Agile, Culture, Posts

Understanding the Team Culture & Requirements

As a coach, it is very complicated sometimes how the team takes into consideration the minute facts of coaching dynamics and delicacy of human emotions. The turf, as I call it, becomes very slippery for the coach to walk on if that’s the case. Agility comes from the fact that everyone should be on the same page about changes that are coming — the discipline in executing change and gaining acceleration sought by the organization.

The reality check – the coach would only take you to a certain point. As for teams’ lifelong learning, it needs to be set up for success and not to fail.

And you might ask what that thing which enables self-propelled interest of everyone as part of the agile team is? In a bit. But first, let’s look at this. An organization that wants to get on with Agile, they come with a pre-notion to learn something and learn something valuable, and their teams have mixed feelings. Some are experienced and expect to learn something new. And some have been with the organization for a long time, and now being pushed into learning something new. And some are new and excited to learn. And then few have higher expectations from the outcome after what they would learn and earn in return. It is, however, not the place and the position of the coach to make those assessments. But those scenarios create a lot of varied team dynamics and sometimes result in a state where agile efforts become ineffective. Any political maze could be a nightmare for the coach. And being transparent, open, and honest sometimes is a significant burden which the coach must carry on his or her shoulder. Though you cannot merely be quiet about it, there are few ways you can tackle them.

You cannot. That’s the short answer. Coaching agile teams don’t mean eliminating people. And especially those who show some reluctance in learning something new. Unlike other trades, where the skills are hard learned and hard earned without at the expense of the outcome; things work differently under the agile coaching world and not at the cost of the result as well. You learn from failures and mistakes and continue to improvise until you get it. If they didn’t get the first time around, you need to tell the individual that they should never give up. And yes, the fruits of labor will work out within the release cycle or by the time things look to come together from an integration perspective. And that’s the flexibility and ability we have in the structure for such a learning system.


  • Khanna, Manoj. “Understanding the Team Culture and Requirements.” Manoj Khanna, Manoj Khanna, 29 Jan. 2019,