Two Scrums Up podcast

#Tech #MBA #Business #News #Tech News #John Ragozzine & Ken Medley, Certified Scrum Masters #Certified Scrum Master #John Ragozzine #Ken Medley

33:58

In this episode, we delve into the concept of being "qualified" in the workplace, examining who gets labeled as such, who doesn't, and the underlying reasons. We explore "competency checking"—the practice of scrutinizing individuals' abilities—and how it disproportionately affects underrepresented groups, often going unnoticed or unchallenged. Our discussion aims to redefine qualifications in a fair, equitable, and actionable manner. Our guest, Shari Dunn , is an accomplished journalist, former attorney, news anchor, CEO, university professor, and sought-after speaker. She has been recognized as Executive of the Year and a Woman of Influence, with her work appearing in Fortune Magazine, The Wall Street Journal, Ad Age, and more. Her new book, Qualified: How Competency Checking and Race Collide at Work , unpacks what it truly means to be deserving and capable—and why systemic barriers, not personal deficits, are often the real problem. Her insights challenge the narratives that hold so many of us back and offer practical solutions for building a more equitable future. Together, we can build workplaces and communities that don’t just reflect the world we live in, but the one we want to create. A world where being qualified is about recognizing the talent and potential that’s been overlooked for far too long. It’s not just about getting a seat at the table—it’s about building an entirely new table, one designed with space for all of us. Connect with Our Guest Shari Dunn Website& Book - Qualified: https://thesharidunn.com LI: https://www.linkedin.com/today/author/sharidunn TikTok: https://www.tiktok.com/@thesharidunn Related Podcast Episodes: How To Build Emotionally Mature Leaders with Dr. Christie Smith | 272 Holding It Together: Women As America's Safety Net with Jessica Calarco | 215 How To Defy Expectations with Dr. Sunita Sah | 271 Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform! 🔗 Subscribe & Review: Apple Podcasts | Spotify | Amazon Music…

Two Scrums Up

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Learn how your team can reach their full potential. Our Agile advice, anecdotes, and research-based practices can be applied to all teams with and without Scrum. Let us help you build equity-minded and people-first, high performing teams.

46 episoade

Two Scrums Up

updated acum 4 ani

Distribuie

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46 episoade

#Tech #MBA #Business #News #Tech News #John Ragozzine & Ken Medley, Certified Scrum Masters #Certified Scrum Master #John Ragozzine #Ken Medley

ทุกตอน

1
Unlocking Flow State on Teams 49:48

acum 4 years49:48

49:48

It’s the Season 2 finale, we’re at the top of the mountain, and Sarah Rose and John are here to show you the view. Accompanied by multidisciplinary designer and founder of /ayd , Charis Alexander, they explore the question of what is really at the heart of driving ourselves and our teams towards more meaningful achievement? Together, they’ll guide you through the ways in which cultivating psychologically safe, equity-minded teams is a precursor to Flow State which, in turn, is the foundation of peak performance. In fact, the entanglement between these concepts is such that one experience may not be possible without the other. ___ Referenced this week: Charis Alexander: https://layd.life/ Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. Journal of Leisure Research, 24 (1), 93–94. Csikszentmihalyi, M. (1997). Finding flow . New York: Basic. Ghosh, R., Haynes, R. K., & Kram, K. E. (2013). Developmental networks at work: Holding environments for leader development. Career Development International , 18(3), 232-256. MacCurtain, S., Flood, P. C., Ramamoorthy, N., West, M. A., & Dawson, J. F. (2010). The top management team, reflexivity, knowledge sharing and new product performance: A study of the Irish software industry. Creativity and Innovation Management , 19 (3), 219-232. MacNeill, N., & Cavanagh, R. (2013). The possible misfit of Csikszentmihalyi’s dimensions of flow in the contemporary roles of school leaders. Management in Education, 27 (1), 7-13. Maslow, A. (1965). Self actualization and beyond. Proceedings from the Conference on the Training of Counselors of Adults. Winchester, MA: The New England Board of Higher Education. Moneta, G. B. (2004). The flow experience across cultures. Journal of Happiness Studies , 5 , 115–121. Quinn, R. W. (2005). Flow in knowledge work: High performance experience in the design of national security technology. Administrative Science Quarterly , 50 (4), 610-641. _____ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ______ Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
FeedForward: Feedback Models for Growth 40:40

