From the lessons learned on training day 1, we began day 2 with the Aim Grid, which helps to clearly define why we are engaging in the activity, for whom, what the desired outcome is, and measurable criteria.
I really appreciate the simplicity yet effectiveness of this Aim Grid. I still apply it daily in my work; whenever I’m assigned a task, I will ask these questions before diving in. When delegating tasks to my interns, I ensure to provide clear background based on this aim grid, facilitating efficiency for both parties.
Returning to our training, we completed several exercises using this aim grid, and I could clearly observe how it helped everyone get on the same page before starting the exercises.
Our next exercise was to create two posters. We discussed ideas for the posters; one person suggested describing our office movement, while another, a software engineer, proposed building a bug tracking dashboard. Upon hearing this, I felt a need for something fun, energetic, and creative, so I suggested planning for our 70th anniversary this year. After a team vote, the two chosen ideas for the posters were office movement and the 70th anniversary. We divided into two smaller groups to work on each poster, and I volunteered to draw the anniversary poster. The entire exercise went smoothly, and we had a lot of fun. When we gathered in the common room to hear presentations from both groups (German-speaking and English-speaking), we received a lot of positive feedback about using the Aim Grid. At the end, the trainer even mentioned that if he were a customer, he would buy our 70th anniversary poster, which made me very happy to hear.
In the afternoon, there was an exercise where one person could volunteer as an observer. I decided to take on that role. I was surprised to find that as an observer, I saw things from a completely different angle compared to those actively participating in the exercise. During the reflection on this exercise, I provided feedback to the team. It became apparent that our team wasn’t entirely satisfied with the performance in that exercise, and various lessons were learned.
Following the exercise, we took a break, and one team member approached me, saying, “T-Rex, when you’re not actively part of the team, I notice a difference in the results.” I was curious and asked for more details. She responded, “I don’t know, but when you’re there, everything seems to run smoothly. You’re energetic, bring people together, and keep everyone engaged and on the same page.” I thanked her for the feedback and took a moment to reflect on my actions during the exercise.
Later that evening, a German colleague made a comment: “T-Rex, you’re usually always smiling and friendly. I didn’t expect that when you’re in the observer role and providing feedback to the team, you suddenly become so professional, structured, and direct.” I hadn’t noticed that I changed my behavior so much, so it was good to know.
The following day, a team member who is a scrum master approached me. He said, “Yesterday, I discussed with my colleague about who from this training team we would like to have join our team if given the choice. We both agreed that we will take you.” They said they need someone like me in the team who cares and engages the team. I was truly happy to receive such positive feedback.
That wraps up Part 2. Part 3 is my favorite part of the training, and I can’t wait to share those stories with you tomorrow. Stay tuned for more insights and experiences from our training journey!
