Abstract: Agile is mainstream enough that the demand for Agile consultants and coaches is high. High demand attracts many people who lack relevant practical experience or only know how to practice, but don't know how to consult or coach. Organizations need effective ways to filter good candidates from bad. On the other side, candidates want to know what it takes to be considered good. I will share several patterns of selection approaches based on my experiences at Spotify and ThoughtWorks..
Learning Outcomes: - Learn about 9 different roles that consultant and coaches may take
- Learn archetypes of bad Agile consultant / coaches vs archetypes of effective Agile consultant / coaches
- Learn about specific recruiting patterns such as how to determine evaluation criteria and different kinds of auditions (retrospectives, role-play)
- Learn about specific recruiting anti-patterns where candidates can seem good but probably can't perform
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