Scrum Masters are the backbone of any Agile organization

For an organization to survive, business depends on Delivery, the Delivery vehicle is Scrum, The scrum master is the coach for the scrum team, so scrum master is the key role in a Delivery organization.

If we produce products or solutions which a customer is ready to pay, we are in the business, else we are out of the work.

Scrum Masters ensure production. 

Scrum Master does not have any authority on team members, he /she has to influence the team members to get the delivery done consistently. 

The expectation from the scrum masters is certainly significant, function without authority, he/she does magic!

The organization is recognizing the importance of Scrum Master role and giving due attention to the scrum master hiring process.

As more and more the organization is coming out from the traditional project management way of working to scrum way of functioning, an organization demands the more mature Scrum Masters.

How can we ensure we have a scrum master who is competent enough to run the show smoothly?

We require to identify practical challenges a scrum master will come across in complex product execution.

We require to realize the challenges scrum masters gets and work around the solutions in our context.

If we learn various challenges we will come across, if we know the use cases which can aid us to think differently, it would be an excellent guide for the scrum masters to become mature Scrum Master.

I have conducted hundreds of scrum master coaching in numerous organization and discover a certain model which can aid the scrum masters to develop into stronger to play this role.

I have taken several rounds of interviews with those scrum masters to identify what has been working with them and what not.

All captured in this book, Please have a look once it is available in the market….

The Scrum Master Guidebook

The Scrum Master Guidebook

The Scrum Master Guidebook Few Chapters....

The Scrum Master Guidebook is coming soon....

The Scrum Master Guidebook: Arriving soon in a few days, impatiently waiting for the days when my new creation will be brought in to the world......For my companion Scrum Masters to get to know numerous scrum master stories...Please continue looking for the launch…

Applying Coaching tips from Viktor Frankl’s book?

“Man’s Search for Meaning” by Viktor E. Frankl, The composer was an inhabitant of four different concentration camps throughout WWII, including Auschwitz, and went through some of the most dreadful experiences. Struggling to survive, he recorded some empowering philosophies, which were subsequently compiled into this book.

This book has given me few wonderful thoughts.

What are the few points we can use in our coaching discussion?

We always retain the ability to choose our Attitude: In the context where the team and team members are performing, whatever may be the background, it is up to us how do we take it. Sometimes, we have excellent work, sometimes we get rough treatment, occasionally our condition is not so satisfactory, etc, it is up to us, how to choose the day. I have seen many team members have many complains, about the people, process, system, etc. We required to support the team members by explaining this concept.

Frankl - “We who lived in concentration camps can remember the men who walked through the huts, comforting others, giving away their last piece of bread. They may have been few in number but they offer sufficient proof that everything can be taken from a man but one thing: the last of the human freedoms – to choose one’s attitude in any given set of circumstances, to choose one’s own way.“

There will be Suffering – It’s how we React to Suffering that Counts: As a team member, we have many challenges, no doubt about it, every project has substantial or small challenges. We require to identify meaning from our work. We require to encourage and support each other for the bigger cause and purpose. Bad leader, Bad team members, Bad ambient, Traffic issue, so many issues we also bring into the work. We require to coach our team members to handle various suffering.

Frankl - “Even though conditions such as lack of sleep, insufficient food, and various mental stresses may suggest that the inmates were bound to react in certain ways, in the final analysis, it becomes clear that the sort of person the prisoner became was the result of an inner decision and not the result of camp influences alone. Fundamentally then, any man can, under such circumstances, decide what shall become of him – mentally and spiritually.”

The Power of Purpose: Every team and team members have their own big purpose. We require to figure out what we work out and why we work? By determining what impact they are going to create to the whole of mankind.

Frankl “The prisoner who had lost faith in the future – his future – was doomed. With his loss of belief in the future, he also lost his spiritual hold; he let himself decline and become subject to mental and physical decay.”

The True Test of Our Character is Revealed in How we Act: It is how to choose the condition and action upon it will make or break us. Every day is a moment to become better as an individual, as a leader at the office or at home. Our Scrum Daily stand up event, we can demonstrate, Sprint demo event, etc, we can demonstrate as a leader.

Frankl: “We needed to stop asking about the meaning of life and instead think of ourselves as those who were being questioned by life – daily and hourly. Our answer must consist, not in talk and meditation, but in right action and right conduct. Life ultimately means taking the responsibility to find the right answers to its problems and to fulfill the tasks which it constantly sets for each individual.”

