Discover eligibility and fit for the Masterclass

ELIGIBILITY QUIZ:

Discover if You’re a Perfect Fit!

To assess whether you are genuinely interested in pursuing Scrum as a potential career path, here are questions that delve into your mindset, values, and long-term aspirations. These questions aim to uncover intrinsic motivation, alignment with Scrum principles, and readiness for the unique demands of Scrum roles:

No fluff, just honest insights into your Agile fit.

Let's see if you're ready to kickstart your Scrum journey!

Are you willing to discover Agile and Scrum practical skills for boosting productivity and making work more exciting?

Yes

Are you excited to explore creative strategies and make a lasting, positive impact?

Yes

How much time are you willing to invest in maximizing your potential in this exciting new field?

3 hours/month

5 hours/month

10 hours/month

20 hours/month

As long as it takes to finish the Masterclass and assignments

Rate your motivation to advance your knowledge and skills in Agile and Scrum, with 5 meaning you’re ready to go all in.

5 (Highly motivated)

1 (Not motivated)

How comfortable are you working closely with others in a team setting?

I thrive in collaborative settings and enjoy working closely with others.

I prefer working independently and find teamwork challenging.

I don't mind collaboration but prefer more individual tasks.

I haven't experienced much teamwork but am open to it.

How do you approach resolving conflicts or disagreements within a team?

I actively seek resolution and am comfortable addressing conflicts openly.

I avoid confrontation and prefer to keep the peace, even if it means not addressing underlying issues.

I struggle with resolving conflicts but am willing to improve.

I haven't had much experience with conflicts within a team, but I am willing to learn.

What’s your perspective on consistently offering and receiving constructive feedback?

I welcome feedback as an opportunity for growth and improvement.

I find feedback uncomfortable and prefer to avoid it whenever possible.

I'm open to feedback but find it challenging to provide.

I haven't had much experience with giving or receiving feedback.

What steps do you usually take to overcome challenges and find solutions when faced with obstacles?

I'm proactive and resourceful, seeking solutions to challenges as they arise.

I tend to get overwhelmed by obstacles and struggle to find effective solutions.

I'm willing to learn problem-solving skills and overcome obstacles.

I don’t think this is for me—I’m just not passionate about exploring this area further.

What is your approach to sharing knowledge and expertise?

I actively share my knowledge and expertise to contribute to a collaborative team culture.

I prefer to keep my knowledge and expertise to myself and focus on my individual tasks.

I'm open to sharing knowledge and expertise but find it challenging to do so effectively.

I haven't thought much about sharing knowledge and expertise with team members.

Are you interested in obtaining recognized Scrum certifications that demonstrate your proficiency and expertise?

Yes

How do you feel about working in an environment that prioritizes transparency, collaboration, and continuous improvement?

I love it! Transparency, collaboration, and continuous improvement create a culture where everyone can thrive and grow together.

I think it sounds ideal in theory, but I wonder how easy it is to maintain transparency when deadlines get tight or conflicts arise.

It’s definitely appealing, though I worry that too much emphasis on collaboration might slow down decision-making or individual accountability.

I appreciate the focus on improvement, but I’m cautious about whether everyone truly commits to these principles or if they’re just buzzwords in practice.

Are you comfortable taking ownership of guiding teams or stakeholders toward shared goals, even without formal authority?

I think it’s possible, but I worry that without formal authority, it might be hard to get everyone to take the guidance seriously.

I can see how it could work in theory, but I wonder if people would naturally resist being guided by someone who doesn’t have a clear leadership title.

Absolutely! I enjoy helping teams align on shared goals and believe leadership isn’t about authority but influence and collaboration.

It depends on the team dynamics. If the group is already collaborative, it might work, but in more hierarchical environments, I’m not sure how effective it would be.

How do you respond when priorities shift unexpectedly or plans need to be adjusted quickly?

I try to adjust, but I sometimes worry that constant shifts might lead to a lack of progress or clarity on long-term goals.

I understand the need for flexibility, though I find it challenging when shifting priorities disrupt workflows or create confusion among team members.

I can manage the adjustments, but I wonder if there’s a way to improve how we anticipate or communicate these shifts to minimize their impact.

I adapt quickly by focusing on the bigger picture and realigning my efforts to meet the new priorities.

How do you stay updated on industry trends and emerging practices in your field?

I try to keep up, but I often find it overwhelming to filter out what’s truly relevant from all the noise online.

I actively follow industry blogs, attend webinars, and participate in professional communities to stay ahead of trends and continuously learn.

I rely on my team or colleagues to share updates, but sometimes I worry I might be missing key insights by not exploring them myself.

I check for updates when I have time, though I admit it’s easy to get caught up in day-to-day tasks and lose focus on long-term learning.

How do you manage stress or pressure when deadlines are tight, and expectations are high?

I do my best to push through, but sometimes I worry that high-pressure situations might lead to burnout if they become too frequent.

I try to stay organized, though I find it challenging when unclear expectations make it hard to focus on what truly matters in the moment.

I focus on priorities—it helps me stay calm and deliver quality results.

I manage it okay, but I often wonder if there’s a better way to balance efficiency with maintaining team morale during stressful times.

How would you measure success in your work—by personal achievements, team accomplishments, or overall organizational impact?

I measure success by how my contributions help the team and organization grow, because collective progress is more meaningful than individual wins.

I think personal achievements matter most, but I sometimes worry that focusing too much on individual goals might come at the expense of team harmony.

Team accomplishments feel rewarding, though I wonder if everyone truly pulls their weight equally or if some people benefit more from others’ efforts.

Overall organizational impact sounds ideal, but in practice, it’s hard to see how my day-to-day work directly contributes to such a big picture.