{"id":39715,"date":"2022-12-27T03:27:26","date_gmt":"2022-12-27T03:27:26","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39715"},"modified":"2023-01-14T05:10:38","modified_gmt":"2023-01-14T05:10:38","slug":"the-5-values-of-scrum-integrated-with-okr-frameworks","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/it\/the-5-values-of-scrum-integrated-with-okr-frameworks\/","title":{"rendered":"I 5 valori di scrum integrati con i framework okr"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">I 5 Valori di Scrum integrati con i framework OKR <\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-16a640c5\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/it\/?attachment_id=39726\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39726\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39726\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">I 5 Valori di Scrum integrati con gli OKR<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-the-5-values-of-scrum-integrated-with-okr-frameworks\">I 5 valori di Scrum integrati con i framework OKR<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">I valori possono avere un impatto quasi magico sulle prestazioni individuali, di squadra e aziendali. Quando i valori diventano uno stile di vita, standard comportamentali non negoziabili e un insieme di principi condivisi in azione che ci identificano come squadra, diventano filtri efficaci per il processo decisionale e barometri che rendono le prestazioni aziendali pi\u00f9 sostenibili \u2013 quando prestazioni eccellenti contrastano con i tuoi obiettivi. sistema di valori \u00e8 probabile che la prestazione stessa non sia sostenibile. I 5 valori di Scrum possono essere perfettamente integrati con i framework OKR.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Valori presunti<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Significato di presunto - &quot;che appare o viene dichiarato vero, anche se non necessariamente cos\u00ec. -Presunto&quot;.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Spesso le aziende soffrono a causa dei propri presunti valori. I valori, quando sono semplicemente scritti ma dimenticati e non messi in pratica, perdono significato e non possono essere affermazioni veritiere o utili.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quando i membri del team, i clienti, o qualsiasi stakeholder leggono il sistema di valori dell&#039;azienda e il comportamento effettivo dei membri del team \u00e8 contraddittorio rispetto ai valori che presumibilmente rappresentano, metteranno in dubbio l&#039;integrit\u00e0 del sistema di valori stesso e, per estensione, anche la questione l&#039;integrit\u00e0 delle aziende.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&quot;Un popolo che valorizza i propri privilegi al di sopra dei propri principi presto li perde entrambi&quot;<\/p>\n<cite>Dwight Eisenhower<\/cite><\/blockquote>\n\n\n\n<h4 class=\"wp-block-heading\">I valori, per essere efficaci devono essere:<\/h4>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-e6b3e9\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ol class=\"qubely-list qubely-list-type-ordered qubely-list-bullet-check-circle-outline\"><li>Pochi\u00a0<\/li><li>Incorporato nella cultura aziendale<\/li><li>Co-creato e chiaramente definito all&#039;interno di ciascun ruolo<\/li><li>Non solo memorabili ma vissuti utilizzati come filtri durante il processo decisionale<\/li><li>Sostenuti come standard comportamentali<\/li><li>Presi sul serio e messi in pratica dalla leadership come chiari esempi di comportamenti desiderati<\/li><\/ol><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Esempio pratico: una societ\u00e0 di software ha diciotto valori. Dopo aver intervistato diversi dipendenti, faticano a ricordarne anche tre. Recentemente alcuni utenti hanno cercato il loro sistema di valori sul loro sito web per confrontarlo con i loro livelli di servizio e hanno fatto alcuni commenti negativi come:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&quot;Sei orgoglioso delle eccellenti esperienze utente, ma la mia \u00e8 stata tutt&#039;altro che eccellente.&quot;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c8 probabile che i valori presunti diventino un bastone con cui gli altri ti colpiscono. I valori dovrebbero essere resi pratici e condivisi e anche tutti i membri del team dovrebbero prendere posizione sui valori aziendali.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"text-decoration: underline;\">Scopri come creare un sistema di valori pratico che contribuisca alla performance aziendale unendoti al nostro <a href=\"https:\/\/okrinstitute.org\/courses\/okr-leadership-course\/\" target=\"_blank\" rel=\"noreferrer noopener\">corso di leadership<\/a><\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"> I 5 valori della mischia&nbsp;<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>I cinque valori della metodologia agile di Scrum sono:<\/strong><\/p>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-8db442\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ul class=\"qubely-list qubely-list-type-unordered qubely-list-bullet-check-circle-outline\"><li>Coraggio<\/li><li>Messa a fuoco<\/li><li>Impegno<\/li><li>Rispetto<\/li><li>Apertura<\/li><\/ul><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">All&#039;interno della metodologia Scrum, i valori di cui sopra fungono da guida per il comportamento individuale e di squadra con il risultato previsto di potenziare la collaborazione e aumentare le possibilit\u00e0 di completamento con successo del progetto.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Esistono diversi modi in cui \u00e8 possibile implementare i cinque valori di Scrum, inclusi ma non limitati a revisioni degli sprint, retrospettive e standup giornalieri in cui i membri del team ricevono l&#039;opportunit\u00e0 di rivedere ci\u00f2 che tutti hanno completato.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Come i valori di Scrum possono integrarsi e integrare i framework OKR<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Coraggio<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ci vuole coraggio per tentare qualcosa di nuovo. Inoltre, ci vuole coraggio per perseverare, soprattutto quando si presentano sfide difficili. Quanto sopra sono ragioni molto forti per cui le organizzazioni dovrebbero sforzarsi di costruire culture familiari sane e forti: quando vedi un membro del tuo team lottare duramente per raggiungere i tuoi obiettivi condivisi, \u00e8 probabile che tu sia ispirato e senta l\u2019urgenza di andare avanti con maggiore coraggio.