# Jeremy Jarrell

Estimation is tough. We all know it and we all struggle with it. Most of the challenge of estimation is due both to the abstract the nature of software as…

Estimation is tough.

We all know it and we all struggle with it. Most of the challenge of estimation is due both to the abstract the nature of software as well as the challenge of estimating something’s complexity. In fact, due to the abstract nature of estimating in story points, teams find that their goal is less often accurate or precise estimates, but more often consistent estimates.

Although we often struggle with assigning specific values to items we’re actually quite good at assigning relative values to objects. For example, few of us could glance at a bucket of water and estimate exactly how many ounces that bucket will hold. But, we could easily estimate that the bucket holds more ounces than a glass and less ounces than a swimming pool.

Teams can also apply this same relative estimation technique when estimating a particularly tricky piece of work. However, this is often done by estimating new stories relative to the size of other stories that the team has not yet worked on, such as other stories that have also been selected for the sprint.

While any relative estimation can be helpful, it can be more helpful to compare new stories to stories that have already been delivered and that the entire team agrees were estimated correctly.

## Meet the estimation grid

One of the most powerful ways to do this is with the use of a tool called an estimation grid, which is simply a grid containing a cell for every other number in your team’s estimation range.

For example, if your team estimates using the values in the Fibonacci sequence from 0 to 13 then your estimation grid would look like this.

In each cell, place a sticky note representing a story that your team has recently completed that everyone agrees was indicative of its original estimate. For example, if in the last sprint your team completed a story that was originally estimated at 3 points, and everyone still agrees with that estimate, then place it in the cell for 3.

## Putting the estimation grid to work

Once the grid is built you can begin working through your estimation routine as normal, such as by playing a few rounds of Planning Poker. However, once your team gets stuck on a particularly tricky story then it’s time to refer to the grid.

For example, imagine that your team is trying to estimate a story to add support for a new payment gateway to your ecommerce app. While the act of supporting the new gateway seems straightforward, it will involve touching a particularly complex piece of the codebase. For this reason, many of the team are unsure of how to estimate this story.

But by comparing this story to the reference stories already found on the estimation grid, your team is able to spot key similarities between this story and the reference 3 point story, such as a relatively straightforward set of business rules coupled with a complex area of the codebase. As a result, the team estimates this story as a 3.

Later, when the team finds themselves stuck on another story to add a simple CSV export to an existing report they return to the estimation grid. However, this time the answer is not as straightforward. While they find that adding this export seems more complex than the reference 1 point story, it’s not quite as complex as the reference 3 point story. But since the complexity of the story seems to fit neatly between these two reference stories your team assigns the story an estimate of 2.

## Getting the most out of your estimation grid

While the estimation grid is already a powerful tool, there are a few things that you can do to get even more out of this tool.

First, resist the urge to use the estimation grid for every story that your team encounters. You’ll still want your team to be able to evaluate the complexity of each story through discussion and shared discovery rather than simply defaulting to comparing every story to the same handful of stories. Your estimation grid should be an aide, not a crutch, so only refer to it when needed.

Next, be prepared to update your estimation grid periodically. As the work your team is doing evolves they’re likely to begin working with different technology stacks, in different areas of the codebase, or with different themes of your product. Occasionally checking that your reference stories reflect these changes and replacing those that do not will help keep your reference stories relevant to your team’s needs.

Finally, resist the urge to create a cell for every value in your team’s estimation range. For example, you may have wondered why we didn’t create a cell for each value in the Fibonacci sequence from 0 to 13. There are two reasons for this. First, finding a canonical reference story for each value in that range can become tiresome, especially for those values that your team rarely uses. But second, and most importantly, you don’t want to paralyze your team with too many choices.

Generally, speaking humans make decisions easier when presented with fewer choices. For more on this, you can check out this article from Harvard Business Review, but for our purposes simply know that presenting your team with more choices to compare a tricky story to is likely to make act of the estimation longer rather than shorter. Instead, keeping your estimation grid simple and only giving your team just enough options will help keep the entire estimation process as painless as possible.

## Wrapping up the session

Once your planning session is complete, a great way to wrap up is by laying all of your team’s estimated stories over your estimation grid and looking for patterns or clusters. For example, did it seem as if your team estimated the majority of their stories at the high end of your range? Larger stories are more complex and, as a result, tend to be less well understood. While a single large story in a sprint is unlikely to be a cause for a concern a sprint that’s primarily comprised of large stories is likely to be a very risky endeavor.

Or does your sprint seem to have many 0 point stories? While some stories may be so simple as to feel as if they do not warrant a point, no story is truly free. Every story takes time and attention from your team to deliver. While a few 0 point stories may not be cause for concern, many 0 point stories can add up and threaten your team’s chances of delivering everything they’ve planned for the sprint.

While the right answer is going to vary for every team, generally speaking I like to see most of a team’s stories clustered in the lower end of their estimation range. Stories this size tend to be just large enough that you can understand the impact that each story will have on our team’s velocity but are not so large to contain large amounts of unknown.

If your team’s sprint doesn’t seem to be clustered as I just described then don’t panic, you can simply take some of your larger stories and try to split them into smaller stories to reduce your risk. And if your team gets stuck estimating some of those newer stories then now you have a tool to help them.

Want to see more about how to make agile work on real teams? Check out my course, Agile in the Real World from Pluralsight, for tips and techniques to help your organization get the most out of their agile adoption.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

Many organizations try to measure a team’s progress by their velocity, or at least, to conflate their velocity with their goal. But, velocity is not their team’s goal. A team’s…

Many organizations try to measure a team’s progress by their velocity, or at least, to conflate their velocity with their goal. But, velocity is not their team’s goal.

A team’s goal should be a specific and measurable piece of business value that the team plans to deliver within a certain timeframe. For example, some great ideas for goals might include a new feature set that sets your product apart from its nearest competitor or a fresh look and feel and for an older feature set. Or, rather than being user-facing, a valuable goal might the delivery of a new capability or service that’s useful to the rest of the organization, such as a significantly improved build pipeline.

Whatever the goal may be, high-performing teams clearly define the goal that they intend to achieve at the outset of each sprint so they have a shared understanding of the objective that they will all be striving towards.

