investment. The earlier I invest, the more I get as a return. So the same thing here, the earlier I invest in this good change, the longer I have to have a return from it. So that phrase, the Kaizen comes first, is sort of a central thing that we think about here with retrospectives. It's identifying those good changes. there's actually even an intention behind it that it doesn't go on the product backlog. It goes in the next sprint backlog. Because we don't want to have any even inkling of deprioritizing something that comes out of a retrospective. It's that Kaizen portion. So we want to make sure that comes first. So yeah, it absolutely is going to go into the next sprint. Whatever we decide is the most important thing, we're going to make an impact on it in the next sprint. So that's why I think that it's the most important thing for us is it's the engine that really drives continual improvement. And without it, I think teams stagnate. I think they just get kind of stuck in a rut. problems that we have, we just continually repeat. if we don't have the time to stop an exam.

Cort Sharp (06:00)
Yeah. All right. So I kind of got one bigger idea from there. And for whatever reason, when you were like, we gave everyone the red button to stop the assembly line. And that's kind of, we're stopping, we're pausing, we're inspecting, and then we're going to come up with a plan to adapt. Whatever reason, this phrase stuck in my head, it just popped out to me. But it sounds like we're giving power to the people.

Brian Milner (06:06)
Okay.

Cort Sharp (06:26)
where we're, you know, the team has the power, the people have the power to say, whoa, let's stop here. Let's hang on a second. Let's take some time and let's figure out a better way to move forward. And from that, I just think of sports. I think of sports teams. We're in the middle of March Madness as we're recording this right now. And I can pretty much guarantee you that every single one of those teams who's advancing on past, I think round one is going on right now, so passing on through round one, they're probably watching some film on their opponents. They're trying to see, what are they gonna do? What are some plays? How can we kind of counteract it? But more often than not, I would wager, I'm not a gambling man, but I'd wager, that they're looking at their own film and they're trying to see what did we do well in this game that got us the win? What can we improve? so that we could maybe have a little bit more of a bigger margin of victory. And what is it that we should probably stop doing? What is there that wasn't working out? Maybe our pick and rolls were not good, maybe we weren't executing well on those, or not to get too into basketball terms there, but maybe we should stop shooting so many threes or something like that. I don't know, right? But yeah, that's, yeah.

Brian Milner (07:42)
I think you're right. I think you're absolutely right that, you know, sometimes we think this retrospective thing is maybe, is this just a weird thing that we do in software development? No, this happens in a lot of professions. There's a lot of different professions out there that take time to analyze. And by the way, I'll throw this out there as well, because you mentioned kind of sports. Sometimes people will, I've encountered teams at times that think, You know what, we're good enough. We don't need to do this anymore. This is really only for teams when they're starting. We don't need to have retrospectives once we've become mature. Well, to them, I'd say, well, then why do championship teams continue to watch their film? Right? If a team won the Super Bowl last year, don't you think that they still go through training camp and get ready for the season? Yeah, they absolutely do. But they're on top of their game. So if they think it's necessary when they're on top of their game, is there really a moment that we would be so on top of our game that we have nothing left to learn and get better at? I'd say no. I think that there's always something that we can get better at. And I think that's a great analogy to kind of drive that home.

Cort Sharp (08:54)
Yeah, awesome. I totally agree with you there. Even just outside of the team sports world, I come from a more individual sport background. And it's so important to take some time and just reflect on, how did I perform? How was my performance, even on an individual level, so that I can take some action steps throughout this next period of training or work or whatever it is that I'm doing so that I can make the next next performance or the next time I race or the next time I get out there on the court or on the field or whatever. That's how I can make that next time better than this last time. So awesome. Thanks for clarifying. Thanks for.

