Scrum Master Toolbox Podcast: Agile storytelling from the trenches

Karen Suarez: Decision Authority, The Make-or-Break Factor for Product Owners Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. The Great Product Owner: Clear Vision That Inspires Action Karen describes an exemplary Product Owner who deeply understood both their product and market. This PO maintained a perfect balance of being firm in their vision while remaining open and curious to input. What made this PO particularly effective was their ability to communicate a clear, compelling vision that motivated the team. They defined key results in ways that were easily understood and actionable for team members. Most importantly, they trusted the development team with solution design rather than prescribing how features should be implemented, creating an environment where the team felt both guided and empowered. The Bad Product Owner: Committee Decisions and Never-Ending Backlogs Karen identifies two common anti-patterns in the Product Owner role. The first is when the PO isn't truly empowered to make decisions because the company hesitates to give this responsibility to a single person. In these cases, the PO becomes merely a proxy for a committee, with solutions predetermined elsewhere. The second anti-pattern is the PO who cannot say "no," allowing backlogs to grow unmanageably large. Karen once worked with a team that had accumulated 5,000 backlog items! Her solution was to use data to demonstrate why such expansive backlogs are counterproductive, create filtered views showing only the highest-priority items, and eventually make it acceptable to delete irrelevant backlog items altogether. Self-reflection Question: In your organization, does the Product Owner have true decision-making authority, or are they operating as a proxy for committee decisions? About Karen Suarez  Karen is a dedicated Scrum Master with a long experience driving agile transformations and fostering high-performing teams. She is passionate about continuous learning, and excels in aligning agile practices with organizational innovation. You can link with Karen Suarez on LinkedIn.

Karen Suarez: Beyond Process Compliance, True Indicators of Agile Team Maturity Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. For Karen, success as a Scrum Master is measured by how well the team functions autonomously. She evaluates this through several key indicators: the team's ability to tackle tough topics, including when someone isn't carrying their weight; their willingness to embrace and resolve conflicts; the product's flexibility in responding to market and customer feedback; and most importantly, whether team members proactively suggest solutions themselves. Karen emphasizes that her ultimate goal is to help the team reach a state where they no longer need her guidance, as this represents true maturity and self-organization. Self-reflection Question: How comfortable is your team with addressing conflict directly, and what could you do to create psychological safety around difficult conversations? Featured Retrospective Format for the Week: Start/Stop/Continue Karen prefers simple retrospective formats like Start/Stop/Continue that create space for meaningful dialogue rather than complex activities. Her focus is on developing team members' ability to share their real challenges. She prepares participants to discuss truly critical issues by modeling empathy and vulnerability herself. Karen encourages team members to bring up difficult topics by sharing how these issues affect them personally and acknowledging how others have helped. This approach creates psychological safety while ensuring retrospectives address substantive concerns rather than just surface-level issues. About Karen Suarez  Karen is a dedicated Scrum Master with a long experience driving agile transformations and fostering high-performing teams. She is passionate about continuous learning, and excels in aligning agile practices with organizational innovation. You can link with Karen Suarez on LinkedIn.

Karen Suarez: When a Scrum Master Needs to Hire a Manager, An Organizational Design Story Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Karen shares her experience as the first Scrum Master in a company where development, QA, product, and deployment were all separate departments, resulting in a cycle time exceeding six weeks. She strategically approached transformation by first identifying interested individuals in other departments who were already collaborating with the development team. Karen formalized the Product Owner role by cultivating a relationship with someone from the product department who showed interest in working closely with the team. She created regular collaboration routines between QA and development, and gradually involved the deployment team by inviting them to demos and having developers learn deployment skills. When faced with trust issues between deployment and development teams, Karen recognized the need for leadership support and built a case for hiring a manager who could help bridge these departments, acknowledging that some organizational challenges require sponsorship beyond the Scrum Master role. Self-reflection Question: In your organization, what departmental silos might be increasing cycle time, and who could be your allies in breaking down these barriers? About Karen Suarez  Karen is a dedicated Scrum Master with a long experience driving agile transformations and fostering high-performing teams. She is passionate about continuous learning, and excels in aligning agile practices with organizational innovation. You can link with Karen Suarez on LinkedIn.

