#112: Exploring Collaboration Styles with Jessica Guistolise

Discover how recognizing and accommodating different collaboration styles can transform your Agile team dynamics. Join Brian Milner and Jessica Guistolise as they delve into the key to effective and inclusive collaboration.

Overview

In this episode of the Agile Mentors Podcast, Brian interviews Jessica Guistolise about the diverse collaboration styles that impact team dynamics. They explore the importance of recognizing and accommodating different collaboration styles—relational, expressive, and introspective—to create effective and inclusive collaborative environments.

Jessica provides practical tips for Scrum Masters and facilitators to cater to these styles during meetings and retrospectives. The discussion emphasizes the value of diversity in collaboration styles, which brings different perspectives and ideas to the table, fostering creativity and innovation.

References and resources mentioned in the show:

Jessica Guistolise
Lucid
The Collaboration Style Quiz & Report
The Global Scrum Gathering
Advanced Certified ScrumMaster®
Certified ScrumMaster® Training and Scrum Certification
Advanced Certified Scrum Product Owner®
Certified Scrum Product Owner® Training
Join the Agile Mentors Community
Mountain Goat Software Certified Scrum and Agile Training Schedule
Subscribe to the Agile Mentors Podcast

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This episode’s presenters are:

Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work.

Jessica Guistolise is an Agile Evangelist and coach at Lucid who excels in helping organizations deliver continuous value to their customers. With a passion for people over process, she specializes in change adoption, gaining critical buy-in, and establishing trust in Agile methodologies across various industries.

Auto-generated Transcript:

Brian (00:00)
Welcome in Agile Mentors. We are back for another episode of the Agile Mentors podcast. I'm with you as always, Brian Milner. And today I have a special guest with us. have Jessica Gastolis with us. Did I say that correctly?

Jessica Guistolise (00:14)
You did. Thank you so much. It's a mouthful. I am so happy to be here. Thank you so much for inviting

Brian (00:21)
Absolutely, incredibly excited to have you here. For those who aren't familiar with Jessica, she is an evangelist at Lucid. So I'm sure we'll hear a little bit about that as we talk. She is an agile coach and she has the credentials to back that up. She has from the Coaches Training Institute, a professional coach certification and also she's an ORSC coach, if you are familiar with that. I'm familiar with that. I know there's a lot that goes into getting those. So it's not just, you know, filling out a, sending in some box stops and, you know, getting it back in the mail. and, so the reason I wanted to have Jessica on is because she was speaking at, or she did speak at the scrum gathering that just took place, back in May. And, she had a couple of talks actually that she did with, Brian Stallings there. but one of them really caught my And I thought it would be interesting here to the audience. And that's about collaboration styles. So let's dive into that topic. When we talk about collaboration styles, Jessica, don't we all collaborate the same?

Jessica Guistolise (01:33)
You know, it's funny, we don't actually. Though, although there is a kind of a misconception that we do because we collaborate in the way that we collaborate, but not everybody collaborates in the same way. And so for us to create really amazing collaborative environments, it's helpful to have an awareness of those different styles. And if we facilitate in such a way that cares to each one of those styles, you're gonna get so much more in the room than you would if you only stick with, well, here's how I collaborate. So obviously this is the way to do it.

Brian (02:09)
Right. Yeah, I think this is such an important topic because I know one of the questions I'll get a lot in classes or just even in Q &A sessions when we talk about retrospectives is, I'm having a hard time facilitating my retrospective and my team doesn't want to talk or my team's quiet and shy. And to me, this is all kind of indicative of this concept of you're probably not recognizing that they have different collaboration styles than you do.

Jessica Guistolise (02:41)
Yeah, absolutely. And it's so amazing because I think as Scrum Masters, as Agile Coaches, this is a really important piece to recognize because as the facilitator, you're really building the container. think of these events as like the containers and the folks who are doing the work, they're all the content. But if you build a container that's going to allow for that content to emerge in a healthy way, you just, I mean, Anything's possible.

