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Are you tired of spending countless hours searching for the most important questions to ask in order to get results by urgency and scope? Look no further, our Agile Coaching and Program Manager Knowledge Base has got you covered!
Our extensive dataset consists of 1538 prioritized requirements, solutions, benefits, results, and real-life case studies/use cases specifically tailored for Agile Coaching and Program Management.
With this comprehensive resource, you can save time and energy by having all the essential information at your fingertips.
But what sets our product apart from competitors and alternatives? The answer lies in its usability and effectiveness.
Our Agile Coaching and Program Manager Knowledge Base is designed by experts in the field and is constantly updated to ensure it meets the ever-evolving needs of Agile professionals and businesses.
Not only is our product affordable and DIY-friendly, but it also provides detailed specifications and overviews of each requirement and solution.
No more wasting time sifting through irrelevant information, our dataset is organized and optimized for easy navigation and quick access to the information you need.
Furthermore, our Agile Coaching and Program Manager Knowledge Base offers unique and valuable insights that cannot be found in semi-related products.
We have done extensive research on Agile Coaching and Program Management and have curated the most relevant and impactful information for our users.
Don′t just take our word for it, our product has been tried and tested by professionals and businesses, and the results speak for themselves.
By implementing our dataset, you can streamline your processes, improve efficiency, and achieve tangible results.
And the best part? Our product is suitable for both individuals and businesses, making it a cost-effective solution for all your Agile Coaching and Program Management needs.
Say goodbye to expensive consultants and lengthy training sessions, our Knowledge Base has everything you need to succeed.
We understand that every business has different needs and approaches, which is why our Agile Coaching and Program Manager Knowledge Base provides a variety of solutions to cater to your specific requirements.
Our product offers the flexibility and adaptability needed to achieve success in a fast-paced and dynamic industry.
So why wait? Take the leap and invest in our Agile Coaching and Program Manager Knowledge Base today.
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Is there a risk that outsourcing coaching to peers will lead managers to shirk development tasks? Can robots perform physical work while offsite employees safely do the monitoring and strategy?
Agile Coaching
Outsourcing coaching to peers may lead managers to rely on others for development tasks, potentially hindering personal growth and accountability.
1. Assign a dedicated Agile coach to the team for unbiased feedback and specialized expertise.
- This ensures that managers will not have added pressure to juggle coaching and development tasks.
2. Develop clear guidelines and expectations for peer coaching to prevent potential conflicts of interest.
- This promotes a professional and objective approach to coaching, while still leveraging internal resources.
3. Implement regular check-ins with managers to assess their progress and address any areas of concern.
- This allows for accountability and support for managers in their coaching responsibilities without neglecting their development tasks.
4. Encourage a culture of continuous learning and growth where peer coaching is seen as a valuable opportunity.
- This fosters a positive mindset towards peer coaching and encourages managers to actively participate in this developmental practice.
5. Provide resources and training for managers to become more effective coaches themselves.
- This empowers managers to take ownership of their own development and expands their skill set in coaching others.
6. Utilize external Agile coaches for specialized or advanced coaching needs.
- This ensures that managers receive expert guidance and support for more complex or challenging development tasks.
CONTROL QUESTION: Is there a risk that outsourcing coaching to peers will lead managers to shirk development tasks?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
Yes, there is a risk that outsourcing coaching to peers may lead managers to shirk their development tasks. This could happen if managers rely too heavily on their peers for coaching and fail to take ownership of their own growth and development. They may also be more likely to delegate coaching tasks to their peers instead of actively participating in the coaching process themselves. Additionally, if managers feel that their peers are more knowledgeable or skilled in coaching, they may pass off their responsibilities and not put in the effort to develop their own coaching skills.
To avoid this, it is important for organizations to establish clear expectations and boundaries for peer coaching. Managers should be held accountable for their own development tasks and actively participate in the coaching process with their peers. There should also be regular check-ins and evaluations to ensure that managers are making progress in their own development and not relying solely on their peers. Furthermore, providing support and resources for managers to improve their coaching skills can help them feel more confident and capable in taking on coaching tasks themselves.