Karen Suarez: How to Design Communication Channels to Protect Agile Team Focus, and Avoid Interruptions Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. As a first-time Scrum Master managing a team of 15-20 people, Karen focused primarily on protecting them from constant interruptions in their open office space. However, she soon realized this approach was creating barriers between the team and stakeholders. Karen developed strategies to balance protection with accessibility by establishing "office hours" when the team could be interrupted, creating dedicated communication channels (like Slack) to collect stakeholder questions, and always including the Product Owner when change requests came in. This balanced approach maintained team focus while keeping communication lines open. In this segment, we refer to the Coach Your Product Owner e-course, available to all who need to support their product owners with understanding, and adopting an Agile way of working. Self-reflection Question: How might creating structured interruption times help your team maintain focus while still remaining accessible to stakeholders? Featured Book of the Week: The Scrum Guide Karen recommends repeatedly reading The Scrum Guide throughout your Agile journey. She finds she learns something new with each reading as her interpretation evolves with experience. Karen also highlights "Inspired: How to Create Tech Products Customers Love" by Marty Cagan, which helped her better understand the Product Owner role and gave her practical tools to support POs in their responsibilities. About Karen Suarez  Karen is a dedicated Scrum Master with a long experience driving agile transformations and fostering high-performing teams. She is passionate about continuous learning, and excels in aligning agile practices with organizational innovation. You can link with Karen Suarez on LinkedIn.

Karen Suarez: "You're Not Listening": A Scrum Master's Wake-Up Call Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Karen shares a valuable learning experience when she pushed her team too hard to split user stories and change their story writing approach. The team's feedback was direct: "You are not listening." This moment taught Karen several important lessons: not everyone is ready for change at the same time, resistance often contains valuable information about our own actions, and the Scrum Master isn't always the one who knows better. Karen emphasizes the importance of giving yourself time to pause, reflect, and adapt to the team's current situation. She also discovered how the product backlog can serve as a powerful communication tool when used properly. In this segment, we refer to the book Start With Why by Simon Sinek. Self-reflection Question: When was the last time you received pushback from your team, and what information might that resistance be telling you about your own approach? About Karen Suarez  Karen is a dedicated Scrum Master with a long experience driving agile transformations and fostering high-performing teams. She is passionate about continuous learning, and excels in aligning agile practices with organizational innovation. You can link with Karen Suarez on LinkedIn.

Global Agile Summit Preview: Mastering Your Own Career Success as a Scrum Master with Fred Deichler In this BONUS Global Agile Summit preview episode, we explore the journey of Fred Deichler, a technology leader and the host of the product track at the Global Agile Summit (GAS). Fred shares his insights on what makes Scrum Masters successful in their roles and as individuals. Through his personal story and practical advice, Fred offers valuable lessons on continuous learning, community involvement, and self-reflection—three key elements that have contributed to his remarkable career journey. The Journey to Mastering Your Own Success "I didn't think I was different from anyone else. For me it was a long process, but for others it looked like too fast." Fred's journey of self-discovery began when someone asked him a simple yet profound question: "How did you achieve so much so fast?" This question prompted him to reflect on his career path and the factors that contributed to his success. Fred shares how this moment of introspection led him to identify the key elements that have shaped his career trajectory and personal growth, offering valuable insights for Scrum Masters looking to master their own success. The Power of Continued Education "Early in my career, I thought that my manager was there to tell me what to learn. As a manager I can inspire people, but I can't tell you what to learn." Fred emphasizes the importance of taking ownership of your learning journey. He discusses how his perception of education evolved throughout his career, moving from a passive approach to an active pursuit of knowledge. Fred highlights the significance of understanding your learning style, referencing the VARK learning model, and embraces the idea that it's okay to be different from others in how you absorb and process information. This section provides Scrum Masters with valuable insights on how to approach continuous education for personal and professional growth. Leveraging Community Involvement "Take those ideas that you learned and flesh them out with other people." Community involvement emerges as a crucial element in Fred's success formula. He shares how engaging with others helped him refine his ideas and gain new perspectives. Fred encourages Scrum Masters to: Take action and discuss ideas with others Participate in conferences as valuable learning opportunities Develop strong opinions that are loosely held Use community interactions to develop and refine ideas Through these practices, Fred illustrates how community engagement can accelerate growth and provide a supportive environment for professional development. The Value of Self-Reflection "End of the week: how do I know if I did a great job?" Self-reflection stands as the third pillar in Fred's success framework. He emphasizes the importance of regular introspection to evaluate progress and identify areas for improvement. Fred shares practical approaches to reflection: Questioning if conversations went as expected Establishing a regular reflection practice Finding a mentor or friend to reflect with Participating in lean coffee meetups for structured discussions These reflection practices have enabled Fred to continuously assess his performance and make adjustments to improve his effectiveness as a professional and as a person. From Aspiration to Achievement: The 6-in-30 Story "I was listening to the Scrum Master Toolbox Podcast, and I decided ‘I'm going to be on that show one day!’" Fred shares his inspiring "6 in 30" story—a powerful testament to setting goals and working toward them. He recounts how, six years ago, while sitting in his car between jobs, he made a commitment to himself that would shape his future. Fast forward 30 months, and Fred applied to speak at the Agile Online Summit, transforming his aspiration into achievement. This personal anecdote illustrates the power of setting clear intentions and taking deliberate steps toward realizing them. In this segment, we refer to the different learning styles: VARK, Visual, Auditive, Reading/writing, Kinesthetic. Building Your Professional Network When asked about essential resources for Scrum Masters, Fred immediately points to LinkedIn as a valuable platform for professional networking and knowledge sharing. He emphasizes how building and leveraging professional connections can open doors to opportunities and provide access to a wealth of insights from industry experts. About Fred Deichler For over two decades, Fred has been a technology leader, who has been intuitively following the Scrum values and Agile principles even before discovering them. He has successfully led multiple teams on their Agile journeys, emphasizing the importance of a harmonious balance between people, processes, and tools, and continuously striving for improvement. For Fred, personal growth is as crucial as professional development. You can link with Fred Deichler on LinkedIn.

