Retrospective Team Quotes

A retrospective’s huge potential for learning should not be off-limits to any team member.

Regular retrospectives enable us to identify and act on opportunities for positive change. Whether we hold them on our own, with our families, or with our team at work, retrospectives are an essential tool for reflection.

And somebody might now want to ask me, “Can’t you ever be serious?” The answer is, “No.” When I was born at Methodist Hospital on November eleventh, 1922, and this city back then was as racially segregated as professional basketball and football teams are today, the obstetrician spanked my little rear end to start my respiration. But did I cry? No. I said, “A funny thing happened on the way down the birth canal, Doc. A bum came up to me and said he hadn’t had a bite for three days. So I bit him!

Chris took his vows very seriously. But even as he said them, he wondered whether the marriage would last. In retrospect, that’s not surprising. He was surrounded by Team guys who’d had their own relationships fail. A common, and tragic, statistic at the time was that the divorce rate among SEALs was over 95 percent-a stunning statistic. Actual statistics are difficult to find, but most experts estimate that the divorce rate in America in general is below 50 percent. Chris kept his pessimism well hidden, even from me. It wasn’t until years later that I found out about it. He asked why I’d stayed with him through some difficult times. “I told you I meant what I promised,” I answered. “I know, but I didn’t count on it,” he confessed. “So few women stick it out.” Maybe. But he was worth it.

WHAT EVERYONE SHOULD KNOW ABOUT YOU: What are some honest, unfiltered things about you? What drives you nuts? What are your quirks? What qualities do you particularly value in people who work with you? What are some things that people might misunderstand about you that you should clarify? HOW TO WORK WITH YOU: What’s the best way to communicate with you? What hours do we want to work together? Where and how do we want to work? (Same room, what kinds of meetings, what kinds of file sharing?) What are our goals for this team? What are our concerns about this team? How will we make decisions? What types of decisions need consensus? How will we deal with conflict? How do we want to give and receive feedback? (One-on-one, in a group, informally, or during a specified time each week—like at a retrospective?)

A good campaign usually deploys multiple tactics: paid media (TV ads, digital ads, radio ads, print ads), earned media (which is just jargon for public relations), opposition research (a euphemism for digging up dirt on someone), field (canvassing, door knocking, flyers, lit drops, posters, phone calls), lobbying (personal connections in one way or another), and today, perhaps more than anything else, social media. We went at it on every front. I convened a meeting of our senior team every morning at 8 a.m. to discuss what we could to do to drive Anthony from the race. Here’s the best of what we did: Earned media: I kicked things off by saying, on the front page of the New York Times, that if Anthony ran, I’d add an extra $20 million to our campaign budget to ensure that we destroyed his reputation so thoroughly, he’d never be able to run for anything ever again. In retrospect, the threat probably landed harder than I realized because Anthony was already starting to self-destruct. (It wasn’t like what he got caught doing on Twitter didn’t exist in other, pre-Twitter formats before then.) We started exactly where anyone would when it comes to Anthony Weiner: sex. In his time as a member of the House, Anthony had passed all of one bill. And that one illustrious piece of legislation was to give more visas to models. Yep, protecting the rights of hot women was Anthony’s sole achievement in office. That was a good point to make but not an exposé in and of itself. But then our research team noticed something: Anthony had also received campaign contributions from many of the models who received highly coveted H1B visas. Not only was this pay-to-play (give contributions, get government favors), it was illegal.

