Dealing with Uncooperative and Difficult Scrum Team Members

Definition: Explanatory style is a psychological attribute that indicates how people explain to themselves why they experience a particular event, either positive or negative.

The purpose of this lecture is to Change the way you explain things to yourself.

In this lecture, WE WILL DO A SMALL EXERCISE!!!

Most of our reasons for getting mad are excuses.

We lack self-control, and we blame the other person for our weaknesses.

Why is it that when somebody says this, you have to instantly get mad?

Let's get started...

I will show you Simple Ways to Make People Like You More.

1. How do you make everyone want to be your friend?

2. How do you influence and get people to like you?

3. How do you make everyone want to be around you?

4. How do you get someone you like?

In this lecture, I will explain What are the benefits of effective negotiation.

Good negotiations contribute significantly to business success.

1. What is effective negotiating?

2. What are the key features of effective negotiation?

3. What are the benefits of negotiation for teams?

4. What is the most effective type of negotiation?

1. What are limits and boundaries?

2. What does setting boundaries mean?

3. Why is it important to set limits and boundaries?

4. How to Set Limits and Boundaries?

Mutual respect is one of the core attributes an Agile organization needs to develop.

It is the foundation for establishing an aligned vision between management and staff, which is the replacement for compliance-driven command-and-control management in an Agile organization.

In this lecture, I will show you how to demonstrate mutual respect in the Scrum team.

Trust is the bedrock of self-organizing agile teams.

Trust allows agile teams to communicate quickly and respond rapidly to changes as they emerge.

Without sufficient trust, team members can waste effort and energy hoarding information, forming cliques, dodging blame, and covering their tracks.

Helping others feels good. Studies have found that acts of kindness are linked to increased feelings of well-being.

It helps to make the world a happier place...

1. What is kindness and why does it matter?

2. Why is kindness such an important value?

3. Why kindness is more important than anything?

4. Why is kindness the most important quality?

In the simplest of terms, support is helping someone do something that they could do themselves in the right conditions while enabling is stepping in and mitigating consequences that would otherwise be a result of negative choices.

1. How can I be supportive but not enabling?

2. What is the difference between an enabler and a helper?

3. What is the difference between codependency and enabling?

4. When does helping become enabling?

Taking responsibility for your actions requires the realization that you play a part in every situation or experience and therefore, have some degree of responsibility for the outcomes or consequences.

You may have heard it referred to as accountability.

1. Why is it important to always take responsibility for your actions?

2. What is it called when you don't take responsibility for your actions?

3. Examples of responsible behaviors...

In order to stop being an easy target, you must admit to what's happening and acknowledge the pain it causes.

1. What does it mean when someone says you are an easy target?

2. How do you stop being a target?

3. How do kidnappers choose their targets?

4. How can we stop being targeted by predators?

5. How to fix this?

The truth about whining, complaining, bitching, and moaning.

You’ve found yourself around someone who keeps whining, complaining, bitching, and moaning, and…it’s annoying, right?

So you want to know what to do about it, how to handle what they’re doing but perhaps in a way that’s kind.

Here is the solution for you...

How to Deal With a Bossy and Aggressive Scrum team member?

1. How do you respond to someone who is bossy?

2. What makes a person bossy?

Here is the solution for you...

What’s a ‘friendly sniper’?”. A “friendly sniper” is someone who masks their offenses, criticism, and even hostile feelings towards someone with seemingly innocent jokes, jabs, and laughter.

This can get a little touchy because we’re gonna steer the conversation towards the topic of sarcasm for a bit (which, most of us utilize in some form or fashion daily). The problem arises when we use sarcasm as the primary means of communicating with others. When this happens, it becomes hard to know when someone is sincere or just messing around. 

How to deal with The Friendly Sniper type of people?

Here is the solution for you...

How many times have you had to deal with an angry person?

Strategies for Dealing With Angry People>

It's useful to know how to calm angry people down. When you can defuse someone's anger, it can enhance your professional reputation and help people who struggle to manage their emotions. Employ the strategies below.

Here is the solution for you...

Have a Scrum team member Who Won’t Stop Talking? Here’s How to Deal with a Chatterbox

1. How do you shut up a chatterbox?

2. How do you deal with a chatterbox?

3. What makes a person a chatterbox?

How to deal with a chatterbox person?

Here is the solution for you...

Do you have a Scrum team member who thinks he knows everything?

He believes he’s the go-to person; the one with the special connections and authority. He acts as though he’s been everywhere and has experienced everything.

They tend to monopolize conversations, dismiss input from others, and much more...

Here is the solution for you...

1. How to deal with nagging Scrum team members?

2. How do you respond to a nagging person?

3. What causes someone to nag?

4. How do you deal with nagging?

5. What does a nagging person do?

Here is the solution for you...

A difficult Product Owner or stakeholder is a different problem than a difficult peer.

They often have more organizational power than you do, so the tactics that work on a team member won't work here.

This lecture covers how to lead with sprint outcomes instead of personal friction, frame pushback as business risk, set ground rules that actually hold, and recognize when stepping back from a team is the right call, not a failure.

What you have learned so far in this course: Dealing with Uncooperative and Difficult Scrum Team Members

Remote and hybrid teams don't need a whole new set of conflict tactics; they need a translation guide.

This lecture takes the difficult personality types you already learned to handle in person, the chatterbox, the sniper, the know-it-all, and shows you exactly how each one shows up on a video call or in a Slack channel, along with the specific words to use when they do.

You'll also learn how to spot and fix the two-tier team problem, where people in the room unintentionally get more airtime and information than the people joining remotely, and what to do about it before it quietly costs you your remote team members' engagement.

What actually causes the pain from the difficult people is not the difficult people themselves. I have 1 bad news and 1 good news for you...

This is a very important lecture in this course, don't miss it.

Here is the solution for you...

How To Stay Calm Around Those Who Push Your Buttons

We all encounter people in life who push our buttons. Whether it’s a negative co-worker or an elitist colleague, sometimes there’s no avoiding difficult people. Thankfully, there are several creative strategies you can take to help you stay calm during these situations.

Here is the solution for you...

Dealing With A Difficult Scrum Team Member? Tips To Help You Make Better Decisions Faster as a Scrum Master.

Teamwork can be a living nightmare when Scrum team members don’t get along. Tasks take longer, and tension is in the air. An unhealthy environment can cause mutual unhappiness.

Here are final tips as a key to success in dealing with difficult team members.

In this episode, we are going to be talking about the most asymmetrical problem for new Scrum Masters, and how to overcome them.

Keep in mind that not solving these problems can raise tensions among team members.

Wherever you work, you will regularly find people who make your job hard, and you all know the sort of people I am talking about?

Where team members are difficult, the matter must be addressed. The approach to addressing the problem needs to be considered and not determined in the heat of the moment.

I am so excited to hear which strategy you put in place in your work environment. Which one did work for you and which one did not? And why. Please share your thoughts about that.

If you have any questions, any concerns, any issues. Please let me know. I will be more than happy to assist you.