BCS Shine a Light on Group Dynamics

Assentire Building better Leaders

Shine a light on the invisible dynamics in Agile Groups, Enhancing Collaboration AssentireÂŽ brings together - Thinking and Feeling

BCS Business Change Specialist Group & BCS Agile Methods Specialist Group

@BCS_Agile @bcs #InnovationAudit2

15th November 2016

Assentire Building better Leaders

Exploring what you HAVE & what you WANT

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Focus for the Agile Business Conference Roundtable

Group Dynamics was mentioned during the Agile Business Conference roundtable

Results the 19 Peers of the Roundtables

This booklet was made available with 26 core statements for review post the roundtable Valuing Individuals & Interactions through Social Learning Exploring agility in Groups/Teams & the contextual Environment they are within

Roundtable Resource The Agile Business Conference 2016 R Willis & D Willis rod.willis@assentire.net

Š Assentire Ltd

+44 (0) 7788 457 202

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Assentire

Our focus today

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

Building better Leaders

All rights reserved

Interactive part

Bring to mind a Team or Group you know well.

Score from 0 to 10 & write your score on the sticker!

Scoring three groups of statements

For Agile Groups & Teams Exploring the Environment Dynamic: The context you are working within Score the following statements in terms of your experience of your Team or Group.

How strongly do you agree with the following, where 0 = Not at all and 10 = Strongly Agree People openly ask questions and are invited to participate in problem-solving People actively listen and acknowledge perceptions of all group members Choices are offered within the organisation including clarification of responsibilities

Exploring the Group Dynamic: Behaviours you perceive within the team or group Score the following statements in terms of your experience of your Team or Group.

How strongly do you agree with the following, where 0 = Not at all and 10 = Strongly Agree When a group member expresses a different view or position, his or her reasoning is explored in an open and inquiring way, e.g. I wonder why you have that view?

Members of the group are keen to hear the views of others, even those issues that may be seen elsewhere as ‘undiscussable’, such as the ‘Elephant in the room’. I see this all the time.

I commonly hear members of the group testing their own assumptions and inferences as well as those of others It is common that members of the group explore and design different approaches jointly rather than individually

Coercive controls, such as rewards and comparisons with others, are minimised Sincere, positive feedback is provided that is intuitive, factual and non-judgemental Talent is developed and knowledge shared to enhance competency and autonomy

Members of the group around here are happy to share relevant information, not keeping it private There is quite a high level of trust across the group

Monitoring and support is integrated at all times for all group members There is awareness and control of the amount of Action and Learning required (assimilation demand), holding back where necessary People actively look for conflict of interests without judgements or blame and negotiate any changes

It is rare to encounter misunderstandings, unproductive conflict and defensiveness in the group Over time, I have seen the quality of working life improve

When people in the organization encounter opposition to change, they see this as an opportunity to learn, treating the objections as a form of organizational intelligence. They don’t assume everyone is always resistant to change

A = Sum of above values .

C = Sum of above values .

Exploring the Group Dynamic: Behaviours you perceive within the team or group Score the following statements in terms of your experience of your Team or Group.

How strongly do you agree with the following, where 0 = Not at all and 10 = Strongly Agree When a group member expresses a different view or position, their reasoning is not explored or asked for Members of the group don’t want to hear another’s view in case they find theirs is not the best. I see this reluctance to listen all the time.

I commonly hear members of the group telling others what decision should be made, or which course of action should be taken It is common that members of the group seek to establish a shared narrative with undisclosed methods, for example, saying: Don’t you think it would be a good idea if we outsourced the work?

When a group member is advocating their position, they do not share their reasoning There is quite a high level of mistrust across the group

Identify your GD & ED Index score Using the tables below, record your ‘GD Index’ and ‘ED Index’ results and record below each table GDS

GD Index

EDS

0 1 2 3 4 5 6 7 8 9 10

000 to 004 005 to 014 015 to 024 025 to 034 035 to 044 045 to 054 055 to 064 065 to 074 075 to 084 085 to 094 095 to 100

Sum (A-B) + 80

000 to 007 008 to 023 024 to 039 040 to 055 057 to 071 072 to 087 088 to 103 104 to 119 120 to 135 136 to 151 152 to 160 GD Index =

ED Index

C

0 1 2 3 4 5 6 7 8 9 10

ED Index =

It is common to see misunderstandings, unproductive conflict and defensiveness in the group Over time, I have seen the quality of working life decline

Using your results, you can place a marker/sticker on the Poster to show how you perceive the Group Dynamic and Environment Dynamic.

