SSM Exam Dumps - SSM (6.0) - SAFe® Scrum Master

According to the SAFe 6 Scrum Master documentation, one of the metrics that are reported at the Inspect and Adapt event is the ART predictability measure. This metric shows how well the ART delivers on its PI objectives, which are the SMART commitments made by the teams during PI planning. The ART predictability measure is calculated by dividing the total actual business value achieved by the total planned business value, as shown in the PI system demo. The ART predictability measure helps the ART to assess its performance, identify gaps, and improve its forecasting accuracy and reliability. (Must be taken from SAFe 6 Scrum Master resources)

References:

• Inspect and Adapt
• Program Increment
• Exam Study Guide: SSM (6.0) - SAFe® Scrum Master

According to SAFe, empathy is one of the key traits of effective Scrum Masters/Team Coaches. Empathy means displaying an authentic understanding and concern for a team member’s beliefs or feelings. By being empathetic, Scrum Masters/Team Coaches canbuild trust and rapport with the team, which are essential for people to accept and welcome coaching. Empathy also helps Scrum Masters/Team Coaches to tailor their coaching style and approach to the needs and preferences of each team member. (Must be taken from SAFe 6 Scrum Master resources)

References:

• Scrum Master/Team Coach
• According to SAFe which of the following key traits of effective - Studocu

According to the SAFe 6 Scrum Master documentation, one of the potential root causes of Team Sync anti-patterns is the lack of collective ownership. Collective ownership means that the team members share responsibility for the quality and delivery of the team’s work. They collaborate, communicate, and coordinate their efforts to achieve the team goals. They also support each other, provide feedback, and resolve issues together. When there is a lack of collective ownership, team members may exhibit some of the following Team Sync anti-patterns 1:

• Reporting to managers (status meetings): Team members use the Team Sync as a way to report their progress to the SM/TC or other managers, rather than to synchronize with their peers. This can create a hierarchical and command-and-control culture, where team members are not empowered to self-organize and self-manage.
• Monologues: Team members give long and detailed updates that are not relevant or useful to other team members. This can make the Team Sync boring, inefficient, and ineffective, as team members lose interest and attention.
• Cross-functional team standups (updates are not related to other people’s work): Team members work on different features or components that are not aligned with the team goals or the Iteration goals. This can result in silos, dependencies, and integration issues, as well as reduced collaboration and coordination.
• “Nothing to report” can be a good thing: Team members say they have nothing to report, either because they have not done any work, or because they do not want to share their work with the team. This can indicate a lack of transparency, trust, and accountability, as well as a missed opportunity to get feedback and support from the team.

To overcome these anti-patterns, the SM/TC should coach the team on the purpose and value of the Team Sync, and help them adopt the best practices for effective Team Syncs, such as 2:

• Having a clear agenda and timebox
• Focusing on the team goals and the Iteration goals
• Asking the three key questions: What did I do yesterday? What will I do today? Do I have any impediments?
• Using visual aids, such as task boards or Kanban boards, to track progress and identify issues
• Encouraging active participation, collaboration, and feedback
• Ending with clear action items and follow-ups

(Must be taken from SAFe 6 Scrum Master resources)

References:

• Scrum Master/Team Coach
• Team Sync
• Top 7 Anti Patterns of Scrum Master - Simpliaxis
• Scrum Anti-Patterns Taxonomy | Scrum.org
• [11 Daily Scrum Anti-Patterns We Commonly Hear from Users In … - Geekbot

The “C” in the CALMR approach to DevOps stands for culture, which is the foundation of successful DevOps adoption. Culture refers to the values, beliefs, and behaviors that guide the collaboration and alignment of everyone in the value stream. By creating a culture of shared responsibility, teams can manage the tensions caused by differing needs, such as speed, quality, security, and stability. A culture of shared responsibility means that everyone is accountable for the outcomes of their work, and that they work together to deliver value to the customers. It also means that teams respect each other’s roles and expertise, and seek feedback and learning opportunities. A culture of shared responsibility fosters trust, transparency, and continuous improvement, which are essential for DevOps.

References:

• CALMR - Scaled Agile Framework
• The CALMR Approach to DevOps [Complete Guide] - KnowledgeHut

One recommended practice for Scrum Masters/Team Coaches when coaching teams on presenting a draft plan at PI Planning is to align on how the team will answer questions about their proposed objectives. This practice helps the team to prepare for the feedback and input they will receive from the business owners, product management, and other teams and stakeholders during the draft plan review. The team should agree on who will present the objectives, how they will explain the business value and technical feasibility, and how they will handle any objections or concerns. The team should also rehearse their presentation and anticipate potential questions and scenarios. By aligning on how to answer questions, the team can increase their confidence and clarity, and demonstrate their commitment and alignment to the vision and goals of the ART.

References:

• PI Planning - Scaled Agile Framework
• Presenting PI Planning Draft and Final Plan Reviews Virtually
• SAFe Scrum Master/Team Coach - Scaled Agile Framework