## Velocity is different

Velocity, on the other hand, is simply the sum of the estimated effort that the team completed during the sprint in pursuit of their stated goal. For example, imagine that during the last sprint your team completed the following stories:

• Story A: 3 points
• Story B: 8 points
• Story C: 5 points
• Story D: 1 point
• Story E: 1 point

Based on this list, we know that your team had a velocity of 18 points in the last sprint.

Was your team’s overarching goal to deliver 18 points the last sprint? Probably not. Most likely, your team’s goal was something that held the promise of a more tangible piece of business value, such as a social sign-on capability to encourage more users to create accounts, or a streamlined build process.

The 18 points of velocity that your team achieved during that sprint was nothing more than a byproduct of the progress that they made towards their goal. This is because, by itself, the act of delivering 18 points yields no value to your organization. At it’s best, it might serve as a correlation to the value that your team produced during the same timeframe, but only if you assume that your team had only selected high-value work to tackle during that time.

## Making this stick

If this sounds familiar to you, then you’re not alone. Most agile coaches find themselves repeating this point on a regular basis. But, despite how many times most organizations have heard this story, it simply never seems to stick. So, in hopes of making this stick, let’s look at an analogy to this problem based on another problem that you probably already intuitively understand.

Imagine that you’re planning a trip to the beach with your family. Your entire family has been looking forward to this trip and are anxious to arrive. However, the beach is far from your home and it will take most of a day to drive there.

You’ve done some initial planning using your GPS and have discovered that the beach is 520 miles from your home. You also know from your experience with previous, similar trips that you can cover about 65 miles per hour in your car. This means that, roughly speaking, it should take you about 8 hours to drive your family to the beach…or 520 miles divided by 65 miles per hour.

If you relate this problem to our previous discussion then it should be easy for you to recognize that your goal is to arrive safely at the beach. The 520 miles between your home and the beach is simply an initial estimate of the effort required to achieve that goal. And finally, the 65 miles that you expect to cover per hour is your forecasted velocity per hour, based on similar trips in the past.

Simple right?

## Simplicity, meet reality

If you’ve ever taken a long-distance trip then you probably know that trips are rarely as simple undertakings as they first seem. Although we may start our trip with the best-laid plans many unexpected events often emerge to disrupt those plans.

For example, your initial estimate of a traveling speed of 65 miles per hour most likely assumes that the majority of your time will be spent traveling at a constant speed on the interstate. But, few of us are lucky enough to have an interstate that runs directly from our front door to our favorite shoreline. As a result, you’ll most likely have to spend a bit of time at the beginning of your trip and the end of your trip traveling on secondary roads. This means that you should expect to travel less miles than you’d originally planned during those times, which means that you should also expect some variation in your speed throughout your trip.

In addition, even the most ambitious amongst us wouldn’t attempt an 8 hour trip with our families without a few short courtesy stops for everyone to stretch their legs. In fact, most of us would even grant a longer stop for lunch.

But most importantly, every great travel planner knows to expect the unexpected. Traffic jams, road closures, out-of-the-way detours, or even inclement weather can all emerge to slow you down while pleasant surprises like unexpected shortcuts can give you a boost in the right direction.

Any trip offers the possibility of unexpected developments, any one of which could affect your overall travel time. In fact, the longer the trip, the more possibility there seems to be for those plans to go awry.

## Remembering the goal

If you’ve ever taken a long trip, then none of the twists that I threw at you in the example above would have been surprising. Difficult road conditions? Sure. Inclement weather? Of course. Unexpected stops along the way? Absolutely.

But, if you’re like most people, when I gave you my first estimate of 8 hours of travel time, which I arrived at by simply dividing our expected effort by our average forecasted velocity, these types of issues were probably the furthest thing from your mind.

However, even with those unexpected developments, if you arrived at the beach safely then you’d likely still consider the trip a success. This because arriving at the beach is your ultimate goal, not the trip to it.

If your goal had simply been to drive 500 miles in your car, then you could have just driven 250 miles in one direction out of your front door, turned around, and drove 250 miles back. Or, if your goal had only been to spend 8 hours in your car, then you could have just driven in circles around your block for 8 hours.

When applied to analogy like this the idea of driving circles around your block for 8 hours and considering that a success seems ridiculous. “Of course I wouldn’t do that” you say, “the goal was to get to the beach…not to spend some arbitrary number of hours in my car driving aimlessly.”

But if this is the case, then why is it that so many organizations judge the success of their teams only on whether that team closed an arbitrary number of points in a given a timeframe with little regard for the work the team ultimately produced while earning those points?

The next time your organization holds a sprint review in which the focus is solely on the number of points closed rather than the value that those points delivered, remember: the destination is the goal, not the journey.

Want to learn more about how to make agile work on real teams? Check out my course, Agile in the Real World from Pluralsight, for tips and techniques to help your organization get the most out of their agile adoption.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

This post originally appeared on the PivotalTracker blog. One of the best things that you can do to help your team deliver great products is to make sure your entire team…

This post originally appeared on the PivotalTracker blog.

One of the best things that you can do to help your team deliver great products is to make sure your entire team is starting off on the right foot.

A great way to do this is by creating a team charter, which is a document that formally describes how a team will work together. But in order for a team charter to be effective, the entire team must be vested in its output. To accomplish this, they must be actively involved in its creation; otherwise, if the team feels like the charter has been forced upon them, they’ll be more likely to reject it.

If you’re lucky, all members of your team will be fully committed to your team.

## Defining How The Team Will Work Together

Team charters are often created as the team first begins to take shape and may persist across multiple projects throughout the team’s lifetime. While many of the specific details of a team charter may vary depending on the type of product the team is creating, the technology stack they are working with, or even the dynamics in play in their broader organization, generally speaking, most team charters will answer the following questions:

### What Is The Vision For The Team?

The team charter should clearly state what the team will accomplish together. For example, if your organization is making its first foray into the mobile space, then the team’s vision may be, “To successfully deliver the organization’s first mobile application to market.”

### What Are The Team’s Values?

The team charter should also define what qualities will be important to the team as they accomplish that vision. For example, does the team prize craftsmanship in the code they create, mutual respect across the entire team, or active learning and continuous improvement? Regardless of what values your team holds dear, asking them to actively consider and commit to those values greatly increases the chances that they will be upheld.

### Who Is On The Team?

If you’re lucky, all members of your team will be fully committed to your team. However, many teams must contend with members who are shared across multiple teams or who are available to their team but not actually a part of it. A team charter should clearly specify who is on the team and in what capacity to help address directly any ambiguity about each member’s availability.

