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This is a survey that helps Agile Coaches and Scrum Masters to help them reflect and grow themselves on their Agile journey. The survey contains 23 questions and will reflect your personal competencies. It is important to be transparent and fair about your answers to form healthy results. Based on your answers, you are going to be informed by compared to other respondents from all over the world.

If you want to gather more information for your growth path, feel free to contact ACM Agile.
 
This survey is prepared based on Agile Coaching Growth Wheel by Shannon Carter; Rickard Jones; Martin Lambert; Stacey Louie; Tom Reynolds; Andre Rubin Santos; Kubair Shirazee; Rohit Ratan; John Barratt; Helen Meek; Mark Summers is licensed under a Creative Commons Attribution-ShareAlike4.0 International License.

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* 1. Consent GDPR

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* 2. Please fill in the form below with your personal information. The information you will provide will be kept confidential and will only be used for personal feedback and statistical analysis.

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* 3. Please select the sector you are working for

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* 4. Please select your experience level as an Agile Coach

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* 5. Description of Competency: Lean Manufacturing and Lean Product Development provide us with some foundational concepts that underpin the Agile frameworks and methods.
- Focusing on the value that gives the most delight to our customers.
- Optimizing our organizations for Flow with small batch sizes with the shortest possible lead time.
- Maximizing quality and minimizing waste.
At its heart, Lean is about total respect for the people involved and a continuous improvement mindset.

How do you evaluate your competencies about Agile/Lean mindset:

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* 6. Description of Competency: There are many flavours of Agile, an Agile Coach understands that there is no one correct way, and therefore has experience with many Agile approaches.

How do you evaluate your competencies about Agile approaches – frameworks, methods and practices:

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* 7. Description of Competency: Agile Coach helps individuals and teams set goals, and manage their coaching interactions to support the journey in pursuit of their goals.

How do you evaluate your competencies about Guiding the process:

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* 8. Description of Competency: Agile Coach holds attention on what is important for the individual or team, and leave responsibility with them for action. Hold the team accountable to what they say they will do and their plan.

How do you evaluate your competencies about Creating an environment of accountability:

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* 9. Description of Competency: Coaching is not about fixing people problems; it is about believing in people and helping them grow to be the best that they want to be.

How do you evaluate your competencies about Coaching Mindset:

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* 10. Description of Competency: There are a number of different approaches to coaching, each of which may contain different models, practices, and tools that can help a coach given different contexts.

How do you evaluate your competencies about Coaching Tools and Techniques:

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* 11. Description of Competency: As a mentor you are able to use your expertise to show others new skills and/or to develop existing ones, working alongside the mentee as they do their job. As a mentor, you are more experienced than your mentee.

How do you evaluate your competencies about Mentoring:

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* 12. Description of Competency: Teaching is the ability to convey information in a way that is understood and useful to the recipient.  You will have to be adept at integrating information to help people gain awareness.

How do you evaluate your competencies about Teaching:

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* 13. Description of Competency: In order to facilitate growth, especially deeper learning there is often a need to support individuals and teams on longer development programs. This is likely to include working with different parts of an organization, such as HR and learning & development, to design and deliver suitable programs.

How do you evaluate your competencies about Building education programs:

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* 14. Description of Competency: A common area of frustration and failure is because Agile Coaches have not agreed to clear goals for their work with an individual, team or organization. Also as organizations are complex systems any work should be carried out with appropriate inspect points, that allow the client and the coach to adapt the work or even the goals.

How do you evaluate your competencies about Managing an engagement:

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* 15. Description of Competency: As an Agile Coach you may take on the role of trusted advisor, you have experience which will be invaluable. This can be especially important when the client has low confidence and low competence in something.

How do you evaluate your competencies about Giving Advice:

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* 16. Description of Competency: A team is more than a collection of individuals, it is a human system with its own characteristics, needs and growth potential. Moments of conflict or collaboration difficulty should be seen as human system dynamics, rather than solely personal to the individuals involved.

How do you evaluate your competencies about Team Dynamics:

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* 17. Description of Competency: Agile Coach assesses the health of an Agile team and adjusts one’s individual coaching style to facilitate the team’s journey to high-performance.

How do you evaluate your competencies about Coaching the team:

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* 18. Description of Competency: Studies show a team launch/relaunch can represent up to 30% of team performance this should include elements such as helping the team get to know one another, create a culture, align on a vision, setting up their work environment and establishing team agreements and/or ground rules.

How do you evaluate your competencies about Starting Teams:

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* 19. Description of Competency: Customers do not know the exact product they want even if sometimes they think they do. They only know the problem they are trying to solve or the business results they are looking for. It is our job to support the organization in building the product to provide the customer with the outcome they desire.

How do you evaluate your competencies about  Facilitating product definition:

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* 20. Description of Competency: Initially, an Agile Coach may help educate a Product Owner, but in the long term they look to support the Product Owner’s learning and growth through Coaching.

How do you evaluate your competencies about Coaching the Product Owner:

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* 21. Description of Competency: Organizations are complex, and changing them is an even more complex proposition. An empirical and informed approach to the change process improves the chances of success of an Agile transition.

How do you evaluate your competencies about Organizational Development:

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* 22. Description of Competency: Agile Coach knows how to scale or descale teams according to Product Goal and product owner's needs.

How do you evaluate your competencies about Scaling/Descaling:

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* 23. Description of Competency: Agile Coach has the ability to highlight impediments, and helps the organization on removing them.

How do you evaluate your competencies about Resolving Impediments:

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