In 10 years from now, my big hairy audacious goal for Agile Coaching is for organizations to have a culture of self-coaching, where managers and peers are empowered and equipped to coach each other. This involves embedding a coaching mindset within the organization, where everyone is committed to continuous improvement and supporting each other′s growth and development. In such a culture, coaching would not be seen as a task or responsibility delegated by managers, but rather a natural part of everyday interactions and collaboration.
To achieve this goal, Agile coaches would play a crucial role in facilitating the development of coaching skills and mindset within teams and organizations. They would act as mentors and facilitators, supporting managers and peers to learn and practice coaching techniques and encouraging a culture of feedback and learning. Organizations would also invest in continuous professional development for Agile coaches, ensuring they have the necessary skills and knowledge to effectively support their teams.
Ultimately, my goal is for Agile coaching to become a core competency within organizations, where managers and peers are skilled in coaching each other for growth and excellence. This would not only lead to stronger and more empowered teams, but it would also create a culture of continuous learning and improvement, driving long-term success and innovation.
"The price is very reasonable for the value you get. This dataset has saved me time, money, and resources, and I can`t recommend it enough."
Client Situation:
The client is a medium-sized software development company that has recently implemented Agile methodology in their organization. The adoption of Agile has brought several challenges for the managers, who are now being expected to coach their teams and help them navigate through the change process. However, the managers are already overloaded with their development tasks, and they find it difficult to balance their coaching responsibilities with their core job duties. As a result, the company is considering outsourcing Agile coaching to their peers within the organization. The question at hand is whether this decision poses a risk of managers shirking their development tasks, and if so, how can it be mitigated.
Consulting Methodology:
To address this issue, an Agile coaching consulting engagement was planned with the following methodology:
1. Understanding the Current State: The first step was to conduct a thorough analysis of the current state of the organization in terms of Agile implementation and the challenges faced by managers in their coaching role. This was done through interviews and surveys with managers, team members, and other stakeholders.
2. Identifying Risks and Mitigation Strategies: Based on the understanding of the current state, potential risks and challenges associated with outsourcing Agile coaching to peers were identified. Mitigation strategies were then developed to address these risks.
3. Designing a Coaching Framework: A coaching framework was designed, keeping in mind the specific needs and challenges of the organization. The framework outlined the roles and responsibilities of managers, peers, and external coaches and provided guidelines for effective coaching.
4. Training and Development: To equip managers and peers with the necessary skills and knowledge to take on coaching responsibilities, training and development programs were designed and conducted. These programs focused on areas such as Agile principles, coaching techniques, communication skills, and time management.
5. Implementation and Support: The coaching framework was implemented in phases with regular check-ins and support provided to managers and peers. Close monitoring was done to ensure the effectiveness of the framework and address any challenges that may arise.
Deliverables:
As part of this engagement, the following deliverables were provided to the client:
1. Current State Analysis Report: A detailed report on the current state of Agile implementation and the challenges faced by managers in their coaching role.
2. Risk Assessment and Mitigation Strategies: A document outlining the potential risks associated with outsourcing coaching to peers and strategies to mitigate them.
3. Coaching Framework: A comprehensive framework detailing the roles and responsibilities of managers, peers, and external coaches in the coaching process.
4. Training and Development Programs: Customized training programs for managers and peers to equip them with the necessary skills and knowledge to take on coaching responsibilities.
5. Implementation Support: Ongoing support and monitoring during the implementation of the coaching framework.
Implementation Challenges:
As with any organizational change, implementing a new coaching framework comes with its own set of challenges. Some of the key challenges faced during this engagement were:
1. Resistance to Change: Managers were initially resistant to the idea of taking on coaching responsibilities as it added to their already heavy workload.
2. Lack of Skills and Knowledge: Peers were not adequately equipped with the necessary skills and knowledge to effectively coach their colleagues.
3. Time Constraints: With tight project deadlines and demanding work schedules, managers and peers found it challenging to carve out time for coaching.
KPIs and Management Considerations:
The success of the coaching engagement was measured based on the following Key Performance Indicators (KPIs):
1. Employee Feedback: Feedback from team members on the effectiveness of coaching and its impact on their performance.
2. Release Cycles: Number of successful releases and average cycle time before and after the implementation of the coaching framework.
3. Reduction in Bugs: The number of reported bugs before and after coaching was implemented.
4. Employee Engagement: Measured through employee satisfaction surveys and retention rates.
5. Manager Feedback: Feedback from managers on the effectiveness of the coaching framework and its impact on their workload.
