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Agile Coaching in Agile Project Management

Agile Coaching in Agile Project Management

$248.00
How you learn:
Self-paced • Lifetime updates
Toolkit Included:
Includes a practical, ready-to-use toolkit containing implementation templates, worksheets, checklists, and decision-support materials used to accelerate real-world application and reduce setup time.
When you get access:
Course access is prepared after purchase and delivered via email
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30-day money-back guarantee — no questions asked
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What does the Agile Coaching in Agile Project Management course cover?

Agile Coaching in Agile Project Management is covered here in 8 modules: Establishing Agile Coaching Foundations, Assessing Organizational Agility, Facilitating Team-Level Transformation and 5 more. The outline lists 48 specific topics, opening with selecting coaching engagement models (directive vs. facilitative) based on team maturity and organizational resistance levels.

How do you approach Agile Coaching in Agile Project Management step by step?

The work is sequenced in 8 stages. It starts with Establishing Agile Coaching Foundations, moves through Assessing Organizational Agility and Facilitating Team-Level Transformation, and ends at Measuring and Evolving Coaching Impact. Each stage carries its own topic list, so the sequence is followed rather than summarised.

What is in Module 1 of the Agile Coaching in Agile Project Management course?

Module 1 is Establishing Agile Coaching Foundations. It works through selecting coaching engagement models (directive vs. facilitative) based on team maturity and organizational resistance levels., defining the scope of coaching authority in relation to product ownership and project management roles to prevent role overlap., mapping existing team workflows to identify anti-patterns before introducing new agile practices. and 3 more.

How is the Agile Coaching in Agile Project Management course delivered?

The Agile Coaching in Agile Project Management course is fully self-paced with immediate online access after enrolment. Access does not expire and future updates are included at no cost. It can be taken on any device, and a certificate of completion is issued by The Art of Service when you finish.

How much does the Agile Coaching in Agile Project Management course cost?

The Agile Coaching in Agile Project Management course is $247 as a one time payment. There is no subscription, no per seat licence and no hidden fee. Enrolment carries a 30 day satisfied or refunded guarantee, so it can be assessed in full before you commit.

Closely related courses: Agile Coaching and Agile Methodologies Kit, Agile Coaching in Application Management, Scrum coaching in Agile Project Management, Agile Coaching in Software Development Dataset.

More answers: what you get with every course, refund policy, all help answers.

This curriculum spans the end-to-end responsibilities of an internal agile coaching function, comparable in scope to a multi-phase organizational transformation program, covering team-level interventions, cross-program coordination, leadership advisory work, and institutionalization of practices across changing operational and political landscapes.

Module 1: Establishing Agile Coaching Foundations

  • Selecting coaching engagement models (directive vs. facilitative) based on team maturity and organizational resistance levels.
  • Defining the scope of coaching authority in relation to product ownership and project management roles to prevent role overlap.
  • Mapping existing team workflows to identify anti-patterns before introducing new agile practices.
  • Negotiating access to team artifacts and retrospectives to assess current process fidelity and psychological safety.
  • Aligning coaching objectives with enterprise delivery metrics without compromising team autonomy.
  • Documenting baseline performance indicators to measure coaching impact over time.

Module 2: Assessing Organizational Agility

  • Conducting value stream mapping to expose delays in delivery and pinpoint systemic bottlenecks.
  • Using maturity models (e.g., SAFe, DAD) selectively, recognizing their limitations in non-linear improvement paths.
  • Interviewing middle management to uncover hidden incentives that conflict with agile principles.
  • Identifying shadow processes that operate outside official workflows but impact delivery.
  • Assessing psychological safety through anonymous team surveys and behavioral observation.
  • Reporting assessment findings to leadership with prioritized recommendations, including political risks of proposed changes.

Module 3: Facilitating Team-Level Transformation

  • Designing team charters that define working agreements, escalation paths, and decision rights.
  • Intervening in dysfunctional stand-ups by modeling timeboxing and focus on impediments.
  • Coaching teams through estimation recalibration when story points become inconsistent or gamed.
  • Introducing Kanban practices to teams struggling with sprint predictability.
  • Facilitating conflict resolution when disagreements over technical debt or scope threaten sprint goals.
  • Guiding teams to refine retrospectives by rotating facilitators and introducing structured formats.

Module 4: Scaling Agile Coaching Across Programs

  • Coordinating with Scrum of Scrums facilitators to ensure cross-team dependency tracking.
  • Aligning PI planning timelines across business units with conflicting fiscal calendars.
  • Managing the integration of agile teams with waterfall-dependent departments (e.g., compliance, legal).
  • Designing lightweight synchronization rituals to reduce meeting fatigue in scaled environments.
  • Resolving prioritization conflicts between product managers in portfolio-level backlog refinement.
  • Adapting coaching strategies for distributed teams across multiple time zones and cultures.

Module 5: Coaching Leadership and Stakeholders

  • Conducting one-on-one coaching sessions with product owners to improve backlog refinement discipline.
  • Facilitating leadership workshops to shift focus from output to outcome-based performance metrics.
  • Addressing micromanagement behaviors by aligning executive expectations with team self-organization.
  • Translating agile progress into business-relevant reports for CFOs and board-level stakeholders.
  • Coaching managers on transitioning from command-and-control to servant leadership models.
  • Negotiating realistic release commitments with sales and marketing teams unfamiliar with iterative delivery.

Module 6: Embedding Sustainable Agile Practices

  • Implementing continuous feedback loops using telemetry from CI/CD pipelines and production monitoring.
  • Introducing technical coaching to address test coverage gaps and deployment instability.
  • Revising performance review criteria to reward collaboration and technical excellence over velocity.
  • Establishing communities of practice to sustain knowledge sharing beyond initial transformation phases.
  • Rotating coaching responsibilities to internal champions to reduce dependency on external consultants.
  • Updating onboarding materials to reflect current team practices instead of textbook agile ideals.

Module 7: Navigating Organizational Resistance

  • Identifying passive resistance indicators such as ritual compliance without behavioral change.
  • Coaching change champions in politically sensitive departments to build grassroots support.
  • Reframing agile adoption as operational improvement rather than cultural overhaul to reduce defensiveness.
  • Managing executive turnover by documenting agile progress and re-onboarding new leaders efficiently.
  • Addressing union or HR policies that conflict with cross-functional team staffing models.
  • Deciding when to escalate systemic blockers versus working around them to maintain team momentum.

Module 8: Measuring and Evolving Coaching Impact

  • Selecting leading indicators (e.g., cycle time, deployment frequency) over lagging metrics like customer satisfaction.
  • Conducting periodic coaching audits to assess alignment with current team and business needs.
  • Adjusting coaching frequency based on team stability, release cycles, and incident load.
  • Using qualitative feedback from 360 reviews to identify blind spots in coaching approach.
  • Disengaging from teams that have achieved self-sufficiency, even if leadership requests continued support.
  • Updating coaching playbooks based on lessons learned from failed interventions and unexpected successes.
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