Brian Rabon Selected To Deliver Opening Keynote at Global Gathering 2016

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BRGG2016The Braintrust Consulting Group is pleased to announce that our president and founder, Brian Rabon, has been selected to deliver the opening keynote speech at the Global Scrum Gathering-Orlando 2016. The event is being presented by the Scrum Alliance in Orlando, Florida on April 18, 2016. 

In late 2015, Brian, a pioneer in the field of Agile Leadership, founded the Center for Agile Leadership to educate individuals on how to use Agile leadership skills to grow, scale, and thrive as a true Agile organization. Now in this brand new keynote speech, Brian will address Scrum and Agile practitioners from across the world on “Agile Leadership, The Key To Scaling Scrum”. This topic is increasingly a prevalent challenge in larger organizations.  

“I am sincerely honored to address the first Global Scrum Gathering of 2016 with so many practitioners who share my same passion about Scrum and Agile practices. I have attended in the past and look forward to reuniting with people from around the world to share our experiences and knowledge.” 

The Global Scrum Gatherings offer the Scrum Alliance community an opportunity to hear presentations from experts in the field who inspire attendees with stories of success, current implementation best practices, and creative applications of the Scrum framework. Learn more about Brian’s presentation in the Keynote Speakers tab on the Global Scrum Gathering® Orlando 2016 webpage.

If you’re planning to attend Global Scrum Gathering-Orlano 2016, be sure to come by the Braintrust booth and say hi. We will have some extra special Braintrust swag for our friends and clients.

And if you are not already registered for Global Scrum Gathering-Orlando 2016, click here to save your spot. 


For more information about The Center For Agile Leadership, visit the website, connect on LinkedIn, or email us for complete details. 

Center for Agile Leadership





Scrum Video Tip #9 – Remote Teams

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Braintrust COO, Trainer & Coach Kate Megaw talks about 3 tips for communicating with remote teams

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Scrum Video Tip #8 – Creative Retrospectives

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Braintrust COO, Trainer & Coach Kate Megaw presents 3 creative methods for performing retrospectives.  The modified starfish, boat & learning matrix

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Scrum Video Tip #7 – Effective Retrospectives

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Braintrust COO, Trainer & Coach Kate Megaw has three tips for effective Sprint Retrospectives

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Scrum Video Tip #6 – 3 Tips To Be A More Effective ScrumMaster

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What are three things you can do to be a more effective ScrumMaster? Brian uses his dog Madison to give you clues!

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Annual Performance Reviews – The most un-agile way to provide feedback

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  • Blindsiding people with performance issues that you have been sitting on for some time
  • People acting better (Coming in on-time, etc.) right before their performance review
  • Holding people accountable to un-realistic expectations

Here is the horror story of my worst annual performance review…

It was one of my first reviews after leaving college. I was really looking forward to it because I love feedback. I remember the morning of the review being so excited that I was feeling butterflies in my stomach. I sat down at the table with my 3 bosses and for the next half hour and to my surprise they proceeded to rip me a new one. Turns out that they weren’t happy with my performance. They felt like I wasn’t giving 100% because I wasn’t working every night and weekend, like they were. They even went so far as to say they had contemplated letting me go.

Up until this point I had thought I was doing great and excelling at everything that was being asked of me. They had decided to bottle up all of their frustration and explode on me. I was shocked and bewildered. I couldn’t understand why they would sit on this news and not tell me while I still had time to do something about it. This was the most painful review of my entire career and it left permanent scars behind. I felt betrayed and like I couldn’t trust my 3 bosses any longer. What’s worse I don’t think they ever realized the damage that they caused.

So, if you aren’t going to do performance reviews then what should you do instead?

  • Provide feedback to your team member in the moment – Catch them doing something great, reward them right then. If they step across a line, let them know right away. In today’s culture social media has conditioned us to receiving instant feedback, so why fight it.
  • Encourage your team members to provide feedback to each other at regular intervals – If your team is working in an Agile way then meetings like the daily standup (A daily 15 minute meeting to get the team on the same page) and the retrospective (A meeting to discuss how to improve as a team) are a great opportunity to let each other know how they are doing.
  • Adjust team member compensation as needed – If your organization gives annual cost of living increases they apply it for everyone at the appropriate time. It’s pretty insulting then to go into an annual review and be rewarded with a 3% increase for your “exceeds expectations” rating. Also, if a team member deserves a promotion and/or special compensation then process it immediately. Again, tie the reward to the performance rather than to the ceremony of the annual performance review.

Join me in being an Agile Leader and doing away with the very un-agile practice of annual performance reviews. Even if your organization still requires this practice, you can always behave as an Agile Leader would; review in the moment, submitting the annual paperwork simply as a formality. By leading in this way you will be helping your team members to grow at a much faster rate than you would otherwise.

Center for Agile Leadership - Certified Agile LeaderTo learn more about becoming a Certified Agile Leader (CAL) visit our new site



Got an annual performance review horror story? Please share it as a comment.

Scrum Video Tip # 5 – Managing Your Product Backlog

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Do you have any Stakeholder requests/features that if included in the product will wreck it?

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