BONUS: Challenging the Agile Status Quo with #NoBacklogs, Allan Kelly In this BONUS episode, we explore the provocative ideas of Allan Kelly, the author who introduced #NoBacklogs to the Agile community. Allan shares his insights on why traditional backlogs may be hindering true agility, offers practical alternatives, and explains how teams can maintain accountability while focusing on outcomes rather than outputs. The Problem with Traditional Backlogs "Backlogs keep ideas for far too long." Allan Kelly challenges the conventional wisdom of maintaining extensive backlogs in Agile environments. He distinguishes between sprint backlogs and product backlogs, highlighting how the latter often becomes a repository for stale ideas that outlive their relevance. Allan argues that this practice undermines the adaptability that should be at the core of Agile methodologies, transforming what should be a flexible approach into a more rigid, traditional project management framework. Outcome-Focused Alternatives "What are you doing to try and change the world?" Instead of lengthy backlogs filled with specific tasks and features, Allan advocates for approaches centered on outcomes and meaningful change. He discusses the concept of OKRs (Objectives and Key Results) as a form of "test first management" - a powerful framework that shifts focus from outputs to measurable impacts. This perspective encourages teams to consider the broader purpose of their work rather than simply executing a predetermined list of tasks. Balancing Structure and Flexibility "There should be a 'Best before' date for all backlog items." Finding the right balance between necessary structure and agile flexibility is crucial for effective delivery. Allan suggests implementing a "best before" date for all backlog items to prevent the accumulation of outdated ideas. He emphasizes starting with the Sprint Goal as a guiding principle, using it to create focus and purpose that allows teams to adapt their approach while maintaining a clear direction. Breaking Free from Traditional Mindsets "The work to do is not a fixed entity." According to Allan, the reliance on extensive backlogs has perpetuated traditional project management mindsets within supposedly Agile organizations. He challenges the underlying assumption that the scope of work is a predetermined, fixed entity waiting to be discovered and documented. Instead, he suggests embracing the evolving nature of work, allowing teams to respond to changing priorities and insights as they emerge. Maintaining Accountability Without Backlogs "Test first management as a management innovation that helps focus on goals, and measure progress by the teams." Allan addresses concerns about accountability by offering practical approaches to tracking progress without traditional backlogs. He emphasizes the importance of regular demonstrations of working solutions and assessing whether these demonstrations align with the team's strategic direction. His concept of "test first management" provides a framework for focusing on goals while measuring genuine progress rather than simply tracking task completion. Resources for Deeper Learning "Honey, I shrunk the backlog." For listeners interested in exploring these ideas further, Allan recommends his YouTube presentation "Honey, I shrunk the backlog," which offers additional insights and practical guidance on implementing a #NoBacklogs approach in Agile teams. About Allan Kelly Allan Kelly is the author of #noprojects: A Culture of Continuous Value, and an outspoken Agile practitioner that helped introduce the idea of #NoBacklogs to the Agile community. His work spans several decades, and includes some breakthrough contributions that he shares in his books and conference talks. He is the author, among others, of Project Myopia: Why projects damage software, Continuous Digital: An agile alternative to projects for digital business, The Art of Agile Product Ownership: A Guide for Product Managers, Business Analysts, and Entrepreneurs, and Xanpan: Team Centric Agile Software Development. You can link with Allan Kelly on LinkedIn.