acum 4 years40:40

40:40

What is the right way to engage in feedback conversations? In this episode, John and Sarah Rose challenge traditional, default modes of feedback, including telling it how it is, blaming, and constructive criticism—all of which are unidirectional and assume one “right” answer. Instead, your intrepid hosts guide you out of the binary realm of one truth and walk you step by step through alternative models that contribute to building a feedback culture for growth. _____ Referenced this week: Exploring the relationship between learning and leadership. Leadership & Organization Development Journal. (Brown & Posner, 2001). Leading adult learning: Supporting adult development in our schools . (Drago-Severson, 2009). How the way we talk can change the way we work: Seven languages for transformation. (Kegan, R., & Lahey, L. L. (2001).) Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? (Singh & Selvarajan, 2013). Situation, Behavior Impact Model (Center for Creative Leadership, 2020) _____ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. _____ Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Powerful Praise and The Pitfalls of Prizes 34:58

acum 4 years34:58

34:58

Beware the default mode of prizes and back-pats lest you drain the power from praise. Trite and nonspecific praise can at best offer minimal value, and at worst create a system of winners and losers. We know it’s common to under-communicate genuinely positive, appreciative, and admiring regard for our coworkers in a powerful way. That's why Sarah Rose and John are jumping into the deep end of the praise pool and focusing this episode on sharing 3 tactical checkpoints to examine, reform, and transform your team’s practice of praise. _____ Referenced this week: Exploring the relationship between learning and leadership. Leadership & Organization Development Journal. (Brown & Posner, 2001). Leading adult learning: Supporting adult development in our schools . (Drago-Severson, 2009). Excerpt from: How the way we talk can change the way we work: Seven languages for transformation. (Kegan, R., & Lahey, L. L. (2001).) Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? (Singh & Selvarajan, 2013). _____ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ____ Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Team Autonomy: A Necessity, Not Just a Nicety 50:02

acum 4 years50:02

50:02

Scrum teams perform at their best when given the trust to be self-managing, the freedom to decide how their work gets done, and clear goals for the sprint ahead. But what are the limitations on autonomy and what does it look like to protect it in the face of pressure from different stakeholders? In this episode, Sarah Rose and John discuss autonomy’s nemeses—like the micromanager and the illusion of democracy—in order to finally set the record straight: Scrum team members are not order-takers, overtime heroes, or planning poker lobbyists. There are clear ways to support team autonomy and obstacles that can be removed right away IF you know where to look! ---- Referenced this week: Controlling the uncontrollable: ‘Agile’ teams and illusions of autonomy in creative work. (Hodgson & Briand, 2013). Knowledge worker team effectiveness: The role of autonomy, interdependence, team development, and contextual support variables. (Janz, Colquitt, & Noe, 1997). Individual autonomy in work teams: The role of team autonomy, self-efficacy, and social support. (van Mierlo, Rutte, Vermunt, Kompier, & Doorewaard, (2006). Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
An Equitable Seat at the Scrum Team Table 37:44

acum 4 years37:44

37:44

We could talk about the core Scrum values ‘til the cows come home — Focus, Openness, Commitment, Courage, and Respect! HOWEVER, what does it look like to reflect and act on those core values from the perspective of an ally? Sarah Rose and John share their own experiences as allies and times they wished they had an ally. Through those experiences, they analyze the critical impact of recognizing different voices on a team as a way to make sure no team member remains invisible. ---- Referenced this week: Black Futures [ONE WORLD] (Jenna Wortham & Kimberly Drew, 2020) ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Protocols: Our Highway to the Comfort, Risk, and Danger Zones 52:14

acum 4 years52:14

52:14

Making the most of collaborative time is challenging. Whether it's designing, brainstorming, planning, or learning, discussion protocols offer structured processes to support focused and productive conversations, build collective understanding, and drive equitable team improvement. In this episode, Sarah Rose and John divulge the secret sauce of protocols and, as a treat, try out a long-time favorite that you can take back to your team: Zones of Comfort, Risk, and Danger! ---- Referenced this week: John's Zones Sarah Rose's Zones Protocols: Zones of Comfort, Risk, and Danger Microlabs for Exploring Equity by Emily White & Linda Lantieri Openers and Other Protocols created and/or adapted by Alley Protocol Library from the School Reform Initiative ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Participation, Power dynamics, and Engaging diverse perspectives, with Linda Rosenbury 33:03

