Comment vous assurez-vous que vos rétrospectives mènent à un réel changement?

To ensure that retrospectives lead to real change, it's crucial to foster an environment of open communication and collaboration. Start by setting clear objectives and goals for the retrospective. Encourage team members to reflect on successes, challenges, and areas for improvement. Focus on actionable items rather than dwelling on problems. Implement a structured format such as the "What Went Well, What Didn't Go Well, What Can We Improve" framework. Assign action items with specific owners and deadlines, and follow up on progress in subsequent meetings. Regularly review the effectiveness of implemented changes to continuously improve the retrospective process.

Ensure that as you discuss areas if improvement you have real examples affecting the team and that ways of improvement actually originate from the team themselves It's said unless you acknowledgement a mistake you may not be able to correct it. I then document the action points tagging action owners and follow through

Unless and until you know, what you are trying to solve... you can't. So, Pinpoint specific aspects of your process in retrospect that affect velocity and quality or need improvements. This might include communication, task estimation, testing procedures, or code review practices. When a problem occurs, you drill down to its root cause by asking "Why?" five times - The "Five Whys" method. Encourage the team to delve deep into the root causes of issues rather than merely addressing surface-level symptoms.

I like to intermittently remind teams of the retrospective Prime Directive before beginning a retro session. Even if it is an established team that knows the purpose of retrospectives well, I think it is still valuable to periodically revisit our intention and approach areas for improvement with a positive mindset.

Identify the challenges that are bringing down your team's velocity or quality of delivery. Ask probing questions to the team to gather perspectives on how these could be resolved. Define clear action items with owners and dates of tentative resolution. If any changes to process or improvements come out of these discussions, ensure those changes are incorporated into your process seamlessly. Follow up with the team if those changes resolved the issue.

Retrospectives are the heartbeat of agile teams, a moment of reflection and course correction. But I've seen firsthand how easily they can become stale routines, producing insights that never translate into meaningful action. The key to unlocking their transformative potential? Choosing the right format. One size doesn't fit all when it comes to retrospectives. Some teams thrive on structured frameworks like Start, Stop, and Continue, while others prefer a more free-flowing conversation. The best format sparks honest dialogue, surfaces hidden issues, and generates actionable insights that drive real change. It's about creating a safe space where team members feel comfortable sharing their observations and ideas for improvement.

In the diverse world of retrospective formats, the heart of the matter lies in creating a conducive environment for real-time feedback. It's essential to foster a space where teams not only voice concerns but also celebrate achievements and chart the way forward. While techniques like Start-Stop-Continue or the 4Ls are great tools, the goal should always be forward momentum. Retrospectives shouldn't become venting sessions; they should be a catalyst for collective growth, where feedback is paired with actionable plans.

So we've started by saying that the focus is important, then said we need to choose the right format, but what we've not said is that the format depends on the focus. For example, if we want to understand the contributing factors to a systems failure, I'd probably not use 4Ls; I'd probably use an Ishikawa/fishbone diagram to lead the discussion. As a coach/scrum master/leader in a retrospective, you need to be able to choose different tools and incorporate them as their needs become apparent.

"The key is to choose a format that suits your purpose, encourages participation, and generates insights." Yes. Definitely. Any format that encourages also the quieter voices to be heard, fosters the scrum values of Openness, Courage, Focus, Commitment and Respect as well as the scrum pillars and adaption); and lastly helps teams focus what's in their control or influence works well. Questions: When do facilators choose the retrospective format? Before the ceremony or during? I am asking because a specific format may influence the focus of the retrospective exercise. And how do we choose a format before we know what participants will want to discuss in retrospective? (I have my own thoughts but curious about others.)

Facilitators typically choose the retrospective format before the ceremony based on factors such as team dynamics, current project status, and previous retrospective outcomes. While it's true that a specific format may influence the focus of the retrospective exercise, facilitators can select a format that allows for flexibility and adaptation to the team's needs. - Foster an atmosphere of psychological safety where team members feel comfortable sharing their thoughts and ideas openly. Encourage constructive feedback and ensure that everyone's opinions are valued.

In my personal experience, retrospectives are all about great facilitation and structure for the delivery team to come together and share the feedback and experiences in most authentic manner to improve the process

Effective facilitation is key to getting outcomes from retrospectives. Facilitators must keep teams focused on action planning over venting. They help teams dig deeper into why issues exist versus surface complaints. Discussing the impacts of challenges maintains emphasis on improvement. Facilitators ensure all voices contribute and guide consensus on well-defined, practical solutions. Accountability is increased by assigning owners and due dates upfront. After, follow-up importantly maintains momentum for change. With a leader prioritizing process over participation, teams commit to advertising retrospectives into real workflow upgrades.

