ScrumMasters don't like to talk about their own troubles or failures, even though they say it’s good to fail. They don’t like to admit it happens to them, too. Sometimes it just creeps up. If you've started relaxing your Scrum principles and feel yourself slipping into ScrumBut, take hope: You and your team can recommit.
I have a confession to make. I’m a ScrumMaster, but I’ve let my teams slip into some ScrumBut practices. I’m not sure how it happened, how I let it happen, or how they let it happen. It’s not something ScrumMasters like to talk about—our troubles, our failures—though we say it’s good to fail. We don’t like to admit it happens to us, too. Sometimes it just creeps up. One “I’ll let it slide” turns into multiple and it gets out of hand. Let’s start at the beginning.
When Scrum was implemented at my company, we hired coaches to help with the implementation. There were days of training for all team members that detailed exactly how to “do” Scrum. There were talks of commitments, transparency, estimation (relative, of course), self-organization, and empowerment. We had some resisters, yes, but otherwise everything was great.
Teams started sprinting and establishing their velocities. Sprint goals were well-defined and posted on the wall for all to see. Blockers were brought up regularly, and impediments were discussed and removed with the help of the ScrumMaster. Retrospectives were creative and fun but still yielded plenty of useful inspection and adaption revelations; so many, in fact, it was hard to implement them all. Maybe this is where the problems started.
The first thing I noticed was the daily scrum. The team started out standing, and sometimes it went over fifteen minutes. We were still following the correct format and answering the correct questions, and eventually the scrum tightened up to fifteen minutes or less. Slowly a few people started to lean back on chairs. That was OK; it was early in the morning, after all. Then it evolved to sitting on the edge of the chairs, until finally I was the only one still standing. Then one day, I found myself sitting, too. What had happened? Though the meeting was still running as it should, it had turned into more of a status meeting. Sometimes issues got more detailed and had to be put in the parking lot. Sometimes I had to interrupt, but then again, sometimes other team members did, too. I decided to let this slide; at least we were still doing what needed to be done.
The next thing I noticed was the attitudes. My style is very laissez-faire and hands-off. I want teams to self-organize and make their own decisions without looking to me for approval all the time. How else will the team learn? But what was once lively discussion to estimate stories turned into one person saying a point value and everyone else agreeing without conversation. What happened to our scrutiny of the acceptance criteria? What happened to tasking things out? I let this slide too, though, deciding that the team knows best and maybe they have just become more comfortable in their story sizing and grooming to not need as much discussion.
The last straw was the sprint commitment, though. While I still made sure to coach the team to commit to realistic amounts of work, I was seeing a continuing trend: carryover work. Not just carryover work, but little regard for it. No disappointment for not meeting our commitments. Excuses about things that were added to the sprint as production support at a higher priority and had to be done now. I knew this was something I could not let continue to slide.
I found myself at a crossroads. Either I let the team continue down this path, or I intervene. I chose to intervene. First I did a retrospective on myself to figure out where I had stopped coaching. I realized that the ways different organizations practice Scrum coupled with different team preferences can lead ScrumMasters down the path to forgetting exactly what true Scrum practices are. I reread the Scrum guide as a refresher. Then I needed to get the team back on the right path.
At daily scrums, I once again started standing. I didn’t want to be too confrontational about it, as that’s not my style. Quite honestly, at first the team laughed at me. They didn’t understand why I was standing again, but they certainly didn’t want to. Eventually a couple of people started to feel bad that I was the only one. As a few started to stand up, the others sitting started to feel awkward that part of the team was looking down at them while they sat. Without it meaning to be a motivator based on an inferiority complex, it became one, and the rest of the team finally gave in. This didn’t resolve the status meeting problem, though.