Brian (03:10)
Right, right. And you know, one of the things I love to say in classes is just that, you know, that facilitation, that's the root goes back to this phrase, it means to make easy. And you know, that's our job is to make whatever that thing is easy. And if we are, if we're not aware of our own personal preference and style and how we collaborate, then it's harder for us to even be empathetic or recognize that other people have different styles and much less how to accommodate them and be inclusive of them in those environments. So I just think it's a really important

Jessica Guistolise (03:51)
Well, and the interesting thing too, besides easy, there's also an element of safety. Because if you're asking me to collaborate in a way that makes me really uncomfortable, then I'm spending all of that time in my discomfort and trying to put forth ideas. Those two things are so, they clash. And so there's also an element of just creating an environment of not just easy because this is the way that I collaborate, but I feel safe in collaborating in a that make sense to me. In fact, there's some, there are a couple of styles that are almost opposites. So if you're asking me to collaborate in that way, ooh, I am not sharing anything with you.

Brian (04:31)
Right, right, you have that amygdala hijack going on. You're kind of, you're in that fight or flight mode of just, my gosh, I'm panicked. I don't want to do this. I feel highly uncomfortable. you know, it's, can, you know, literally it's blocking those neural pathways of actually being able to collaborate and access, you know, the parts of your brain that would allow you to, to contribute in that kind of environment.

Jessica Guistolise (04:59)
Yeah, it's fascinating actually, right before the study that was done came out, I was in a collaboration with a group of people who were collaborating in a way that was wildly uncomfortable. And I came out of that meeting feeling dumb. Like I really was like, wow, I didn't, I just gave nothing. But then, you know, a little while later I was like, well, but I have this idea and this idea and this, wait a minute. I was just stuck because this isn't a way that's very comfortable for me.

Brian (05:28)
Yeah. Well, you know, I know you probably know this, but for anyone else listening out there as well, I have definitely felt that way as well in sessions that were kind of contrary to, you know, opposite of what I prefer. And, you know, the way I always describe it is I don't, I'm not a person who thinks out loud. I think internally, I think quietly and then express it later. I need time to process and work through things. But I recognize there are others who are verbal processors who need to speak out loud and and You know if you're in a meeting with a bunch of those Types of people who have that collaboration style and and yours is a quiet one Then you know I've walked out of those rooms before feeling like gosh I'm the dumb one in this meeting because I didn't have anything to contribute

Jessica Guistolise (06:12)
Yeah, I didn't provide any value in that, but there is, there's so important to recognize that. And I think there's, there's, there are ways to create these containers and to create these collaboration sales that really help to make it so that everyone can feel comfortable collaborating in the way that is going to be comfortable for them. And it just, it's, you know, it's the facilitator work of being prepared.

Brian (06:16)
Right, right.

Jessica Guistolise (06:38)
preparing for the meeting or the event, creating the container in a way that's going to be safe, comfortable, and easy for everyone.

Brian (06:45)
Yeah, absolutely. All right, well, let's get to the meat of that then, because I know there are a few, you kind of delineated these in the presentation that you had. So walk us through, what are the differences in these different kinds of collaboration styles?

Jessica Guistolise (06:59)
Yeah, so the study was done, Lucid did a really interesting study. I was so excited by this. And what they found was over half of knowledge workers identify with one of three collaboration styles. And the other part of that is you may not land fully in one of the three and you may have kind of a blend of them, but these are the ones that we see most often. And one of the things that I always like to point out too is that none of these are Like it's just the way that you feel comfortable. They're all really helpful and healthy and really great ways of coming together. So I'll start with the one that I most identify with because it makes the most sense to me. That's we normally create collaboration is we see how do I collaborate and I'll collaborate with you. So the first is relational. And so relational collaborators really want that human connection. Like they want to be, they want to spend some time. How was your weekend? Or just if it's a brand new person, let's get to know each other a little bit before we dive into trying to solve problems. there's it's, it's almost like, for me, I just feel like I need to be in relation with, in relationship with someone before I'm comfortable collaborating. It's like, the metaphor I like to use is, is like baking bread. If I'm in relationship with you, I'm gonna bring you ingredients and recipes and stuff that I'm playing with and trying to figure out. But if I'm not in relationship with you, I will have that entire thing baked and then bring it out and see if you like it. But that's not collaboration, right? That's me by myself and how much better is the bread gonna be if somebody says, well, let's try this and let's try this and let's try this. So that's a relational

Brian (08:49)
So that sounds like that one in particular needs just a tremendous amount of trust to be effective.

