The Contracting Two-Step: Patterns & Actions for Successful Collaboration

The ContractingTwo-Step:
Patterns & Actions for Successful Collaborations
Copyright © 2018 EBG Consulting, Inc.
Ellen Gottesdiener
www.ebgconsulting.com
www.DiscoverToDeliver.com
#AgileGames2018 | @ellengott

CPO, Founder, CSM, CSPO, CPF
Ellen helps product and development communities produce valuable
outcomes through product agility. She is a pioneer in the collaborative
convergence of Agile product management, product requirements, and
organizational learning.
twitter: @ellengott
blog: ebgconsulting.com/blog
linkedIn: ellengottesdiener
tips newsletter: www.ebgconsulting.com
EBG is a global leader in agile product management, product ownership, agile business
analysis, and collaborative practices.
EBG helps organizations amplify discovery to accelerate delivery.
Ellen Gottesdiener

© 2018 by EBG Consulting | @ellengott
www.ebgconsulting.com | www.DiscoverToDeliver.com
myth or fact?
(we played)

4
At regular intervals, the team reflects … …
tunes and adjusts its behavior
…work together…
Build projects around motivated individuals.
Give environment and support they need,
and trust them to get the job done.
agile principles

5
successful collaboration
MatchUp profile to communicate the
capabilities you offer and what you
need to be successful
3Cs of trust to measure individual
trust-building or trust-busting behavior
Feedback to enable effective, honest
and positive collaborations

start the music

7
product
ownership/mgmt
test
architecture
Ux
software
dev
business
analysis
▪
who’s dancing?
users, choosers
prj/pgm
mgmt
operations
infrastructuresubject matter
experts
business
sponsors

your turn…
characteristic of
cross-functional team

9
clearly understood capabilities
support each other
responsible to each other
collaborative
team interdependence

10
three ?s
Weisbord, 2004
am I in or out?
do I have any power and control?
can I use, develop, and be appreciated
for my skills and resources?

Company Team Date Version
The MatchUp Canvas
ebgconsulting.comDESIGNED BY: Ellen Gottesdiener, EBG Consulting | @ellengott
This work is licensed under the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License
Name
My name
Avatar
My Goals
What I want to accomplish
New learnings
Opportunities I seek
I offer…(you can depend on me for…)
Skills, help, knowledge, capabilities, traits I can provide
Things I have that I can provide to help other meet their goals
What I can offer to help us achieve our team purpose
Who needs my skills, knowledge…
People who need what I have to offer
Who can I depend on…(from others)
People who can help me with what I need
I need…(from others)
Skills, help, knowledge I need to be successful
What will enable me to be successful, that others can provide
Left side only
(in live session, Ellen shared an example
for upcoming client workshop)

your turn…
self-assessment
(left side)

www.ebgconsulting.com | www.DiscoverToDeliver.com 13
explicit agreement
what individual team members:
offer to others
expect from others
social contract

The MatchUp Canvas
Name
My name
Avatar
My Goals
New learnings
MatchUp: offers and needs

MatchUp: offers and needs
15
put on the wall

16
Name Deb
Goals
I offer…
xxx
Who needs
my skills?
I need…
yyy
aaa
Who can I
depend on?
Name Ray
Goals
I offer…
ddd
aaa
Who needs
my skills?
I need…
xxx
ccc
Who can I
depend on?
interdependent
Ray
Deb
16

interdependent
17

your turn…
MatchUp

19
The MatchUp Canvas
Name
My name
Avatar
My Goals
New learnings

20
contracting with…
team member <> team member
team <> coach
client <> coach
mentor <> mentee

21
what’s disrupting
the music?

your turn…
trust
1.definition
2. indicators of:
trusting distrusting

23
trusting others
team member <> team member
team <> coach
client <> coach
mentor <> mentee

24
Source: Reina & Reina, 2015
3 Cs of trust

your turn…
3 C’s of trust
1. worksheet
2. actions

contractual trust
“trust of character”
manage expectations (myself and others)
establish boundaries
delegate appropriately
keep commitments
be consistent
26

communication trust
“trust of disclosure”
share info: who knows what, when
tell the truth
admit mistakes
give direct, constructive feedback
maintain confidentiality
27

competence trust
“trust of capability”
respect and acknowledge others’
skills, abilities
allow people to make decisions
involve others, seek input
help others learn skills
28

trust
team commitment is built on
a foundation of
mutual trust
give to get
29

30
who’s leading?

feedback:
Worked…or Didn’t…
your turn…

feedback
info about past behavior
delivered in present
may influence future behavior
Source: Seashore, Seashore and Weinburg, 1997
32

feedback goals
build relationship, trust
learn
improve, grow
33

feedback
34

giving feedback
what’s your intention?
who is being served?
35

giving feedback
“feedback is almost totally about the giver,
not the receiver”
[ use “I” statements ]
36

receiving feedback
take care of self
be open, not defensive
seek clarification
receiver is totally in control
accept none, some, all
reject none, some, all
37

direct
timely
focused
respectful, sensitive
constructive feedback
38

form 3 generous interpretations
before jumping to conclusion
stay calm, open-minded
Source: Gottesdiener, 2002
viaVirginia Satir & Congruent Leadership Change Workshop
generous interpretation
39

feedback:
tough situation
your turn…

trust
pause
or
stop the music
41

42
wrap

contract stages
entering
self-assessment & MatchUp
working agreements, decision rules
working
evaluate & adjust, ongoing retrospection
closing
retrospect
43

open systems
parts interconnect
responsive
sensitive
info flows
self-worth is primary
power and performance secondary
change is welcome
Source: Satir, 1988
44

45
successful collaboration
MatchUp profile to communicate the
capabilities you offer and what you
need to be successful
3Cs of trust to measure individual
trust-building or trust-busting behavior
Feedback to enable effective, honest
and positive collaborations

www.ebgconsulting.com | www.DiscoverToDeliver.com 46
Gottesdiener, Ellen. Requirements by Collaboration, Addison Wesley, 2002
Reina, Dennis & Michelle Reina. Trust & Betrayal in theWorkplace: Building Effective
Relationship inYour Organization, Berrett-Kohler, 2015, 3rd ed.
Satir, Virginia. The New Peoplemaking, Science and Behavior Books, Inc., 1988
Seashore, Charles & Edith Whitfield Seashore, Gerald M.Weinberg. What DidYou
Say?:The Art of Giving and Receiving FeedBack, Bingham House Books, 1997
Schwarz, Roger. The Skilled Facilitator: PracticalWisdom for Developing Effective Groups,
Second Edition, Jossey-Bass, 2003.
Weisbord, Marvin. ProductiveWorkplaces Revisited, Jossey-Bass/Wiley, 2004
references

© 2018 by EBG Consulting
www.ebgconsulting.com
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Tips newsletter: http://bit.ly/ebgNews
www.ebgconsulting.com/blog
www.DiscoverToDeliver.com
DtoD associated resources, Visual Language to download
Twitter @ellengott | LinkedIn: in/ellengottesdiener
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