Global Agile Summit Preview: Implementing Agile Practices for Data and Analytics Teams with Henrik Reich In this BONUS Global Agile Summit preview episode, we dive into the world of Agile methodologies specifically tailored for data and analytics teams. Henrik Reich, Principal Architect at twoday Data & AI Denmark, shares his expertise on how data teams can adapt Agile principles to their unique needs, the challenges they face, and practical tips for successful implementation. The Evolution of Data Teams "Data and analytics work is moving more and more to be like software development." The landscape of data work is rapidly changing. Henrik explains how data teams are increasingly adopting software development practices, yet there remains a significant knowledge gap in effectively using certain tools. This transition creates both opportunities and challenges for organizations looking to implement Agile methodologies in their data teams. Henrik emphasizes that as data projects become more complex, the need for structured yet flexible approaches becomes critical. Dynamic Teams in the Data and Analytics World "When we do sprint planning, we have to assess who is available. Not always the same people are available." Henrik introduces the concept of "dynamic teams," particularly relevant in consulting environments. Unlike traditional Agile teams with consistent membership, data teams often work with fluctuating resources. This requires a unique approach to sprint planning and task assignment. Henrik describes how this dynamic structure affects team coordination, knowledge sharing, and project continuity, offering practical strategies for maintaining momentum despite changing team composition. Customizing Agile for Data and Analytics Teams "In data and analytics, tools have ignored agile practices for a long time." Henrik emphasizes that Agile isn't a one-size-fits-all solution, especially for data teams. He outlines the unique challenges these teams face: Team members have varying expectations based on their backgrounds Experienced data professionals sometimes skip quality practices Traditional data tools weren't designed with Agile methodologies in mind When adapting Agile for data teams, Henrik recommends focusing on three key areas: People and their expertise Technology selection Architecture decisions The overarching goal remains consistent: "How can we deliver as quickly as possible, and keep the good mood of the team?" Implementing CI/CD in Data Projects "Our first approach is to make CI/CD available in the teams." Continuous Integration and Continuous Deployment (CI/CD) practices are essential but often challenging to implement in data teams. Henrik shares how his organization creates "Accelerators" - tools and practices that enable teams to adopt CI/CD effectively. These accelerators address both technological requirements and new ways of working. Through practical examples, he demonstrates how teams can overcome common obstacles, such as version control challenges specific to data projects. In this segment, we refer to the book How to Succeed with Agile Business Intelligence by Raphael Branger. Practical Tips for Agile Adoption "Start small. Don't ditch scrum, take it as an inspiration." For data teams looking to adopt Agile practices, Henrik offers pragmatic advice: Begin with small, manageable changes Use established frameworks like Scrum as inspiration rather than rigid rules Practice new methodologies together as a team to build collective understanding Adapt processes based on team feedback and project requirements This approach allows data teams to embrace Agile principles while accounting for their unique characteristics and constraints. The Product Owner Challenge "CxOs are the biggest users of these systems." A common challenge in data teams is the emergence of "accidental product owners" - individuals who find themselves in product ownership roles without clear preparation. Henrik explains why this happens and offers solutions: Clearly identify who owns the project from the outset Consider implementing a "Proxy PO" role between executives and Agile data teams Recognize the importance of having the right stakeholder engagement for requirements gathering and feedback Henrik also highlights the diversity within data teams, noting there are typically "people who code for living, and people who live for coding." This diversity presents both challenges and opportunities for Agile implementation. Fostering Creativity in Structured Environments "Use sprint goals to motivate a team, and help everyone contribute." Data work often requires creative problem-solving - something that can seem at odds with structured Agile frameworks. Henrik discusses how to balance these seemingly conflicting needs by: Recognizing individual strengths within the team Organizing work to leverage these diverse abilities Using sprint goals to provide direction while allowing flexibility in approach This balanced approach helps maintain the benefits of Agile structure while creating space for the creative work essential to solving complex data problems. About Henrik Reich Henrik is a Principal Architect and developer in the R&D Department at twoday Data & AI Denmark. With deep expertise in OLTP and OLAP, he is a strong advocate of Agile development, automation, and continuous learning. He enjoys biking, music, technical blogging, and speaking at events on data and AI topics. You can link with Henrik Reich on LinkedIn and follow Henrik Reich’s blog.