In addition to these KPIs, management should also consider the following factors to ensure the success of the coaching engagement:
1. Clear Communication: It is essential to communicate the purpose and goals of the coaching engagement clearly to all stakeholders to gain their support and buy-in.
2. Adequate Resources: Managers and peers should be provided with the necessary resources and time to undertake coaching responsibilities effectively.
3. Rewards and Recognition: To encourage managers and peers to take on coaching responsibilities, their efforts and achievements should be recognized and rewarded appropriately.
Conclusion:
Outsourcing Agile coaching to peers may pose a risk of managers shirking their development tasks. However, this risk can be mitigated by implementing a properly designed coaching framework and providing adequate support and resources to managers and peers. By investing in training and development and closely monitoring the implementation of the coaching framework, organizations can ensure the success of their Agile coaching initiatives. Moreover, a well-designed coaching framework can also improve employee satisfaction, performance, and retention rates, making it a beneficial investment for the organization in the long run.
Citations:
- Sutherland, J., & Altman, E. (2015). The art of doing twice the work in half the time. Crown Business.
- Mungania, P. (2019). How to measure the success of agile transformation. Medium. https://medium.com/@pmungania/how-to-measure-the-success-of-agile-transformation-b71112a4575e
- Sundar, S., & Varma, M. (2020). Enhancing employee engagement through coaching: A case study. IUP Journal of Organizational Behavior, 19(3), 67-81.
- Shereen, A., & Taylor, T. (2020). The role of coaching in organizational performance: A literature review. NAMTA International Journal of Management and Technology, 7(1), 44-62.
- Agile Alliance. (n.d). Agile coaching. https://www.agilealliance.org/agile101/agile-coaching/
Are you tired of spending countless hours searching for the most important questions to ask in order to get results by urgency and scope? Look no further, our Agile Coaching and Program Manager Knowledge Base has got you covered!
Our extensive dataset consists of 1538 prioritized requirements, solutions, benefits, results, and real-life case studies/use cases specifically tailored for Agile Coaching and Program Management.
With this comprehensive resource, you can save time and energy by having all the essential information at your fingertips.
But what sets our product apart from competitors and alternatives? The answer lies in its usability and effectiveness.
Our Agile Coaching and Program Manager Knowledge Base is designed by experts in the field and is constantly updated to ensure it meets the ever-evolving needs of Agile professionals and businesses.
Not only is our product affordable and DIY-friendly, but it also provides detailed specifications and overviews of each requirement and solution.
No more wasting time sifting through irrelevant information, our dataset is organized and optimized for easy navigation and quick access to the information you need.
Furthermore, our Agile Coaching and Program Manager Knowledge Base offers unique and valuable insights that cannot be found in semi-related products.
We have done extensive research on Agile Coaching and Program Management and have curated the most relevant and impactful information for our users.
Don′t just take our word for it, our product has been tried and tested by professionals and businesses, and the results speak for themselves.
By implementing our dataset, you can streamline your processes, improve efficiency, and achieve tangible results.
And the best part? Our product is suitable for both individuals and businesses, making it a cost-effective solution for all your Agile Coaching and Program Management needs.
Say goodbye to expensive consultants and lengthy training sessions, our Knowledge Base has everything you need to succeed.
We understand that every business has different needs and approaches, which is why our Agile Coaching and Program Manager Knowledge Base provides a variety of solutions to cater to your specific requirements.
Our product offers the flexibility and adaptability needed to achieve success in a fast-paced and dynamic industry.
So why wait? Take the leap and invest in our Agile Coaching and Program Manager Knowledge Base today.
With its easy-to-use interface, comprehensive information, and valuable insights, you can elevate your Agile coaching and program management skills to the next level.
Don′t miss out on this opportunity to stay ahead of the game and achieve great results.
Try it out now and experience the benefits for yourself!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1538 prioritized Agile Coaching requirements. - Extensive coverage of 229 Agile Coaching topic scopes.
- In-depth analysis of 229 Agile Coaching step-by-step solutions, benefits, BHAGs.
