Expressing Needs is Essential for High-Performing Teams: Tips for Team Leaders 

Expressing Needs is Essential for High-Performing Teams: Tips for Team Leaders 

Written by Yamila Solari

Expressing Needs is Essential for High-Performing Teams: Tips for Team Leaders

What Are Needs and Why Do They Matter?

In both our personal and professional lives, recognizing and expressing our needs is at the core of our ability to thrive. Acknowledging our needs can be thought of as accepting the essential requirements—whether professional, physical, or emotional—that help us perform at our best and feel fulfilled. Yet, expressing our needs can often feel vulnerable or even intimidating.

Marshall B. Rosenberg, the founder of Nonviolent Communication, emphasizes that assertive communication is built on clearly expressing needs, which are the conditions people need to thrive. According to his framework, unspoken needs can lead to misunderstandings and conflict, while openly sharing them fosters trust and collaboration. In the context of teamwork, especially within the framework of Scrum, expressing needs becomes even more critical.

For over 10 years, I’ve worked with software development teams, helping them overcome obstacles to reach high performance. One recurring lesson is this: teams that openly express their needs—whether professional, physical, or emotional—consistently outperform those that do not.

Why Needs Often Go Unexpressed

Despite their importance, needs are often left unspoken. Why is this?

  • Fear of Judgment: Team members may worry that sharing needs will make them seem weak or less capable.
  • Cultural Norms: In some work environments, there’s an implicit expectation to “push through” rather than address personal challenges.
  • Confusion Between Needs and Complaints: People may avoid speaking up because they don’t want to be perceived as complainers.

When needs are not expressed, the consequences can ripple through a team. For example, in one team I worked with, a developer felt overwhelmed by an unrealistic workload but didn’t speak up, fearing it would reflect poorly on their capabilities. Over time, this led to burnout, missed deadlines, and growing resentment within the team. Unmet needs like these can lead to frustration, disengagement, and even burnout. Worse, they can create a culture of avoidance, where team members stop addressing issues altogether.

How Scrum Creates Space for Expressing Needs

Scrum, a framework widely used in software development, offers built-in opportunities for teams to express their needs:

  • Daily Scrum: This quick, focused meeting is an excellent opportunity for team members to share blockers or request help. For example, someone might say, “I need more clarity on this requirement to move forward.”
  • Sprint Retrospective: The Retrospective is a powerful forum for reflecting on what went well, what didn’t, and what needs to change. It’s an ideal space to surface team-wide or individual needs, such as, “I need more time for code reviews to maintain quality.”

However, only high-performing teams take full advantage of these opportunities. This is only logical since high performance is often linked to psychological safety, where team members feel comfortable expressing their needs without fear of judgment.

Strategies for Expressing Your Needs Clearly

To express your needs effectively, consider these strategies:

  • Use “I” Statements: Frame your needs personally and specifically (e.g., “I need more context on this feature to complete my tasks”).
  • Be Specific: Avoid vague statements. Instead of “I need help,” say, “I need someone to pair with me on debugging this issue.”
  • Mention the benefits you will get: “The team needs to agree with the Sprint backlog for us to be completely onboard and empowered to achieve the sprint goal”

As a leader, modeling these behaviors can encourage your team to follow suit.

What Team Leaders Can Do

What Team Leaders Can Do

Team leaders play a crucial role in fostering a culture where needs are expressed openly. Here are some actionable steps:

  • Model Vulnerability: Share your own needs with the team. For instance, “I need everyone’s focus during this sprint because we’re on a tight deadline.”
  • Encourage Dialogue: Create regular opportunities for team members to share their needs. For example, start a meeting with a quick check-in round.
  • Build Trust: Trust is the foundation of open communication. Build trust by delivering on commitments, being transparent, and creating an environment where feedback is welcomed.
  • Actively Listen: Demonstrate that every voice matters by listening attentively and responding thoughtfully to concerns or suggestions.
  • Provide Constructive Feedback: Offer feedback that is focused on growth and solutions, not criticism. For instance, instead of saying, “This wasn’t good enough,” you could say, “Let’s explore how we can improve this process together.”
  • Facilitate Open Forums: Use meetings or Retrospectives to explicitly invite team members to share their thoughts and needs in a structured and safe environment.

By implementing these practices, leaders can build an atmosphere of trust where expressing needs becomes second nature for all team members.