Global Agile Summit Preview: Transforming Conflict into Opportunity, Leadership Lessons for Agile Teams with Eagan Rackley In this BONUS Global Agile Summit preview episode, we sit down with Eagan Rackley, the track host for the developer track at the Global Agile Summit. With over 24 years of experience spanning game development, enterprise architecture, graphics, and highly parallel programming, Eagan shares his journey from viewing leadership as control to seeing leadership as a collaborative space for problem-solving. We explore how to transform conflict into opportunity, align cross-functional teams, and lead effectively both with and without formal authority. The Moment That Changed Everything "The obstacle is the path." When Eagan's small experimentation-focused team merged with marketing, tensions flared and conflict erupted. Both sides believed "they don't get it" and adopted a defensive "protect the castle" mentality. The situation devolved into heated exchanges until an agile coach offered a perspective-shifting insight: they were all on the same team.  This moment fundamentally reshaped Eagan's view of leadership. He realized that effective leadership isn't about knowing all the answers or controlling people—it's about creating space for collaboration and helping people solve problems together. The best leaders don't fix everything themselves; they empower their teams to find solutions collectively. Empowering Teams Through Permission and Alignment "It's about getting people to feel that they have permission to do what needs to be done." When teams feel something is happening to them, they often disengage and resist. Eagan explains that people feel powerless primarily when incentives are misaligned. The key to gaining buy-in is shifting the narrative from "this is happening to me" to "we can do this together."  Leaders should focus on removing tension and finding ways to incorporate seemingly contradictory goals. By giving people permission to take action and aligning their incentives, leaders can transform resistance into engagement and ownership. Turning Conflict into Alignment "We need to accept that we have different perspectives and different ways to see success." Cross-functional teams naturally experience tension due to differing priorities and success metrics. Eagan shares how his team transformed their marketing conflict by asking questions that made both sides feel heard and understood. They established a shared way of working that respected everyone's needs. He recommends three powerful questions to align teams: "Why do we exist as a team, and why does it matter?" - This helps everyone see the whole picture and builds shared purpose. "What is our desired outcome, and when have we achieved it?" - This focuses on outcomes rather than tasks and encourages thinking from different disciplinary perspectives. By acknowledging different perspectives and naming conflicts openly, teams can move from resentment to motivation and investment in shared goals. Conflict as a Tool for Transformation "Conflict is information. Conflict is data." Eagan's relationship with conflict transformed when he began seeing it as valuable information rather than something to avoid. Conflict provides clarity between people and highlights areas needing attention. He shares how, after years in leadership, he intentionally stepped back into an individual contributor role to learn a new industry. This experience reinforced his belief in the power of approaching conflict with the mindset that "we're on the same team, we can solve this together." This perspective shift embodies what makes Agile so powerful—moving from focusing on products to prioritizing people. In this segment, we refer to the book Shift: From Product to People, by Michael Dougherty, and Pete Oliver-Krueger, who’ve been guests on the podcast before. And we also refer to the Ratatouille Principle, which reminds us that great ideas can come from anywhere! Leading Without Authority "You lead with trust, not knowledge." When Eagan returned to an engineering role in a new industry, he experienced the challenge of having no built-in credibility or authority. This taught him valuable lessons about bottom-up leadership. He discovered that effective influence comes from building trust first, not from demonstrating knowledge.  He recommends validating people's frustrations, listening authentically, and sometimes allowing people to learn through their own experiences. This approach recognizes that leadership isn't confined to formal roles—we're all leaders in different contexts. Resources for Your Leadership Journey Eagan recommends several resources for those wanting to deepen their leadership skills: "Management 3.0" by Jurgen Appelo "Agile Retrospectives" by Esther Derby and Diana Larsen The "Change by Attraction" podcast The Value of the Global Agile Summit The Global Agile Summit offers a unique environment where transformative "aha!" moments happen. It's not just about learning new techniques but about fundamentally changing how we think about work, leadership, and collaboration. Eagan believes these perspective shifts are what make the summit so valuable. About Eagan Rackley Eagan Rackley is the track host for the developer track at the Global Agile Summit and a seasoned software engineer and Agile leader with 24+ years of experience spanning game development, enterprise architecture, graphics, and highly parallel programming. A passionate problem-solver, he excels in building collaborative teams, driving innovation, and turning conflict into opportunity. He thrives on creating software that empowers people and transforms ideas into impact. You can link with Eagan Rackley on LinkedIn.