B = Sum of above values . ! !

Innovation Audit 2.0 for Agile Teams and Groups http://Innovationaudit.net © 2016 Assentire Ltd All rights reserved Page 1

‘GD Index’ represents the Vertical Axis and ‘ED Index’ represents the Horizontal Axis Alternatively, you can use the table titled “Identify your Readiness Indicator for Group Collaboration” to identify your “Readiness ID” node number. Then place your marker/sticker adjacent to that number.

Innovation Audit 2.0 for Agile Teams and Groups http://Innovationaudit.net © 2016 Assentire Ltd All rights reserved Page 2

Identify your GD Index and ED Index

For Agile Groups & Teams Exploring the Environment Dynamic: The context you are working within Score the following statements in terms of your experience of your Team or Group.

How strongly do you agree with the following, where 0 = Not at all and 10 = Strongly Agree People openly ask questions and are invited to participate in problem-solving People actively listen and acknowledge perceptions of all group members Choices are offered within the organisation including clarification of responsibilities

Exploring the Group Dynamic: Behaviours you perceive within the team or group Score the following statements in terms of your experience of your Team or Group.

How strongly do you agree with the following, where 0 = Not at all and 10 = Strongly Agree When a group member expresses a different view or position, his or her reasoning is explored in an open and inquiring way, e.g. I wonder why you have that view?

Members of the group are keen to hear the views of others, even those issues that may be seen elsewhere as ‘undiscussable’, such as the ‘Elephant in the room’. I see this all the time.

I commonly hear members of the group testing their own assumptions and inferences as well as those of others It is common that members of the group explore and design different approaches jointly rather than individually

Coercive controls, such as rewards and comparisons with others, are minimised Sincere, positive feedback is provided that is intuitive, factual and non-judgemental Talent is developed and knowledge shared to enhance competency and autonomy

Members of the group around here are happy to share relevant information, not keeping it private There is quite a high level of trust across the group

Monitoring and support is integrated at all times for all group members There is awareness and control of the amount of Action and Learning required (assimilation demand), holding back where necessary People actively look for conflict of interests without judgements or blame and negotiate any changes

It is rare to encounter misunderstandings, unproductive conflict and defensiveness in the group Over time, I have seen the quality of working life improve

When people in the organization encounter opposition to change, they see this as an opportunity to learn, treating the objections as a form of organizational intelligence. They don’t assume everyone is always resistant to change

A = Sum of above values .

C = Sum of above values .

Exploring the Group Dynamic: Behaviours you perceive within the team or group Score the following statements in terms of your experience of your Team or Group.

How strongly do you agree with the following, where 0 = Not at all and 10 = Strongly Agree When a group member expresses a different view or position, their reasoning is not explored or asked for Members of the group don’t want to hear another’s view in case they find theirs is not the best. I see this reluctance to listen all the time.

I commonly hear members of the group telling others what decision should be made, or which course of action should be taken It is common that members of the group seek to establish a shared narrative with undisclosed methods, for example, saying: Don’t you think it would be a good idea if we outsourced the work?

When a group member is advocating their position, they do not share their reasoning There is quite a high level of mistrust across the group

Identify your GD & ED Index score Using the tables below, record your ‘GD Index’ and ‘ED Index’ results and record below each table GDS

GD Index

EDS

0 1 2 3 4 5 6 7 8 9 10

000 to 004 005 to 014 015 to 024 025 to 034 035 to 044 045 to 054 055 to 064 065 to 074 075 to 084 085 to 094 095 to 100

Sum (A-B) + 80

000 to 007 008 to 023 024 to 039 040 to 055 057 to 071 072 to 087 088 to 103 104 to 119 120 to 135 136 to 151 152 to 160 GD Index =

ED Index

C

0 1 2 3 4 5 6 7 8 9 10

ED Index =

It is common to see misunderstandings, unproductive conflict and defensiveness in the group Over time, I have seen the quality of working life decline

Using your results, you can place a marker/sticker on the Poster to show how you perceive the Group Dynamic and Environment Dynamic.

B = Sum of above values . ! !

Innovation Audit 2.0 for Agile Teams and Groups http://Innovationaudit.net © 2016 Assentire Ltd All rights reserved Page 1

‘GD Index’ represents the Vertical Axis and ‘ED Index’ represents the Horizontal Axis Alternatively, you can use the table titled “Identify your Readiness Indicator for Group Collaboration” to identify your “Readiness ID” node number. Then place your marker/sticker adjacent to that number.

