Frequently Asked Questions

Conventional Agile training teaches methods and practices for software developers. It largely leaves management out of the development process. Our training enables leaders to establish self-directed teams who can apply Agile practices within the motivational environment originally conceived in the Agile Manifesto. This training complements traditional Agile process training. 

Anyone in a leadership role in Agile development, including software managers and directors, product managers, product owners, scrum masters, project managers and technical  leaders.

No. This training boils down proven behavioral science principles of motivation into practices for engineering leaders. Engineering leaders embrace the analytical approach that finally explains the mysteries of organizational behavior.

It's much more than that. With today's self-directed teams, management's opportunities for interaction with staff are diminished. Developers spend most of their time with peers. Management's role is to build the supportive environment where frequent peer positive reinforcement takes place. The short development cycle of Agile is perfect for frequent positive reinforcement.

Actually not. Natural positive reinforcement occurs on winning teams. Team members recognize each other for behaviors that help achieve the goal if the team is motivated. This effect happens on Agile teams motivated by consistently achieving their goals. Natural positive reinforcement for engineers includes sharing an idea or knowledge, or demonstrating working software. 

Certainly not. This is about recognition, not rewards. Tangible rewards like gift cards or trinkets have little impact on engineering motivation. In fact, they can backfire if an engineer equates the value of the reward with their effort. Small rewards can work if they are accompanied by recognition,

The best way is to take the survey we offer to benchmark motivation. If you have successfully motivated your Agile teams, you should be seeing behaviors like:

• Putting in extra effort to achieve the team's goals;
• Overcoming obstacles;
• Helping each other; 
• Volunteering for extra tasks;
• Enthusiastic standup meetings and Sprint reviews.

The survey will expose lack of motivation. We can also provide a brief video presentation so they understand the problem and our solution.