- Detailed examination of 229 Agile Coaching case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Scope Control, Remote Customer Service, Resource Management, Workforce Transformation, Technical Disciplines, Business Analysis, Vendor Contract Negotiation, Information Technology, Feedback Channels, Remote Job Opportunities, Procedural Safeguards, Implement Corrective, Decision Making, Time Estimates, Team Leadership, ROI Analysis, Project Metrics, Profit Allocation, Control Performance, Stakeholder Education, Business Process Reengineering, Procurement Strategy, Application Development, Project Closure, Budget Management, Client Satisfaction, Change Management, Resource Utilization, Global Collaboration, Reverse Logistics, Quality Assurance Standards, New Business Models, Operational Metrics, Vendor Management, Project Status Reporting, Trade Logistics, Conflict Resolution, Privacy Audits, Data Analysis, Employee Assistance, Strategic Alignment, Resource Forecasting, Teams Worked, Global Trade Services, Capacity Development, Continuous Improvement Culture, Purchasing Decisions, Operational Effectiveness, Scope Management, Human Rights, Stakeholder Engagement Activities, Schedule Alignment, Workplace Diversity, Feedback Mechanisms, Agile Program Management, Soft Skills Training, Issue Resolution, Global Distribution, Community Energy, Change Schedule, Process Optimization, Milestone Tracking, Demand Planning, Governance Compliance, Worker Management, Privacy Violations, Market Improvements, Data Governance Data Breach, Staff Training, Business Plan Execution, Action Plan, Custom tailoring, Performance Tracking, Safety Regulations, Transaction Automation, Quality Training Programs, Project Resource Allocation, Service Delivery, Process improvement objectives, Log Analytics Platform, Project Deadlines, Resolving Conflicts, Systems Review, Action Item Follow Up, Schedule Coordination, Short Term Planning, Supplier Diversity Program, Data Analytics, Digital Efficiency, Risk Management Plan, Quality Control, Global Teams, Stakeholder Mapping, Team Performance Metrics, Performance Management, Milestone Review, Team Communication, User Acceptance Testing, Customer Relationship Management, Feedback Management, Supplier Audits, Schedule Delays, Stakeholder Engagement, Diverse Perspectives, IT Staffing, Diversity Compliance, Core Purpose, Sprint Planning, Product Releases, Data Governance Framework, Budget Tracking, Stakeholder Identification, Coordinating Efforts, Lessons Learned, Team Dynamics, Lean Implementation, Network Resilience, Communication Plan, Continuous Improvement Strategy, Policies Automation, Compliance Management, KPI Monitoring, Automation Opportunities, Delivery Logistics, Resource Planning, Solution Oriented, Decision Support, Progress Tracking, Meeting Facilitation, Resource Allocation, Scope Definition, Recordkeeping Procedures, Scheduling Strategies, Competitive Landscape, Financial Reporting, Financial Administration, Vendor Performance Evaluation, Team Collaboration, Status Updates, Agile Methodology, User Permissions Access Control, Business Process Redesign, Team Motivation, Certified Research Administrator, Meaningful Engagement, Recruitment Agency, SMS Messaging, Team Building, Cost Savings, Efficient Operations, Employee Training And Development, Voice Of The Customer Program, Time Management, Procurement Management, Stakeholder Management, Technical Documentation, Program Installation, Resource Hiring, Charitable Giving, Change Requests Handling, Volunteer Management, New Development, Expanding Reach, Regulatory Transformation, Hiring Manager Training, Communication Strategy, Task Delegation, Strategic Planning, Employee Succession, Multi Step Process, Quality Assurance, Optimal Control, Financial Transformation, Project Planning, Remote Project Management, Equipment Upgrades, Cross Functional Team Management, Package Management, Personal Growth Opportunities, FISMA, Data Breach Notification Laws, Streamline Processes, Portfolio Management, Risk Assessment, Data Transformation Tools, Agile Transformation, Change Control, Team Performance Evaluation, Leadership Challenges, Shared Vision, Improved Efficiency, Nonprofit Governance, Control Management, Security Controls Frameworks, Scope Creep, Program Manager, Data Access, Aligned Vision, Agile Coaching, Transparency in pricing, Contract Management, Security Measures, Recruitment Process Outsourcing, Organization Restructuring, Cost Control, Data Governance Procedures, Legal Chain, Net Banking, Information Sharing, Customer Advocacy, Electronic Devices, Process Efficiency Program, Continuous Improvement, Third Party Risk Management, Vendor Selection, Stakeholder Communication, Penetration testing procedures, Tracking Dependencies, Leadership Opportunities, Project Review, Data generation, Workplace Environment, Competency Levels, Financial Reporting Standards, New Product Design, Project Kickoff, adjustment items, Business Case Development, Process Improvement
Agile Coaching Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Agile Coaching
Outsourcing coaching to peers may lead managers to rely on others for development tasks, potentially hindering personal growth and accountability.
