【安卓】选择一名教练的指引-大规模敏捷LeSS

• Z时代
• 2024-01-10
• 分类：技术分享

选择一名教练的指引-大规模敏捷LeSS

• Guidelines for Selecting a Coach - Large Scale Scrum (LeSS)

一个好的培训师/教练会在你的LeSS实施过程当中发挥重要作用，使得效果显著。那么如何选择他们呢？你可以参考这些指引：

• A great trainer and a great coach will make a world of difference in your LeSS adoption. How to chose them? Use these guidelines:

拥有实践经验

• hands-on experience

确保你的培训师/教练在LeSS实施上拥有实践经验，包括作为内部的团队成员和外部的教练角色。避免那种完全不关心谁来教授的培训提供方，避免只懂理论知识的培训师，这些都帮助不了我们。

• Ensure your trainer/coach has hands-on experience of LeSS from both inside (as a team member) and outside (as coach). Avoid training providers who don’t care about who teaches, and avoid trainers with only theoretical knowledge. They aren’t useful.

选择个人，而非选择公司

• a person, not a company

选择教练服务就是选择该教练他个人，选择他身上拥有的独特能力。找到他并与他形成长期的合作关系，避免大型的咨询公司和培训公司。

• You are looking for a unique person. Great coaching is personal. Find your coach and form a long-term relationship. Avoid giant consulting companies and training companies.

对IT技术有深刻理解

• technical depth and understanding

LeSS需要追求卓越IT技术。技术、团队、组织决策都是紧密结合在一起的，你的教练需要有广泛且深刻的理解，避开那些技术不佳的人，他们过去通常都是PMI系的项目经理。

• LeSS requires technical excellence. Technology, team, and organizational decisions are spanly related and your coach needs to have this broad and deep perspective. Avoid people with no or limited technical expertise. These are often ex-PMI-project managers.

长期合作关系

• long-term engagement

LeSS实施是需要很长时间以及需要耐心的。找到那个愿意承诺并长期陪伴该实施的教练。避免选择一个任务驱动型的人，他们仅仅是来到，评论，批评，然后离开。

• LeSS adoptions require patience and take time. Find a coach that is committed to see your adoption through—for years. Avoid ‘drive-by’ coaches that come, comment, criticize, and go.

质量高于成本

• quality over cost

如果招聘了一个价钱较便宜但不符合以上几点因素的教练，是个得不偿失的愚蠢决定。这个LeSS实施大概率会有缺陷和失败，因为一个不好的教练一点帮助都没有。

• Hiring a cheap but bad trainer/coach (ignoring the previous factors) is truly penny-wise and pound-foolish. Flawed and failed LeSS adoptions are certainly possible; a bad coach doesn’t help.

不要把决定权委托他人

• don’t delegate the selection

  不要把这么重要的决定交给不直接参与其中的人员。避免将决定权交给另外一个部门，例如PMO，采购部，人力资源部，因为他们没有足够的参与程度来了解以上几点重要的因素。

• The decision is too important to leave to people who aren’t going to be directly involved themselves. Avoid delegating the selection to a separate department, such as a PMO, Purchasing, or HR group—they aren’t involved enough to see the important factors.

不要过分强调认证

• deemphasize certification

大多数人和课程的认证都是意义不大的。也许他们没有带来坏处，但他们也没有带来可靠的指引。显然以上几点因素更为重要。

• Most certification of people and courses is almost meaningless. It probably doesn’t hurt, but it’s not a reliable guide. The above points are infinitely more important.

对多个教练进行评估

• evaluate multiple people

最好的团队会在作出选择和形成长期合作关系之前，先对多个教练进行过评估。

• The best groups evaluated multiple people before making a decision and investment in a long-term relationship.

原文地址：https://less.works/coaching/g...

作者：Vaycent 孙维

邮箱：[email protected]

个人微信：hello_world_88

公众号：SeriousPlay4Agile

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