Exercises to Practice Expressing Needs

To help teams develop this skill, consider these exercises:

  • Needs Mapping: Each team member writes down one professional, emotional, and physical need. Discuss these as a group to identify patterns and solutions.
  • Well-Being Check-In: Begin or end meetings with a round where team members share how they’re feeling and one thing they might need.
  • Role-Playing Scenarios: Practice expressing needs in hypothetical situations, such as requesting additional resources or clarifying a task.
  • Retrospective Needs Circle: Add a segment to Retrospectives where team members share one need that was met during the sprint and one that wasn’t. Use this to identify actionable improvements.
  • Needs vs. Complaints: Practice reframing complaints into needs. For example, “I’m tired of these last-minute changes” becomes, “I need earlier notice of changes to plan effectively.”

 

What Team Leaders Can Do

Conclusion: Put Needs First

Expressing needs is not just a personal skill—it’s a team competency. By addressing the full spectrum of needs—professional, physical, and emotional—teams can improve trust, strengthen communication, and unlock their highest potential.

As a leader or team member, you have the power to prioritize needs and encourage others to do the same. Start small: share one need in your next meeting and invite your team to do the same. By making this a habit, you’ll help your team reach new levels of performance and satisfaction.

What needs are you ready to express today?

Yamila Solari

Yamila Solari

General Manager
Collaboration Trends for 2025: The Future of Teamwork 

Collaboration Trends for 2025: The Future of Teamwork 

Written by Adolfo Cruz

Collaboration Trends for 2025: The Future of Teamwork

As we enter 2025, how we collaborate in workplaces is undergoing a seismic shift. Driven by technology, changing workforce expectations, and the need for more inclusive work environments, organizations are embracing new methodologies to enhance productivity, creativity, and employee well-being. Here are the top trends shaping collaboration in 2025.

1. AI-Enhanced Collaboration

Artificial Intelligence (AI) is no longer a futuristic buzzword; it has become integral to team collaboration. AI tools now automate routine tasks such as scheduling, task allocation, and document management, freeing time for teams to focus on strategic initiatives. These tools also provide actionable insights through data analysis, making decision-making faster and more informed.

For example, AI-driven platforms can suggest the best meeting time based on team members’ availability and time zones or analyze project data to highlight potential risks. Shifting from individual productivity tools to cross-team AI collaboration systems contributes to seamless teamwork.

2. Hybrid Work Models as the Norm

The hybrid work model, which blends remote and in-office work, has solidified its place as the standard for 2025. Companies are investing in physical office spaces that cater to hybrid teams, incorporating hot desks, collaboration zones, and quiet areas for focused work.

Flexibility is key, with employees having the freedom to choose their work environment. This model enhances work-life balance and expands the talent pool, as companies can hire skilled professionals from different geographical regions.

3. Immersive Collaboration Technologies

Technological innovations are bridging the gap between remote and in-person interactions. Tools like Google’s Project Starline offer lifelike 3D video conferencing, making virtual meetings almost like in-person conversations. Features like spatial audio and natural eye contact enhance communication, enabling more meaningful collaboration across distances.

Virtual reality (VR) and augmented reality (AR) are also used for team collaboration, providing immersive environments for brainstorming sessions, training, and product development.

4. Co-Creation Takes Center Stage

Co-creation, a collaborative methodology that engages employees, customers, and partners in developing products or strategies, is gaining traction. Organizations can generate more innovative ideas and solutions tailored to real-world needs by involving diverse stakeholders from the outset.

For instance, LEGO and Nike have successfully leveraged co-creation by allowing users to contribute to product design. This participatory approach drives creativity and fosters stronger connections with customers and partners.

5. Focus on Inclusive Leadership

As teams become more diverse, inclusive leadership is emerging as a critical factor in successful collaboration. Leaders prioritize equity, empathy, and cultural competence, creating environments where all team members feel valued and empowered to contribute.

Inclusive leaders foster psychological safety, encouraging open dialogue and the sharing of diverse perspectives. This approach enhances team dynamics and drives innovation by leveraging each member’s strengths.

6. Prioritizing Employee Well-being

In 2025, organizations are taking a holistic approach to collaboration by addressing employee well-being. Mental health programs, flexible work schedules, and wellness perks are now integral to workplace culture. Companies embed well-being into their collaboration strategies by recognizing that healthy employees are more productive.

7. Continuous Learning and Upskilling

With rapid technological advancements, the demand for upskilling is higher than ever. Organizations are investing in training programs to ensure employees can effectively use new tools and adapt to evolving work methodologies. Collaborative learning environments, such as peer-to-peer mentoring and team-based skill-building workshops, are becoming commonplace.

Looking Ahead

Looking Ahead

The trends shaping collaboration in 2025 reflect a broader shift toward inclusivity, flexibility, and technological integration. By embracing these changes, organizations can create work environments that drive innovation and efficiency and prioritize the needs and well-being of their teams.

As the future of work continues to evolve, the companies that lead the way will stay agile, adapt to emerging trends, and put people at the center of their collaboration strategies.