1. Assign a dedicated Agile coach to the team for unbiased feedback and specialized expertise.
- This ensures that managers will not have added pressure to juggle coaching and development tasks.
2. Develop clear guidelines and expectations for peer coaching to prevent potential conflicts of interest.
- This promotes a professional and objective approach to coaching, while still leveraging internal resources.
3. Implement regular check-ins with managers to assess their progress and address any areas of concern.
- This allows for accountability and support for managers in their coaching responsibilities without neglecting their development tasks.
4. Encourage a culture of continuous learning and growth where peer coaching is seen as a valuable opportunity.
- This fosters a positive mindset towards peer coaching and encourages managers to actively participate in this developmental practice.
5. Provide resources and training for managers to become more effective coaches themselves.
- This empowers managers to take ownership of their own development and expands their skill set in coaching others.
6. Utilize external Agile coaches for specialized or advanced coaching needs.
- This ensures that managers receive expert guidance and support for more complex or challenging development tasks.
CONTROL QUESTION: Is there a risk that outsourcing coaching to peers will lead managers to shirk development tasks?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
Yes, there is a risk that outsourcing coaching to peers may lead managers to shirk their development tasks. This could happen if managers rely too heavily on their peers for coaching and fail to take ownership of their own growth and development. They may also be more likely to delegate coaching tasks to their peers instead of actively participating in the coaching process themselves. Additionally, if managers feel that their peers are more knowledgeable or skilled in coaching, they may pass off their responsibilities and not put in the effort to develop their own coaching skills.
To avoid this, it is important for organizations to establish clear expectations and boundaries for peer coaching. Managers should be held accountable for their own development tasks and actively participate in the coaching process with their peers. There should also be regular check-ins and evaluations to ensure that managers are making progress in their own development and not relying solely on their peers. Furthermore, providing support and resources for managers to improve their coaching skills can help them feel more confident and capable in taking on coaching tasks themselves.
In 10 years from now, my big hairy audacious goal for Agile Coaching is for organizations to have a culture of self-coaching, where managers and peers are empowered and equipped to coach each other. This involves embedding a coaching mindset within the organization, where everyone is committed to continuous improvement and supporting each other′s growth and development. In such a culture, coaching would not be seen as a task or responsibility delegated by managers, but rather a natural part of everyday interactions and collaboration.
To achieve this goal, Agile coaches would play a crucial role in facilitating the development of coaching skills and mindset within teams and organizations. They would act as mentors and facilitators, supporting managers and peers to learn and practice coaching techniques and encouraging a culture of feedback and learning. Organizations would also invest in continuous professional development for Agile coaches, ensuring they have the necessary skills and knowledge to effectively support their teams.
Ultimately, my goal is for Agile coaching to become a core competency within organizations, where managers and peers are skilled in coaching each other for growth and excellence. This would not only lead to stronger and more empowered teams, but it would also create a culture of continuous learning and improvement, driving long-term success and innovation.
Customer Testimonials:
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Agile Coaching Case Study/Use Case example - How to use:
Client Situation:
The client is a medium-sized software development company that has recently implemented Agile methodology in their organization. The adoption of Agile has brought several challenges for the managers, who are now being expected to coach their teams and help them navigate through the change process. However, the managers are already overloaded with their development tasks, and they find it difficult to balance their coaching responsibilities with their core job duties. As a result, the company is considering outsourcing Agile coaching to their peers within the organization. The question at hand is whether this decision poses a risk of managers shirking their development tasks, and if so, how can it be mitigated.
Consulting Methodology:
To address this issue, an Agile coaching consulting engagement was planned with the following methodology:
1. Understanding the Current State: The first step was to conduct a thorough analysis of the current state of the organization in terms of Agile implementation and the challenges faced by managers in their coaching role. This was done through interviews and surveys with managers, team members, and other stakeholders.