Brian Milner (09:28)
Yeah. Well, yeah, yeah, no, no, it's a great question. I think this is, probably time for us to kind of let the cat out of the bag here a little bit and just say, one of the reasons we wanted to focus on it for the episode is, drum roll, we kind of have a couple of courses coming out. here that we're going to offer at Mountain Goat Software that you can take around retrospectives. They're on demand videos that I worked on. They're two different separate courses. And we just thought this was an area that really needed some focus and attention and we were getting lots of questions around it. So we always try to listen to what you guys are telling us. And what we were hearing was, this is where you wanted us to focus. yeah, not a lot of details that I'm going to say right out of the gate. But yeah, we do want to kind of announce that those are coming here very, very soon.

Cort Sharp (10:22)
Yeah, so if I heard you right, I think you said this, but there's two courses coming out, right? Okay, cool. We're letting that out of the bag.

Brian Milner (10:28)
That's correct, yeah, two. right, right. I mean, you might think, one course I can understand, but two? Yeah, there's so much material that there was too much for one. And people could not consume all that in one go. And so we created two and kind of found different aims, different goals for both of them. to target what people were really asking for. So yeah, there are two separate courses. One that's going to be called Better Retrospectives, and another one that's called Retrospectives Repair Guide. So yeah, you can sell just from the names, kind of taking two different approaches here on focusing on retros.

Cort Sharp (11:07)
That's so awesome to hear that we have two separate types of courses that solve kind of two problems. So what were the reasons why you decided or Mountain Goat decided, hey, we probably need to make these to help solve some pain points. What were those pain points and what are these common struggles that you're seeing?

Brian Milner (11:19)
Yeah. Yeah, completely fair question, right? I mean, why didn't we do one on sprint planning? Or why didn't we do one on daily scrums or whatever, right? Well, maybe we will in the future. I think the kind of genesis of this idea or why we decided to focus on it was we periodically survey users. We watch what people do when they come to the site, what they search for. And one of our top search terms and one of the top search areas that we've seen over the years, really, it's been consistent, is around retrospectives. So we know that's an area people want to know more about and want to get help with. So that gave us the first little inkling that this might be something to focus on. That led us to doing just a free open webinar that we did. I hosted that, I put together a presentation to give some tips around it and help people, just a short little presentation, but wanted to just give some really quick tips people could apply. And we had over a thousand people sign up for that. not, I shouldn't say that. We had over a thousand people attend that. just, lots of people sign up and don't come, but. We had over thousand people who showed up and attended to hear that. And that kind of blew us away. think, wow, this is really, know, people made time in their day to come and listen to this, you know, short little webinar on it. There's interest here. And with a thousand people, we didn't have nearly enough time there on that webinar to answer everyone's questions and get through everything that was coming at us. But, you know, we love data. So. We pulled all that data from all the questions that had been submitted and people had presented to us and grouped them, categorized them, tried to sort them through and try to find what's the biggest kind of pressure, pain points that people are having that they wanna know answers to. And that's what led us to really create these courses is there were reoccurring themes, right? There was a kind of set of things that are common amongst people. common issues, common problems that people are having, common root causes of those problems. And we just thought, this is doable. It's not an impossible thing to fix. There are actually practical, real ways of solving these things. And we wanted to give people solutions to the things they wanted to hear about. So that's why we decided to focus on retrospectives.

Cort Sharp (13:50)
Awesome, sweet. That's still crazy to hear. I knew that you had a thousand people or a little over a thousand people attend that live stream, I think is what you did, right? Because it was like a YouTube live stream or something like that. That's still mind blowing to me that there was that much turnout and...

Brian Milner (14:09)
Actually, I just wanna say, I don't know that it actually even was on YouTube. That's what makes it even more kind of impressive to me is people had to like get a link and go into it. So it wasn't just, hey, I'm flipping through YouTube on my lunch break and it turned up. It was people who deliberately said, no, I'm making an appointment to go to that. Yeah.

Cort Sharp (14:29)
Man, that's even, yeah, that's crazier to me too. That's awesome. That tells me, yeah, there's a ton of demand for this, right? So can you give me just a brief overview without oversharing or sharing a little too much about what each course kind of offers and what problems they're working to solve or we're solving within each course?