This is also a great opportunity to clarify what the roles of each member of the team will be. Simple roles such as Product Manager, Engineer, or Tester are often more than sufficient to help the team start to form a picture of how it can work together, as well as help new members quickly orient themselves to who they will be working with.

### What Are The Ground Rules For The Team?

Finally, the team charter should clearly define what will be expected of each member while they are on the team. Often these expectations will be influenced by the values that the team stated earlier in the chartering process. For example, if your team values face-to-face collaboration across the team, then they may establish a ground rule that all members of the team are expected to work in the office during established core hours. On the other hand, if your team values individual responsibility, then they may establish a ground rule permitting working remotely, but clearly specifying by what communication channels each team member is expected to be available.

Regardless of what rules your team specifies, they should make it clear what is expected of each team member if they wish to remain in good standing with their peers.

## Keeping The Team Charter Relevant

While your team should periodically have the opportunity to revisit their charter to ensure that it accurately reflects the way they want to work, this should not occur too frequently. Your team’s charter should serve as a touchstone for how the team will operate and changing it too frequently will inhibit the team’s ability to absorb the way of working they’ve defined for themselves.

Ideally, revisions to the team charter will best occur alongside major milestones or other opportunities for reflection and long-term planning. For example, after your team ships a major release of their product might be a good opportunity to consider revising the team charter based on the team’s experience in the last release. Or, if your organization operates on an annual planning cycle, then this can also be an opportunity to revisit the team charter’s in preparation for the coming year.

Even if your team has already formed without the benefit of a charter, it can still be beneficial to go through the process of creating a team charter. Creating a team charter with a team that is already established can be a great opportunity to level set a high-functioning team to ensure it continues operating at optimal levels, or even to reboot a team that may struggling. In either case, creating a team charter can give your team the opportunity to identify and capture what’s working well as well as to voice their concerns about what isn’t.

## Getting The Most From Your Team’s Charter

Regardless of the terms that your team specifies for their charter, to get the most out of it the entire team must commit to respecting and honoring the terms they’ve agreed to. In addition, the team must also be committed to offering feedback on the charter and incorporating that feedback into future versions when opportunities for improvement arise.

If your team is committed to creating a charter that adds value to the way they work, and then honoring that charter after creation, then a team charter can be an excellent tool for starting your team on the right foot towards delivering a successful product.

Want to learn more about helping your team reach their true potential? Check out my course Scrum Master Fundamentals: Growing Yourself and Your Team for more tips on helping your team become their very best.

Don't have a Pluralsight membership? Try the entire Pluralsight course catalog free for 10 days here.

I recently received a great question from a viewer of my Creating Effective User Stories course. The viewer asked how she should approach writing user stories for team who would…

I recently received a great question from a viewer of my Creating Effective User Stories course. The viewer asked how she should approach writing user stories for team who would be creating APIs. For example, should the user story be written from the point of view of the API, such as “As an API, I want to…”, or should the persona portion of the user story be dropped entirely, focusing instead on only the intent and the justification.

As more and more teams find themselves tasked with creating APIs this is becoming a very common question. But luckily, there’s an approach to writing these types of user stories that can still help the team understand the intent of these stories without sacrificing their essence.

## APIs Aren’t People

Most of know that creating an API persona for these types of stories simply doesn’t feel like the right answer. But explaining exactly why this isn’t the right answer can be harder to put your finger on.

To better understand why this feels wrong we have to remember some of the goals of user stories. First and foremost user stories are intended to improve collaboration with your team. However, they also have additional benefits, as well.

One of these additional benefits is to help you understand how the features you are designing will benefit the intended users of your product. Note the keyword there: users. This is critical, since without first understanding the users of your product, you can’t hope to design the features that will yield the most benefit to those users.

Another additional benefit is that well-crafted user stories help you understand the ultimate value that each story will be creating. This can help you can better understand if that value is worth the investment required to bring that story to market as well as when would be the optimal time to make that investment.

Note that neither of these benefits are possible if you don't have a properly-crafted and realistic persona already attached to each story. The lack of a realistic persona not only impedes your ability to make the necessary prioritization decisions as a product owner, but it also deprives your team of the context they'll need to make better informed technical decisions along the way.

## Defining A Realistic Persona

So if creating a persona named API isn't the right choice for these types of stories then what is? The best choice is to identify the persona who will ultimately benefit from the value that the story will deliver and then attach the user story to that persona.

For example, imagine that you are creating an API that allows for conversions between different currency units. As part of this story you would like to convert between the Euro and the US Dollar. You could write the story as follows:

“As an API,
I want to convert between the Euro and the US Dollar”.

While this user story does convey the action that you wish to accomplish it lacks critical context. Who needs to do perform this action…the API? That's not very helpful. And what about the why?

While this story does tell the team what you want achieve, it lacks the necessary context to help the team make better decisions in development as well as to help you decide where this story fits in your overall product strategy.

## Understanding Who Stands To Benefit

Imagine that you discover that your API will be used by a commodities trading house. And furthermore, imagine that you have a persona called “Commodities Trader” who represents someone who trades global commodities. Let's revisit the story in this new light.

I want to convert between the Euro and the US Dollar,
so that I can better understand how the price of my target commodity will be affected by currency fluctuations.”

This version of the story gives us much more context to work with. For example, understanding that this conversion will be used for comparing currency valuations helps our team better understand what level of precision will be needed in their conversions. And understanding that this conversion is intended to be used for commodities trading gives you much more context as a product owner to understand where this story might fit in your overall product strategy.

For example, if the trading volume between the European Union and the United States is relatively low today then this story can probably be delayed in exchange for higher priority work. On the other hand, if this trading volume is currently high then your product would likely benefit from tackling this story sooner rather than later. And finally, since we now know who will be using the feature and why they will be using it, we now have more information to find other stories in our backlog that might complement this story and therefore should be delivered alongside of it.

## Putting This To Work In Your APIs

Features should exist only to yield value to your product’s users and ultimately your stakeholders. And user stories should exist to give your delivery team the context they need to make better informed decisions along the way. But without a well-crafted persona attached to each user story, you risk investing your team’s effort only to deliver stories that completely miss the mark for both your users and your stakeholders.

