We've been off the air for a few months focussing on our new website and working with our client’s projects. But we are back with today’s guest Ramz Shaft who shares his journey to become a scrum master.

Ramz did not start his career in the IT project management space, but rather as a gamer, entrepreneur and salesman. He has a big personality who has learned how to manage his enthusiasm to be a rather more selfless facilitator, where empathy is critical. He talks about his career, the persistence and networking needed to get where he is and the reasons behind such a significant career change.

His career mirrored the arrival of the now all pervasive web and digital world we see today. He reflects on the tools we use old and new, and the many techniques and strategies he has learnt over the years. And especially how he has tailored his approach when dealing with small to large companies . Hierarchies anyone?

For any fledgling Scrum Masters, fresh from their CSM, can get insight into the challenges Ramz has overcome, his thinking on complexity and those difficult conversations we all bump into. Welcome to his chaos!

Find Ramz: linkedin.com/in/ramzshaft

Ramz Book Reference: Difficult Conversations by Douglas Stone, Bruce Patton and Sheila Heen (www.wob.com/en-gb/books/bruce-p…ations/978067092134)

Agile

scrum

Delivery

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Amanda Toussaint - Successful Business change with a human heart? I’ll buy that!

Amanda is a change manager with a particular love of high street retail, a world facing intense pressure from the big internet platforms to form compelling digital responses to compliment the brick and mortar space.

As a change manager, Amanda’s role usually spans the technical teams, the user community and the stakeholder. Hitting the objectives for the Exec and keeping them informed, achieving engagement and capability in the people on the shop floor and make IT shine as a business partner. In a changing world organisations are recognising that change management is s skill set they need and becoming more proactive in getting those skills.in. But there is still those who wait the until the ‘shit hits the fan’.

Do people resist change as the accepted wisdom tells us? Amanda doesn’t accept that premise and dissects how to achieve the all important engagement (and the ROI) And if you were in any doubt about the importance of managing your stakeholders, think again…it is critical and fundamental.

And it seems that agile incremental thinking helps a great deal. Which leads us to whether change is a project or an ongoing investment and evolution of adoption and value. Amanda explains what good handover looks like using data, metrics and long term management & ownership sensibilities.

Oh and she addresses the classic COTS dilemma of too much, unsupportable customisation v vanilla installations that don’t quite fit the user community

Retail is changing in front of our very eyes and with much loved brands no longer able to cut it. With such high stakes, can you afford to not to land change really well? We discuss honesty…when the change will have good but also difficult consequences such as redundancies. Amanda’s warmth, pragmatism and experience really comes to the fore.

And finally, the change manager is changed…adopting new tech to reach the shop floor and connect with real people in new ways. The future of work is evolving very fast (probably)!

Contact Amanda:

Linkedin: https://www.linkedin.com/in/amanda-toussaint-98840b8/

Email: Amanda.toussaint@agilesaints.com

https://agilitybynature.com/contact-us/

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Michael Short - Stop turning the handle of the sausage machine. Working with social animals!

Michael Short, Founder of Culture Works Consulting, uses Executive Coaching with his business experience to support others achieve leadership and cultural change, he is also an extremely experienced Agile Coach and certified GCIndex practitioner.

And he knows that the productivity in most companies is simply not good enough! But, instead of looking for silver bullets in ways of working frameworks, managers should really be working with people and teams to harness strengths, passions and energy.

When you give people things to do that they want actually want to do, where their energy and passion truly lives, they can become incredibly productive. And this is also the path to the holy grail of business: innovation.

We explore the five state model in the GC Index with roles of:

Game Changers,

Strategists,

Implementors

Polishers

and Play Makers.

How do they map to performance in different scenarios and phases of a project or work generally?

Importantly, Michael helps us understand how psychological safety is not just pop-psychology babble, but really works and is truly necessary to get the very best of teams, out of people.

If you are serious about delivering value, engaging with your people, and getting real productivity this is for you. Get the right mix of happy.

Write To Michael:

michael.short@cultureworksconsulting.com

Talk to Michael:

Tel: 07711875909

cultureworksconsulting.com

Read:

The 4 Stages of Psychological Safety (Defining the path to Inclusion and Innovation) - Timothy R. Clark

Visit and Interact:

cultureworksconsulting.com

More about the GC Index:

www.thegcindex.com

Contact us:

agilitybynature.com/contact-us/

#coaching #people #leadership

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