Ellen Braun, an accomplished agile manager, noticed that different behaviors emerge over time as telltale signs of a team’s emotional maturity, a key component in their ability to adjust as things happen to them and to get to the tipping point when “an individual’s self interest shifts to alignment with the behaviors that support team achievement” (Braun 2010). It is better to know some of the questions than all of the answers. —James Thurber Team Dynamics Survey Ellen created a list of survey questions she first used as personal reflection while she observed teams in action. Using these questions the same way, as a pathway to reflection, an agile coach can gain insight into potential team problems or areas for emotional growth. Using them with the team will be more insightful, perhaps as material for a retrospective where the team has the time and space to chew on the ideas that come up. While the team sprints, though, mull them over on your own, and notice what they tell you about team dynamics (Braun 2010). • How much does humor come into day-to-day interaction within the team? • What are the initial behaviors that the team shows in times of difficulty and stress? • How often are contradictory views raised by team members (including junior team members)? • When contradictory views are raised by team members, how often are they fully discussed? • Based on the norms of the team, how often do team members compromise in the course of usual team interactions (when not forced by circumstances)? • To what extent can any team member provide feedback to any other team member (think about negative and positive feedback)? • To what extent does any team member actually provide feedback to any other team member? • How likely would it be that a team member would discuss issues with your performance or behavior with another team member without giving feedback to you directly (triangulating)? • To what extent do you as an individual get support from your team on your personal career goals (such as learning a new skill from a team member)? • How likely would you be to ask team members for help if it required your admission that you were struggling with a work issue? • How likely would you be to share personal information with the team that made you feel vulnerable? • To what extent is the team likely to bring into team discussions an issue that may create conflict or disagreement within the team? • How likely or willing are you to bring into a team discussion an issue that is likely to have many different conflicting points of view? • If you bring an item into a team discussion that is likely to have many different conflicting points of view, how often does the team reach a consensus that takes into consideration all points of view and feels workable to you? • Can you identify an instance in the past two work days when you felt a sense of warmth or inclusion within the context of your team? • Can you identify an instance in the past two days when you felt a sense of disdain or exclusion within the context of your team? • How much does the team make you feel accountable for your work? Mulling over these questions solo or posing them to the team will likely generate a lot of raw material to consider. When you step back from the many answers, perhaps one or two themes jump out at you, signaling the “big things” to address.

But Triangulate’s team, like many entrepreneurs, neglected yet another Lean Startup precept: complete “customer discovery”—a thorough round of interviews with prospective customers—before designing and developing a minimum viable product. In Nagaraj’s postmortem analysis of Triangulate’s failure, he acknowledged skipping this crucial early step: “In retrospect, I should have spent a few months talking to as many customers as possible before we started to code.

Choose activities that support the goal of the retrospective. If there’s no way to discuss the activity that makes a connection between the activity and the work, omit it. We’re not against games and simulations—in fact we use them often—when they serve a purpose and move the retrospective forward. Icebreakers, energizers, and games that don’t relate to the work don’t fit in retrospectives. There’s only so much time, so don’t waste it with activities that are “just for fun.” Have fun, but have a purpose.

They were divided into four categories that are described below along with examples of the motivational behaviours included within each. 1     Teacher discourse: arousing curiosity or attention, promoting autonomy, stating communicative purpose/utility of activity 2     Participation structure: group work/pair work 3     Activity design: individual competition, team competition, intellectual challenge, tangible task product 4     Encouraging positive retrospective self-evaluation and activity design: effective praise, elicitation of self/peer correction session, class applause. In each lesson, the learners’ motivation was measured in terms of their level of engagement. The proportion of students who paid attention, who actively participated, and who eagerly volunteered during activities was calculated. A three-level scale was used to measure engagement in each observed lesson: very low (a few students), low (one third to two thirds of the students) and high (more than two thirds of the students). Learners also completed a questionnaire about their motivation levels specifically related to their EFL class. The researchers found significant positive correlations between the teachers’ motivational practices, the learners’ engagement behaviours, and the learners’ self-reports on the questionnaire. The researchers acknowledge that correlation results do not indicate cause–effect relationships. Nevertheless, the findings are important because this is the first study to provide ‘any empirical evidence concerning the concrete, classroom-specific impact of language teachers’ motivational strategies’ (Guilloteaux and Dörnyei 2008: 72).

Dana followed a specific structure: Set the stage. Gather data. Generate insights. Decide what to do. Close the retrospective.

