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What we have learnt..
Scrum Bangalore 16th meet up
March 05 2016
How to Kick Start a New Scrum Team
Marudhamaran Gunasekaran @gmaran23
• Agile Coach / Security Specialist
• Agile coaching
• Scrum training
• Onboarding
• Scrum Kick-offs
• Ethical hacking
• Secure Programming Practices
• Compliance (ISO 27001)
Who’s presenting?
Employee Employer relation
Job
seeker
Prospective
candidate
Selected
and offered
candidate
Employee
• New
Employee
• ..
• ….
• …..
Alumnus
Employee Employer relation
Employee
•New Employee
•..
• Flag Bearers
•…..
What’s your challenges?
in onboarding
To manage complexity or to control chaos –
Splits time into slices (Iterations) and provides opportunities (Events) to
compare reality with expected outcome (Feedback)
• Frequent Inspection and Adaption based on transparency
Agile and Scrum
For complex and adaptive software development
A framework of principles, roles and rules that thrives on people doing Scrum
Is very much about behavior, much more than it is about process
Is hard and disruptive
Scrum
Is it about finding the right people?
Or
Is it only about finding the right people?
Scrum, people, behavior, and company culture
Interpersonal skills
Cultural fit – does not need convincing
Moral – define personal character
Ethics – standards of behavior expected by a group / Culture
Moral and Ethics
Our experiments & lessons
Courage
Openness
Respect
Focus
Commitment
Scrum Values
https://ullizee.files.wordpress.com/2013/04/scrum-values.png
Transparency
Teamwork
Quality
Accountability
Passion
Prowareness Values & Culture
Gamify the onboarding
Build an onboarding
• around the values of the company
• around the values of Scrum
Training helps – but;
Is it tangible?
How to quantify or validate someone’s learning?
Build an onboarding – How?
Set expectations - define boundaries, define goals together
Intensify the feedback cycles - as frequent as possible
Create team environment - bring them together on a common purpose
Equip with the tools - they are comfortable working with
They like to be challenged - give them one & leave the room, however be available and approachable
Create roles (Scrum) within the team - and hold them accountable
Validations for learning - quiz, assessments, real software itself, recap, homework
Set expectations: ProX – Prowareness Experience
before they join, call them for an office tour
facilitated by the existing employees and the recruiters
Set expectations
1 month – what’s the expected outcome from the team of 6-9 members?
Intensify the feedback cycles
At least once per day
Based on evidence
Direct feedback
Facilitate feedback circle within the team
Transparent feedback – from the facilitators
Transparent feedback – Self Evaluation
Remember: Feedback is about providing information
Transparent feedback – Progress in 3 months
After the one month Pro-Seed (Induction) program, meet with them every
fortnight
They like to be challenged
Engineers like to design, create and build systems
Create a backlog of challenges that software could solve
(Operations automation, POC for a new business idea, … )
Throw a challenge at them, and visit after a couple of hours
A team’s outcome in 90 minutes
Create team environment
A dedicated team room
No individual cubicles that impede communication in the name of privacy
Make the team accountable for a software creation
Create Scrum roles
Product Owner
Scrum Master
Cross functional Development Team
Form an alliance between the members
“Pair programming is a social skill …... You are striving for a cooperative way to
work that includes give and take from both partners regardless of corporate
status”
Pair them
http://www.extremeprogramming.org/rules/pair.html
“The best pair programmers know when to say
"let's try your idea first." ”
Equip with tools
Computer configuration with their preferred operating systems (Windows or
Linux)
High resolution dual monitors
Software and frameworks access
IT person and Scrum Coach at their disposal
tactics and cheat sheets
Tools, tactics, cheat-sheets
Scrum Coach
Coach them at their Scrum Events
Facilitate tip and tops, instill it as a habit
Always be available and approachable
Validations for learning
Assessments (Not the Yes or No type)
Provide some homework
Recap the next day
Let them teach
Learning tactics - validation questions
Learning experience
Facilitate, Instruct, Teach sometimes, and let them teach back
Learning tactics – presentations – make them the
tutor
If they are uncomfortable doing it, it is even better – they just spotted their area of improvement
Gamification – Daily score card based on company
values
Sample 2 week Agenda
If you don’t want to work with us – let’s chat
Cash reward for choosing not to work with us
Celebrate & Socialize often
* Also train & converse outside of the training room
After the 3 months probation period
Graduation Day
Training & Coaching Team
Game on

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Product Discovery to Delivery - Jayaprakash Puttaswamy - Scrum Bangalore 19th...
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What It Takes To Be a Product Owner - Pratap Kumble - Scrum Bangalore 19th Me...
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Agile Transformation Kick Start - Sathyanaraya H R - Scrum Bangalore 19th Meetup
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Effort Estimation - Chinmay VS - Scrum Bangalore 19th Meetup
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Scrum Bangalore 18th Meetup - October 15, 2016 - Building an MVP - Madhu Kris...
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Scrum Bangalore 18th Meetup - October 15, 2016 - Elasticity of Kanban - Saika...
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Scrum Bangalore 18th Meetup - October 15, 2016 - Agile Architecture - Deepak ...
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Scrum Bangalore 18th Meetup - October 15, 2016 - Business Agility 1.0 - Santo...
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Scrum Bangalore 18th Meetup - October 15, 2016 - Role of an Engineering Manag...
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Scrum Bangalore 16th Meetup - March 5, 2016 - How to Kickstart a new Scrum Team - Marudhamaran Gunasekaran - at Prowareness