Brian Milner (14:31)
Yeah. Sure. Yeah, I guess it's probably important to know the strategy of both of them and why there's two. As I said, there's just a lot of material, so it was too much to fit into one. But I tried to follow the pattern in creating these that we've established at Mountain Goat with previous classes. So the first one that I put together, we titled Better Retrospectives. And that's following the pattern that we've done with other things like better user stories. So better retrospectives, the focus is sort of the expert deep dive on retrospectives. We go deep on the meaning behind things and kind of facilitation techniques that are useful to do, patterns you can use in creating a retrospective, ways you can create brand new. themes for your retrospective that no one's ever done before in the past because it's yours. It's something you created on your own. And just kind of all the ins and outs of how to really make a retrospective work and be productive, produce things that actually make differences on your team. So that was better retrospectives. But we wanted to then address head on those most common questions that people have. Again, try to follow the pattern that we've established with some previous things here at Mountain Goat. Mike has a course that I took years ago called Scrum Repair Guide. And it was about the most common problems that Scrum teams have. so I follow that pattern here. And the second course is called Retrospective's Repair Guide. And what we did was we took those highest volume asked questions, the most common questions we got from that webinar. got just the top 10 and said, these are the biggies. These are the big ones that people are asking about that really want to know the answer to. And we put together a repair guide course for it so that people can maybe consume that in a little bit different way. If I'm having one big problem right now and I need an answer to that, or maybe I have two or three problems, I'm not having all the problems, but I need an answer. I need help with this big thing that's going on with my team. We wanted to get that to them as soon as possible. So the retrospective repair guide is that ability for someone to look at our list of top 10 questions. And you'll probably find three or four of them on there that you'd say, oh, yeah, that's one I've experienced. Yeah, that's one we're having right now. And then you can just kind of to the chase and get right to where it is that you need to get help. And then practically go and make those changes immediately. So better retrospectives. The expert course, Deep Dive on Retrospectives, makes you an expert at delivering them and working with them. Retrospectives Repair Guide, more for those finding the solutions to the problems you're having right now.

Cort Sharp (17:37)
Awesome. I want to kind of double click a little bit into the retrospective repair guide. Man, tongue twister, right? The retro repair guide. Can you share just like one or two, maybe three of those questions that are answered or some of those bigger questions that were asked that are answered and that you give a solution to and a very clear solution to within that course?

Brian Milner (17:43)
Yeah, it is a little. Yeah. Yeah. Yeah, absolutely. just know for each one of these, it's not a, the answer is, here's a sentence. Each one of these, we go really deep on how to answer that and strategies. And I give you multiple things that you can do. Because a lot of these maybe even have multiple root causes to them that could be causing them. And there could be something different you might need to do to solve that for your team. But you know, Like one of the biggest questions that we heard, probably the most popular question that we got was, how do you handle retrospectives when you have a quiet team? When you have a team of people that are a little more introverted or shy, not uncommon with a group of software developers. So how do you get them a little bit out of their shell or how do you get them to just feel safe enough there to actually contribute? That was a big one. Um, you know, a big one for our, our day and age is how do you handle retrospectives when you have people that are remote? Uh, you know, do you have an entirely remote team? Do you have people that are, uh, you know, parked your team? Part of your team is, is in-house part of your team is remote. Uh, how do you, how do you handle that split? Um, that was another big one. Um, you know, how do you handle it when you're, you have a team that just hates retrospectives? Um, you know, how do you, how do you, uh, How do you get your team to start really making progress, real progress, from the things that you talk about in your retrospectives? So these are just a couple of them. we really thought that these, for each one of them, as I went through each one of them, I thought, yeah, this is a big one. This is one I get questions about all the time in class. So there was none of them that I looked at and thought, this is a filler. Am I going to make it to 10? No, mean, it was hard to limit it to 10, you know? But yeah, we limited it to 10 and all of them are really, really important ones.

