✨🙏

Super useful

Thank's for the video :) I don't quite understand the axes. What would agreement be in regards to a challenge for example? How much people agree that a challenge is a challenge at all? And would Certainty relate to potential solutions said challenge might have? Could you maybe give an example? it would be much appreciated :)

Thx for sharing this way for prople to present themselves to others. In my department, we are experiencing another restructuring and team's constelations has changed. So we are exactly now going through some kick-off prep work, and one exercise we invite team members to play with is "Manual of Me" which has many parallels with this one. Will try this format out sometime. Thx again!

Hi Carsten, many thanks also from me for the video. I don‘t understand how and when you go from the group and group work back to the whole group. Somewhere in the process the outcome of the group has to be shared to the whole audience, or not?

So simple good. I’ll try it home.

Thanks. Great explanation.

In times of new year, new budgets, new goals, new ambitions....it is often too common for corporations to push new team structures. A lot of shuffling, so facilitators "must" support people landing in their new constellations. I would say that the exercise you highlight in this video is vital for any new begining, for any new or "old" team!

Hi Carsten! I want to thank you for all the food for thought that you have given me with your videos during this 2024. I really appreciate the simplicity with which you explain things and the practicality of the exercises that you propose. So thank you for all the work you do because it helps me a lot to improve as a facilitator. ps: the Santa's helper costume suits you very well!😎😎

Toby Tarrant made it on Radio X originally!

Not all feedback is useful. "That is a horrible shirt" is useless feedback. "I like it more when your shirt isn't mainly black" is useful feedback. I actually loved your shirt BTW - and while that's positive and reaffirming - it is also useless because I didn't say what was good about it that you should repeat. If you wear the same shirt every video (eg this same Christmas themed shirt) while that might be great from late November through to very early January, or perhaps in just the right part of July/August - outside of those times it would be off-putting. "Why don't you like my Christmas shirt?" - "It's April" - that now becomes useful feedback. "Why did you like my shirt?" - "It's fun, and at the right time of year" - useful.

Great shirt. That statement is at least 2% true.

Hi! What other exercises would you use it with? The goal is to make the current work more effective (there are some overlapses)

Great video as always, Carsten. In my, albeit limited, experience the biggest fail I experienced was simply not meeting the energy of the room. I came in with a kind of excitement and motivation but, for whatever reason, the group just was not vibing. On reflection, I think it was a combination of the timing (after lunch) and the format (my session was an addendum to another, lesser related session), so I guess people were just not feeling it. It can be hard in those settings to change your energy in real time.

I like the stacy matrix ;)!

You are so underrated. Please don't stop! Thank you so much for all your videos!

Thank you for the brief summary.

Today's video resonates so much to some behaviours I've recently observed around my work playing field.

Thank you, I'm also reminded not to overuse metaphors for people with different cultures.😊

I guess I‘ll use it on a project soon. thx!

Hi Carsten , Thanks for the video : I like what you said about the interaction between process and relationships, but I’m wondering where systems and environments fit in-those are critical pillars for the success of the teams we coach. Where I disagree : My disagreement stems from the way you’ve framed this when you talked about stewardship in the process side , it feels as though you’re adopting a neutral stance, almost distancing yourself from responsibility. I think that’s one of the key reasons why agile coaching, particularly professional coaching, isn’t as effective as it could be. If you look at it from the perspective of a sports coach, they are responsible and accountable for the results of their team. In the same way, as agile coaches, we cannot remain neutral or focus solely on process. Ultimately, those relationships and processes influence the work and outcomes-the content, so to speak, we have to look at it from a systemic angle ,everything is related ,process and relations are going to impact content , That means, in a very real sense, we share responsibility for the results alongside the teams we coach. Positioning ourselves outside that sphere of responsibility, in my view, is a big reason why agile coaching has often struggled to deliver its full potential.” The more I look at it the more I think the best way is for us to define ourselves as system improvers

Good content. I suggest to look into lighting setups (to make your videos look more professional)

Thorough explanation, Carsten- clear and concise. Pyt! move on, go on with your life !! Tak for din video

Excelente explicación, logré entenderlo y aplicarl, muchas gracias, excelente aporte. :)

Thank you so much Lützen, your videos are always clear and easy. Unlike the liberating structures website :D

It's a really great visual alternative to what I am using now (a check list called "IDOART" learned at a facilitation class long ago) - thanks for sharing Katrine's cool idea!