Jessica Guistolise (08:55)
It does. really does. And I actually, I'll tell you a story about this because, so I, I was working with, an individual who had an interesting problem to solve another agile coach. and he'd come up to me and he was like, I have this interesting problem. Do you have anything in your coaching toolbox or knapsack that you can pull out for me really quickly? And I was like, Hmm, you know what? actually don't. but let me think about And so I went, was doing some other things and sort of in the back of my brain. And then I had just an absolutely ridiculous idea. I mean, it was like, I, I felt silly even thinking it, let alone saying it out loud, but I was in really great relationship with this other individual. So I ran across the hall and I said, okay, I have a really dumb idea. And he goes, okay, let's hear it. And I told him, and he goes, wow, that's really dumb. Let's play with it. And so we played with it and got it into something and he took it back to the team and it worked spectacularly. And I think he's still using it today as an exercise that'll help with the team's collaboration. but if I hadn't been in relationship with him, I would have had that dumb idea and then I would have let it go.

Brian (10:10)
Right, right, because you know, you don't want to get made fun of or you don't want to be made to feel dumb or anything. So yeah, absolutely. You got to have that trust and sense of safety with them to be able to bring it up. That's a great

Jessica Guistolise (10:23)
Yeah. The second one is one that I wish I had more of and I just don't. So some people identify as expressives. If you're an expressive collaborator, you are ready to dive in at any moment. Like somebody can throw out a topic and you've got, you're the first voice in the room. You love using visuals and drawing out your ideas and throwing up sticky notes and emojis. You're one of those people that's I'm ready to, I'm just ready to share. I really wish I had more of that. Sometimes I think of them as blerters. Like they're just willing to blurt it out. Whatever is there on top of mind and a brainstorm. And I just, think that's so admirable and it's just not a skill that I have.

Brian (11:09)
So less of that filter then. mean, it sounds like they don't necessarily need to have that basis of trust. They're just sort of always willing to say what's on the top of their mind and get it out in the open.

Jessica Guistolise (11:22)
Yeah, yeah, I think it's a great way of expressing themselves. And they also have maybe a harder time spending that time getting into relationship and all of that ooey gooey stuff. And they're like, let's get to the work, you know. But if we have an awareness that I as an expressive am working with a relational collaborator, some of the work is getting into relationship. So now I feel more comfortable spending that time because I know that the work we're going to do after that is going to be greatly

Brian (11:57)
And correct me here if I'm wrong, because I'm just trying to make sure that we're understanding all speaking the same terminology here, but it sounds like the way you describe this, that expressives are not necessarily verbal expressives. Like you mentioned, someone who's more sketch note based or anything like that. So they may not feel comfortable speaking, but they're very comfortable with the concept of getting an idea out of their head quickly in one way, or

Jessica Guistolise (12:26)
Yes, exactly. It could be in visual form. think of like people who always have memes or GIFs at their fingertips. Like they're just ready to go and send out these their ideas into the world and not hold on to them tightly. know, they hold them on, hold on to them, Lucy, please, because they're coming out in the world.

Brian (12:44)
Hold on loosely, but don't let go. Awesome, I love that. Okay, and then was there another one?

Jessica Guistolise (12:52)
There is. So the last one is introspective. So an introspective collaborator, I dip my toe in introspective collaboration as well. Deep work is really, you love deep work. Spending time really processing, thinking through, chewing on an idea, tossing, playing with it a little bit yourself before beginning to share. It's the opportunity to do some research, do some brain writing, spend some time in ideation. And you might even feel comfortable having a conversation with one person rather than if you have a giant group of people sending them into breakouts to have individual conversations. sending out thoughts about what's going to happen before the meeting or the event so that they've got that time to themselves to say, here's what I'm thinking about this topic. before throwing them into a room with a whole bunch of people and expect them to just go.

Brian (13:57)
Right, right. Yeah, no, I mean, of these three, yeah, that one sounds very close to what I would identify with for sure. And yeah, I mean, I think one of the characteristics I would kind of try to relay that home to everybody is I love when a collaboration session spills over across days because I love having the ability to go home and sleep on it

Jessica Guistolise (14:18)
Yes.