Adolfo Cruz - PMO Director

Adolfo Cruz

PMO Director
Top 10 Tools to Enhance Developer Experience of mixed US and Nearshore Software Development Teams 

Top 10 Tools to Enhance Developer Experience of mixed US and Nearshore Software Development Teams 

Written by Rod Aburto

Top 10 Tools to Enhance Developer Experience of mixed US and Nearshore Software Development Teams

Creating an exceptional Developer Experience (DX) is crucial for any successful project, especially when managing a cross-border development team that combines US-based developers with nearshore talent from Mexico and Latin America. Seamless communication, collaboration, and productivity are essential to keep both teams aligned and engaged. The right tools can bridge gaps, eliminate inefficiencies, and foster a collaborative work culture.

Here’s a list of the top 10 tools that can significantly enhance DX for US and nearshore development teams, along with why they make a difference. I know the list mentions pretty well known tools, but depending on your team’s maturity, you’ll find one or two that you are still not using and that I hope you’ll find useful.

1. Slack: For Real-Time Communication

Slack is a widely-used team communication tool that supports real-time messaging, video calls, and integrations with other software.

  • Why it helps: Enables developers to discuss issues, share updates, and collaborate without the delay of email. Its customizable notifications and channels also keep discussions organized and accessible.
    No se puede cargar la forma

2. Zoom: For Video Conferencing

Zoom provides high-quality video calls and screen sharing for virtual meetings.

  • Why it helps: Allows seamless communication between US and nearshore teams, ensuring clarity during sprint planning, retrospectives, or ad hoc problem-solving sessions.
    No se puede cargar la forma

3. Jira: For Agile Project Management

Jira is a go-to tool for tracking issues, managing sprints, and visualizing workflows in agile teams.

  • Why it helps: Centralizes project management, helping US and nearshore developers stay aligned on task priorities, deadlines, and progress.
    No se puede cargar la forma

4. GitHub: For Version Control and Collaboration

GitHub is a platform for managing code repositories and fostering collaborative development.

  • Why it helps: Facilitates code reviews, pull requests, and version tracking, making it easier for geographically distributed teams to collaborate on the same codebase.
    No se puede cargar la forma

5. Notion: For Documentation and Collaboration

Notion serves as an all-in-one workspace for notes, documentation, and team wikis.

  • Why it helps: Keeps everyone on the same page by centralizing documentation, enabling both US and nearshore teams to easily access guidelines, APIs, and best practices.

6. Postman: For API Development

Postman is a tool for testing and documenting APIs.

  • Why it helps: Simplifies API collaboration, allowing developers to share requests and responses with team members, speeding up backend/frontend integration.

7. CircleCI: For Continuous Integration and Deployment (CI/CD)

CircleCI automates build, test, and deployment pipelines.

  • Why it helps: Enhances productivity by automating repetitive tasks, enabling developers to focus on coding instead of manual deployments, and ensures quality consistency.

8. Trello: For Lightweight Task Management

Trello uses boards, lists, and cards to visually manage tasks.

  • Why it helps: Provides a simple way to track smaller projects or sub-tasks, keeping teams on the same page without overwhelming them with features.

9. Figma: For Design Collaboration

Figma is a web-based design tool that allows real-time collaboration.

  • Why it helps: Enables designers and developers to work together seamlessly, making UI/UX handoffs smoother and aligning frontend development with design goals.

10. Clockify: For Time Tracking

Clockify is a time-tracking tool that helps teams monitor work hours and productivity.

  • Why it helps: Offers transparency across distributed teams, helping managers understand workload distribution and ensuring fair allocation of tasks between US and nearshore teams.
How These Tools Enhance DX

How These Tools Enhance DX

  • Efficiency: Automating workflows with tools like CircleCI and Jira minimizes time spent on repetitive tasks.
  • Collaboration: Slack, Zoom, and GitHub ensure that all team members—regardless of location—are aligned and can easily collaborate.
  • Transparency: Tools like Clockify and Notion foster openness, ensuring everyone has access to the information they need to succeed.
  • Consistency: With centralized project management and documentation, teams maintain high-quality output and reduce miscommunication.
    No se puede cargar la forma

Conclusion

Combining US-based developers with nearshore teams in Mexico and LATAM can lead to remarkable results, but only if the Developer Experience is optimized. Using the right tools ensures seamless communication, efficient workflows, and engaged developers who are set up for success. By integrating these 10 tools into your workflow, you’ll not only enhance DX but also empower your team to deliver their best work.

What tools do you use to enhance DX in your distributed teams? Share your thoughts and suggestions in the comments!

