It can be hard to set objectives for coaches. Linking a coaches deliverables directly to the output of a team is neither fair nor sensible yet it’s frequently used as a path of least resistance. I’ve been asked how I was measured as a test coach. Below is the set of objectives that the coaching team, which included an agile coach and myself as test coach were set, as well as an excerpt from the job description for my role. Hopefully they prove useful.

I recently spoke at the Agile In the City London conference. As well as watching a number of great presentations, I also was lucky enough to be able to give two presentations and I’ve shared the slides below. The Good Testing, The Bad Testing and The Ugly Testing Improving Performance Feedback Originally published at Stephen Janaway.

tl;dr No-one really likes performance reviews. But giving your team members good, actionable feedback and setting clear direction with them is very important. In my team we changed how we did performance reviews. Note: This is the last post in a series on performance management and review. …

tl;dr No-one really likes performance reviews. But giving your team members good, actionable feedback and setting clear direction with them is very important. In my team we changed how we did performance reviews. Note: This is the third post in a series on performance management and review. …

Having your team all working towards a common set of goals is extremely important. However, as leaders and managers we can sometimes get far too hung up on what needs to be delivered and forget about who is actually doing the work. Forgetting about the people and focusing only…

tl;dr No-one really likes performance reviews. But giving your team members good, actionable feedback and setting clear direction with them is very important. In my team we changed how we did performance reviews. Note: This is the second post in a series on performance management and review. If you haven’t…

tl;dr No-one really likes performance reviews. But giving your team members good, actionable feedback and setting clear direction with them is very important. Yearly performance reviews don’t encourage this to happen. Note: This is the first part in a multipart series of posts on performance management. In my team I…

Ho, ho. ho, Merry Christmas! At this time of year it’s a great opportunity to sit down with a team and reflect on the year that has been, and to look forward to the year to come. And being Christmas then it’s also a great opportunity to look a bit…