Individuals can adapt and get adopted to completely any condition. 

Charles Darwin said: “It is not the strongest species that survive, nor the most intelligent, but the ones most responsive to change.”

We required to persevere and gain from the current situation. 

Individuals can resist the influence of even the most toxic environments — our actions are your own: It is up to us to establish our script. We require to find a way and meaning out of all the action

Laughing and having a sense of humor will change the way people look at their life. Optimism is the best way to look into life. Always looking into such a way where we are asking, what best is happening and what can we learn from it. Bringing a sense of humor to create ambient and fun and nice work with.

I have chosen many lessons and incorporated them into my coaching diary so that I can coach my team members. When I need self coaching I read this book again and again.

While talking to team members, we can share some of these comments and inspire them to achieve a better job.

Are you an excellent Parent? to develop into a role model Leader?

Look at the mirror, you choose to be a role model leader, prefer to establish many followers?

How are you managing in your personal life?

Are the same person that you are at home at office?

Are you carrying walk the talk? Not different at home and someone else’s office?

Do your kids inspire you to become like you? if you are Hero, they would be like to be heroes, if you are a demon, will they choose also become a demon?

“Our children are watching how we live far more that they are hearing what we say. They are learning how to live by our choices, not by our words.” – L.R. Knost

A study conducted by Pew found that 72% of parents wanted their parents to view them as a good parent.

According to research published in Pediatric Institute Publications, babies and toddlers learn by observing adults, even when those adults aren’t intentionally trying to teach them anything.

Infants and toddlers are the world’s best “copy cats.” Young adolescents pick up from their parents, nurses and even from viewing television.

You are your youngster’s very first Professor!

According to research conducted at Temple University and the University of Washington, and published in PLOS One, babies observe and learn to imitate the bodily movements of their parents as they perform certain actions. Information garnered from brain scans used during the research shows that a baby sees the adult using her hand or foot, for example, which produces a response in the sensorimotor cortex of the baby’s brain that helps him learn to copy the behavior.

Parents largely influence their children’s behavior.

Adolescents are like sponges--they model everything a parent does and assimilate what they see into their own lives.

A volume of investigations recommend that parents who are committed, nurturing, and lively with their infants have adolescents with higher IQs, as well as better linguistic and cognitive capacities

As Psychological Science notes, how a child deals with failure and hardship is an effective predictor of his or her growth and intelligence. 

Antisocial children pick up their behavior from their parents’ examples, according to research done by the University of Chicago published in the Journal of Abnormal Child Psychology

The approach a parent disciplines greatly influences their children’s behavior, as explained on FamilyDoctor.org

Think back to when you were a youngster.

Young Children come to see themselves through the eyes of their parents. The way you speak to her is the way she speaks to herself.” – Rebecca Eanes and Laura ling (Positive Parenting in Action)

Did you like it when your parents were supervising? Or did you choose to be trusted? Now think about how it goes through, as an adult, to be supervised and not to be trusted.

Good parents are constantly thinking about the future of their children and how to support them become fruitful in life. They are constantly thinking about how to bring food on the table, how to give good education, good clothes for their youngsters, thinking always to ensure good health, and their children become better and continue well in life than they ever did. That’s the heart of every good parent. 

As excellent parents, excellent leaders are constantly thinking about the future of the individuals.

Good leaders speculate about the future of every individual team member and every individual family working with him.

Psychologist Robert House outlined in his leadership Path-Goal Theory that if you want your staff to achieve their goals, you need to help, support and motivate them.

Just as a perfect parent helps create a path for their child to succeed, the same is true of an outstanding leader in the business world.

As the leader of your family, you must first maintain yourself accountable that you are concentrated on the appropriate features.

One of the key elements in leadership according to Warren Bennis is knowing yourself.

In his book, On Becoming a Leader Bennis states;

“Everything we did or saw, everyone we ever encountered, is in our heads. But all that psychic baggage can be turned into comprehensible and useful experiences by reflecting on it.”

For the sake of your children, you have to become an outstanding leader. Being a good parent is much like being a good leader.

So that you become follower and role model for your children at home and at office.

“I believe that the best way to inspire a quality, or even a habit, in our kids is to cultivate it in ourselves. This means that, parenting is a constant journey of learning and growth, of looking outward, toward my children, to see the areas in which I need to work at improving myself.” – Hannah Guari Ma

Why one more book on the Scrum Master role?

Tesla is a scrum master, was struggling in his role.