Cort Sharp (19:47)
You Yeah, nothing but heavy hitters here. Nothing but bangers. Here you go. Yeah, that's it. Awesome. OK, well, thanks for the overview. Thanks for introducing these courses. That last question there, what do I do? How do I manage a team within my retrospectives when they hate going to retrospectives or despise that? That'd be super useful for me. Man, I might buy this course right now.

Brian Milner (19:55)
Yeah, yeah. Yeah. Ha Yeah.

Cort Sharp (20:23)
But I would like to, we strive to have some pragmatic approaches. We strive to provide practical, immediately useful tips on this podcast. I know that's a big point for this podcast that you really work on and you really focus on. Do you have any just practical, immediately useful tips? Let's start out, I guess. This might be a little teaser, a little preview. You might repeat something that you gave out into the Retro's course there, the Retro Repair Guide. With quiet teams, can you just share something that I can immediately take away and go off if I have a really quiet team and it's like pulling teeth to get them to talk and participate in Retro's? Can you give me just some useful tips or something that I can go away with?

Brian Milner (21:08)
Yeah.

Cort Sharp (21:13)
after listening to this episode and go off and use with my team to help my quiet team be a little more active and a little more beneficial. Show them that, this retro is for you. What can I do to work with my quiet team here?

Brian Milner (21:29)
Yeah, yeah, no, mean, how can I tease the number one thing without giving any kind of advice on it, right? And no, I mean, we're doing this because we want to get this information out route. We want to help teams to be successful with this. So no, I don't mind at all going into some things that might help there on it. There'll be much more in the course because I just have more time to do that. I think that the number one thing when you have a quiet team is trying to understand the why behind it. So for starters, I think it's important for us to understand that there are different personality types. I mentioned things like introvertedness. There are people who are more introverted than others. And if that's a of a spectrum in itself. There are people who are extremely introverted, and there's people who are only mildly introverted. Not to mention, one of my favorite topics, thinking about kind of different neurodivergent traits and how they interact and participate and things of that nature. So all that's to say, that I think the number one thing that we have to do is know our team. We have to understand who is in the room. Because I think we make the mistake a lot of the times of, I'm gonna just put together a retrospective. Let me go find out what that guy on YouTube said about doing a retrospective. yeah, that was a fun little theme that he came up with. Let me go put that in place. But that may not match at all. the personality of your team. It may not match the way that they prefer to interact. If I have a team full of introverts, I'm not gonna do a big role play kind of exercise in my retrospectives, because everyone's gonna be uncomfortable and everyone's gonna shut down. They're gonna go into defensive kind of stance, right? So I think that's the number one thing I'd say is, first of all, just understand and respect. respect the differences there in personalities to understand that they're not broken or in need of repair in any way. If they are quieter, that's just who they are. That's just how they're made. So I think that's part of it, right? I think part is that you have to understand your team. But there are other possible root causes here as well. One of the biggest is they could be quiet because they don't feel safe to actually speak in that room. That's a huge one, right? And it's so important. If they come into that room and they are fearful that what they say in that room is going to be reported outside the room to someone else, or they're going to be made fun of in that room for voicing their opinion or belittled in some way for it, well, That's a killer to a retrospective. If there's not that sense of safety in the room, doesn't matter how brilliant your pattern is for the retrospective or what great idea you came up with for it. If I don't feel like this is a safe space where I can speak up and not be made fun of or not fear retribution for something I've said, I'm not gonna speak up. whether I'm an extrovert or an introvert. It doesn't really matter my personality type at that point because the fear is what's driving everyone in that room. So I think you have to maybe even gauge the team. Maybe even ask them in an anonymous poll. I've done this before by just giving slips of paper and everyone puts in a hat. And you can do something like a safety check where you say, give me a number from one to five. five being the highest and one being the lowest, how safe do you feel today in this room to speak honestly without fear of retribution or being made fun of, that sort of thing? And it could very much surprise you what the answer is. That's actually an activity that I repeat periodically when I have a team because I want to chart it. I want to see where they are now. I want to see if it goes up or down. If there's some kind of a change, how does that affect it? We had, we lost a team member or two team members and we had new people come on. Safety is going to drop because we have new people. God forbid if we have somebody who's an outsider who insists on coming into it. I try my best to keep them out, but hey, if my boss says, well, I'm overruling you, I'm coming in. Well, are you gonna quit immediately because that happens? Probably not. What can you do? Make it transparent, the effect. You can say, hey, we periodically take these safety checks. So here today, I took another safety check. Our normal average is 4.2. Today, it dropped to 2.1. Why do you think that happened? It's data. So I think safety is another big reason.