Situational Assessment for a workshop is essential! I use 4 P’s Place: context context context Purpose: what output or deliverable do we want to have Participants: People needed to achieve the Purpose Parameters: logistics of time and place

Great presentation! I like the question for "signs of improvements" from different perspectives. Will try this out, also the "silent art" is new to me and I will look into it.

Very clear a thorough explanation, thank you for the video :)

What does drwaing with poistits on a whiteboard look like? (in an online setting) Can you post an example?

What a great simple exercise. Which also speaks to biases and misconceptions. Great for building psychological safety. PS can’t wait to talk about emotions with you 😂❤

Great video, thank you. I am not familiar with the model that you referenced when you pointed to the “hook”/squiggly bit on the y axis. Can you please share more about what that means?

Hey Carsten, I'm very intrigued by the Driver approach. It seems to focus on outcomes/target states rather than the actual steps. I'll definitely give it a try! I'm also curious about making the previous topics part of the voting. How does that happen? Do you put them next to the retro wheel? And if it gets voted, do you do another round of signs of improvement, or do you assign or reconfirm a driver? "My Default Retro" (1-4-2-5-7-8 😉) is based on the Tensions concept mentioned in the Loop Approach. I go around the (virtual) table at least once, allowing everybody to share and discuss one topic. No voting required. The downside might be that it's less structured or clear than, e.g., the retro wheel.

Thanks for this, and for the clear explanation. What if we want to drill down on the roles/responsibilities and connection points of those within the core group itself? I'm thinking expand the inner circle so we can see everyone/each team and then facilitated discussion (what is your role/what role should you/your team have? How are we working together now?...).

Thanks for a great explaination - as always. When I'm trying a new LS, I always go to your channel first to see if you have explained the structure. I'm so grateful your channel exists

Well explained champ❤ love from india

Well done on your consistency! I interact more with you on LinkedIn than here.

Great video!

Always a pleasure to learn from you!!

Congrats on 6 years and some nice stats Carsten, and thank you for all the tips :) . / Scrum master from Denmark

thx carsten for sharing your experience and knowledge so far! I've learned a lot from your videos and you have also often stimulated me to go deeper in the study of the topic you explain. So, keep on staying as curious and smart as you 've been so far!

I really like how you always look for feedback, that's why I invest time into writing it. As a software engineer for almost 20 years now, I am more and more unable to follow abstract talks like these... "improving", "examining", "process", "what does not work"... I had to repeat parts of the 4m video multiple times to just focus on what you are saying. I space out right away. Please try to always use examples for such talks. This is the only way you can capture the attention of a broader spectrum of your engineering viewers. We "talk to machines" all the time, so it's becoming much more difficult for us to follow what "humans" say. Only with an example would I be really able to follow what you're saying. Thanks, keep the good work up!

It would be great to annotate your videos a bit. It's not clear in the video what OSKAR even stands for, I had to view it twice to get it.

It's always good to start your videos by defining what you talk about, so that your channel attracts the beginners as well as the more well-versed. You didn't define what Kanban is or give a visual example. I see it all the time in JIRA, but I don't understand what you mean by "it's either Kanban or Scrum".

Such a nice video with beautiful drawings, thanks Carsten!

Thank you Carsten for your effort and smooth explanation. Please write (in the description) links to what you point to. I want to follow the other two videos you are pointing to, but I don't really want to go through 361 videos to find these.

Carsten, with a chart and visuals your briefing became easy to understand and given the confidence to attempt it soon. Thank you

Thanks, it increases transparency. What are your ways to push people who don't want to leave their comfort zone at all? Do you prefer to give up for a while or insist on that?

I am imagining this could be particularly good for a team that is struggling to work together - going to pitch this to stakeholder and see how I go ! thanks for the overview