Want to learn even more ways to get the most out of your user stories? Check out my course, Creating Effective User Stories, for easy techniques that will have you writing better user stories today.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

This post originally appeared on the PivotalTracker blog. If you’re a product manager, user stories are a critical part of how you interact with your team. Nothing trumps a face-to-face conversation,…

This post originally appeared on the PivotalTracker blog.

If you’re a product manager, user stories are a critical part of how you interact with your team. Nothing trumps a face-to-face conversation, but the key to starting that conversation is a good story.

For example, imagine that your team is building an e-commerce site that enables college students to sell their books to other college students at the end of the semester. Rather than selling to an intermediary, such as a university bookstore, this site would let college students to sell their unused textbooks directly to their peers, thus allowing them to keep more of their profits. As a product manager, you might start the conversation with your team with this story:

As a college student

I would like to sell my old textbooks

so I can make money.

On the surface, this story seems to have all of the basic building blocks of a great user story. It clearly specifies a target persona that will benefit from the new capability described by the story, specifies what that new capability should be, and even describes what value the persona will receive from that capability.

But is this story enough to start the conversation with your team? What if there were a simple test that could tell you?

## Meet INVEST

Luckily, there is a practice that can help, and it’s called INVEST. INVEST represents a specific set of qualities that mature stories tend to exhibit. Although not every quality will apply to every story, the more qualities that your story exhibits, the more likely it is to be ready for consumption.

So what are these qualities? INVEST represents these six qualities that are often considered desirable in a user story:

• Independent: The story can be delivered independently of other stories. Note that this doesn’t mean that stories can’t have prerequisites, only that the stories may not be so coupled that they must be delivered in parallel.

• Negotiable: While we prefer stories written in a clear and unambiguous language, stories should not be written to such a level of detail that they become overly restrictive and prevent your team from arriving at the best solution themselves.

• Valuable: Every story that’s delivered should make your product more valuable—period.

• Estimable: Every story should provide enough information to equip your team to make a reasonable estimate of that story’s complexity. This is because whether or not we can estimate a story’s complexity is often a great indicator of how well we actually understand that story.

• Small: Smaller stories are easier for your team to understand and therefore are simpler to deliver. Plus, the smaller a story is, the less risk that may be lurking under its covers.

• Testable: For each story that you write, you should be able to determine whether what was delivered met your expectations. To do this, the story must be written in a clear enough manner as to remove any ambiguity of what the end result should be.

Let’s look again at our story from before, but this time through the lens of INVEST.

As a college student

I would like to sell my old textbooks

so I can make money

For example, does “sell my old textbooks” describe a story that is small and independent? Perhaps not. Although this higher-level description does leave room for negotiation of how your team can best deliver the story, a more specific description may better enable that negotiation. What if you revised this story to better reflect how a college students may sell those textbooks?

As a college student

I would like to list my old textbooks for sale

so I can make money

This new version provides your team with a more refined vision for this capability that not only reduces the ambiguity and scope of the story, but also makes it more estimable because the team now has a better idea of what you have in mind. And because the story is now more clearly defined, it’s more testable, too.

But what about value? Is making money really the ultimate value that this story might yield to the college student? That’s definitely an end result, but this value statement doesn’t necessary add context to the story. Great value statements help your team better understand the why behind the story by providing clues to what a user might stand to gain after the story has been delivered. Let’s try to rework this story’s value statement to make that more clear.

As a college student

I would like to list my old textbooks for sale

so I can sell my textbook to the highest bidder.

That’s better. Your team now has a clearer understanding of what value the story will yield to the user once it’s delivered, which will provide clues to the complexity that may be inherent in this story. This additional context will better enable your team to negotiate tradeoffs that may allow them to deliver the story more effectively.

## Getting more from INVEST

So now that you’ve seen what the individual qualities of INVEST are, let’s talk about how you can use INVEST to improve the quality of your own stories. To do this, we’ll start by talking about what each of these qualities has in common.

Next, notice that many of the INVEST qualities seem to support other qualities. For example, smaller stories naturally lead to more testable stories because smaller stories naturally become more concise and less coupled to other stories. Additionally, smaller stories also tend to be more estimable because these stories are naturally easier for a team to understand.

But not all qualities set up such a natural, virtuous circle. In fact, some qualities act as a balancing force to other qualities. For example, while in general we may prefer smaller stories, we don’t want to create stories that are so small that they don’t yield any meaningful value. For example, we want to avoid breaking stories into such small pieces that each piece is too small to move the product forward on its own.

## Putting INVEST to work for you

Ensuring that your stories adhere to the qualities described by the INVEST technique can result in significant improvements to not only your stories but also your own communication with your team. But where should you start?

By applying INVEST to those stories that are on deck for your team to deliver—and applying this technique at the right time—you can dramatically improve the level of communication between you and your team, which will dramatically improve the quality of the product that your team ultimately delivers.

Want to learn more ways to help your team get the most out of user stories? Check out my course, Creating Effective User Stories, for easy techniques that will have you writing better user stories today.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

The growing demand for Scrum Masters has created an influx of new Scrum Masters into the role. And while most of those Scrum Masters have loved their new career, many…

The growing demand for Scrum Masters has created an influx of new Scrum Masters into the role. And while most of those Scrum Masters have loved their new career, many have found themselves wondering what’s next? Even if you’re happy in your role it’s normal to wonder what opportunities might exist beyond that role. In fact, you may find yourself wondering if there even is a Scrum Master's career path. If this sounds familiar then you’ll be happy to know that there is a career path for Scrum Masters…it just might not look quite like you expect.

Skilled Scrum Masters show an incredible amount of versatility, often adjusting their approach to meet the specific needs of their teams. This versatility makes the Scrum Master role an ideal jumping off point to a myriad of other career opportunities. But finding the right career path for you primarily depends on what facet of the Scrum Master role appeals to you most.

## Becoming An Agile Coach

Often Scrum Masters are so pleased with the positive effect that an agile approach has had on their teams that they want to bring this approach to their entire organization. If this sounds like you and you’d like to be catalyst for changes inside of your broader organization than becoming an agile coach may be the right path for you.

To be successful, you’ll need to develop the ability to coach at higher levels in the organization than you do as a Scrum Master…often at the executive level. You’ll also want to familiarize yourself with concepts such as business agility to better explain how an agile approach can benefit even the non-technical functions in your organization as well as become well-versed in change management strategies since introducing a significant change to a large organization is not for the faint of heart. Finally, it can also be beneficial to broaden your exposure to agile methodologies beyond Scrum so you have a wider variety of tools at your disposal in your agile toolbox.

