Since the very beginning of human history, we are used to specialisation and putting ourselves into small boxes of knowledge, expertise and different roles. We were used to the world, where anyone may become master – because specialities were very narrow and the “only thing”, which was needed, was the time (yeah – and because of that only a few of us will become masters in the
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Most of the teams do not release product each Sprint due to various reasons – some of them are business-related, technicalities heavily influence others. Taking the length of the Sprint into consideration helps to find the right pace at which the team may use the empiricism – inspection and adaptation
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Read the previous part first: the job description.
I want to focus on the meeting as crucial and vital to finding the right person. I already mentioned, the Scrum Master’s recruitment process requires verification of both technical and soft skills. But these aren’t the only essential aspects of the
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Over the past few years, I was on both sides of the table – the recruiter and the candidate. The whole process is stressful for both parties, but the reasons for that are different. It is quite challenging to find the right candidate. It is also challenging to present self as the
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Scrum Master is one of three roles described in the Scrum Guide. SM is a servant leader, a facilitator and a guardian of the process. Portrayed so many times, that I do not know if I can add anything else to the topic. On the other hand, I still see so many problems in my organisation about the Scrum Master’s role that I need to stand up and clarify this role once again. I uploaded a little addition at
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