Tag Archive

Are your retros running a bit flat? Need something to spice them up and make them more effective and also more interesting for your team? Join us as we walk through a collection of techniques from psychology and applied neuroscience to give your retros that edge you need.

Six Thinking Hats is a technique to improve creativity by focusing our attention on only one perspective at a time. Useful wherever we need creativity - from retrospectives to product planning to strategic visioning.

In order for teams to step into high performance. it’s critical that they develop the practice of having effective conversations about what is and isn’t working. Yet in practice, the retrospective meeting is often the least-valued of the agile events: team members feel that their retros are boring, repetitive, and superficial.

Stress and anxiety are widespread in our industry and you may have already noticed that it’s really hard to coach someone who is highly stressed or anxious. It’s also really hard for you to personally perform at your best when you’re in that state.

Words direct attention. Some words will encourage superficial conversations while others will allow you to quickly get into deeper, more meaningful ones. Learn some of the language patterns used by hypnotists and other effective communicators.

Our brains process an incredible amount of information through the use of metaphor (comparing one thing against another). When you listen carefully to the words we use, you will begin to notice how often metaphor is used in conversation.

When discussing psychological safety, we like to use the SAFETY¹ model from the Academy of Brain-based Leadership. Note that we’re not affililated with this organization - we just find their model very useful when discussing the topic.

While science has identified hundreds of different neurotransmitters in our brains, there are five that are most commonly identified with behaviour. Each of these are part of our survival mechanism and will encourage or discourage specific behaviours with the goal of keeping us safe.

I find that many of the conversations we have about psychological safety tend to devolve into platitudes: “It’s good and we should have more of it” or “managers should create safer spaces”. This doesn’t give anyone any context into why it’s actually important or how we can go about improving it.

I talk a lot about neuroscience, psychology, hypnosis, body language, and other topics as they relate to Agile methods and I’m frequently asked: “What books do you recommend as an introduction?” There is no single best book to start with so I’m giving you a bunch of categories to pick from.

When discussing psychological safety, we like to use the SAFETY¹ model from the Academy of Brain-based Leadership. Note that we’re not affililated with this organization - we just find their model very useful when discussing the topic.

I talk a lot about neuroscience, psychology, hypnosis, body language, and other topics as they relate to Agile methods and I’m frequently asked: “What books do you recommend as an introduction?” There is no single best book to start with so I’m giving you a bunch of categories to pick from.

Are your retros running a bit flat? Need something to spice them up and make them more effective and also more interesting for your team? Join us as we walk through a collection of techniques from psychology and applied neuroscience to give your retros that edge you need.

Stress and anxiety are widespread in our industry and you may have already noticed that it’s really hard to coach someone who is highly stressed or anxious. It’s also really hard for you to personally perform at your best when you’re in that state.

Our brains process an incredible amount of information through the use of metaphor (comparing one thing against another). When you listen carefully to the words we use, you will begin to notice how often metaphor is used in conversation.

When discussing psychological safety, we like to use the SAFETY¹ model from the Academy of Brain-based Leadership. Note that we’re not affililated with this organization - we just find their model very useful when discussing the topic.

I find that many of the conversations we have about psychological safety tend to devolve into platitudes: “It’s good and we should have more of it” or “managers should create safer spaces”. This doesn’t give anyone any context into why it’s actually important or how we can go about improving it.

You may have already heard of Google’s Project Aristotle. Back in 2012, Google set out to identify what made their most effective teams so much better than others. They wanted to reproduce that magic that some teams had across the company and so they interviewed 180 teams and collected all kinds of data.

Our brains are highly advanced prediction engines¹. They are constantly trying to predict what will happen next so that we can be prepared for what’s coming. When our brain makes a successful prediction then we get rewarded with a tiny shot of dopamine that makes us feel good.