## Making The Move to Product Owner

Sometimes Scrum Masters find what really appeals to them about the Scrum framework is how it enables them to deliver better products to their users. If you find yourself most fascinated by the end product your team is creating as well as understanding whether that product is actually meeting your users’ needs then the Product Owner role may be the right move for you.

Product Owners who have a background as a Scrum Master can be incredibly empowering to their teams. This is due not only to their deep knowledge of the Scrum framework, but also to the perspective that they’ve gained during their role as a Scrum Master. This perspective can better equip Product Owners to understand exactly what their Scrum teams need from them. This insight can be incredibly valuable as you work to find the right balance between setting a clear direction for your team but also giving them the freedom to identify better solutions as they emerge.

However, remember that each of the 3 roles on a Scrum team are defined as peers. Therefore you should be careful not to consider a move to the Product Owner role as a promotion above the Scrum Master role. In healthy teams, a move between these two roles would simply be considered a lateral move with the benefit of adding another facet to one’s Scrum experience.

## Becoming A Manager

Often when agilists think of managers we picture pointy-haired Dilbertesque bosses forcing mundane tasks on their employees without a care for the well-being of those employees. However, while there certainly are managers that fit this description, generalizing all managers in this way would be unfair.

There are many excellent managers who regularly demonstrate a high-degree of empathy for their employees, a well-refined sense of emotional intelligence, and a sincere desire to help their employees grow both personally and professionally.

If this sounds like a path that may appeal to you then many of these same skills that you developed as a Scrum Master will transfer well. Combine this with the team facilitation skills that you’ll also develop as a Scrum Master and you can be well on your way towards a fruitful career as a manager.

## Furthering Your Investment In The Scrum Master Role

Finally, it’s important to understand the Scrum Master role doesn’t always have to be a stepping stone into a new career. Many Scrum Masters have found that they enjoy the role so much that they desire nothing more than to simply spend their career as a Scrum Master. In fact, many organizations are now changing how they think about this role to help enable these types of individuals.

For example, many organizations have introduced a Scrum Master career ladder often culminating in a Senior Scrum Master position. As Scrum Masters progress along this ladder they gain more and more responsibility by working with multiple teams, working with teams at different skills levels in their agile journey, acting as an agile advisor to their broader organization, or even serving as a mentor to more junior Scrum Masters.

In addition to this role, many organizations who have endeavored to scale Scrum also have created roles specifically to enable this scaling process. Sometimes referred to as a Chief Scrum Master, this role is often tasked with assuming responsibility for the entire scaled Scrum implementation as well as for identifying and addressing any scaling dysfunctions that may occur as the organization grows.

If you find that you simply really love the act of being a Scrum Master, then either of these opportunities may appeal to you.

## Finding The Right Path For You

Becoming a Scrum Master can be the first step in a long and rewarding career that can offer many different career paths over time. Whatever path is right for you, you can be sure that the skills and relationships that you’ll develop as a Scrum Master will serve you well on that journey.

Want to learn more about building a great career as a Scrum Master? Check out my course Scrum Master Fundamentals – Growing Yourself and Your Team to learn more about the career options available to Scrum Masters and how you can plot the perfect career for you.

The surge in demand for Scrum Masters has led to a wealth of available job opportunities for motivated Scrum Masters. This means that if you’re a budding Scrum Master anxious…

The surge in demand for Scrum Masters has led to a wealth of available job opportunities for motivated Scrum Masters. This means that if you’re a budding Scrum Master anxious to break into this new career, or an experienced Scrum Master just looking for a new challenge, then this is a great time to be on the market. But with all of the Scrum Master jobs available, how do you know which job is right for you?

One of the best indicators of whether or not a Scrum Master job is right for you is how an organization’s view of the Scrum Master role aligns with your own view of the role. While the responsibilities of the Scrum Master role are clearly defined in the Scrum Guide, the lightweight and non-prescriptive nature of the Scrum framework often leads to many organizations taking wide latitude with how they interpret this role. And this interpretation may or may not align with your own interpretation.

Luckily, there are four simple questions that you can ask to help determine if you and a new organization are a match made in heaven, or if you may be in for a nasty surprise your first day on the job.

## Question 1: How Do You Measure A Scrum Master’s Success?

One of the most common surprises you might find with a new Scrum Master position is when the organization views the Scrum Master role simply as a rebranded project manager. In these instances, you may find that your goals for your new position don’t align with your organization’s goals.

One of the best ways to identify if such a discrepancy exists is by asking how the organization measures the success of their Scrum Masters. Organizations who are simply treating the Scrum Master role as a rebranded project manager will often cite criteria as to whether or not the Scrum Master’s team is delivering the work expected of them on-time and in-budget, how well the Scrum Master is pushing the team to meet previously agreed upon deadlines, and if the Scrum Master is increasing the team’s velocity sprint-after-sprint. While the organization may feel that they find value in each of those criteria, many of those criteria still carry the smell of a command and control approach to software delivery, not to mention that they also mistakenly equate a team’s busyness with the value that they produce.

In contrast, organizations who have a healthier perspective on the Scrum Master role might cite criteria that could indicate that the Scrum Master is enabling their team to improve as a unit. For example, is the Scrum Master actively working with the broader organization to help them understand how they can better support the team, is the team becoming more self-sufficient and self-managing, and is the team’s overall throughput improving and their velocity stabilizing. Each of these criteria can indicate a Scrum Master who is actively improving the way their team operates and laying the groundwork for sustainable improvements to how their team delivers value to their organization.

But to truly know how deeply the organization understands this difference, you should also pose this same question to the existing Scrum Masters in the organization. Most large organizations will already have several Scrum Masters on staff. And, if there are already Scrum Masters in the organization, then they should most certainly be part of the interview process.

This is a great opportunity to also ask those current Scrum Masters how their success is measured in the eyes of the organization. If the answers given by the Scrum Masters differ significantly from the answers given by the organization, then this could be an indication that the organization hasn’t made their expectations clear to the Scrum Masters and that they don’t truly understand how they are being measured.

## Question 2: What Is Your Career Path For Scrum Masters?

Another indicator of whether or not an organization is the right fit for you can be how they view the career path of Scrum Masters. But to know this, you first have to understand what you ultimately want from the Scrum Master role.