Then ask everyone in the room to speak. When someone doesn’t speak at the beginning of the retrospective, that person has tacit permission to remain silent for the rest of the session.

Useful goals for retrospectives include the following: Find ways to improve our practices. Discover what we were doing well. Understand reasons behind missed targets. Find ways to improve our responsiveness to customers. Rebuild damaged relationships.

The first time you attempt a retrospective that goes beyond asking “What went well?” and “What should we do differently?” it will take time to prepare.

Group dynamics include team member interactions and emotions. You aren’t responsible for other people’s emotions, but as retrospective leader, you are responsible for keeping the session productive. And that means you need to be prepared to handle emotional interactions and situations.

Hold it.” Then say, “I want to hear what you have to say, and I can’t when you’re shouting. Can you tell us why without shouting?

The team takes that one top improvement and makes it the most important thing to do in the next Sprint—with acceptance tests. How can you prove you’ve made that improvement? You need to define what success is in a concrete, actionable way, so that in the next Sprint Retrospective it’s really easy to see if you achieved the kaizen.

Cooperation is the act of working with others and acting together to accomplish a job. A team is a partnership of unique people who bring out the very best in each other, and who know that even though they are wonderful as individuals, they are even better together. Coming together is a beginning; staying together is progress; working together is success.

Tinder would work with Justin’s younger brother to throw a birthday party for one of his popular, hyperconnected friends on campus, and use it to promote Tinder. The Tinder team would do all the work to make it an incredible party. The day of the party, students from USC were getting bused to a luxurious house in LA, where everything had been set up to pull you inside. Sean described how it worked: There was one catch with the party: First, you had to download the Tinder app to get in. We put a bouncer in the house to check that you had done it. The party was great—it was a success, and more importantly, the next day, everyone at the party woke up and remembered they had a new app on their phone. There were attractive people they hadn’t gotten to talk to, and this was their second chance. The college party launch tactic worked. For the Tinder team, this one party created the highest ever one-day spike of downloads, however modest it might seem in retrospect. It’s not just the number that matters here, but that it was “500 of the right people”—Sean would explain to me later. It was a group of the most social, most hyperconnected people on the USC campus, all on Tinder at the same time. Tinder started to work. Matches began to happen, as the students who met each other from the previous night started to swipe through and then chat. Amazingly, 95 percent of this initial cohort started to use this app every day for three hours a day. The Tinder team built one atomic network, but soon figured out how to build the next one—just throw another party. And then another, by going to other schools, and throwing even more parties. Each network was successively easier to start. Tinder quickly reached 4,000 downloads, then 15,000 within a month, and then 500,000 just a month after that—first by replicating the campus launch, but then letting the organic viral growth take over.

Tinder would work with Justin’s younger brother to throw a birthday party for one of his popular, hyperconnected friends on campus, and use it to promote Tinder. The Tinder team would do all the work to make it an incredible party. The day of the party, students from USC were getting bused to a luxurious house in LA, where everything had been set up to pull you inside. Sean described how it worked: There was one catch with the party: First, you had to download the Tinder app to get in. We put a bouncer in the house to check that you had done it. The party was great—it was a success, and more importantly, the next day, everyone at the party woke up and remembered they had a new app on their phone. There were attractive people they hadn’t gotten to talk to, and this was their second chance. The college party launch tactic worked. For the Tinder team, this one party created the highest ever one-day spike of downloads, however modest it might seem in retrospect. It’s not just the number that matters here, but that it was “500 of the right people”—Sean would explain to me later. It was a group of the most social, most hyperconnected people on the USC campus, all on Tinder at the same time. Tinder started to work. Matches began to happen, as the students who met each other from the previous night started to swipe through and then chat. Amazingly, 95 percent of this initial cohort started to use this app every day for three hours a day.