Cort Sharp (26:13)
Right. Right.

Brian Milner (26:18)
So let's, personality type, gotta understand personality type, gotta make sure the environment's safe. And by the way, kind of corollary to that is not only that it's safe, but that their opinion matters. So if they speak up and say things and no one pays attention to them, no one listens to them, well again, you're telling them your idea doesn't matter, learn this lesson, next time don't speak up, right?

Cort Sharp (26:30)
Mm-hmm.

Brian Milner (26:44)
So they've got to have a safe space. And then I think you've got to match your activities to your team. You've got to find ways of connecting to them that will feel comfortable for them, that make them feel. I say this all the time in classes, facilitation, the root word in facilitation is facilis. It's a Latin word. means to make easy. So we're facilitating a retrospective. Make it easy. If your team doesn't want to role play, and you've got an activity that's a role play thing, then that's not easy. That's difficult for who they are. But if your team, another kind of difference, are they verbal processors? Do they need to talk things out to find a solution? Or do they need quiet space? that they need introspective time to find solutions. If that's the case, well, maybe I start with something like quiet writing. I don't even have an activity where they're talking to each other at the beginning. So I think that's third thing I'd throw out there is to say, Once you know your team, make sure you are matching the format, matching what you come up with for that retrospective to the personality of your team. It's hard, right? Someone can't walk in off the street and deliver a great retrospective to a team they don't know. But the good news is you know your team, right? You work with them all the time. You're the expert on this.

Cort Sharp (28:08)
you Yeah, yeah, as a more introverted person, nothing sounds worse to me than trying to, to do any kind of role playing, putting myself in some position that I just don't normally put myself into and I'm not comfortable with right that that is not my jam. That is not my thing.

Brian Milner (28:27)
Yeah. Yeah, and can you blame it when, if that happens, can you blame the team for saying they hate the retrospectives and that they don't want to do them anymore? Yeah.

Cort Sharp (28:39)
No, not at all. Not at all. If my scrum master came to me and said, right, we're going to, Brian, you're acting as this person, Court, you're acting as this, and we're going to reenact little Romeo and Juliet, bring that into there in this. And it's like, what? No, this isn't valuable.

Brian Milner (28:47)
You Right. Yeah, it's one thing to say, we're going to pretend to be each other and talk through. But it's another thing to say, pretend you are a peanut. you're like, that kind of thing. When you're an employee, you're like, god, really? I have to be a peanut now? Great, great. Yeah, no, this is fun. It's that kind of thing that if you don't, maybe your team would enjoy that kind of thing. If so, then match it to them.

Cort Sharp (29:10)
Yeah. Yeah.

Brian Milner (29:19)
They're not in that mode. No, no, no, no, no, no.

Cort Sharp (29:23)
Yep. Well, awesome. think I have a couple more questions for you here. Should be relatively quickly, right? Thanks for giving a little preview and giving some practical advice for what we can do to help our more quiet teams. But I want to take a step back. I know we double clicked into that one course, but I just want to take a step back a little bit. how do I decide which courses is right for me?

Brian Milner (29:28)
Yeah, yeah. Yeah.

Cort Sharp (29:48)
Do you have any guidelines for that? Any advice for if I'm interested in both courses, but I don't know which one would be a little more beneficial for me? How do I make that choice?