Brian (14:24)
you know, when I'm walking my dog or getting ready in the morning and the shower or something that that's when the brilliant idea will strike is when my brain is actually distracted and thinking of something else. That's when I can really think about things. And I, I feel like I need that time to sort of let it percolate and kind of, you know, seep in a little bit before I can come back and really contribute.

Jessica Guistolise (14:46)
Totally. One of the things that I really appreciate that we do at Lucid. So that meeting that I was talking about where I walked out and I went, I provided zero value in that meeting. We've got an open board for that for after. And there's an expectation that if you have ideas afterwards that you have the opportunity to come back to it the next day or the day after that. It's not, okay, we collaborated, close this. That's it, we're done. but you actually get the chance to do some of that asynchronous follow on day, day after kind of collaboration.

Brian (15:20)
Love that. Well, and two, Scrum Masters out there, hear that, listen to that, right? Think about that from that kind of a meeting. This is just a normal meeting, right? But we sometimes can get so structured into the idea of a retrospective being only at this time and this confines, and we have our time boxes and everything else. But yeah, if we can have some spillover time as well, pre or post, right? Just having that ability

Jessica Guistolise (15:30)
Hm.

Brian (15:49)
let people think through and contribute after the fact, that can really deliver some great results and allow you to include all these different collaboration styles. So then relational, expressive, introspective, these are kind of the three styles that you guys highlighted in your talk. All right. So let's say I'm a Scrum Master and I might identify with one of these. How does that help me? How does that help me to do my work with my

Jessica Guistolise (16:23)
Yeah, fantastic. So Brian, you immediately recognize your own sort of tendencies or collaborative tendencies, collaboration styles. But if you think about those you work with, do think you could kind of identify what different styles other people you work with on a regular basis might have?

Brian (16:43)
Yeah, I think so. mean, most people who are listening to this know my boss. I would, it's kind of funny. If I was going to try to pin Mike Cohn down in one of these three. Gosh, you know what's funny is I'm not sure because he sort of has a blend of all three.

Jessica Guistolise (17:08)
Well, that's absolutely like I mentioned, I'm sort of I'm a relational with an introspective kind of toe in introspection. And so I think there's a lot of people who are a little bit of a mix. And so the easiest thing to way to find out is to ask, share what these styles are, and ask what find out what's going on with your team, if they were to self identify, because it's easier to self identify, obviously, And then now you've got a great understanding of what's going on with the rest of your group. It was so fascinating to me when we did the conference talk, we had everybody self -identify and then collect in your self -identified group. So all of the expressives were together, all of the relationals were together and all of the introspectives were together. And then we had them do some work together and they were describing what helps them. to collaborate best. And the expressives were loud and they were right away writing all over the sheets of paper that we had for them. were, you I mean, it was like, it was a boisterous part of the room. The relationals immediately, hi, I don't think we've met yet. Let's get to know one another very quickly. You know, what do you love about your collaboration style? I mean, they really spent that time getting to know one another. And they were kind of coming to consensus before,

Brian (18:23)
Hahaha

Jessica Guistolise (18:35)
before writing anything on their page, because they were making sure that everyone was relating and getting their voice in. The introspectives, quiet, quiet, quiet part of the room, and they all had sticky notes and they were writing their ideas and then they were putting the ideas next to each other that might be similar, and then they started having conversations. So as a scrum master, as a facilitator, to know what your team's style is, is again, going to help you create the experience of inviting each one of those styles to collaborate in ways that best work for them. I mentioned introspectives, send out the agenda beforehand, make sure that they know the topics, have some silent brain writing time, because expressives are going to start putting their stickies out anyway, but allow that quiet moment to be there to accommodate those styles. You may put them into breakout rooms or have them meet with one other person. Especially if you've got like a larger collaborative of that, where you've got a bunch of people together, one -on -one first, then maybe four -on -one, know, one, two, four -all kinds of experiences are going to help those introspectives be able to bring their voice forward. You'll also have a moment of connection. Nobody likes icebreakers, so I think of them more as like relationship activities. If we're going to have a relationship activity, that feels way better than an icebreaker.