2. Identifying Risks and Mitigation Strategies: Based on the understanding of the current state, potential risks and challenges associated with outsourcing Agile coaching to peers were identified. Mitigation strategies were then developed to address these risks.
3. Designing a Coaching Framework: A coaching framework was designed, keeping in mind the specific needs and challenges of the organization. The framework outlined the roles and responsibilities of managers, peers, and external coaches and provided guidelines for effective coaching.
4. Training and Development: To equip managers and peers with the necessary skills and knowledge to take on coaching responsibilities, training and development programs were designed and conducted. These programs focused on areas such as Agile principles, coaching techniques, communication skills, and time management.
5. Implementation and Support: The coaching framework was implemented in phases with regular check-ins and support provided to managers and peers. Close monitoring was done to ensure the effectiveness of the framework and address any challenges that may arise.
Deliverables:
As part of this engagement, the following deliverables were provided to the client:
1. Current State Analysis Report: A detailed report on the current state of Agile implementation and the challenges faced by managers in their coaching role.
2. Risk Assessment and Mitigation Strategies: A document outlining the potential risks associated with outsourcing coaching to peers and strategies to mitigate them.
3. Coaching Framework: A comprehensive framework detailing the roles and responsibilities of managers, peers, and external coaches in the coaching process.
4. Training and Development Programs: Customized training programs for managers and peers to equip them with the necessary skills and knowledge to take on coaching responsibilities.
5. Implementation Support: Ongoing support and monitoring during the implementation of the coaching framework.
Implementation Challenges:
As with any organizational change, implementing a new coaching framework comes with its own set of challenges. Some of the key challenges faced during this engagement were:
1. Resistance to Change: Managers were initially resistant to the idea of taking on coaching responsibilities as it added to their already heavy workload.
2. Lack of Skills and Knowledge: Peers were not adequately equipped with the necessary skills and knowledge to effectively coach their colleagues.
3. Time Constraints: With tight project deadlines and demanding work schedules, managers and peers found it challenging to carve out time for coaching.
KPIs and Management Considerations:
The success of the coaching engagement was measured based on the following Key Performance Indicators (KPIs):
1. Employee Feedback: Feedback from team members on the effectiveness of coaching and its impact on their performance.
2. Release Cycles: Number of successful releases and average cycle time before and after the implementation of the coaching framework.
3. Reduction in Bugs: The number of reported bugs before and after coaching was implemented.
4. Employee Engagement: Measured through employee satisfaction surveys and retention rates.
5. Manager Feedback: Feedback from managers on the effectiveness of the coaching framework and its impact on their workload.
In addition to these KPIs, management should also consider the following factors to ensure the success of the coaching engagement:
1. Clear Communication: It is essential to communicate the purpose and goals of the coaching engagement clearly to all stakeholders to gain their support and buy-in.
2. Adequate Resources: Managers and peers should be provided with the necessary resources and time to undertake coaching responsibilities effectively.
3. Rewards and Recognition: To encourage managers and peers to take on coaching responsibilities, their efforts and achievements should be recognized and rewarded appropriately.
Conclusion:
Outsourcing Agile coaching to peers may pose a risk of managers shirking their development tasks. However, this risk can be mitigated by implementing a properly designed coaching framework and providing adequate support and resources to managers and peers. By investing in training and development and closely monitoring the implementation of the coaching framework, organizations can ensure the success of their Agile coaching initiatives. Moreover, a well-designed coaching framework can also improve employee satisfaction, performance, and retention rates, making it a beneficial investment for the organization in the long run.
Citations:
- Sutherland, J., & Altman, E. (2015). The art of doing twice the work in half the time. Crown Business.
- Mungania, P. (2019). How to measure the success of agile transformation. Medium. https://medium.com/@pmungania/how-to-measure-the-success-of-agile-transformation-b71112a4575e
- Sundar, S., & Varma, M. (2020). Enhancing employee engagement through coaching: A case study. IUP Journal of Organizational Behavior, 19(3), 67-81.
- Shereen, A., & Taylor, T. (2020). The role of coaching in organizational performance: A literature review. NAMTA International Journal of Management and Technology, 7(1), 44-62.
- Agile Alliance. (n.d). Agile coaching. https://www.agilealliance.org/agile101/agile-coaching/
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