Rod Aburto - Senior Partner

Rod Aburto

Senior Partner

How to Open a Captive Nearshore Software Engineering Center 

How to Open a Captive Nearshore Software Engineering Center 

Written by Luis Aburto

How to Open a Captive Nearshore Software Engineering Center

Companies that depend on proprietary software to provide their products and services are constantly looking for ways to scale their software development capabilities efficiently. For many companies, the idea of establishing a captive nearshore software engineering center in Mexico offers compelling benefits—proximity, cultural alignment, cost savings, and access to a deep talent pool.

This guide covers the considerations, steps, costs, and risks of establishing a nearshore captive operation in Mexico. While the general process applies across Latin America, specific legal, tax, and labor regulations must be adapted to each country.

Why Choose Nearshore and Mexico?

When companies evaluate options for scaling their software development capacity, the decision often boils down to three primary models: onshore, offshore, or nearshore development. While each has its merits, nearshore stands out for companies prioritizing real-time collaboration, cultural alignment, and cost-effectiveness.

How Companies Typically Reach This Decision

How Companies Typically Reach This Decision

The choice to go nearshore—and specifically to Mexico—often follows an in-depth evaluation process. Key considerations include:

Challenges with Onshore Development

  • Talent Shortages: The U.S. labor market for software developers is highly competitive, with prolonged hiring cycles and escalating salary demands. In large cities and key tech hubs, hiring challenges often lead to project delays and higher operational costs.
  • Cost Constraints: U.S. developers command salaries and benefits that are often unsustainable for scaling teams, particularly for companies that are balancing growth and efficiency.
  • Retention Risks: High employee turnover and stiff competition from larger enterprises create challenges in maintaining team continuity.

Concerns with Offshore Outsourcing

  • Time Zone Differences: Offshore locations, such as India or Southeast Asia, operate in time zones with limited overlap with U.S. working hours, making real-time collaboration difficult.
  • Communication Barriers: Variances in language proficiency and cultural norms can slow down progress, especially in agile environments requiring frequent team interactions.
  • Integration Difficulties: Offshore teams can feel disconnected, leading to lower alignment with company goals and challenges in integrating into the core business culture.

Why Nearshore Emerges as the Best Option

  • Geographic Proximity: Nearshore destinations like Mexico are in the same or overlapping time zones as the U.S., enabling seamless collaboration. Teams can participate in real-time meetings, work on tight deadlines, and respond promptly to issues.
  • Cultural Alignment: Shared cultural influences between the U.S. and Mexico, bolstered by long-standing business ties, foster smoother communication and team integration.
  • Cost-Effectiveness: Nearshore operations provide significant cost savings compared to U.S.-based teams, while avoiding the lowest-cost, high-risk compromises of offshore locations. Labor costs in Mexico, for example, are typically 20–40% lower than in the U.S., without sacrificing quality.
  • Ease of Travel: Mexico’s proximity allows for frequent in-person visits, which are critical during the setup phase of a captive operation or during major project milestones. Direct flights to most major Mexican cities from U.S. hubs add to this convenience.
How to Open a Captive Nearshore Software Engineering Center

Why Mexico Specifically?

Mexico has emerged as a preferred nearshore destination for the following compelling reasons:

Legal and Economic Stability under the USMCA

The United States-Mexico-Canada Agreement (USMCA) offers a framework for strong legal protections and trade advantages. Companies feel secure knowing that their operations in Mexico are safeguarded by a predictable legal and economic environment. This includes robust IP protection, which is critical for companies building proprietary software.

Deep and Growing Talent Pool

Mexico has one of the largest IT talent pools in Latin America, with approximately 800,000 IT professionals, including engineers with expertise in modern technologies such as artificial intelligence, machine learning, and cloud computing.

  • Education Strengths: The country’s universities produce tens of thousands of STEM graduates annually, ensuring a steady supply of skilled developers.
  • Bilingual Workforce: Most Mexican developers are fluent in English, which is often taught as a second language in higher education institutions, making communication with U.S. teams easier.

Established Tech Ecosystem

Mexico has a thriving technology ecosystem supported by government incentives and global investments. Large cities such as Guadalajara, Monterrey, and Mexico City are recognized as tech hubs, offering a rich infrastructure and a vibrant developer community, while mid-size cities like Morelia, Colima and Mérida also offer access to experienced developers while offering excellent quality of life and less turnover.
Forma

When Does a Captive Operation Make Economic Sense?

For smaller teams, outsourcing often provides the most cost-effective and flexible solution. However, as a company scales, the economics of outsourcing versus owning a captive operation shift.

A captive center becomes economically viable at around 40-50 full-time engineers, when the cumulative cost of outsourcing premiums begins to outweigh the higher setup and operational costs of a captive model.