The scrum team was building next-gen digital products to detect Viruses from the Human Body.

The team was comprised of many parties including the platform development team.

Tesla was not able to take it anymore as the pressure was monumental to drive the program successfully.

The organization where he is working is also in a situation if they are not commencing the product into the market on time they have to close down this unit.

The Organization decided to shift Tesla from that department into other non critical projects.

Tesla resigned as he could not tolerate the humiliation.

Tesla was desperate to discover all the unknowns to perform this Scrum Master role better.

He has attended all the training and certifications but still struggling as a Scrum Master role.

He was seeking something which can generate wisdom.

He has started his expedition to explore the wisdom building path.

After long search.....

He meets with another Scrum Master named George who has got enlighten by something which he murmurs in Tesla’s ear.

After several months, when some of his friends asked Tesla, what happened and how that miracle has happened as Tesla was able to operate the scrum teams effectively...

Tesla looks more confident and fresh.

Tesla did not disclose the secret. He is happy now and looking for better opportunities and challenges.

The secret will be disclosed on the 1st week of December 2019!!

What is that? What has changed Tesla?

Keep looking for the information......

Coaching Conversation Preparation: Have you completed homework?

When I was considering establishing my coaching conversation, this thought appeared in my mind.

What precisely will be the starting point for the discussion?

I do not wish to refer the checklist and template 

I was searching for some guidance to establish the thinking process

• Can we start examining these components and compile the data points?
• I would prefer to record, note down all these points so that I do not miss any specific moment.
• I would like to maximize my support to the team member,
• I will work out with many open-ended powerful questions which provoke thought in the individual mind to share more stories and rich conversation
• I will consider this as a discovery process to go deep and identify more about the Individual whom I will be coaching

Below questions provoked me to prepare well:

1. What are the current Challenges the Individual is passing through?
2. What he/she is like to achieve?
3. What are their diverse goals? Growth plan? 
4. What he/she is going to do in the long run? 
5. Does he/she agree to share everything? If yes, are we as a coach granted to challenges the individual to know more and deeper?
6. Can Individual explain some stories related to the current situation? can he/she reflects and reveal more? 
7. When I as a coach asking questions, my particular curiosity is to identify better so that I can help that individual to perform better and satisfy the required goal
8. In the dialogue, does an individual realize what are the current issues? what are the alternatives individual has? 
9. We as coach by understanding the context can we offer alternatives? what are the possibilities?
10. Does the individual feel comfortable to describe those situations?
11. How can we as a coach establish the trust with the individual, so that whatever they are sharing it will not harm them?
12. Individual is in a comfort zone, how can he/she stretch themselves?
13. The coach needs to list down what coach has understood after the discussion. Is there any dependency on others? 
14. What is the willingness of the individual to change? How much he/she can stretch? if not, what are the constraints or barriers? what are the commitment may be small steps
15. I as a coach share many stories where I have observed the suggestion is working which perhaps individual can experiment with
16. The wording I as a coach use in the optimistic, positive and influencing.
17. I look into the plan the individual is preparing, the SMART approach has been reflected? Check for any vagueness, the plan has to be clear

So far working with me with all these approaches, I have equipped myself better to deal with any Individual coaching to help them to become better and better.

Building Innovation Mindset

Innovation Story:

The Lion and the Hare

A Lion was becoming fed up of hunting. He is the King of the Jungle. Why he should do hard-work and hunt?

He ordered all the animals and give a direct, “Daily one of you should show up by yourself as my prey”. All the animals commenced to carry out this direct.

It was the Hare’s time. The Hare was profoundly depressed. As he was leading to the Lion’s cave, he came across an ancient well. He glanced into it. It was unusually deep and terrible. He formed a plan in his mind.

Need to mention that Hare was trained by the Fox on Creativity! This is the time to practice what has been learned.

The Lion was terribly annoyed that no animal had arrived that day. The Hare slowly came towards the Lion. The Lion roared “Why are you late?” The Hare apologetically responded, “On my way, another Lion hounded me. I got away with terrible difficulty in order to give my life to you, Your Majesty”.

The Lion was satisfied with the Hare. But the notion of another Lion in the jungle made him annoyed. The Lion roared “Do you know where he lives?” The Hare responded “Yes, Sir. Please come with me”.

The Hare took the Lion to the ancient well. He answered “Sir, that Lion lives in this well”. The Lion peeped into the well. He misjudged his reflection for another Lion. He roared and there was an echo. He thought that the other Lion was roaring too and jumped into the well. That was the end of the Lion. 