Brian Milner (29:58)
Yeah, that would be an extremely difficult decision to make because you have to really know these courses intimately, think, to make that, or maybe not intimately, but you probably have to dive a little bit deeper into what the agenda is for each one to kind of know the answer. But here's the good thing. When we're launching these, I can tell you this as well. We're going to be launching it as sort of a two for one. So. The good news is when we, know, for the initial launch of this, that's going to be the bonus for being in the first group is you don't have to decide. You'll get them both and you can then, you know, choose on your own. can dip in and see, you know, if one's better for you than the other, great. But you can consume it any way you want. And, you know, I'm just really excited for people to get to see the stuff and to hear it. I think there's some. there's some stuff that's really gonna help people in it.

Cort Sharp (30:47)
Awesome, great. Helping my decision fatigue there, Brian. That's great. Wonderful. One less choice that I have to make. Well, great. Awesome. That's kind all the questions that I have for you. Are there any kind of key takeaways or anything that you want to single out about retrospectives as a whole or anything about these courses that are going to be offered here anytime soon or anything like that?

Brian Milner (30:50)
Yeah, exactly. Exactly. Yeah, I wanted to do this kind of an episode about this because, you know, I feel like the listeners here to our podcast, you guys know me, you know, the kind of stuff that I talk about. And, you know, I wanted you to be the ones who kind of heard this and knew about it first. I think it's going to be really beneficial and it's going to really kind of turbo charge a lot of teams. We talked about why retrospectives are important. Well, as I said, it's the engine for that continual improvement. If you don't have it, then the team stagnates. If you do have it and they buy in and this is, they're really all in on that Kaizen continual. improvement, know, Kaizen comes first mindset that kind of comes along with it. Then they look forward to this meeting. It's not just, know, something to check the box at the very end of our sprint, but it's actually, you know, when are we going to have that retrospective? I've got some stuff I want to talk about and that's our time now. You know, we can shut out the rest of the world. We can shut out, you know, everyone who's not here in our team. And now we can focus on us. You know, the question I often ask the teams when I do this is, do retrospectives is, what would it take for us to be the team everyone else wishes they were on? And, you know, that's really what you can accomplish through a retrospective is you can be that team, everyone else in the group and the organization looks at and goes, man, I wish I was on that team. That team's the, that team looks like a great team to be on. You know, I know there's, we're not given a lot of details here because this isn't We're not opening sales to this at the time that you hear this, when this podcast comes out. This is just a preview. I wanted to announce it here in the podcast first and let you guys know about it. Stay tuned. We're gonna have some stuff coming out soon. You can come to our website, mountaingoatsoftware.com and you'll find more information about this. But stay tuned here to the podcast as well. We're going to talk about some other things around podcasts in the next few weeks. we'll let you know when it's going to be open. I'll tell you as well, this is going to be a limited time thing. It's not something that we're launching and then kind of keeping open forever. This is something that we're going to launch. And there's a window for you to actually purchase this. receive both these at the same time. We'll talk about pricing and all that other stuff later down the road. But I just wanted you guys to know that these two things were coming. And hopefully, that gets you excited. And you can start now saying, hey, boss, there's something I'm going to be asking you for here for the training budget or something somewhere along the way. So stay tuned. We'll have more information here about it in the coming weeks.

Cort Sharp (33:51)
Yeah So we're starting the hype train now. Hype train is starting to pull out of the station. And the next station it comes into, it's only going to be there for a limited time. So make sure you get on board and get on with this. Because these sound like really awesome classes. And they sound like a really great way to either elevate where you're at already or where I'm at already for retrospectives and whatever techniques I'm using. I know we didn't talk much or really at all.

Brian Milner (34:01)
Yeah, exactly.

Cort Sharp (34:26)
other than the title of the Better Retrospectives course. But having been through the Better User Stories course, that really elevated my ability to write and facilitate user story work or story writing workshops. But it allowed me to be more effective on the user stories front. if it's anything following that trend line, which it sounds like it kind of is, that Better Retrospectives course sounds like a fantastic way to elevate.