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il coraggio inizia con un impegno sincero nei confronti della visione aziendale, del sistema di valori e degli altri principi che noi come squadra rappresentiamo. La convinzione si costruisce nel tempo mentre ci impegniamo collettivamente per raggiungere i risultati come squadra. La fede si espande man mano che miglioriamo le nostre capacit\u00e0 e il nostro modo di pensare e ci supportiamo a vicenda. Una volta che la convinzione \u00e8 forte, \u00e8 un\u2019impresa pi\u00f9 semplice trovare il coraggio dentro di te come individuo e all\u2019interno della squadra come collettivo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A volte i team si arrendono presto quando iniziano ad affrontare le sfide durante l&#039;implementazione delle strutture OKR, come ad esempio alcune azioni o iniziative che non &quot;muovono affatto l&#039;ago&quot; in termini di attuazione dei risultati chiave. Ci vuole coraggio per andare avanti e trovare alternative.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Concentrarsi<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il valore di focalizzazione di Scrum si allinea perfettamente con i framework OKR poich\u00e9 uno dei superpoteri di OKR \u00e8, proprio questo, la concentrazione.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Meno \u00e8 di pi\u00f9 quando si tratta di strutture OKR e per raggiungere un successo sostenibile con gli OKR \u00e8 necessaria un&#039;attenzione particolare su ci\u00f2 che conta veramente.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Alcune aziende hanno troppi valori, procedure operative standard e troppi obiettivi, rendendo praticamente impossibile per i membri del team agire in merito.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Avere meno valori, OKR e altri principi, ma farli contare agendo in modo coerente e focalizzandosi su di essi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Impegno<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Senza un vero impegno nei confronti dei compiti, delle iniziative, dei risultati chiave e degli obiettivi finali dell&#039;azienda, \u00e8 molto difficile raggiungere gli obiettivi ambiziosi. L&#039;era delle \u201crinunce silenziose\u201d e delle \u201cgrandi dimissioni\u201d ha dimostrato che i livelli di impegno dei dipendenti di cui l&#039;impegno \u00e8 parte integrante sono un \u201cpunto di rottura\u201d e un&#039;area che dovrebbe essere di grande preoccupazione per la leadership delle aziende.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In primo luogo, la leadership dell\u2019azienda dovrebbe dimostrare chiaramente il proprio impegno non solo nei confronti della visione aziendale e dell\u2019impatto sociale che l\u2019azienda sta producendo come esempio ispiratore per i membri del team, ma anche per lo sviluppo personale dei membri del proprio team.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In secondo luogo, i leader faranno bene a creare un clima motivante all\u2019interno della propria organizzazione in cui sia un compito sempre pi\u00f9 semplice per i membri del team sviluppare un maggiore impegno verso l\u2019azienda e i suoi obiettivi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Promuovere la collaborazione, la creativit\u00e0 e l\u2019inclusione sono tutti fattori che possono supportare i livelli di impegno dei membri del team. Alla fine \u00e8 ogni membro del team; decisione individuale quanto impegnarsi, ma ci\u00f2 pu\u00f2 essere fortemente influenzato dalla leadership dell\u2019azienda.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4. Rispetto<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il rispetto reciproco reciproco come membri del team \u00e8 vitale per costruire una forte cultura di squadra. \u00c8 improbabile che i membri del team condividano e collaborino se sentono di essere mancati di rispetto.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il rispetto non \u00e8 solo una filosofia, ma viene praticamente rivelato dal modo in cui ci salutiamo, ci trattiamo, lavoriamo insieme e da come effettivamente svolgiamo il nostro lavoro.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il rispetto e la fiducia costituiscono una solida base affinch\u00e9 le relazioni crescano forti nel tempo. Tutti gli stakeholder devono essere veramente rispettati affinch\u00e9 un\u2019organizzazione abbia un successo sostenibile<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>5. Apertura<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L&#039;apertura a nuove idee e il dare voce a tutti i membri del team non dovrebbero essere semplici parole, ma dovrebbero essere pratiche radicate nella cultura aziendale.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I membri del team dovrebbero sentirsi sicuri nei loro ruoli e sapere che possono discutere liberamente le idee per garantirne la validit\u00e0. Una cultura di apertura pu\u00f2 aiutare ad abbattere gli effetti dei compartimenti stagni e le gerarchie rigide se soffocano il progresso.<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Nome dell&#039;autore:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Direttore dello sviluppo del talento dell&#039;OKR Institute<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p 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href=\"https:\/\/okrinstitute.org\/it\/okrs-and-lean-management-principleshow-they-complement-each-other\/\">OKrs e principi di lean management: come si completano a vicenda<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/it\/why-team-accountability-is-essential-for-growth\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/team-accountability-1024x576.png\" alt=\"Why Team Accountability is Essential for Growth\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/why-team-accountability-is-essential-for-growth\/\">Perch\u00e9 la responsabilit\u00e0 del team \u00e8 essenziale per la crescita<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/it\/how-startups-can-immediately-implement-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/07\/person-using-tablet-1024x623.jpg\" alt=\"how startups can immediately implement okrs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/how-startups-can-immediately-implement-okrs\/\">come le startup possono implementare immediatamente okrs<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Tag<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Allenamento<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Pullman<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-7a0c9f3b uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/it\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Ricerca\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Ricerca\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"it\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":39726,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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Coetsee","author_link":"https:\/\/okrinstitute.org\/it\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/it\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The 5 values of scrum integrated with okr frameworks<\/title>\n<meta name=\"description\" content=\"The 5 Values of scrum can seamlessly be integrated with OKR frameworks. 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