The versatility of the Scrum Master role makes it uniquely well-suited to serving as a jumping off point to other longer term career aspirations. For example, if you desire to broaden agile adoption across your organization, then the deep agile knowledge and facilitation skills that you gain as a Scrum Master can serve as an excellent step towards becoming an agile coach. On the other hand, if you find that you are most interested in the outputs that your team produces and how those outputs ultimately provide value to your stakeholders, then a career in product management may be in your future. Or finally, if you discover that you simply enjoy working closely with development teams and enabling them to continuously push the envelope of what they’re capable of, then simply continuing to pursue a mastery of the Scrum Master’s craft may be your goal.

Regardless of your long-term career aspirations, you should confirm that the career ladder available at your new organization will enable those aspirations. Often this can be learned by simply asking what an organization’s career path is for Scrum Masters.

If you desire an eventual move into product management, then you might seek an organization who encourages Scrum Masters to move laterally into other parts of the organization, such as business analysis or product management. On the other hand, if your longer-term aspirations are to become an agile coach, then you might seek an organization whose career ladder gradually increases the responsibility of Scrum Masters into broader areas of the organization until those individuals are acting as executive level coaches. Or, if you’re one of the many Scrum Masters who simply loves the role of Scrum Master and wants to continually refine their craft, then you might seek an organization with multiple levels of the Scrum Master role. These Scrum Master career ladders, which often culminate in titles such as Lead Scrum Master or Senior Scrum Master, are designed to a grow a Scrum Master’s skills by gradually increasing their responsibility by giving them responsibility for more teams, teams who are new to or who are struggling with their agile adoption, or even responsibility for training and mentoring more junior Scrum Masters in their organization.

Whatever your long-term career aspirations are, you’ll want to be sure to find an organization that will enable and support those aspirations long into the future.

## Question 3: What Is A Day In The Life Of A Scrum Master?

One of the best ways to understand how the organization views the Scrum Master role is simply to ask the organization’s other Scrum Masters.

Asking each Scrum Master to describe a typical day can give a lot of insight into the expectations of that organization’s Scrum Masters. For example, do the Scrum Masters speak mostly of removing impediments for their team or do they seem to be more focused on teaching their team to remove these impediments for themselves. Or, do the Scrum Masters speak of leading the various Scrum events for their team or do they position themselves as a facilitator who helps their team get the most from these events. Listening to not only what activities the Scrum Masters describe, but also for subtle cues in how they describe them can be very revealing of the Scrum Master’s true role in the organization.

And, as with previous questions, turning this question back on the organization can reveal how well the organization understands how the Scrum Master role functions in their organization. If you find that the organization’s description of the daily activities of a Scrum Master differ significantly from what the Scrum Masters describe, then this may be an indication that the organization doesn’t truly understand the challenges their Scrum Masters are facing each day.

## Question 4: What Are You Looking For In Your Next Scrum Master?

Finally, if you are fortunate enough to meet other Scrum Masters in the organization during the interview process, then you can also use this opportunity to gain insight into how well those Scrum Masters are currently functioning as a team.

For any lasting change to take effect in an organization, there must be multiple Scrum Masters acting in concert to enact that change. This not only enables those Scrum Masters act as a chorus of guidance to the organization, rather than as a single lonely voice, but it also allows each of those Scrum Masters to reinforce that same guidance across multiple teams in the organization.

But in order for this to happen, it takes more than just multiple Scrum Masters in the same organization…those Scrum Masters must be acting in a coordinated effort. One of the best ways to understand how well-coordinated this effort is is to ask the other Scrum Masters what they are looking for in their next Scrum Master.

Asking this question helps you understand how introspective the current team of Scrum Masters are about their strengths and weaknesses. A mature team of Scrum Masters will be very introspective which will allow them to identify gaps in their skills across the team. For example, the team may understand that while they have a strong grasp of the Scrum framework, they lack significant experience with other agile methodologies like Kanban. Or while the members of the team may feel very comfortable coaching at the team level, they may lack the skills to coach effectively at the executive level.

A mature team of Scrum Masters will be introspective enough to identify opportunities for improvement and will be actively seeking to fulfill these opportunities gaps with the next addition to their team.

## Making Your Next Move The Right Move

Considering any change in employment can be a stressful time. This is especially true when that change involves a role that can be as widely interpreted as the Scrum Master role. But by understanding what you truly desire from your next opportunity, as well as asking the right questions to help you learn whether or not your new organization will support those desires, you can greatly increase your chances of making your next change a successful one.

Do you want to learn the skills that you'll need to ace your next Scrum Master interview? Check out my course series, Using the Scrum Framework, to learn how to set yourself apart as a Scrum Master and help your team reach their highest potential.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

This post originally appeared on the PivotalTracker blog. Most agile teams work in iterations, especially those teams that follow a cadenced approach, such as scrum. And why not, since an…

This post originally appeared on the PivotalTracker blog.

Most agile teams work in iterations, especially those teams that follow a cadenced approach, such as scrum. And why not, since an iteration-based approach provides many advantages to teams. But while there’s little argument concerning the value of iterations, finding the right iteration length for a team is no small feat.

But, even after finding the right iteration length, some teams start to wonder if the length they once thought was so perfect is still the right choice for them. Perhaps they’re lured by the promise of the greater efficiency of longer iterations, or the greater responsiveness of shorter iterations call to them like a siren’s song. Whatever the reason, it inevitably begs the question: can a team change the length of their iterations in the middle of a project?

If your team happens to be pondering this same question, then you’ll be happy to know that the answer to this question is a resounding, “Yes!” It’s completely acceptable for teams to change the length of their iteration in the middle of their project and it actually happens more often than you might think. But while changing iteration lengths in the middle of a project can be done, it’s not a decision that should be taken lightly. Luckily there are a few things that can improve your odds of success if your team is considering heading down this path.

## Preparing Your Team for the Change

Any change to how your team works will require time for them to absorb. This is true whether that change is the adoption of a new piece of the team’s technology stack, a new technical practice, or even a new team member. Even if the change is ultimately a positive one, don’t be surprised if your team’s output dips a bit while they become accustomed to this new way of working. This is especially true when changing your iteration length, since you’re fundamentally altering the timebox in which your team works.

