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.
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.
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
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!
Developer Experience (DX) is becoming an essential focus for companies aiming to build high-performing, satisfied development teams. It’s no longer enough to ensure developers have the tools to do their jobs; creating an environment where they thrive, collaborate seamlessly, and feel valued is critical to project success. When your team combines US-based developers with a nearshore team from Mexico and Latin America, the potential for a great DX is immense—if approached with the right strategy.
Here’s what achieving a great Developer Experience means in a cross-border context and how you can make it a reality.
1. Foster Seamless Communication
When US and nearshore teams collaborate, time zone alignment is a natural advantage, but communication must go beyond scheduling meetings at convenient hours. Great DX starts with a culture of open, transparent, and respectful communication.
Use the right tools: Platforms like Slack, Zoom, and collaborative coding environments help bridge geographic divides.
Encourage direct communication: Empower developers from both teams to speak directly with each other, bypassing unnecessary bottlenecks.
Promote shared language skills: Nearshore teams in Mexico and LATAM often have strong English proficiency, making real-time collaboration easier. Ensure everyone feels comfortable expressing ideas and concerns.
When developers can communicate without barriers, misunderstandings decrease, and camaraderie flourishes—a key driver of great DX.
2. Build a Unified Culture
Great DX isn’t about where developers are located—it’s about how well they work together. A unified culture that aligns values, work ethics, and expectations can transform collaboration between US and nearshore teams.
Onboard together: Include both teams in the same onboarding processes to establish shared goals and values.
Celebrate diversity: Acknowledge and respect cultural differences while highlighting shared values like teamwork, innovation, and accountability.
Encourage team-building: Virtual team-building activities and in-person meetups (when possible) help break down silos and create a sense of belonging.
By integrating nearshore developers into the larger company culture, you create an inclusive environment where everyone feels valued and motivated to contribute.
3. Provide Equal Access to Tools and Processes
Nothing erodes DX faster than inequality in access to tools or knowledge. Developers need consistent resources to do their best work, regardless of location.
Ensure tooling parity: Both US and nearshore developers should have access to the same development environments, frameworks, and documentation.
Streamline workflows: Define clear, shared processes for code reviews, deployments, and issue tracking to avoid unnecessary friction.
Invest in developer support: Whether it’s mentoring, training opportunities, or technical assistance, ensure both teams have the support they need to succeed.
Equal access fosters fairness, enabling developers to focus on solving problems rather than navigating logistical challenges.
4. Emphasize Growth and Engagement
Developers thrive in environments where they feel challenged, engaged, and supported in their growth. Nearshore teams from Mexico and LATAM bring unique strengths and integrating them fully into the team provides opportunities for mutual learning and development.
Encourage knowledge sharing: Create opportunities for US and nearshore developers to exchange expertise, from pairing on code to hosting technical workshops.
Recognize contributions: Acknowledge the efforts of all team members, regardless of location, and celebrate achievements together.
Support career growth: Provide opportunities for professional development, such as certifications or leadership roles, for developers in both regions.
Focusing on growth ensures that developers remain invested in their work and in the team’s success.
5. Prioritize Work-Life Balance
Developers in both the US and nearshore teams face unique challenges but ensuring a balanced workload and respecting personal time are critical for DX.
Align schedules thoughtfully: While time zones are similar, avoid scheduling late-night or early-morning meetings that might disrupt personal time.
Manage workloads effectively: Avoid overloading either team by distributing tasks equitably, considering skillsets and capacity.
Promote mental well-being: Encourage breaks, flexible work options, and initiatives that prioritize mental health.
A balanced approach to work helps developers remain productive and engaged without risking burnout.
Conclusion: Collaboration That Thrives
Achieving a great Developer Experience with a US and nearshore team from Mexico and LATAM requires intentionality. It’s about more than just having the right tools—it’s about creating an environment where developers can communicate openly, collaborate effectively, grow professionally, and feel appreciated.
When DX is a priority, teams don’t just deliver software; they deliver innovation, foster loyalty, and build long-term success. If you’re ready to take your cross-border collaboration to the next level, start by investing in your developers’ experience—and watch the results speak for themselves.
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 managementstrategies 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.
Hiring a Nearshore development team can be a game-changer for your business. Not only do you get access to highly skilled talent, but working within similar time zones also streamlines collaboration. However, there’s one key element that can make or break the success of your Nearshore partnership: cultural compatibility.
After more than a decade of experience in sourcing Nearshore talent for US companies, I’ve seen firsthand how aligning cultures between teams can lead to smoother communication, higher engagement, and better project outcomes. When it works, it’s seamless; when it doesn’t, it can cause unnecessary friction and slow down progress.
So, how do you ensure the team you hire isn’t just technically proficient, but also a great cultural fit? Here’s a checklist that I’ve developed through years of experience, traveling to client headquarters, working closely with development teams, and fine-tuning our process at Scio Consulting.
