Cross-Functionality in Scrum

Within the scrum framework, teams concentrate on achieving long-term product goals alongside short-term sprint objectives. Each sprint aims to deliver a product increment that aligns with the team’s definition of "done," providing tangible value to customers. However, lacking essential skills can create barriers to success. A skills matrix serves to eliminate these barriers.

While seeking assistance from outside the team may provide a temporary fix, long-term success hinges on developing those skills internally. Cross-functional teams are equipped with all the necessary capabilities to deliver valuable increments each sprint.

The first video, "Making a Skills Matrix for your Team with Excel," provides insights into creating an effective skills matrix using Excel, helping teams identify their strengths and weaknesses.

What is a Skills Matrix?

A skills matrix helps cultivate a mutual understanding of the skills available within the team and those that need to be developed. This transparency benefits both the scrum team and the broader organization.

Example of a Skills Matrix

Consider a small team of four members, each assessed on five skills. Different colors indicate varying levels of confidence, ranging from beginner to expert.

In this example, we observe:

• Person 1: Highly confident in scrum (expert), but lacks confidence in other areas (beginner).
• Person 2: Specialized in React, with a basic understanding of other skills.
• Person 3: Strong in Python and automation testing.
• Person 4: Very confident in Java and has some knowledge of automation testing.

Getting Started

Collecting the data for your skills matrix is straightforward. One team member can create the matrix, while others fill it out asynchronously. A virtual whiteboard, like Miro, is ideal for this task, but a simple spreadsheet with colored cells will work as well.

1. List team members on the left (rows).
2. Create columns for each skill essential for product increments.
3. Have each member indicate their confidence level with colors.
4. Discuss the findings as a group.

Next Steps

After compiling the data, convene as a group to analyze the results. Consider these questions:

• Are there skills with no confidence ratings? If so, this indicates a skills gap that needs addressing, possibly through hiring an external trainer or enrolling in training courses.
• Are there skills possessed by only one member? This creates a single point of failure. Encourage collaboration so others can learn that skill.
• Is there interest in skill-sharing among team members? Knowing who has expertise allows for mutual growth.

Summary

The act of creating and maintaining a skills matrix enhances transparency regarding the cross-functionality of your team, ensuring all necessary skills are available to meet the definition of "done." By regularly reviewing the matrix, you can monitor progress in skill acquisition and adjust plans for future sprints.

Sprint retrospectives provide an excellent opportunity to discuss the skills matrix. This practice promotes a culture of continuous learning and improvement, not only within your team but also across communities of practice, facilitating shared growth and career development.

I hope this guide proves beneficial for you and your team as you embark on your learning journey together.

The second video, "How to create a skills matrix: The easy Way," offers a simplified approach to developing a skills matrix, making it accessible for all teams.