Johanna Rothman describes that for programs, since you have many teams, you want shorter iterations and small stories in order to make sure you have as many interconnection points with the rest of the feature teams as possible.
There's a common myth among managers—that they are the only drivers and decision makers for their teams and, therefore, can't take time off. In reality, regardless of the team or workgroup you manage, your team makes decisions without you all the time.
Writing test cases can be a time-consuming activity, and approaches vary from comprehensive test plans to more casual and exploratory cases. What factors should influence your approach? We take a look at a couple of these factors to help you guide your project and team to success.
If you’re not actively marketing all the time, you’re letting the parade pass you by. To take advantage of ever-present, ever-changing opportunities, your team can use agile techniques to help with marketing.
Many people are familiar with the build-break-build method of starting with positive feedback, then the negative, and then more positive. But is that the most effective way to convey your compliments and criticism? Recent research has been done to determine the most effective, and polite method.
Not every employee is salvageable, and it’s almost always a case of cultural fit. If you’ve provided honest and open feedback and the employee can’t or won’t change, it’s up to the manager, or the self-managing team, to help the employee move on.
Great things can come from teams that collaborate on projects, but reaching a shared understanding isn't always an easy task. With a variety of backgrounds and opinions, team members often face difficulty in coming to agreement. We looked into the causes for these roadblocks, and how to avoid them.
Shweta Darbha explains how teams can review their work and improve themselves after the completion of key projects or after they have adopted Scrum. Learn how your own team could benefit by following this practice after your next project.
An objective ranking system is unnecessary when trying to determine an employee's value, and it can even be detrimental to collaboration on teams. Providing feedback, facilitating knowledge building, and allowing them to contribute are three key ways to help your employees excel in their roles.