In the first article, I provided a brief introduction to the Scrum Master (ScM) role and the typical areas of responsibility. Then, I delved into more specific tasks for a ScM and how to organize the different ceremonies to get the most out of them. After that, I discussed how you, as a ScM, can handle risks and obstacles that arise during the process. In this article, I would like to talk more about how you can evolve from being a traditional ScM to becoming a natural leader, in other words, a Super Scrum Master!
In the first article, I provided a brief introduction to the Scrum Master (ScM) role and the typical areas of responsibility associated with it. Then, I delved into more concrete tasks for a ScM and how to optimize the different ceremonies for maximum effectiveness. In this article, I will further explore how you, as a ScM, can handle risks and obstacles as they arise.
In the previous article, I provided a brief introduction to the Scrum Master (ScM) role and the typical responsibilities associated with it.
In the previous articles in this series, we discussed how to gather the needs/requirements of the organization and then translate them into measurable goals. We also discussed how to staff the development team and which competencies/experiences to focus on and how they are linked to the goals.
In the previous articles in this series, we discussed how to gather the needs/requirements of the organization and then translate them into measurable goals. We also discussed how to staff the development team and which competencies/experiences to focus on and how they are linked to the goals.
In the previous article, I provided a brief introduction to the role of the PO and described what typically entails in the tasks and responsibilities. One of the more central areas is user needs and requirements. That's also the area I intend to delve into this time.
In the previous articles in this series, we discussed how to gather the needs/requirements of the organization and then translate them into measurable goals. We also discussed how to staff the development team and which competencies/experiences to focus on and how they are linked to the goals.