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Some of the properties to look for in a Scrum coach – Part 2

In the previous post (Scrum coach selection), I outlined some of the methods to select a Scrum coach, somebody who can be very critical for teams that are running a Scrum based methodology. When teams are struggling with issues in Scrum, or finding it tough to get the process right, a Scrum coach can work wonders for the teams. They help the teams and the team members with issues, provide training, and so on. It is quite obvious that you need to be careful when selecting a Scrum coach. In this post, I will put some more inputs on how to ensure that you have a Scrum coach who can provide your team the right set of training and processes in order to become more effective.
– The Scrum coach needs to be self-assured enough to take responsibility for increasing the Scrum knowledge and process of the team and the team members. So, for example, the Scrum coach should consider that any failures that the team may have in terms of Scrum issues / decrease in efficiency, is actually the responsibility of the Scrum coach. The Scrum coach would need to ensure that he / she will work with the team to improve their problems, and get them upto top efficiency. A not so good Scrum coach would take the stand that they have done all that they could, but the team is not able to get it or not able to make the required changes, and hence it is not the responsibility of the Scrum coach if some failure has happened, or more likely, the efficiency has reduced.
– The Scrum Coach has to have a personality that seems inspiring to the team members. The Scrum coach must be easy to approach, must be able to explain even complicated issues in an easy manner, be persistent (and not get frustrated when the team seems to be repeating items that are against increasing the efficiency of the Scrum team). So, when the team or specific members do something right, it is the Scrum coach who highlights the positive items done, shows it to the team, and points out how this can be done right. Something that could point the other way in terms of reducing the efficiency of the team needs to be pointed out, but not in a way that puts off the team member. The Scrum coach should point out what could have been done to improve things, and actually try and point out step by step in such a way that the team finds out what the specific improvement needs to be.

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