Certifiably Certified

I’m up to something like 5,000 contacts on LinkedIn (I’m a people person, damnit!).  It’s safe to say, I don’t have close professional relationships with all of them… yet.  Still, I was a little surprised when I shared some thoughts in a post a few months ago that someone responded by saying, “With all those letters after his name, he seems to think a lot about himself.”

Sure, there’s always going to be “haters” that sling insults instead of having honest conversations. I could have chalked it up to that and went on with the rest of my life.  But that comment got me thinking. What do all the certification initialisms after my name really mean? Do I, in fact, think I’m hot $%!?

I quickly concluded that, no, I’m not hot  $%@! (Big slices of humble pie are served up often in my life.) I’m certifiably certified.  There are a ton of super intelligent, talented, funny people out there. I think I’m a wrangler, a wrestler, a doer, and a challenger of the status quo.  I’m not always the smartest guy in the room, but often times I’m the first to show vulnerability and passion to make things better. If I have a superpower, it would probably be my ability to see the big picture and how things fit together, and then show a willingness to create (human) connection where it is missing. Now back to those certifications. If those certifications don’t up my ranking on a “hot $%! meter,” then what do they do? 

A certification gives you perspective.

Telescope See Photography Perspective Summer

A certification is a set of tools or a framework that someone (or a group of “someones”) has created based on the knowledge they’ve amassed and processes they’ve experimented with that have worked for them (maybe).  It’s their perspective on how things should be done. The certification gives me perspective.

All the initialisms after my name just means I’ve invested time and money in seeing, hearing, and learning many different perspectives.  In the agile world you can scale your practices based on Scaled Agile Framework (SAFe), Large Enterprise Scaled Scrum, or Scrum of Scrums or (insert your certification here).  Approaches are like opinions, everyone has one.

When I first started on my coaching journey, when I learned something new I became an evangelist of that particular method; mostly because the new things I was learning were illuminating a new approach.  Knowledge is exciting. But now that I’ve been down the ol’ road awhile, I have a portfolio of models, approaches, and perspectives to consider. Through experience I know there are no “silver bullets,” and the coaching world is often times driven by the all-so-common response of, “It depends.” (Usually because it really does!)

My perspective has evolved.

Each framework or methodology or certification is not the holy grail for how something should be done.  Now I’m a believer in “do what works for you, what produces value.” The art is not in how perfectly you can follow a framework.*  What matters is that you’re progressing and learning and experimenting every single day.  What matters is that you learn the approaches and practices and use them to your advantage.  Then, learn more new methods and new tools and new perspectives, broadening your perspectives and honing your skills.  (*I’m adding a big asterisk here because there is something to be said about having a solid grasp of the methodologies and practices before abandoning the parts that don’t work for you or that are just hard.  Shu Ha Ri. But that’s another post.)

One last thing to all the critics and haters out there:  “If you’re not in the arena also getting your ass kicked, I am not interested in your feedback.”  -Brene Brown. But I do welcome you to the arena floor, shoulder to shoulder. Let’s battle these challenges together.  Because of you, I took pause to take stock of my story, an ego check of sorts.  The certifications give me perspective and the initialisms do not define me. But maybe, just maybe, they give you a little insight into my learning linage (also another post for another time). Into gaining as many thoughts, insights, and perspectives as possible so I can continue to shape and improve my own story, perspectives, and approaches in order to be the best damn Coach I can possibly be. And the best damn human I can be for the rest of you

The Unspoken Practice of Agility

Hands holding a mindfulness flower
Hands holding a mindfulness flower

Last week I hosted an Agile Lunch and Learn for a government client. Our Lunch and Learns have typically been about topics like Kanban, Story Writing, and Agile Roles. This time, I introduced everyone to mindfulness.

One person raised their hand and asked, “Did I miss a session or something? What is mindfulness, and what does this have to do with our agile adoption?” 

My answer: Everything.  

Mindfulness is an essential practice.

By using the term mindfulness, I’m not emphasizing the practices of meditation and yoga, though those things are great and I highly recommend incorporating at least deep, centering breathing exercises into your life. I mean being aware of the impact of your actions and how YOU show up.

Are you aware of how you are affecting the communication patterns of any given conversation? In the language of David Kantor’s 4-Player Communication Model, are you Moving, Opposing, Following, or, Bystanding? In Integral Agile quadrant speak, are you aware of your “I” and how you’re engaged in the “We”? In Brené Brown’s Dare to Lead vernacular, are you rumbling with vulnerability and showing up imperfectly with curiosity and without all the answers? Do you dare say, I don’t know AND I am good enough?  

What all of these models ask, in very basic terms, is Are you aware of how you affect the environment and relationships around you? When you do “you,” what happens to the people and the people constructs (system(s)) around you?

How can you implement mindfulness?

I’ve done coaching for individual contributors, teams, and everything in between, all the way up to the enterprise level. I can say unequivocally that without awareness, connection, and integration there is NO trust–in each other, leadership, and in the organization. Without trust, your “transformation” to agility will not take root. You might organize around value streams. You might adopt technical practices like CI/CD and paired programming. Or you might do sprints and standups and retrospectives and PI planning.  

You will not embody agility from agile with a little a: being able to move quickly and easily. You will not have high-performing teams, you will not have an environment of experimentation and growth, you will not fail small and fast. And you will not have adopted the growth mindset that is essential to a transformation. 

Mindfulness–being aware of how you show up and engage in the environment and with the people around you — will gel teams together because of mutual respect and understanding. Mindfulness will allow everyone to have the opportunity to be a leader. It will foster the ability to not only listen to different perspectives and new ideas, but stand in that person’s shoes and feel what they are communicating (unconscious basis warrants a future conversation!). These Adaptive Leadership capabilities will allow leaders and the organization to quickly pivot based on new discoveries and hypothesis discovered during the learning experiences of their teams. 

Mindfulness (awareness, connection, and integration) creates trust and fosters innovation. 

Interested in hearing more about how mindfulness relates to agile? Join me at AgileDC in Washington D.C. on September 23, 2019. https://www.agiledc.org/