Scrum Values are an integral part of the Scrum Framework because it is the foundation blocks that guide the successful implementation of high-quality Product Development. If you were to remove the Scrum Values from the Scrum Framework and just use that on its own, the working environment would be quite brutal from a humanistic point of view. 

This is because Scrum is the vehicle that enables a certain feedback loop and value-based system that gets us to where we want to go by utilising an empirical process. One could therefore view the Scrum Values as the lifeblood of Scrum, since every interaction we do, not just as a Scrum Team but in the overall environment, influences how Scrum is practised. 

What Are The Scrum Values? 

In the Scrum Guide, the Scrum Values are:

🚀 Openness.

🚀 Respect. 

🚀 Courage. 

🚀 Focus. 

🚀 Commitment.

What Does Modelling These Values Look Like? 

When we say that we model the Scrum Values, the best way to think of it, is to look at it like a situation of ‘monkey see monkey do.’ This is because when people in a team see others behave in a certain way, they are more likely to repeat those behaviours. Because let’s face it, being focused on what we are trying to achieve and working together towards achieving those goals is only possible if all members of the Scrum Team are aligned on their values and where they want to go.

This is where openness, sharing and transparent collaboration comes in. The value of respect is also paramount and in being respectful, have the courage to speak up about things that make one uncomfortable. Because in the end what we are trying to do is achieve our goals together and not as individuals. 

I have found that in my professional and personal life that when we work in this way and with this mindset, we can bring legitimate value to the business. In fact I find that when I bring these values with me to the businesses I work with, these organisations become incredibly powerful and aligned. 

The key is thus to find balance, which means that we cannot have too much of one value and a lack of another. When we have an imbalance of values, this is when issues arise. Balanced modelling of these values creates what I like to call a ‘trust tree.’ 

According to a fellow trainer Simon Reindl, if you model these values consistently you will: 

🚀 Build trust. 

🚀 Establish commitment. 

🚀 Maintain focus. 

🚀 Foster genuine transparency. 

And once we have established a sense of solid trust and transparency, we can then have a closer inspection of the finer details within the organisation and Scrum Team. This could involve looking at patterns from an Inspection Analysis and determine how far we are from where we actually want to be. So, once we have concrete measures and results for this, we can determine what changes need to be applied in order to meet our objectives. 

Do you want to learn more about how you could effectively apply Scrum Values in your team? 

Get in touch today and let’s work together on your journey to success! 

Pragmatic Shift is a Scrum Training, Agile Consulting, and Agile Coaching consultancy that specialises in delivering Scrum.Org certified scrum courses, and helping organisations increase their business agility and product development success through agile consulting and coaching.

We firmly believe that a shift to agile is a pragmatic shift. A natural evolution from traditional project management and product management. A proven, reliable, and resilient framework for addressing compelling problems and developing complex solutions.

Over a decade’s worth of experience as an agile practitioner, agile consultant, agile coach, and scrum trainer informs our pragmatic approach to change. Agile dogma has no value in the context of product development or organisational change.

Instead, we look to start where you are, work with what you have, and make meaningful interventions that align with the objectives you are trying to achieve.

Progress over perfection.

If this sounds like a pragmatic solution to you, visit the following pages for more information.

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