The Hare was creative and exercise his creativity and the best practices. 

You know what Fox was teaching to Hare? and Hare is the professor in one of the Management colleges where he is sharing below

Flexibility to reform: In today’s fast-paced world, we do not have much time to debate on - “should we reform or not?”. To stay relevant in business, we have to be quick and adaptive.

Grasp Creativity: Creativity is the only means through which we can overcome challenges thrust upon us by the circumstances.

Strong Leadership: Organizations need strong leaders who can think big, dream big and drive the actions to meet the challenges

Aggressive: Only the paranoid survives is the comment which we need to aggressively believe and we should sustain this attitude 

Time for Creativity: Most of the time, the organization needs to allow time for its employees to think other than their routine duty. There should be some time dedicated for fun work.

Discover the problem: People with an Innovation mindset spend a good amount of time in studying the problem. They do a lot of research in the customer discovery space where the problem is present. 

Passionate: People with an Innovative mindset are passionate about their work. They endeavor to figure out and solve the obstacles in order to establish a better life.

Collaborative: People with an Innovative mindset are collaborative and work with multi-skilled people. They know they cannot and should not solve all the problems, so they get along with others for creating a shared vision.

Measure satisfaction: People with an Innovative mindset measure the work at specific intervals, they gain from it and they get inspiration from it.

Hunger for learning: People with an Innovative mindset want to learn something fresh, experiment something unique; they do not want to do the same thing which they have done before. They keep exploring new things. 

Mindfulness: They do various tasks to calm their mind and focus their mind. They use their hobbies to deeply submerge their thoughts.

Resilience: They bounce back after facing problems and after several failures; they do not stop experimenting; they come back with various thoughts to improve their performance.

One of the animals of the class said we know all these! The hare said, yeah, I know, all of you are aware, but how many of us are practicing all these on a daily basis?

Coaching for Team Camaraderie

What is camaraderie? 

Mutual trust and friendship among individuals who spend an abundance of time together.

Imagine an office where we walk into a department each day where we either don’t really know anyone or don’t like the people you do know. How it would be? How easy it will be work in such an environment? Now, if you have to build a rocket at that office, how smooth that will be!

When individuals perceive valued, they work together more energetically.

Now you imagine your supervisors, crushes all the silos and encourage extensively information collaboration among each other and establish that all the team members are getting along with each other casually. How it will be?

Why people leave the organization?

Research from the Gallup organization reveals that one of the 12 factors that illuminate whether an employee is happy on their job is having a best friend at work. Relationships with coworkers retain employees. 

According to many sources, a bad boss is also the number one reason why employees quit their job. 

The overall culture of your company makes a distinction for employees. Employees appreciate a workplace in which communication is transparent, management is accessible, executives are approachable and respected, and direction is clear and understood. Overall culture keeps employees—or turns them away.

All those teams I was on that were successful were the ones that everyone had a love for each other and had fun. Things that seem minuscule - joking around, laughing, conversing, all those things that seem childish - that is what builds camaraderie. Karl-Anthony Towns

Challenges to building camaraderie?

• Employees feel that their work is not meaningful to the company
• Employees feel they are not contributing to the business’s mission and goals.
• Poor teamwork is just one part of building unhappiness at work
• Employees missing a deep sense of affiliation with their team members
• Employees Missing Friendships at work, which lead to poor personal and professional support groups
• Employees are not interested to know each other strength and weakness
• Employees are uncomfortable, fearful, negative ambient
• High conflict and no one resolves those conflicts 
• Hero culture 
• Works are at an individual level and not commons shared goal
• Distributed team and minimal interaction among team members
• The significant cultural barrier exists within the team
• Manager fails to listen to the collective voice of the team

Gallup research has revealed that employees whose managers hold regular meetings with them are almost three times as likely to be engaged than employees with managers who ignore them.

Coaching for enhancing team camaraderie:

• Look for all these occurrences, work with the supervisor to establish all these below points happen at team
• Schedule an event where bonding can happen
• Compelling individuals to engage in in compulsory team-building activities
• allow chat informally with their co-workers.
• Understand that chitchat during the day isn’t all bad
• Build trust with numerous means and mechanism
• Particular attention on team communication 
• Diversity and inclusion is the key 
• Respect individual opinion
• No criticism at any cost, solely constructive feedback
• Recognize team members regularly 
• Celebrate success
• Hire by the team members, Evaluate by all the team members so that they can embrace their new family members

When we do team coach all these factors helps us to build high performance teams. We courageously call out if we find missing such instances.