Global Agile Summit Preview: How to Escape the Agile Doom Loop with Pete Oliver-Krueger and "Agile Mike" Dougherty In this BONUS Global Agile Summit preview episode, we explore the concept of the "Agile Doom Loop" with Pete Oliver-Krueger and Michael "Agile Mike" Dougherty, co-authors of "Shift: From Product to People." They share insights on recognizing when teams are stuck in endless cycles of planning, failure, and rework, and introduce their PAGES framework that helps teams break free and communicate effectively with leadership. Recognizing the Agile Doom Loop "When change doesn't happen and there is nothing that seems to go anywhere, that's when you know you're in that doom loop, because we're all about improving." The Agile Doom Loop is that dreaded feeling when teams get stuck in endless cycles with no real progress. Michael explains that a clear indicator is feeling "stuck in a rut" where the status quo becomes permanent. When teams are constantly planning and executing without seeing improvement, they're trapped in the loop. This often happens when organizations lack psychological safety, making people afraid to speak up or try new approaches because it might be "career limiting." Warning Signs Your Team is Stuck "Most teams can't tell me what leadership wants. They're like, 'Oh, we just have to get the product done' or 'We have to deliver by this particular date.'" Pete shares that when teams can't articulate what leadership truly wants, it's a warning sign. Teams stuck in the doom loop focus solely on delivering more stories without understanding the broader context or purpose. They don't track whether their improvements are actually solving problems that matter to leadership. When teams feel they have no choice but to follow orders without questioning, they've lost the agency needed for continuous improvement. Personal Experiences with the Doom Loop "I've been fired for trying to change things more than once." Both Pete and Michael share personal experiences with the Agile Doom Loop. Michael shares the story of being in environments where people were afraid to be visible during meetings, keeping cameras off during virtual sessions out of fear of judgment. He describes seeing teams resist new ideas unless they came from management, showing how hierarchical thinking reinforces the doom loop. Communication breakdowns between leadership and teams create disconnects that feed the cycle of frustration and stagnation. The PAGES Framework "We basically took what we have to put in these quarterly business reviews and said to teams: 'This is how you're being represented at the organizational level, so you should participate in this.'" Pete introduces their PAGES framework, which helps teams break out of the doom loop by teaching them to communicate in "leadership language." While the acronym doesn't appear explicitly in their book, all elements are present. The framework focuses on: Problems being solved Actions being taken Goals being pursued Evidence being collected Solutions that demonstrate value This approach bridges the communication gap between teams and leadership by creating a shared language focused on business outcomes rather than just activities. Implementing PAGES for Team Motivation "We can't boil the ocean. With 500 people, it's hard to change all at once, so we started with one team that became the catalyst." Michael explains their implementation strategy of starting with a single team and using their success to spread change organically. By creating metrics and dashboards that leadership could access in real-time, they reduced the need for constant status meetings. Leadership could see progress happening, which built trust and created space for teams to work more autonomously. The result was a shift from delays and frustration to timely delivery of what truly mattered to customers. One Tip to Start Right Away "My first tip would be to go Problems first. Think about what problem you want to see go away and don't introduce anything unless it's going to directly affect that problem." Pete recommends focusing on problems before solutions, particularly identifying recurring patterns that prevent teams from achieving goals. He suggests prioritizing problems and addressing them one by one, starting with problems the team cares about to build buy-in, then tackling leadership problems. This creates a virtuous cycle of solving team and leadership problems alternately, building trust and momentum. Michael adds that building trust is essential - find low-hanging fruit that shows quick wins, share relevant stories from past successes, and collect evidence that demonstrates progress. He references the book "Atomic Habits," suggesting teams should start small with changes that are easy to maintain rather than attempting massive transformations that might overwhelm them. In this segment, we refer to the book Atomic Habits by James Clear. About Pete Oliver-Krueger and "Agile Mike" Dougherty Pete Oliver-Krueger is an Executive Coach with the Library of Agile, and co-author of the book "Shift: From Product to People", a novel that tells the complex story of how leading "people-first" is required to solve tomorrow's biggest problems. He is the other co-author of "Shift: From Product to People". You can link with Pete Oliver-Krueger on LinkedIn, and visit Pete OK’s website at https://www.shiftingpeople.com/. Michael Dougherty aka "Agile Mike" has over 30 years of experience with solution development and product leadership, working in nearly every IT role that exists and literally hundreds of companies during his career. Michael has taught multiple Agile courses to over 1000 people, spoken at multiple events and podcasts, written dozens of blogs, and has been recently serving the US Government. He is the other co-author of "Shift: From Product to People". You can link with Michael Dougherty on LinkedIn.