Professional Development

When the Scrum Masters have been working together for a while they may be ready to embark on competency based professional development. Working with their team Coach draw up a road map of what they expect their Scrum Masters to know and do over the course of three or so years. For example, in the first year as a Scrum Master your organisation may expect them to facilitate all ceremonies and produce metrics. In the second year the expectation may be that the Scrum Master is role modelling accountability and transparency. In their third year the expectation might be that they’re mentoring other Scrum Masters and in following years developing skills as a Coach.

This will provide clear expectations of what your organisation expects of its Scrum Masters. To provide a tangible coaching path, use the ICAgile competency framework to identify Scrum Masters’ areas for development. You may decide to start with facilitation as this is a necessary skill for all the ceremonies.

Give Scrum Masters the opportunity to self-assess their competency, perhaps seek peer feedback and ask them what they will do in response. The goal here is to show them that while they may be naturally gifted in certain areas, the competency framework provides an objective appraisal of what they are competent in. It will also open their eyes to development opportunities they may not have known about. Based on what the Scrum Masters want to focus on, work with them to observe them as facilitators and give them feedback. By working through the competency framework Scrum Masters will become more competent and confident which has a flow on effect to their teams and leaders.

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