Cost Comparison

  • Outsourcing: Outsourced developers often come with markups of 20–40% for vendor overhead, project management, and profit margins. For 50+ engineers, and over multiple years, these markups can exceed the initial setup costs of creating a captive center.
  • Captive Center: Operating costs, including salaries, office rent, and technology, are typically 20–30% lower than outsourcing rates. However, the initial setup costs (typically $200,000–$800,000) play a key role in determining when a captive center becomes cost-effective. These initial costs are fixed, so for smaller teams, they can outweigh the savings achieved by lower operating costs. However, as the team grows, these setup expenses are spread across more engineers, reducing the per-engineer cost, and making the captive model financially viable.

Key Indicators for Transition

  • Team Size: A stable team of 40-50+ engineers is a tipping point where long-term savings and operational control justify the upfront investment.
  • Long-Term Projects: Captive operations are ideal for companies with ongoing, multi-year development needs where team continuity and institutional knowledge are critical.
  • Cost Sensitivity: Companies aiming to reduce vendor markups and maintain direct control over budgeting can benefit from captives.
  • Strategic Control: Captives offer tighter integration with in-house teams, which is crucial for proprietary projects or sensitive IP.
Steps to Opening a Captive Center

Steps to Opening a Captive Center

Assess Feasibility

A captive center requires a sustained workload, cost efficiency, and a strategic focus on control. Typical triggers for such an initiative include high outsourcing costs, scaling challenges, an aggressive multi-year software development roadmap or the need for greater intellectual property (IP) security.

Define Objectives

Clearly articulate why the captive model fits your long-term goals. Are you looking for cost savings, strategic control, or scaling capabilities? These objectives will shape your approach.

Select Location

Major cities such as Mexico City, Guadalajara, and Monterrey offer the largest talent pools but also face intense competition for skilled professionals. Mid-sized cities like Mérida, Colima, and Morelia strike a good balance, combining access to experienced talent with lower competition. So, when choosing a location for your captive nearshore software development center, evaluate the following factors to ensure operational success:

  • IT Talent: Choose cities with a strong talent pool and competitive advantage in tech skills.
  • Educational Institutions: Target cities with universities offering strong STEM programs to provide a pipeline of skilled graduates.
  • Talent Competition: Assess local job market conditions to avoid high competition that may drive up recruitment costs or promote high turnover.
  • Infrastructure and Business Ecosystem: Consider the city’s infrastructure, cost of living, and overall business environment to ensure efficient operations and talent retention.

Legal and Administrative Setup

Register a legal entity in Mexico. To do so, follow these steps:

  • Choose the Appropriate Legal Structure: Decide on the type of entity that fits your business objectives. Common options include a Stock Corporation (S.A. de C.V.) for larger operations or a Limited Liability Company (S. de R.L. de C.V.) for smaller to medium-sized businesses.
  • Reserve a Company Name: Submit up to five potential names to the Ministry of Economy for approval.
  • Draft a Power of Attorney (POA): Authorize a legal representative in Mexico to act on your behalf during the incorporation process. This may require notarized and apostilled documents for each shareholder.
  • Prepare and Approve Company Bylaws: Define the company’s purpose, operational guidelines, share capital, and management structure, ensuring compliance with Mexican law. Translate these bylaws into Spanish by an official translator. The signing of the approval of the Bylaws needs to happen in front of a Mexican Public Notary.
  • Obtain a Tax Identification Number (RFC): Register with the Tax Administration Service (SAT) to secure an RFC, necessary for tax and financial transactions.
  • Open a Corporate Bank Account: Use the Bylaws, RFC and registration documents to set up a bank account in Mexico to pay for payroll and operational expenses.
  • Comply with Additional Registrations: Depending on your business, register with authorities such as the Mexican Social Security Institute (IMSS) and the National Institute of Statistics and Geography (INEGI), as well as the corresponding State and Municipal authorities.

Talent Acquisition

Hire an HR team or collaborate with local experts to effectively navigate Mexico’s competitive IT labor market. After building your team, set up HR administration processes to register employees with the required government agencies, such as the IMSS, and ensure contributions to homeowners’ savings and retirement accounts are managed appropriately.

Operational Setup

  • Secure office space and set up IT infrastructure.
  • Budget for technology tools, furniture, and compliance costs.
  • Hire experienced managers and supervisors to oversee the center’s setup and operations, ensuring efficient management of administrative tasks, employee motivation and retention, and software development activities.

Manage Risks

Common risks include talent retention challenges, cultural integration issues, and unforeseen operational costs. Mitigation strategies include strong local management, robust HR practices, and contingency planning.