Brian (19:52)
Ha

Jessica Guistolise (20:00)
And spending time really allowing for, how are we feeling today? Let's bring some awareness to what's going on collectively as a group. All of that is helpful because then your relations, they've gotten their relationship moment. They feel connected to the people that they're working with, which means they're going to feel connected to the work that they're doing. So that connection before content allows the contact to be significantly improved. and expressives, give them the space to do it. mean, really allow them to be that voice in the room that jumps in and gets everyone excited. They bring people along. So building your events in ways that allow people to bring, be their best collaborative self is so helpful. The other thing that I think is really helpful trying to make sure you've got diversity of collaboration styles on your team. I'm a huge proponent of DEI and diversity and bringing together wildly different perspectives and ideas. And I just think that all of these interesting and complicated human problems that we're trying to solve need interesting, complicated humans and interesting, complicated teams.

Brian (21:20)
Hahaha

Jessica Guistolise (21:22)
And if you've only got introspectives on your team, there's going to be these relation, relationship type thoughts that are going to be missed and same with expressives. And so I think as you're building out a team, or if you have a team, just thinking about like, Ooh, do we have a diversity of collaboration on our team? And am I making sure that each one of those styles are cared

Brian (21:44)
Yeah. Yeah. I mean, like we, I know we talked about this quite a bit on our podcast. know, there are different neuro types, people think in different ways, people have different preferences and you're absolutely right. You know, what, what we need is people who see things from different angles. you know, if we all see things from the same perspective, then we're, don't have anything really to share. We all can just observe one thing and give our own perspective on it. But how much better is it if you have someone who's standing on the opposite side and says, wait a minute. There's actually another dimension to this that you guys aren't really able to see and bringing that to the table can make all the difference in the

Jessica Guistolise (22:20)
complete difference. And isn't it more fun? Everybody thought the same things that I did. Boy, the whole, it would just be boring. And it's a delight to see the ways in which other people see things and to go wander over and see their perspective. like you said, it brings more dimension to the things that we're working on.

Brian (22:45)
Yeah, and at the end of the day, we need some of that conflict. It's not all conflict is bad conflict, If I have a different viewpoint than you, then you're challenging my way of thinking and I'm challenging yours. And hopefully we end up at an endpoint that is a better endpoint because it's been challenged, because we haven't just accepted as rote what somebody thought.

Jessica Guistolise (23:14)
Absolutely. I'm totally agree. I think healthy conflict, healthy conflict and collaboration is, is helpful. I collab. I should have said in that moment, I don't collaborate like this. Can we get to know one another? And I probably would have met some folks in the organization that I, because it was, it was not people that I spend a lot of time with on a regular basis, I would have met people across the organization that I would have.

Brian (23:28)
Right.

Jessica Guistolise (23:43)
would have liked a number.

Brian (23:45)
Well, and I think it's amazing how powerful it is to have a name for something and be able to just kind of say, hey, this is what this means and this is what this is behind this. And if I know I am relational, then I know kind of what I need to be successful. I know what's gonna set me off. I know what's gonna be difficult for me. And I have a much higher likelihood of being productive in that kind of environment because I'm aware of those sorts of things. I think I know the way that you guys started was to try to get people to understand a little bit about where they were first before thinking about others. And I think that that was a genius way to approach that because I think you're right. You kind of know where you are on the map a little So yeah, we've talked about this a little bit when I kind of did my research and work on neurodiversity and different neuro types and stuff and how these different things relate. yeah, it's just like we were saying, right? You need different perspectives. You need different kind of approaches to problems if you're going to solve them and think in different ways when you approach issues. All right. If we understand there's relational, there's expressive, there's introspective, we kind of can pin where we are. We're starting to see where others are. How do I put this into practice? If I'm designing a retrospective, let's just say, and I know my team is made up of, I got five people, I got, you know, of three introspectives and two relationals on my team and no expressives. How's that gonna change how I prepare my

Jessica Guistolise (25:36)
yeah. Well, probably don't just have them start talking about it. I mean, so, you know, as you're thinking through the as you're thinking through the five stages of a retrospective, what you might do is like, okay, so if I'm going to open the retrospective, how might I open the retrospective in a way that's going to cater to my relational? That's an easy one to grab on to, right? Let's let's talk about

