Drexler/Sibbet Team Performance Model
Drexler/Sibbet Team Performance Model

Drexler/Sibbet Team Performance Model

Allan Drexler and David Sibbet developed a team performance model framework for understanding team development that has similar concepts to those covered by Tuckman. In the Drexler/Sibbet model, there is a concept of a bouncing ball where team building begins with a lot of freedom of imagination, openness and aspirations and then slowly becomes more and…

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Tuckman’s Stages of Group Development
Tuckman's Stages of Group Development

Tuckman’s Stages of Group Development

Now that we’ve looked at individual development, let’s look at team development. The most known model is Bruce Tuckman’s stages of group development from forming, norming, storming and performing. A team goes through these stages as they transition from coordinating to cooperating to collaborating to hyper performing. These phases are all necessary and inevitable in order…

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Situational Leadership
Situational Leadership

Situational Leadership

In Situational Leadership, the emphasis is on changing the leader’s leadership style and approach based on the type of follower you are working with. By considering high/low competency and high/low commitment, a follower can be Situational Leadership - Learner Type Enthusiastic Beginner - Low Competence/Low Confidence and Commitment. Eager to learn, ready to take on new…

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The Dreyfus Model of Skills Acquisition
Dreyfus Model Of Skills Acquisition

The Dreyfus Model of Skills Acquisition

The Dreyfus model of skills acquisition by brothers Stuart and Huber Dreyfus covers covers a similar concept as the 3 step ShuHaRi but uses 5 stages instead from novice to expert. The stages follows a progression from rigid adherence to rules to an intuitive mode of reasoning based ontacit knowledge. Michael Eraut summarized the five stages…

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Shu Ha Ri
ShuHaRi

Shu Ha Ri

Alistair Cockburn made the analogy to Aikido (Japanese martial art) in terms of how we learn a technique and get better at it from beginner/novice, to journeyman, to master. There are 3 stages of gaining knowledge: Shu – Beginner stage In shu, we repeat the forms and discipline ourselves so that our bodies absorb the forms…

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3 Models for Skills Acquisition
Models for Skills Acquisition

3 Models for Skills Acquisition

Before we talk about how teams mature, let’s first discuss how individuals grow. After all, a team in composed of individuals and to understand how to get a team to a certain level we need to understand how individuals learn and grow. We'll look at 3 models: Shu-Ha-Ri: an adaptation of the Japanese martial art concept…

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The Awkward Teenager of Testing
The Awkward Teenager of Testing by Shawn Faunce

The Awkward Teenager of Testing

Check out the video below of Shawn Faunce presenting on "The Awkward Teenager of Testing by Shawn Faunce" at the Washington DC Scrum User Group (DCSUG). Shawn emphasizes the expected outcome and value proposition of a successful exploratory testing program along with some lessons learned adopting such a program. https://youtu.be/jdPL9BZyuzc The Awkward Teenager of Testing by…

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Impact Mapping – How to Make Value Driven Prioritization a Reality
Impact Mapping - How to Make Value Driven Prioritization a Reality by Mathias Eifert

Impact Mapping – How to Make Value Driven Prioritization a Reality

Check out the video below of Mathias Eifert presenting on "Impact Mapping - How to Make Value Driven Prioritization a Reality" at the Washington DC Scrum User Group (DCSUG). Mathias explores how impact maps support multiple stakeholders in gaining consensus on which features or actions are most useful to help us achieve an organizational goal. In…

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Scrum Magic! Do Scrum – Become Hype-productive!
The Scrum Magic Word

Scrum Magic! Do Scrum – Become Hype-productive!

This series focuses on a few values and principles from the Agile Manifesto. The value of Individuals and Interactions over Processes and Tools https://agilemanifesto.org/ and the principles of Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.5th Principle from the 12 Principles Behind the…

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