acum 4 years33:03

33:03

How might we practice what we know to be true in theory: in SCRUM, the more team members who are able to exercise their voice, the better the final product will be. In this episode, we learn from Linda Rosenbury— superintendent of schools in Washington State and Doctoral Student at Harvard's Educational Leadership Program. Linda's experience working with adults from diverse racial, socio-economic and linguistic backgrounds crystallizes specific strategies for engaging all voices to participate so teams talk during meetings instead of later at the Slack water cooler. ---- Referenced this week: Linda Rosenbury Linked in: https://www.linkedin.com/in/linda-rosenbury/ Twitter: @lindarosenbury Humble Inquiry by Edgar E. Shein ___ Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Vulnerability, Making Mistakes, and Being Wrong 47:58

acum 4 years47:58

47:58

Vulnerability, making mistakes, and being wrong are critical to our teams’ success! As leaders across Scrum roles, in modeling our own vulnerability through seeking help, sharing fears, admitting mistakes, or admitting failure we invite the same in our team. In this episode, we reflect on our mistakes, argue about the separation of work and home, and discuss how an atmosphere of vulnerability opens the door to creativity, learning, and growth. ---- For further learning... Innovation is not enough: Climates for initiative and psychological safety, process innovations, and firm performance (Markus Baer & Michael Frese, Journal of Organizational Behavior: The International Journal of Industrial, 2003) Psychological safety and learning behavior in work teams (Administrative Science Quarterly Amy Edmondson, 1999) ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Overcoming Scrum Team Silence 42:07

acum 4 years42:07

42:07

When silence becomes a pattern on a Scrum team — mayday! — we have a problem. Identifying different types of employee silence and understanding how to address them is the first step towards reviving team voice. Whether it’s fear, embarrassment, a narrow sense of ethical responsibility, or lacking room to speak up, learn how silence can be destructive and how to work with your team to move past it. ---- For you to use right away: Read: Destructive role of employee silence in organizational success. (Beheshtifar, Borhani, & Moghadam, 2012) Listen: How to Build Psychological Safety with Amy Edmondson (Coaching for Leaders) ---- Show Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I'. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Feb 2021: Alley is hiring! More info at https://alley.co/careers ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
New Season; New Norms 39:39

acum 4 years39:39

39:39

Season 2 begins with an exuberant welcome to new co-host, Sarah Rose Belok! Learn why clear and upheld norms can steer teams beyond unproductive behaviors to do their BEST work (even teams of two!). John and Sarah Rose model how to identify and finalize a set of norms, by working through their own norms for the podcast. ---- Podcast Norms Be transparent about where we're at. Only record show when we're both ready. Tell me where your head is at. This will help us adapt to our moods and tones. Share the mic. Push for equity of voice in recording and editing. Respect each other's privacy. Use 'I' statements. Avoid broad generalizations. Speak your truth. Stay positive, but honest. Ask WHY. If something's unclear, we push each other to clarify. We make decisions together. Nothing goes live unless we are both happy. We will make mistakes, tell me when so I can learn. ---- Practical resources to use right away: Norms Construction — National School Reform Initiative The Power of Protocols: An educator's guide to better practice ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
SEASON TWO IS COMING.... 9:51

acum 4 years9:51

9:51

A quick(ish) update on the show -- enjoy!

1
Psychological Safety 38:30

acum 4 years38:30

38:30

There's a huge difference between being told this is a safe space and a space actually being safe. In this episode, Sarah Rose Belok unpacks how psychological safety can be fostered, honored, and maintained on a team. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
User Story Mapping 47:20

acum 4 years47:20

47:20

All the agility in a project isn't worth its salt unless the end result is usable. User Story Mapping can help. Friend of the show, Jaimie Olmstead, explains how to navigate a team through their product user's journey to build a backlog, identify any missing items, and paint a complete picture of a project plan. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
Delivering Delight: Going Beyond the MVP 46:19

acum 4 years46:19

46:19

Scrum champions the MVP: deliver the minimum rapidly so you can iterate as soon as possible. But what about those moments when we find enough time to not only deliver an MVP but throw in a little extra delight to boot. Learn how Alley's Director of Development Operations Ben Bolton manages to deliver maximum value in an MVP package. ---- Do you want to learn more about Scrum? Follow us! Twitter / Facebook: scrumsup | Instagram: twoscrumsup Find out more about Alley at https://alley.co…

1
What to Know When You're New to Scrum 33:48

acum 4 years33:48