Considerations for Captive Center Success 

Considerations for Captive Center Success 

While a captive center offers control and long-term cost savings, it comes with notable risks that require careful management:

1. High Turnover

Competitive job markets in Mexico mean that retaining top talent can be challenging. High turnover rates can disrupt productivity and increase recruitment costs.

2. Operational Complexity

Managing a captive center requires expertise in compliance, local labor laws, and cross-border operations. For companies without this experience, navigating these complexities can strain resources.

3. Scalability Issues

Rapid growth or changing project demands may outpace the captive center’s capacity, leading to inefficiencies or delays.

4. Cultural and Communication Gaps

Cultural differences, even in a nearshore context, can create alignment issues. Effective communication processes are critical to avoid misunderstandings and ensure team integration.

5. Upfront and Long-Term Commitments

The significant initial investment and operational requirements of a captive center lock the company into a long-term model, reducing flexibility.

Understanding the Costs of Captive Centers

Understanding the Costs of Captive Centers

Upfront Costs

Setting up a captive center involves significant initial investment:

  • Legal and Administrative: $50,000–$100,000
  • Recruitment: $30,000–$100,000
  • Office Setup: $70,000–$400,000
  • Technology and Tools: $50,000–$200,000

Total initial costs typically range from $200,000 to $800,000, depending on the size of the operation.

Ongoing Costs

Ongoing Costs

Once operational, the captive center incurs monthly and annual expenses:

  • Salaries and Benefits: $160,000–$300,000/month for 40-50 engineers
  • Office Rent and Utilities: $10,000–$20,000/month
  • Technology and IT Maintenance: $5,000–$15,000/month
  • Management and Oversight: $15,000–$30,000/month

These costs scale with team size and the complexity of the operation, requiring careful budgeting and cost control.

Ongoing Costs<br />
Once operational, the captive center incurs monthly and annual expenses: </p>
<p>Salaries and Benefits: $160,000–$300,000/month for 40-50 engineers<br />
Office Rent and Utilities: $10,000–$20,000/month<br />
Technology and IT Maintenance: $5,000–$15,000/month<br />
Management and Oversight: $15,000–$30,000/month<br />
These costs scale with team size and the complexity of the operation, requiring careful budgeting and cost control.

An Alternative Path: Flexible BOT

For companies hesitant to commit to a full captive setup, the Flexible Build-Operate-Transfer (BOT) model, like the one offered by Scio, provides a strategic alternative. In this model, Scio handles recruitment, operations, and compliance during the initial stages, with the possibility of transferring ownership once the operation is stable and reaches the required scale.

Benefits of BOT

  • Lower Risk: Leverage Scio’s established expertise to avoid the complexities of setting up a nearshore operation. You will not have to worry about the intricacies of local laws, recruitment challenges, or the significant costs involved in infrastructure and office setup. Scio already has the systems, local knowledge, and operational framework in place, enabling a smooth and efficient ramp-up. This enables you to focus on core priorities while Scio manages the setup and operations, ensuring a quicker, smoother, and lower-risk entry to utilizing nearshore talent.
  • Cost Efficiency: This model incurs little to no upfront costs, as the nearshore engineering team can take advantage of Scio’s established infrastructure and capabilities, reducing the need for significant capital investment.
  • Faster Scalability: Immediate access to talent and infrastructure accelerates productivity.
  • Flexibility: Transfer ownership when you reach the desired scale and maturity.
    Forma

How Flexible BOT Works

  • Build: We use our existing facilities to set up your operation. We manage the recruitment and onboarding of top talent, configure infrastructure, ensure regulatory compliance, and conduct a joint onboarding process to integrate the team smoothly into your software development workflow.
  • Operate: We manage all administrative operations, performance tracking, professional development, and continuous improvement, while your engineering leaders focus on managing priorities and task assignments. We guarantee seamless integration with your team and processes, consistently meeting your standards through a customized blend of coaching, mentoring, and training, all delivered in close coordination with you.
  • (Optional) Transfer: At your discretion, we initiate a seamless handover process, which may include setting up new facilities and infrastructure, establishing a local legal entity if needed, and transferring full operational control.

Choosing the Right Approach

While a captive operation offers control and long-term cost savings, a Flexible BOT model provides a safer, faster way to access nearshore talent. Companies can leverage BOT to validate the nearshore model before committing to a full captive setup, reducing risks, and optimizing resources.

Whether you are ready to open a captive center or want to explore the BOT model, understanding your goals, workload, and risk tolerance will help you make the best decision.

Scio can help you navigate this journey. With expertise in nearshore operations and the Flexible BOT model, we empower companies to scale confidently. Contact us to discuss your needs and chart the best path forward.

