1:1 Scrum Master Coaching
One-on-one coaching for practicing and aspiring Scrum Masters - working your actual ceremonies and your actual team conflicts.
Who This Is For
Scrum Masters - new or experienced - who are stuck on something specific in the role and want it worked through with someone who's been in the room, not a course that covers the theory and moves on.
Signs You Need This
- You're new to the role and have no peer to sanity-check a decision against before you make it
- You can run ceremonies on schedule but freeze the moment real conflict shows up in the room
- Your team brings you in every decision now.
- You have become a proxy manager, not a Scrum Master
- Leadership wants metrics
How This Works
Cadence
Biweekly 1:1 sessions, with a lighter monthly option if that's a better fit for where you're at.
Format
Half the value comes from talking through what's live for you; when it's useful, I sit in on a real ceremony and we debrief it right after, while it's still fresh.
Length
6 to 12 weeks if we're working one specific issue, 2 to 3 months for broader development. This isn't a retainer — we're building toward you not needing me for this particular thing anymore.
Focus
I move between teaching, mentoring, and coaching depending on what the moment calls for. I'm not going to withhold an answer I clearly have just to stay "non-directive."
What Changes
- You can name which Scrum Master stance you're in — facilitator, teacher, mentor, coach — and choose it on purpose instead of defaulting under pressure
- You get through a tense retro or standup without steamrolling the room or going silent
- You set a real boundary with a manager who's been using you as a status-reporting proxy
- You redesign at least one ceremony to actually fit your team's maturity, not the textbook version
Questions
How is this different from sending me to another certification course?
A course teaches you the concepts. This works your actual live situations — the retro that went sideways last week, the manager who wants a burndown chart by Friday. Different tool for a different problem.
How do we know this produces something measurable?
We scope the engagement around a named behavior change up front, and I check progress against it at the midpoint and at the end. Not vague growth — a specific thing that's different by the time we stop.