The first thing you’ll need to do to prepare your team for this change is to help them understand how their planning activities will also need to change. For example, your team is probably conducting a planning session at the beginning of each iteration to select and plan their work for the upcoming iteration. And they’re also probably holding a review session at the end of each iteration to review their work and ensure that they’re on track to delivering what their customer needs.

If you are shortening the length of your iteration by half—e.g., from two weeks to one week—then you can expect that the duration of the accompanying planning and review sessions will also be shortened by half. For this to be successful, you must make sure your team understands that this shortened planning duration means that they’ll need to be more efficient during those sessions in order to accomplish everything they need to within the time allowed. A team that shortens its iteration length but continues to spend just as much time in planning sessions gains nothing and actually loses efficiency as now a smaller percentage of their time is spent actually producing value.

On the other hand, if your iterations are becoming longer, then you’ll need to prepare your team for the reality that they’ll now need to spend correspondingly more time in their planning and review sessions. For example, imagine that your team is currently working in two-week iterations but decides that three-week iterations are a better fit. If your team is currently spending four hours on the first day of each iteration planning their work for the next two weeks, then you’ll need to prepare them to spend roughly six hours planning their work on the first day of every iteration moving forward. While most teams will, at least superficially, understand the need for correspondingly longer planning sessions to accommodate the larger undertaking of work, *understanding* a six-hour planning session and *participating* in a six-hour planning session are two entirely different things.

## Predicting the Result of the Change

But once you’ve prepared your team for this change, how do you understand the effects it will have on your project? A team’s velocity is often treated as one of the major indicators of a project’s success. And while we understand that velocity is not our goal, tracking a team’s trend in velocity over the past few iterations can be a powerful tool for forecasting the capacity that we can expect from that team in the future. But how can we predict the change in our team’s velocity after we’ve altered their iteration length?

It can often be tempting to simply extrapolate a team’s change in velocity based on the corresponding change in the team’s iteration length. For example, if your team has an average velocity of 50 points per iteration using two-week iterations, then it would stand to reason that that same team should produce 100 points per iteration using four-week iterations, right?

Maybe. Or, maybe not. Extrapolating a team’s new forecasted velocity based on the change in their iteration length may be a good place to start, but the actual effect of that change is rarely that simple.

A lot of factors can affect a team’s velocity from iteration to iteration, and the actual result of a change in iteration length may not be reflected in that team’s velocity for several iterations. This means that while your team’s velocity *will* change as result of a change in iteration length, *how* it will change will be tough to predict. For this reason, you’ll need to be prepared to expect the unexpected for the first few iterations under the new length as well as be prepared to account for this change in velocity in your longer term project planning.

## Making the Most of the Change

While you won’t want to alter your team’s iteration length on a regular basis, the occasional change can be not only successful but even a very positive change for your team.

However, this change shouldn’t be taken lightly and your team will need your help to make it successful. By preparing your team for a change in iteration length using the tips above, you can help ensure they make the most of this new new change to their workflow.

Want to learn more about how to make agile work with your team when things don't go as expected? Check out my course, Agile in the Real World, for tips and techniques for making agile really work in your organization.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

“Can’t we just combine the Scrum Master and Product Owner roles?” If you’ve been around new Scrum teams for any period of time then you’ve likely heard this question more…

“Can’t we just combine the Scrum Master and Product Owner roles?”

If you’ve been around new Scrum teams for any period of time then you’ve likely heard this question more than once. In fact, it might even sound as if it makes sense. After all, at first glance, the roles actually appear very similar. So similar, in fact, that one might believe that there may even be efficiencies to be gained by doing so.

But, if we look closer, many of these similarities only appear because these two roles are the only roles on a Scrum team which are not developer roles. In fact, that’s where the similarities end.

## Creating a balance

While the roles may at first appear similar, in actuality they have very different focuses. The Product Owner is focused on the value that the team will produce and how to select the work that will ultimately enable that value. The Scrum Master, on the other hand, is focused on how to enable the team to deliver the work that the Product Owner chooses most effectively. This means that separating these roles between two individuals helps to strike a productive balance. This balance enables the team to produce value for their organization but to do so in such a way that ensures the long term creation of that value, such as working at a sustainable pace and keeping the level of technical debt in check.

On the other hand, when these roles are combined into a single individual often that individual will gravitate towards the role they are most comfortable with while starving the responsibilities of the other role. For example, if the individual is most comfortable in a technically-oriented role then they may gravitate towards those responsibilities of the Scrum Master that support and enable the Development team while ignoring the value maximizing responsibilities of the Product Owner.

## Making the most of two roles

While ensuring that the Scrum Master and Product Owner roles are properly split across two individuals is a necessary ingredient to creating a high-performing Scrum team, there’s more to making the most of these roles than simply splitting them.

Often the tension created by attempting to balance the competing priorities of these roles leads to teams viewing the roles themselves as competitors. However, this simply isn’t true. While a healthy tension should exist between a skilled Scrum Master and Product Owner, these roles should complement each other rather than compete.

But, it’s also important to remember that the Scrum Master is not simply an assistant to the Product Owner, either. While the Scrum Master may help the Product Owner fulfill certain responsibilities, if both agree that doing so would be effective, this in no way implies that the Scrum Master should be subservient to the Product Owner. All members of a Scrum Team are considered to be equal which means that regardless of their roles in the organization, in the context of the Scrum team, the Scrum Master and the Product Owner are peers.

## Resisting the temptation

While the temptation may exist to combine the Scrum Master and Product Owner roles, remember that these roles were intentionally designed as separate roles. Respecting this separation of responsibilities helps to ensure that your team will benefit from the the full value that each of these roles are designed to provide, which will bring them one step closer to becoming a high-performing Scrum team.

Want to learn more about how to overcome the most common problems faced by agile teams? Check out my course, Agile in the Real World, for tips and techniques for making agile really work with your team.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.

There’s no doubt that the Scrum Master role has been in the spotlight lately, even being named one of the top 10 most promising careers. This has garnered so much…

There’s no doubt that the Scrum Master role has been in the spotlight lately, even being named one of the top 10 most promising careers. This has garnered so much attention that the role has even begun to attract those from outside of the technology industry. In fact, several individuals have recently reached out to me expressing interest in breaking into the Scrum Master role without experience as part of an agile team or even in technology, in general. If you would love to break into the Scrum Master role but simply don’t have the experience, then don’t despair…finding your first job as a Scrum Master may be easier than you think.