The Agile project manager plays a crucial role in ensuring the successful delivery of projects using Agile methodologies. They act as facilitators, coaches, and leaders, guiding the team through the iterative development process. Here are some key responsibilities of an Agile project manager: Orchestrating the project's lifecycle: This involves planning and breakdown of work into sprints, facilitating ceremonies like daily stand-ups, sprint planning, and retrospectives, and ensuring the project progresses smoothly towards its goals. Promoting collaboration and communication: Agile thrives on open communication and collaboration. The project manager fosters an environment where team members feel comfortable sharing ideas, concerns, and updates. They actively remove roadblocks and ensure everyone is aligned with the project vision and goals. Empowering the team: Agile teams are self-organizing and empowered to make decisions. The project manager provides guidance and support but avoids micromanaging. They trust the team's expertise and encourage them to take ownership of their work. Stakeholder management: The project manager acts as a bridge between the development team and stakeholders, including clients, sponsors, and other interested parties. They keep stakeholders informed of project progress, manage expectations, and address their concerns. Continuous improvement: Agile is an iterative process that emphasizes continuous improvement. The project manager actively seeks feedback from team members and stakeholders, analyzes project data, and identifies areas for improvement. They implement changes to the process and tools to enhance efficiency and effectiveness. Overall, the Agile project manager plays a vital role in driving successful project delivery through Agile methodologies. They wear multiple hats, acting as facilitators, coaches, leaders, and problem-solvers, ensuring the team has the resources, support, and environment they need to thrive.

One of the most useful tools for improving process is the practice of doing debriefs (also called retrospectives or postmortems). You can do this at the completion of a project, on a periodic basis, or anytime an unexpected event or error occurs. Here’s how it works: You invite the team to come together for an hour or two to reflect on what happened. What went well, what didn’t go well, and what would the team do differently next time? The process is both cathartic and instructive. There is something to learn even if the outcome was positive (how can we take away best practices for other projects?). If the outcome wasn’t good, debriefs help you avoid the same mistakes in the future.

The most cited experiment in this field was conducted a quarter-century ago. Researcher Benjamin Libet asked subjects to choose a random moment to perform a hand motion while hooked up to an electroencephalograph (EEG) monitor in which the so-called “readiness potential” of the brain was being monitored. Naturally, electrical signals always precede actual physical actions, but Libet wanted to know whether they also preceded a subject’s subjective feeling of intention to act. In short, is there some subjective “self ” who consciously decides things, thereby setting in motion the brain’s electrical activities that ultimately lead to the action? Or is it the other way ’round? Subjects were therefore asked to note the position of a clock’s second hand when they first felt the initial intention to move their hand. Libet’s findings were consistent, and perhaps not surprising: unconscious, unfelt, brain electrical activity occurred a full half second before there was any conscious sense of decision-making by the subject. More recent experiments by Libet, announced in 2008, analyzing separate, higher-order brain functions, have allowed his research team to predict up to ten seconds in advance which hand a subject is about to decide to raise. Ten seconds is nearly an eternity when it comes to cognitive decisions, and yet a person’s eventual decision could be seen on brain scans that long before the subject was even remotely aware of having made any decision. This and other experiments prove that the brain makes its own decisions on a subconscious level, and people only later feel that “they” have performed a conscious decision. It means that we go through life thinking that, unlike the blessedly autonomous operations of the heart and kidneys, a lever-pulling “me” is in charge of the brain’s workings. Libet concluded that the sense of personal free will arises solely from a habitual retrospective perspective of the ongoing flow of brain events.

A team is a group of people focused on a common goal, in which each individual adjusts their actions, habits, and work preferences in order to achieve the group’s common goal. The team’s effectiveness depends on the members’ capacity to work together. It is directly related to the group’s ability to make the best use of the individuals’ skills.

Getting feasible actions out of a retrospective and getting them done helps teams to learn and improve.

The goal of retrospectives is help teams to continuously improve their way of working.

Agile retrospectives give the power to the team, where it belongs!

With agile retrospectives the team drives their own actions!