Luis Aburto_ CEO_Scio

Luis Aburto

CEO

Making Daily Scrums Enjoyable: Injecting Fun and Insights for Your Team

Making Daily Scrums Enjoyable: Injecting Fun and Insights for Your Team

Written by: Adolfo Cruz

Making Daily Scrums Enjoyable: Injecting Fun and Insights for Your Team

Daily Scrums are an essential part of Agile project management—they help teams sync up, identify blockers, and adjust priorities. However, it’s easy for these daily check-ins to become mundane and repetitive, losing the energy and engagement they are meant to foster. If your Daily Scrums are starting to feel more like a chore than a productive, energizing meeting, it’s time to make some changes. Here’s how you can transform your scrums into sessions that are not only informative but also enjoyable for everyone involved.

1. Add a Fun Start

Start on a light-hearted note to break the ice and lift everyone’s mood. Try incorporating quick icebreakers to help team members feel connected, such as:

  • Random Fun Question: Begin with a question like, “What’s the most interesting thing you learned this week?” or “If you could have any superpower today, what would it be?”
  • Rotating Facilitator: Let someone different lead each day. This rotation keeps the meeting dynamic, encourages participation, and allows everyone to bring their own flavor to the Scrum.

2. Shake Up the Format

Sometimes, the simple act of changing how you hold the meeting can add some much-needed excitement. Consider these alternative formats:

  • Walk-and-Talk: Hold the Scrum while taking a walk, either virtually (for remote teams) or in person. The change of scenery and movement can boost energy levels.
  • Theme Days: Occasionally, hold themed stand-ups. Encourage team members to share updates like characters from a favorite movie or even use funny props. Themes can make the stand-up more memorable and spark creativity.
Focus on Impact, Not Just Tasks

3. Focus on Impact, Not Just Tasks

Move beyond the standard questions (“What did you do yesterday?”) and make discussions more impactful:

  • Shift the Focus: Instead of asking what tasks were completed, try questions like, “What’s the most valuable thing you’ll work on today?” or “What’s one thing that could make a huge difference if we solve it today?”
  • Celebrate Small Wins: Take a moment to recognize individual or team accomplishments from the previous day. Highlighting wins helps create a positive atmosphere and boosts morale.

4. Productive Blocker Discussions

Instead of simply stating blockers, turn it into an opportunity for meaningful problem-solving:

  • Blocker Bingo: Create a playful “Bingo” card with recurring blockers. As the team works together to eliminate these blockers, mark them off—it adds a touch of fun and motivates the team to tackle obstacles.
  • Action-focused: Ensure blockers aren’t just noted but acted on. Assign a quick follow-up plan for each blocker to keep progress going.

5. Keep It Timeboxed and Energizing

Scrums should be short and to the point, but that doesn’t mean they can’t be fun:

  • Countdown Timer: Use a countdown timer with sound effects to add urgency. This helps keep everyone focused and adds a playful sense of pressure.
  • Music to Gather: Play an upbeat song as everyone joins the meeting—this small touch can set a positive tone for the rest of the Scrum.
Change Up Dynamics Occasionally

6. Change Up Dynamics Occasionally

Introducing variety in the Scrum’s structure can help fight monotony and spark fresh thinking:
Silent Scrum: Once a week, try a written Scrum where everyone posts their updates in a shared document or messaging channel. This can offer a different perspective and give people a break from speaking.
Pair Sharing: Break into pairs for updates and come back together to share highlights. This variation promotes deeper discussions between team members and creates a more intimate space for collaboration.

7. Encourage Recognition and Gratitude

Acknowledging each other’s efforts goes a long way in creating a positive team culture:

  • Kudos Round: Dedicate a minute for team members to give shout-outs to others for help, great work, or going the extra mile.
  • Highlight Team Achievements: Show progress using visuals, like a chart or dashboard. This helps everyone see how their work fits into the bigger picture and fosters a sense of shared purpose.

8. Prevent Fatigue

Avoid routine fatigue by being mindful of how frequently and strictly you conduct scrums:

  • Skip Days: Consider replacing one day a week with an async update, especially when the team is in a smooth flow and less in need of daily verbal check-ins.
  • Shorten Updates: Encourage concise updates, focusing only on what’s necessary. This helps maintain momentum and prevents the meeting from dragging on.

9. Gather Feedback and Adapt

Regularly check in with your team to see what’s working and what isn’t:

  • Feedback Fridays: Set aside time at the end of the week to gather thoughts on how the Scrum process can be improved.
  • Anonymous Feedback: Use a survey tool to gather suggestions—this can help you get honest input, especially if team members are hesitant to speak up.
Conclusion

Conclusion

Daily Scrums are intended to be a powerful tool for team alignment, but they don’t have to be monotonous. By incorporating fun elements, adjusting the format, and focusing on value-driven discussions, you can make these daily meetings something your team looks forward to. A bit of creativity and openness to change can transform the Scrum from a routine check-in into an energizing collaboration session that brings out the best in everyone.