## Getting Certified

For better or worse, holding at least an entry level Scrum Master certification is a prerequisite for almost any Scrum Master position today. While the value that some certifications yield may be debatable, their requirement is omnipresent in almost every Scrum Master job posting.

Luckily, the surge in demand for these certifications has resulted in several different options for finding the certification path that’s right for you. The two most dominant options are the Certified ScrumMaster® (CSM) certification offered by Scrum Alliance® and the Professional Scrum Master (PSM) certification offered by Scrum.org. Both certifications are based on the Scrum Guide, which is the standard reference point for learning the Scrum framework, and both certifications offer paths towards more advanced certifications beyond the entry level certification.

The major difference in these certifications is how they’re earned. To earn the Certified ScrumMaster certification you must attend a two-day in person training class offered by a Certified Scrum Trainer, who is licensed by Scrum Alliance. After completing this class you will be eligible to attempt a certification exam which will allow you to earn the Certified ScrumMaster® certification.

On the other hand, while similar two-day in person training classes are offered by Scrum.org licensed Professional Scrum Trainers, the attendance of such a class is not a mandatory prerequisite before attempting Scrum.org’s own Professional Scrum Master certification exam.

## Preparing For The Exam

The option to purchase a Professional Scrum Master certification attempt directly from Scrum.org without the need to incur the cost of attending a live class makes this path a very attractive option for those who are seeking a more economical option to certification or for those who simply do not have access to live training in their local area. Be aware, however, that Scrum.org’s exams can be quite rigorous and are not for the faint of heart. The Scrum.org training courses are of very high value, so if you’re considering attempting the Professional Scrum Master exam without the benefit of attending one then you’ll want to take a few steps to prepare yourself.

As a first step, you’ll want to take some time to review the Scrum Guide in depth to make sure that you understand the rules of the Scrum framework. In addition, you’ll also want to familiarize yourself with what is actually part of the Scrum framework versus what complementary practices you may have simply attributed to the Scrum framework. For example, are Story Points part of the Scrum framework? If you think that they are then you may need to spend some time reviewing the Scrum Guide.

Next, you’ll want practice the Open Assessments that are available for free on Scrum.org’s website. While the assessment questions on the actual exam tend to be more difficult than those found on the Open Assessments, practicing the Open Assessments will help you familiarize yourself with the language and format of the questions that you’ll encounter on the actual exam. Note that Scrum.org makes several different Open Assessments available so you’ll want to consult the PSM I certification page to learn which Open Assessments will be the most helpful for preparing you for your certification.

Finally, you’ll want to take some time to understand how the rules of the Scrum framework play out in practice. A great place to start is Pluralsight’s Using the Scrum Framework Learning Path, which will introduce you to not only the mechanics of the Scrum framework, but also to how those mechanics can be applied inside of your team. Many budding Scrum Masters have used this path to successfully prepare for earning their PSM I certification and you’re likely to find value in it, as well.

Once you’ve learned the basics of the Scrum framework then it’s time to start sharing your thoughts on Scrum with the world. A great way to do this is with your own blog where you can share your evolving thoughts on the Scrum framework and how it can help teams be more effective. If you don’t yet have thoughts on how Scrum can help teams then don’t worry, simply using the blog to document your own learning process as you learn more about the Scrum framework can be a great first step.

You can even use this as a platform to share your thoughts on any agile-related books that you’ve read or to work through open questions that you may still have about the Scrum framework. Whatever the content is, you’ll be amazed at how simply taking the time to write and formulate your thoughts will help you better crystalize your own understanding of Scrum. In fact, simply documenting your own experience earning one of the certifications mentioned above can be a great starting point.

There are a lot of options available for starting a blog so don’t let a lack of experience with blogging stop you from doing so. While you may think of a blogging as hosting and managing your own blog at your own domain, third party publishing sites such as LinkedIn and Medium can making the process of starting your own blog nearly instantaneous. These third party platforms can also remove the headaches that inevitably come with having to manage your own platform and will even give you immediate access to an interested audience rather than having to build a following from the ground up.

But speaking of audience, remember that the size of your audience isn’t important. Your blog is an opportunity for you to showcase your thoughts and passion regarding the Scrum framework and the Scrum Master role. Organizations that are hiring Scrum Masters will be most impressed with your passion for your craft and your initiative to share that passion with the world, not by the size of your audience.

## Meeting People

More than anything else, the Scrum Master role is about interacting with people, and there’s no better way to do that then to find like-minded individuals who share your passion for Scrum. Sometimes, simply knowing the right individual at an organization is all it takes for you to get your chance at your first Scrum Master position. But where do you find these individuals?

Start with where they tend to gather. A great starting point is attending the agile related sessions at small regional conferences. Many agile conference sessions are interactive so they can be a great opportunity to meet others in the Scrum Master role. In addition, most major cities offer agile meetups where agile practitioners can meet regularly to discuss advancements in their field. Make it a point to become a regular attendee of your local meetup and you’ll inevitably start to meet others who can help you get your big break.

But there’s actually a way to take this a step further. Many agile companies are proud of their new way of working and are happy to open their doors to others who might benefit from it. Find out which companies are the agile thought leaders in your area and reach out to those companies. Ask if they would be open to you shadowing one of their Scrum teams for a few days to learn how Scrum works in practice, similar to an unpaid internship. You’ll be surprised at how many companies are open to these types of arrangements and are more than happy to allow you to sit in on a few of their Scrum events to see their team in action.

Doing this will not only give you first-hand experience as to how the Scrum framework is often implemented in practice which you can speak to during your next interview, but the connections and friendships that you form during that time might very well lead to your first Scrum Master opportunity.

## Taking That First Step

While the steps I’ve discussed above are best followed in the order that they’re presented they can be taken in whatever order makes the most sense for you. For example, if you have the opportunity to spend time with a high-performing Scrum team before you’ve earned your certification then certainly don’t let the lack of a certification stop you from doing so.

What’s important is that you take the first step that’s right for you and helps you come one step closer to fulfilling your dreams of becoming a great Scrum Master.

Do you want to learn more about launching your career as a Scrum Master? Or, are you an experienced Scrum Master who is ready to take your craft to the next level? Check out my course series, Using the Scrum Framework, to learn how to set yourself apart as a Scrum Master and help your team reach their highest potential.

Don't have a Pluralsight membership yet? Try the entire Pluralsight course catalog free for 10 days here.