Agile Coach Code of Conduct

1. I will always remember that my teams are full of intelligent professionals acting in the best way that they can for project completion
2. I will not direct or follow, but lead the team by example, which means walking a fine line between participation and observation
3. I will always remember that I am a guest on each team, and will strive to behave respectfully to my hosts as much as I can
4. I will separate knowledge from practice. Both are important, but either by itself is not
5. I understand that teams have a limited ability to absorb information before they must process it in their daily work life. Once I reach the limit of my team's ability to change, out of respect for both the team's and my time I will back off
6. I will spend a significant amount of passive time - time not spent directly helping the team - in the team's presence in their collaborative space. I understand that many team members will not ask me questions in public but will wait until I seem available
7. I will understand that learning takes place entirely on a person-by-person basis. While coaching is directed at the team, it is measured by the individual. A failing team may contain many new agile converts, and a successful team may contain many contain none. Coaching does not always directly impact performance
8. I will view my interaction as being supportive, not directive. Agile isn't something I'm doing to the team: it's something the team is discovering on its own along with my help
9. I will always try to be flexible with what I am saying to the team. I am not there to perform a certain bag of tricks. If the team needs to do something else during my time, we'll do something else
10. I will limit the amount of conversation I have about the team when I am away from them. When people bring me a problem or a difficulty with the team, my primary question is "did you take this up with the team?" I will not speculate on a team member's motives or capabilities with others (unless it is part of a coaching conversation with other coaches and the team identity remains largely anonymous)
11. I will always accept negative feedback from the team with a positive attitude. It is not important that I am always right. It is more important that the team is being honest and open with each other. I need to lead by example.
12. I will "check my personal baggage at the door"...that is--I will actively listen to the team, keenly observe them, and take them at their word, limiting the influence of negative experiences from the past and focusing instead on the unique team of individuals before me and the particulars of the situation that they face.

Hope somebody out there finds this useful. I know I did.