Try experimenting with some of these ideas and see what resonates best with your team. Who knows, you might make Daily Scrums the highlight of the day!

Adolfo Cruz - PMO Director

Adolfo Cruz

PMO Director

Overcoming Procrastination: A Team Management Perspective

Overcoming Procrastination: A Team Management Perspective

Written by: Yamila Solari

Overcoming Procrastination: A Team Management Perspective

Procrastination is a common human behavior, so prevalent that it was even mentioned by ancient Greek poets and Roman consuls. However, psychologists began studying it systematically only in the 1990s, recognizing its harmful effects on health, such as increased stress levels and reduced well-being. Thanks to this research, we now have evidence-based strategies for managing procrastination and understanding its causes.

To procrastinate is to delay a task that we fully intend to complete, even when we know that the delay will harm us. Psychologists say it is a failure of self-regulation, and it has nothing to do with time management. It is, however, related to time inconsistency, our tendency to prioritize immediate rewards over future rewards. This evolutionary adaptation, which helped our ancestors focus on immediate survival needs, often clashes with modern goals, like saving for retirement.

Another main cause of procrastination is the desire to avoid negative emotions. “We procrastinate when a task stirs up feelings like anxiety, confusion or boredom,” says Adam Grant, a renowned organizational psychologist. We may also procrastinate when we feel unprepared, or fear being judged negatively.

Why procrastination happens in teams

Interestingly, procrastination is less likely to occur in teams, largely because teamwork naturally incorporates elements of team management that counteract it. Teams often operate with clear goals, accountability structures, and transparent workflows. Many teams also follow established work models, such as Google’s Objectives and Key Results (OKRs), Agile frameworks, or the GRPI model, which inherently discourage procrastination.

However, procrastination can still arise in teams. When it does, it often signals deeper issues, such as: 

  • The absence of a clear framework or process. 
  • Failure to follow the chosen framework correctly. 
  • Lack of adaptation of the framework to the team’s specific needs. 
  • Mismatch between the framework and the team’s work. 

For example, I once worked with a team that struggled with a «free rider» problem despite using the Scrum framework. Observing their ceremonies, I noticed that team members gave status updates without relating their progress to the sprint goal or discussing whether they were ahead, behind, or on track. They also rarely questioned each other to find out why they were behind, if that was the case. After helping the team adopt more open and courageous communication practices, it became clear that one member was struggling with procrastination. Together, the team developed supportive strategies to address the problem

Team management strategies to stop procrastination

Team management strategies to stop procrastination  

The most challenging part of addressing procrastination in a team is identifying it. As in the example above, teams may sense that something is off but struggle to pinpoint the issue without an external perspective. This is especially common in junior teams that haven’t yet built enough trust to ask direct, critical questions. 

Once procrastination is identified, educating the team about its emotional roots can be transformative. Understanding that procrastination is tied to emotions rather than poor time management allows team members to approach the issue with empathy. A Scrum Master or coach can guide the team in naming and discussing the emotions causing delays. Even the simple act of naming these emotions can reduce their intensity. 

Here are some strategies to combat procrastination in teams: 

  • Pair Programming: Pair a non-procrastinator with a procrastinator to work together. This reduces anxiety for the procrastinator and helps them cross the action line. 
  • Regular Check-Ins: Establish predefined check-ins during the day to share progress. Frequent accountability helps keep procrastinators on track. 
  • Emotional Support: Create an environment where team members can openly discuss their emotions and challenges without fear of judgment. 

As team leaders know, identifying obstacles that the team may face and design strategies to overcome them is an important step to take when managing a team. Here are some tips to prevent procrastination from happening in the first place: 

  • Emotional Check-Ins: Begin daily scrum meetings with a quick emotional check-in to gauge the team’s mood. 
  • Structured Updates: Use a meeting template that includes progress updates linked to the objective, whether the work is on time or delayed, and how team members feel about it. 
  • Procrastination in Retrospectives: Use team retrospectives to specifically identify procrastination and co-design solutions. 
  • Practice Self-Compassion: Create a culture of self-compassion rather than blame. This helps reduce anxiety which, in time, helps alleviate procrastination. 

Teamwork challenges, including procrastination, offer opportunities for growth. Teams that have built trust and psychological safety can benefit the most from receiving well-intentioned help from each other. For this to happen, team members must be humble, both in seeking help and in accepting it. When teams genuinely work together, they grow not only as professionals but also as individuals. 

Yamila Solari GM and Co-founder

Yamila Solari

GM and Co-founder