Innovation Audit 2.0 for Agile Teams and Groups http://Innovationaudit.net © 2016 Assentire Ltd All rights reserved Page 2

Plotting your 'Readiness Indicator'

Plotting your Readiness Indicator for Group Collaboration –

Identify your Readiness Indicator for Group Collaboration Look-up GD Index ED Index 0 0 0 1 0 2 0 3 0 4 0 5 0 6 0 7 0 8 0 9 0 10 1 0 1 1 1 2 1 3 1 4 1 5 1 6 1 7 1 8 1 9 1 10 2 0 2 1 2 2 2 3 2 4 2 5 2 6 2 7 2 8 2 9 2 10

Readiness ID 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32

Look-up GD Index ED Index 3 0 3 1 3 2 3 3 3 4 3 5 3 6 3 7 3 8 3 9 3 10 4 0 4 1 4 2 4 3 4 4 4 5 4 6 4 7 4 8 4 9 4 10 5 0 5 1 5 2 5 3 5 4 5 5 5 6 5 7 5 8 5 9 5 10

Readiness ID 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65

Look-up GD Index ED Index 6 0 6 1 6 2 6 3 6 4 6 5 6 6 6 7 6 8 6 9 6 10 7 0 7 1 7 2 7 3 7 4 7 5 7 6 7 7 7 8 7 9 7 10 8 0 8 1 8 2 8 3 8 4 8 5 8 6 8 7 8 8 8 9 8 10

Readiness ID 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98

Look-up GD Index ED Index 9 0 9 1 9 2 9 3 9 4 9 5 9 6 9 7 9 8 9 9 9 10 10 0 10 1 10 2 10 3 10 4 10 5 10 6 10 7 10 8 10 9 10 10

Readiness ID 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120

Instructions Using your recorded 'GD Index' and 'ED Index', lookup the 'Readiness ID' and place a marker on the Readiness Indicator Chart

You can order a range of resources including A1 Posters

Alternative ways to use this plot

https://goo.gl/S28f4W Sample Readiness Indicator Chart (actual Posters will differ)

There are two suggested ways of using this plot and many more to discover.

Option 1: The pathway to a ‘Self-Organising’ team Capture how each member of the Agile working group perceive the Group Dynamics and Environment Dynamics to better understand the different experiences all members are having. As you consider ‘Level 1’ to ‘Level 5’ banding, the higher the level experienced, the more adaptable and collaborative the group is likely to be. This is a good indicator that the group may be maturing and become a ‘Self-organising team’ or maintaining the behaviours required to sustain a ‘Self-organising team’.

For each participant’s perception, a pushpin or sticker is placed on the poster.

Option 2: Understanding different perspectives Capture current and subsequent retrospectives. We suggest you use one colour pushpin to represent past retrospectives and another to represent the current. This way you get to see the Group Dynamic and Environment Dynamic over an extended period. You need to decide at what frequency you will gather inputs. We recommend linking to a routine activity within the team, so maybe consider at the end of each sprint. You also need to decide how you wish to gather the data individually or as part of a planning session. The aim is to capture one point per retrospective. Some form of aggregation will be required if you wish to take this approach. Review the example to see how this might look on the following pages.

Innovation Audit 2.0 for Agile Teams and Groups http://Innovationaudit.net © 2016 Assentire Ltd All rights reserved Page 4

Innovation Audit 2.0 for Agile Teams and Groups http://Innovationaudit.net © 2016 Assentire Ltd All rights reserved Page 3

Where is your sticker?

Take note of the Band it falls in (Level 1 – 5)

Take note of the quadrant

Assentire

Building better Leaders British Computer Society members exploring Group Dynamics

Readiness Indicator - Group Collaboration What do your Agile Individualists bring?

Shine a light on the invisible dynamics in Agile Groups, Enhancing Collaboration BCS Business Change Specialist Group & BCS Agile Methods Specialist Group November 2016

What do your Agile Collaborators bring?

22

6 Each pushpin represents the result of one participant for an OPEN session Post-It notes here

Post-It notes here

Agile Individualists

10

Agile Collaborators

Level 5

Group Dynamic = (Aavg-Bavg+10)/2

Event for the BCS Business Change Specialist Group & BCS Agile Methods Specialist Group

Level 4

7 5

16

Level 3

11 Level 2

2

0 Level 1 0

Individualists

5

Collaborators

10

Environment Dynamic = Cavg

What do your Individualists bring?