1. Encourage active participation 2. Make an agenda to keep the retrospective on track and within the allocated time frame. 3. Guide the team in analyzing successes and failures objectively by self-reflection. 4. Help the team navigate disagreements or conflicts constructively. 5. Make sure, action items and decisions made during the retrospective are documented, assigned ownership, and followed up on.

Facilitating sprint retrospectives is crucial for fostering continuous improvement within a team. By creating a safe space where team members feel comfortable sharing honest feedback, you can build trust and strengthen team morale. The key is to strike a balance. As the facilitator, you want to encourage open discussion and input while focusing on positive ways to move forward. This ensures a productive session that identifies areas for improvement without dwelling on negativity.

Retrospectives are the pulse of any agile team, a moment of reflection where we pause, assess, and chart a course for improvement. But I've witnessed countless retrospectives that fizzle into inaction, leaving teams frustrated and disillusioned. The missing link? It's not the lack of ideas; it's the lack of commitment to follow through. I call it the "retrospective trap" – generating insights without transforming them into tangible action. As a leader, I've learned that prioritizing and committing to action items is the key to escaping this trap. It's about turning reflection into results.

As a thumb rule 80-20, 80% of problems come from 20% of areas. Prioritize those 20% of problematic areas for retrospection and plan the actionable items to address them. Every opportunity of improvement need not to be addressed at one go. Agile team should limit with top improvement measures that can really be achieved in next iteration and the improvement log to be maintained as well. For a distributed team, majority of the issues usually arising from infrastructure and cross cultural issues. Those need to be targeted first to address!

Simply the team picks the items that needs to be developed committing to act on and when will it be done and by each retro we see our progress and measure the success of these items 💪🏻 In a scaled environment this needs to be aligned with the solution train and synced with different team to focus on development goals

Me ha servido recopilar las oportunidades de mejora generadas en las retrospectivas, validar con el equipo lo que se considera más prioritario y asignar responsabilidades para que esas mejoras se cumplan (con su deadline y persona asignada para ello). El seguimiento es indispensable para lograr los objetivos.

When generating action items during retrospectives, prioritizing and gaining commitment to the highest impact items is important for ensuring real change results. Taking the time to evaluate which actions will provide the greatest benefit, or remove the largest impediments, directs focus. Obtaining volunteers or assigning owners for the top 2-3 priority items builds accountability. Publicly confirming deadlines for completion reinforces responsibility. Following up between retrospectives to track progress on priority commitments elevates the status of action planning. Teams understand focusing resources toward the most important process improvements increases likelihood those items get closed out, driving true enhancement.

The proof of the pudding lies in eating it. It is very important that the pointers identified during retrospectives are prioritized and taken up for improvement in the future sprints. Many times, improvements items are merely identified for sake of it without acting on them and as such they remain on paper..

Consider this: If we consistently arrive at our retrospectives with previous sprint's action items still pending, do they truly matter to us? While there can be numerous reasons for delayed goals, repeated lapses over three retrospectives signal a need for attention. It's an indicator to not only reassess the relevance of the action item but also to delve deeper into the team's approach towards such commitments.

Following up is crucial to realizing change from retrospectives. Facilitators schedule status check-ins to maintain accountability and momentum. Revisiting priority items at future retrospectives demonstrates impact. Recognizing progress rewards efforts to transform discussions into upgrades over time. Continuous review shows how initial plans compounded improvements, helping teams mature through committed reflection.

1. its for the team to own 2. its important for you to coach them to own actions 3. One action at a time, broken down in measurable wins

Celebrate success is the Key! If you consistently finish the action items that came out from the retrospectives,make sure you acknowledge that as a team & celebrate those achievements as well. This gives us a measure & confirmation that we are feeling good about the success of having the retrospective meetings.

Celebrate Successes: When a change leads to a positive outcome, celebrate it with the team. Recognizing and appreciating the effort and success reinforces the idea that retrospectives lead to real change and motivate the team to keep improving.

In my experience, keeping a generic format of retro for new teams doesn’t help much. Keep it focused. Let them review their last sprint performance and take it from there. List out the challenges that they faced in last sprint and choose the top three. Commit to fix, follow-up, fix and repeat until it’s resolved. Set a date. This sets a pattern of fixing problems to perform better and they eventually figure out ways to continuously improve which is the ultimate motive of a retro.

Convert the lessons or improvements identified into actions and categorise them into 15 days, 30 days and 60 days plan ( based on the sprint duration). Then follow up on the actions and the impacts. Celebrate the success , recognise/reward the performers. Let all stakeholders feel the value of the retrospective.