Coachability of a Team Member

Planning to have a coaching engagement with a team member.

How should I prepare myself as a coach?

Preparing my notes and planning to establish my discussion around these themes and note down my observation about that person.

If most of the answers are No , then I need to create different plan for deep coaching.

Would like to continue a series of such deep discussion session to figure out in which area I can help that individual.....I need to create further questions to dig deep into the personality.

In the end, I need to create a proposal and make an agreement with the individual to help each other.

Claim Leader vs Emergent Leader?

In the corporate world have you spotted both these styles of leadership?

How do we coach them?

Do you find some leader has below characteristics?

• Helpless to welcome criticism,
• Inefficiency to listen,
• Are consistent,
• Passionately pursues to enlarge their sphere of influence,
• Lack of empathy,
• Tenacious in their pursuit of victory

They are CLAIM LEADERS, are expected to be swiftly granted leadership by others in leaderless groups.

They have captured the empty leadership seat. And now belong to the leadership category! 

Claim leader tends to demonstrate arrogance, superiority, and conceit.

Claim Leaders reach to exceptional limits to defend their power, even at the cost of the group.

Emergent leaders are established that sensitivity, extraversion, openness to experience, and conscientiousness predicted leadership emergence, with extraversion being the greatest predictor.

Emerging leaders are usually agents of change in their organizations.

Emerging leaders are collaborative, great teammates, and excellent communicators.

They belong to a group.

How do we spot an Emergent Leader?

• They can deal with them extremely well
• Completely controlled emotion
• Plan exceedingly nicely about their career
• Support others to realize other objectives
• Demonstrate the needed personal drive to attain results
• Committed 
• Having a growth mindset
• Good interpersonal communication

How to build up and coach Emergent Leadership?

• Enable them to figure out and gain a stronger knowledge and connections in the industry
• Enable them to gain exposure in a diverse team, distinct department, and various type of individuals 
• Assign them to drive numerous significant organizational transformation initiatives
• Collect feedback about them and share feedback periodically with them for advancement
• Mentor them on numerous leadership traits
• Grant them to coach others, coach them the coaching traits
• Facilitate them to network with others
• Aid them to acclimate to the Growth mindset
• Support them to Measure self-progress and manifest

How AURANGZEB Become king? An anecdote to refer to …..

AURANGZEB (1618–1707), sixth and last of the Major Mughal emperors of India Born Muhi-ud-Din Muhammad.

Aurangzeb was notable for his lengthy war in the south (the Deccan) and for his religious orthodoxy.

Aurangzeb was never Shah Jahan’s favorite son.

The four sons of Shah Jahan all held governorships during their father’s tenure.

The emperor promoted the eldest, Dara Shukoh.

This had provoked bitterness among the younger three, who pursued at numerous times to strengthen alliances between themselves and against Dara. 

The compete for power was primarily between Dara Shikoh and Aurangzeb because, although all four sons had proved competence in their official roles, it was around these two that the supporting cast of officials and other significant individuals mostly circulated.

After his father, Shah Jahan, became ill, Aurangzeb seized and imprisoned him in Agra Fort in June 1658, capturing enormous treasures and ammunition in the process.

He was crowned emperor in Delhi the succeeding month and announced himself the title “Alamgir” (World Seizer).

He later defeated and killed his three brothers in a murderous civil war.

His achievement was confirmed by his skilled generalship, achieved while serving in his father’s army in Gujarat and in the south for over ten years.

He ruled Hindustan for 48 years. He expanded the Mughal Empire to its greatest extent, encompassing all but the southern tip of the Indian subcontinent.

Knowledge Curse: Are you also affected by this Curse?

Have you come across Agile Pandits who knows so much about Agile but their own product developments are in Chaos!

I have come across many Agile Pandits, many of them completed reading many of the books, done all the certifications, attended many seminars. They can talk hours on the agile ways of functioning.

When I worked with them in their own products, they are not able to resolve the issues, their products are in turmoil.

The elegance of organizational agile transformation is, when you are driving this transformation you will come across many such use cases and personalities which you need to know how to handle them! 

Most of these Pandits will claim they have done many such transformations in their previous organization, but in the current assignment things are not getting right!!

If you challenge them, they can talk but while executing they are not capable to drive agile transformation properly.