Brian Milner (34:46)
Yeah.

Cort Sharp (34:53)
my ability to not only facilitate, but also just get more value out of retrospectives. And then the retro repair guide. Awesome starting point. Sounds like it's a great spot if I'm struggling with anything. Really, really common. Well, not really common. The biggest questions, biggest problems that are seen throughout retrospectives. Great starting point in order to. help myself grow and get up there. And the fact that I don't have to choose between the two, that's fantastic to me. makes me really excited.

Brian Milner (35:25)
Yeah. Bonus, right? Yeah. Well, and I do want to throw out there as well. know, the pattern here, I'm copying Mike, right? This is what Mike Kona has done previously. And I'm with you, Court. When I took the Better User Stories course, you know, I really wanted to go deep on user stories. I wanted to understand them at a level that I just didn't previously. And I wanted to know the ins and outs. I was ready to go deep on it. And I agree with you. did the same thing for me. It helped me to really fully understand kind of what this method is and how to get the most out of it. So that was my idea when I wanted to copy that into the retrospectives. I wanted the same thing. I wanted people who were at that point where they're ready to go deep. Here it is, right? It's ready for you. And retrospectives, the repair guide as well, I was a consumer of Mike's Scrum Repair Guide before I joined Mountain Goats, you know, when I was a Scrum Master on a team. And I remember when I saw that course and I saw the list of things that, you know, he was going to talk about in that course. There were two or three of them on that list that I just said, yeah, star that one, star this one, like that. I need that answer. I just remember that feeling of, I really need the answer to this. So my thought at that time was, whatever this is, It's worth it because I don't know how to do this on my team right now. We're having this problem and I need it fixed. So I need guidance on how to do this. And I know there's people out there that are gonna feel that way about some of these topics they're gonna see that we have in the repair guide. So all that's just to say, it's from the point of view of someone who benefited from that pattern, you know, from Mike and other courses. And I'm hopefully going to be able to do that for people here with retrospectives as well.

Cort Sharp (37:15)
Well, I'm excited. So a couple action points for anyone else who's interested in this. Stay tuned, right? Stay tuned for future episodes on the podcast. Keep an eye out on stuff. Can they visit mountainghostsoftware.com right now and sign up for a list or anything or get any pre-emails or anything like that or not quite yet?

Brian Milner (37:33)
I don't think there's anything that you can do at the moment. mean, if you're on our email list, I think that's probably the best thing you can do. You sign up for our email list. You can do that pretty easily at mountandgoatsoftware.com. And that'll keep you informed when we send out our newsletters. We're gonna have information on it there as well. But it's kind of like, you you get those emails sometimes that just say nothing right now, but, so nothing right now, but, you know, kind of just... File this away, know this is, you in the next few weeks, you're gonna hear more about this and then it'll be that limited window that you can actually, you know, take advantage of it.

Cort Sharp (38:07)
Awesome. Yeah, so keep listening in, keep an eye out, and we'll keep giving you some practical approaches, practical tips that you can use to go into your next retrospective. Maybe your team isn't the quiet team, but maybe they're the ones that just don't really like retros. know, Brian, thanks for helping me out with my quiet teams, or any time that I interact with quiet teams, and even the ones that are a little more just passive and don't.

Brian Milner (38:28)
Nah.

Cort Sharp (38:34)
don't really see the value in retros. Thanks for sharing those tips and for helping me out with all the teams that I work with. So I appreciate that. Thank you.

Brian Milner (38:42)
Yeah, absolutely. If you can't tell, I'm really excited about it. I can't wait for people to start diving into this stuff. more than anything, I can't wait for it to start to make a difference in teams.

Cort Sharp (38:53)
I'm excited, Brian. I can't wait. I'm stoked.

Brian Milner (38:54)
you

189a The Whiskey Trail; More British Slang