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Is this possible for from Non-IT DEPT TO IT DEPT AS SCRUM MASTER

Hey Ravi Sandhu, it was a pleasure to watch you after a long time after PSPO session "Guruji " It was a nice session on Product management and mindset.

Nice conversation.

I am interested to join your BA group

Hats off to your both!! You both have showed a way to so many people!!

First comment😊 Excellent session for the product owner and managers.. 😊

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Super Sunand Sir and Amit Sir . This was amazing. Wnat minute details and the use of words to answer !!! Taking a lot from you and hoping I ll get my SM job soon 🎉 thanks again from my heart Sunand Sir.

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Give the answers as well 😅

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Solutions Architect Handbook - 3rd Edition

Unclear understanding of business requirements, no proper communication with team members, lack of technical skillset

Amazing session by Apoorva. Thanks for the real-time questions Sunand.

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Sir very useful

Very informative 🎉

🎉🎉

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First like..

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Challenges

Then if that so, nobody can have career change, Interviewer should also in the situation of guaging persons talent. If everyone wants experianced with low salary, but nobody wants inexperianced who is willig to learn at less pay

Very Informative

A lot of factors. There is team maturity, skill set of internal candidate, complexity of the project, and time constraints.

Hi Sunand, If the circumstances permit then I would choose the option to make the internal candidate from existing team for the following reasons: 1. Product knowledge client expectations would be known hence learning curve would be short. 2. Existing relationships with the team. 3. Immediate joining 4. No last minute offer rejection 5. Help a team member to move up in their professional journey..

Can you plz share link of estimation technique I.e t shirt sizing technique’s video from your channel, I am not able to find

She is really APOORVA for Scrum Mastery and has great knowledge. She acquired phenomenal answers with composed content, whatever it could be.

Enabling internal candidate shows your coaching capability

In the environment that we are working in i believe the work does not have to stop & the goals should not be impacted. Continuity of each activity must exist. So there are 2 Opinions here! 1) A scrum master must identify the right candidate within the team & groom them month on month to be available as an Acting SM in absence of a Scrum Master or whenever there is a requirement of a Scrum Master but that depends of the member choosing their career path to becoming an SM. 2) If hiring is supposed to be outing the team, it is advisable to look for a fresh candidate & groom a scrum master to be more effective on a long term basis without impacting the current capacity/commitments from within the Team.

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What is the tool name for planning poker ?

Thanks Sunand! Good question.. Like many others who have already commented on this video. I would also assess the current requirement of the scrum master in terms of urgency of the project, and current skillset and knowledge of the existing team members. However, in my previous project we had onboarded people from outside as scrum master to support and run the project team’s daily scrum activities and support them. But this was due to the complexity and scale of the project. A team could also pick a scrum master from within the team and train them if the situation allows.

Hi Sunand @careersTalk , a quick question- Do we require risk burn down chart in SAFE as well? Or would ROAMing board suffice the need?

Option allows peer growth. At end of the day a scrum master needs to be mentor, servant leader. Mentoring a person who already understands the culture of the company and people around gives an edge of get things moving faster in the organisation. On the flip side hiring a right candidate with right attitude and getting him to understand and adjust is a task in itself. At end of the day, all that matters is how fast ROI on the product is what matters.

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Hand book -3rd edition.

It depends on how quickly you need that person to work as scrum master, if it is urgent requirement then will hire external candidate otherwise definitely will mentor existing person from organization as he or she is already familiar with client, company work culture etc.

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As a scrum master I would like to understand the team dynamics and their Agile Maturity level. If there is a potential and interested candidate in the team and ready to be mentored and coached I would take him, His experience and understanding of team dynamics , company culture would add benefit to the team. This would align with agile principles of continuous improvement and growth . The only con I can see is that transition period might be little hard for the candidate.. If the team needs immediate scrum master or I don’t see right candidate within the team then would suggest to hire a new scrum master as it’s freshperspective and experience

Definitely I will go with the first option as I already know the person I can easily coach him to become a scrum master. Reskilling the people and helping them grow will benefit both person and organisation making cost effective 😜