They have enormous knowledge, which is not making them powerful. Thought Knowledge is Power!

They invariably consider it is someone else problem, not their. They are playing many roles, Product owners, Delivery lead, Agile leaders in the organization!

It is the less knowledgeable person who is higher adaptive and eager to explore and gain, but not the higher knowledgeable individual. The knowledgeable individual thinks, they have done it and it does not work!

Knowledge is dangerous. Once you know something, you can’t get rid of it. You have to carry it. Always. Samantha Shannon

I have observed many arrogant leaders, they consider they do not require to learn anything new as they have already learned. Their filter has become so thick over a period of time, their attitude has utterly altered.

“ Please do not try to explain me! I have accomplished all these 15 years back! "

A nice story to read....I know people will comment, yes I know this!

Once upon a time, there were four brothers. Three of them were highly educated. However, the fourth brother; who was also the youngest; was uneducated but was full of common sense.

Once they were passing through a jungle when they saw a carcass of some animal. The three educated brothers applied their knowledge to find out that the carcass belonged to which animal. They used various scientific theories to conclude that it was a lion’s carcass.

The eldest brother was an expert in studying skeletons of animals. He assembled the bones to make a complete skeleton of the lion. The second brother was an expert in the musculature of animals. He assembled the muscles and skin over the skeleton. Now, a complete lion was lying before them but it was still dead. The third brother was an expert in putting back life in a dead animal. He said that it was a great chance for him to prove his expertise.

The youngest brother requested them not to make the dead lion alive because it would kill all of them. But none of his brothers listened to him. He said that they could do whatever they wished to but before that, he would like to climb a tree to save his life. While the youngest brother was climbing the tree, his brothers laughed at him called him all sorts of names.

Finally, the lion sprang to life because of some strange magic. The three brothers were highly elated at seeing the success of their knowledge. But their happiness was short-lived because the lion immediately killed all of them. Fortunately, the youngest brother was alive because he did not know too much.

The moral of the story is, “Having knowledge is one thing but knowing appropriate purpose of your knowledge is another.”

Occasionally, you function better when you have no knowledge of how big the stakes are.

When we recruit team members generally people avoid such high knowledgeable individual with strong altitude, people look for humble right attitude individual with minimal knowledgeable.

What usually worked when we deal with them

Encourage them to listen( we have 2 ears and 1 mouth!)

Collaborate with them and take them in transformation initiatives

Share the benefit of a Humble person 

Charles Darwin observed over a century earlier, “ignorance more frequently begets confidence than does the knowledge”. 

I also once cursed by this, now I have recovered from this curse!

Mastering Scrum Mastery: Why it cannot be a destination, but a journey

Context drives everything and that is a moving target.

Glance at these aspects showing up in the mind map.

Give it a thought.

Can we obtain complete Mastery of all these?

My friend is a Scrum Master for a Product company which is building a solution e.g. Online HR Reward card product. She was working for last one year and doing pretty well in this assignment. She is the go to a scrum master for this product. She has been exercising all these below skills and She is quite confident about these.

She is Master in this context as a Scrum Master.

She has achieved Mastery in this context.

Last year she has changed the company and joined a new startup company where they are building a product which is online car insurance product which automatically collect tax from credit card from the owner of the car when a car passes through different states in a country. She is the scrum master for that team who is building this solution.

Look into the below circles and levels. As a Scrum Master, She has to continue her journey from Level 1 to Level 5 in all these 8 skills.

She has been previously considered as an expert and recognized in the previous team, She might take less time to reach L5, but she has to take some time to reach mastery as the context has changed.

Her Business context has changed, Market where the product has changed, the Product Owner has changed, the Business dynamic has changed. All these skills have to set in the new context.

All these 8 skills also have to master and tested in the new context.

Every time you come across a new situation, you need to prove that you are not master in initial stages and it will take some time to complete this journey. 

To achieve Mastery in Scrum Master role it takes a journey map which leads to a Destination. Once path changes it takes another journey map to achieve Mastery.

E.g. Scrum Master is a Coach for the team, Look at this mind map, When you will achieve Mastery in all these areas? this is one example of Scrum Master Mastery

As a Master Scrum Master, You are the coach for a Scrum Team,

Look at these below aspects of the mind map, Maybe if you follow all these it will enable you to reduce your journey time and you achieve the destination faster. But destination will change again.

The soft skill building journey is never ending, as the world is evolving , context is also shifting, so we are learning always, on the way to achieve Mastery…