Brian (25:41)
No open discussion,

Jessica Guistolise (26:04)
What's something interesting that's in your wallet or your purse or just something that's gonna help the group begin to be in relationship with one another? You'll wanna have some quiet time. Allow them to spend some time on their own thinking about what happened over the course of the last week before you even start throwing things up. You might have just a five minute, close your eyes walk yourself through the last sprint and think about what were the big things that happened before even going into the writing. There's some really nice introspective time to chew on what happened, what's going on. You may put them, like I said, in small groups of two or three instead of having them come together to try to come up with experiments as a whole wide group right off the bat. So when When you figure out, here's the things that we want, here's the topics, here's what the data is telling us, and here's what we want to run an experiment on. Again, allow for that time to go back and really chew on. So we have this thing that we want to work on in the next iteration. So I'm going to spend some time thinking about maybe 10 different ways that we might experiment on that instead of having the whole group have that conversation right off the bat. So there's a whole bunch of different things you could do. to kind of unlock the collaboration in all of your team members.

Brian (27:37)
Yeah. Yeah. We were talking a little bit before our podcast about how we're music nuts and, you know, really get into that world. you know, the ideas crossed my mind. It's sort of like, you know, when you think about composing music or you think about a piece of music, right? If everything wasn't a major key, that would get boring. You know, we like to have minor keys on occasion or sometimes augments. augmented keys or different time signatures and different rhythms and things that kind of come to play in a piece of music. And sometimes we'll even shift those in the course of a single song. So if you think about a retrospective kind of in that or a facilitation session even larger than a retrospective, but just any facilitation session, right? You don't want it to get boring. You don't want to just cater to one thing. You want to be able to have some variety and that makes it interesting that keeps people's attention.

Jessica Guistolise (28:32)
Please. It does. mean, think about just even how you might shift things up in a daily scrum. Every day come to it, okay, so today we're gonna do an expressive scrum. Warn your introspectives that that's coming. Today we're gonna do a relational scrum, daily scrum. Think about how you might add these elements into your planning session, because that's a deeply collaborative session, and you wanna make sure that there's space for each one of your collaborative. collaboration style team members to have the ability to you I think everybody would be surprised how much more information comes when we feel comfortable collaborating in these different styles and There's edges in each of us right so helping to kind of Walk those edges I've I have been working really hard on trying to be more expressive I asked expressives. How do you do that? And really a lot of it is I don't hold my expresses, the things that I express tightly. They're just ideas and I'm willing to just throw them out. And so for me, that's an edge for me that I can walk up to. And so you can help your team members because they're not always gonna be on a team that has an understanding all of these styles exist. Although as a team member, I might say, hey, let's all talk about our collaboration styles real quick as a part of our working agreement. But you may find yourself on a team that doesn't have that same understanding of the collaboration styles. And so if you work on kind of moving that edge further and further, you're stepping into it a bit, then you're going to be more comfortable collaborating in multitudes of environments. And ladies and gentlemen, and all of those in between, We want to hear your voice. so doing the self work in some of that I think is also really important.

Brian (30:37)
Absolutely, yeah, I couldn't agree more. Well, I can't thank you enough, Jessica. Thank you for taking time out and coming in and explaining this to us. It's just, one of the joys of getting to do this kind of thing that I get to have these kinds of conversations with the Agile community and different members of our community. So thank you for making time and sharing your wisdom on this with everyone.

Jessica Guistolise (31:00)
Yeah, thanks, Brian. This has been an absolutely delightful conversation. And if people want more information on the collaboration styles, there is a report out there. And with the report, there is also a quiz you could take that says, wait a minute, what is my collaboration style? And you could have your whole team take the collaboration style quiz. And then you'd really have an understanding of where is everybody at? And how can we make sure that their voice is in the system?

Brian (31:22)
That's an awesome suggestion. We'll definitely put that in our show notes, too. So we'll make sure everyone can just find that in our show notes and not have to hunt for it or anything. But that's an awesome suggestion. Well, again, thanks, Jessica. I appreciate you coming on and speaking with us.

Jessica Guistolise (31:39)
Yeah, thank you so much for having me. It's been a delight.