Retrospective on Self-organising Teams where 10 is most effective

What do your Collaborators bring?

Score 0 to 5

5 Post-It notes here

Score 6 to 10

n

Number in Level

Post-It notes here

3 Post-It notes here

Alternative ways at looking at the data

A deeper dive to define what needs to change

Group Dynamics

Valuing Individuals & Interactions through Social Learning Exploring agility in Groups/Teams & the contextual Environment they are within

Roundtable Resource The Agile Business Conference 2016 R Willis & D Willis rod.willis@assentire.net

Š Assentire Ltd

+44 (0) 7788 457 202

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Assentire Building better Leaders

Research in Project Management 2015 - 2016

Correlation between Group Dynamic & Environment Dynamic PM Research base ‘norm’ group created (n=174) http://assentire.net/innovation-audit/diagnostic-tool/

© Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Assentire Building better Leaders

Scrum Masters’ support the creation of collaborative working relationships more effectively and efficiently

Moving from Self-interested Individuals, to Self-organizing Teams http://assentire.net/innovation-audit/

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Provide a place for team members to share: Learning, Controlling & Environment attributes they see, think & feel would benefit the team

Chart the dynamics the team perceives on a periodic basis, mapping the journey to a self-organising team http://assentire.net/innovation-audit/diagnostic-tool/

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

http://assentire.net/innovation-audit/

All rights reserved

Scrum Team Members’ Perceptions: What do you see, think & feel ?

Assentire Building better Leaders

Capture and display the Group Dynamics available for all to see, learn from & work with

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Assentire Building better Leaders

Scrum Master & Product Owners’ Perceptions: What do you see, think & feel?

Capture and display the Environment Dynamics available for all to see, learn from & to work with

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Assentire Building better Leaders

Scrum Master & Product Owners’ resources to help the team along their path

Capturing Past, Present & Future states.

Gain consensus on where the Team wants to go to.

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

http://assentire.net/innovation-audit/diagnostic-tool/

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

http://assentire.net/innovation-audit/

All rights reserved

Assentire Building better Leaders

Where is the Agile Team on the Journey?

We have a ‘norm’ group for PMs

NOW

What does a ‘norm’ group look like for Scrum Teams as they develop and become self-organising?

Start

© Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

Current Weeks score Prior Weeks score

All rights reserved

New vocabulary for Group Dynamics The APP can be used on o Smartphones o Tablets o Assentire’s Microsite

http://innovationaudit.mobapp.at/ © Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Resources for ‘Learning Organisations’ Browse the resources site by navigating to the URL below.

https://goo.gl/dH6VzP © Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Amy Edmondson to close this session

https://goo.gl/Y1za0W

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Thank you for your time Any questions?

A Collaborative Diagnostic

Contact details to arrange your diagnostic

Assentire Building better Leaders

Rod Willis

CoachingOurselves Program Director

T +44 (0) 1628 632340 M +44 (0) 7788 457 202 rod.willis@assentire.net @RodWillisGTC Assentire.net

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

All rights reserved

Assentire Building better Leaders

Our Team Rod Willis

Debbie Willis

Behavioural Change

Client Services

Director

Director

Before setting up as an independent consultant, Rod spent more than 25 years in the Electronic Manufacturing Industry adopting a Continuous Improvement philosophy working for a global leader in Semiconductor Test, working with Blue-Chip clients across Europe and Asia.

Debbie qualified as an Occupational Therapist and has more than 25 years experience working in a range of roles with people of all ages and abilities, along with their families and carers.

She has extensive experience in the design, set up and delivery of multiagency services in the NHS, Education, Sure Start and notfor-profit organisations. She enjoys working collaboratively across disciplines to build strong relationships and deliver effective services.

He has a "hands on" approach and stays involved with client projects through to the achievement of agreed results working on Process Improvement, Enabling Technology and specialising on the People side of the equation. Rod works with Individuals, Teams and the Organisation as a whole.

Our Associates We work with a broad range of like-minded specialists, enabling us to scale any discipline as the client needs demand.

Strategic Partnerships People

Process Enabling Technology A Henry Mintzberg program

Š Assentire Ltd

Serious about measurement, enabling meaningful ROI dialogue

eliademy

All rights reserved