1. Understand Your Company Culture First
Before evaluating another team, you need to have a clear understanding of your own company’s values, communication style, and expectations. Ask yourself:
What does effective communication look like in our company?
How do we handle feedback and conflict?
What’s our approach to collaboration and decision-making?
Having clarity on these points will help you identify the traits you’re looking for in a Nearshore team.
2. Assess Communication Style
Nearshore teams work in similar time zones, but communication style is equally important. When hiring, ensure that the team:
Is comfortable with direct communication and doesn’t shy away from bringing up potential problems early.
Adapts quickly to your preferred tools (e.g., Slack, Jira) and meeting cadence.
Practices active listening, ensuring mutual understanding rather than just task completion.
At Scio, we always emphasize direct developer-client communication to prevent bottlenecks. This helps build trust and improves project efficiency.
3. Evaluate Collaboration and Teamwork
Great teams aren’t just about individual talent; they thrive on collaboration. Look for a team that:
Is comfortable working in cross-functional teams and sharing knowledge freely.
Values team bonding and demonstrates a willingness to integrate into your existing processes.
Embraces agile methodologies or other flexible frameworks that align with your workflow
On one of our trips to a client’s headquarters, I saw firsthand how quickly our Nearshore team adapted to the client’s internal team, building rapport from day one. The result? A cohesive, collaborative environment where ideas flowed freely. After the pandemic traveling has not been as usual as before, so you got to get creative in finding ways to build rapport remotely.
4. Gauge Problem-Solving Approach
Technical skills matter, but a team’s approach to solving problems is equally critical. Culturally compatible teams:
Are proactive in identifying potential challenges and communicating them clearly.
Have a growth mindset, constantly looking for ways to improve their processes and learn from each challenge.
Foster creative thinking and encourage every member to contribute to problem-solving.
A great example of this is when one of our developers spotted a potential roadblock early in a project. Instead of waiting for instructions, they discussed it within the team and initiated a solution, preventing a delay. That kind of proactive problem-solving is a hallmark of good cultural fit.
5. Check for Alignment on Long-Term Goals
Beyond the immediate project, ensure the team’s values align with your long-term vision. Culturally compatible teams:
Understand your business objectives and are aligned with your mission.
Have a genuine interest in the success of the project, not just completing tasks.
Are committed to building a long-term relationship, ensuring continuity and loyalty.
After working with some of our clients for more than 10 years, I’ve learned the value of fostering long-term partnerships with clients. Teams that care about your goals aren’t just good for today—they’re good for tomorrow, too.
6. Evaluate How They Handle Feedback
A culturally aligned team is one that handles feedback well—both giving and receiving it. Look for a team that:
Welcomes feedback as an opportunity to improve.
Offers constructive feedback in a way that’s respectful and helpful.
Adapts quickly based on feedback, demonstrating agility and a desire to grow.
During one project, our developers received critical feedback from a client. Instead of reacting defensively, they saw it as a chance to refine their approach, which ultimately strengthened the client relationship.
7. Test the Fit Early On
Finally, don’t wait until you’ve hired a team to see if they’re the right fit. Some ways to test cultural compatibility before committing include:
Starting with a smaller project or trial period.
Hosting a few team-building meetings where you observe how they interact with your internal team.
Setting up a workshop or sprint planning session to see how they collaborate and handle tasks.
We’ve often kicked off new client relationships by starting with a pilot project. It gives both parties a chance to see if there’s a mutual fit without a long-term commitment right away.
Cultural Compatibility Importance: A Conclusion
Cultural compatibility is a key ingredient for success when working with Nearshore teams. By following this checklist, you’ll be better equipped to find a team that not only has the technical skills you need but also fits seamlessly into your company culture.
Remember, the right team doesn’t just meet your goals—they enhance your entire development process. If you’d like to learn more about finding culturally aligned Nearshore teams, let’s chat more in the comments or, if you’re ready to start the conversation with us, send us a message through our contact us page.
Hiring the right software developers quickly and effectively is critical for companies that need to stay competitive. In the first two parts of our series, we discussed building in-house teams and leveraging Employer of Record (EOR) services. Now, we’ll look closer at freelance software developers and the rise of marketplace for software developers platforms like Fiverr, Workana, and Willdom.
But while these platforms offer flexibility and speed, they also come with significant challenges that tech leaders must be aware of before making hiring decisions. In this post, we’ll explore the pros and cons of hiring developers from these marketplaces and why this solution might not always be the best fit for your company.
The Rise of Freelancing Marketplaces for Software Development
As demand for tech talent grows, freelancing marketplaces have become an increasingly popular option for companies looking to quickly find **freelance software developers**. These platforms offer access to a global pool of developers who work independently on a wide variety of projects.
However, before diving into these platforms, it’s important to understand both the benefits and potential drawbacks of this approach.
Pros and Cons of Hiring Freelance Software Developers on Marketplaces
PROS
CONS
1. Quick Access to Global Talent
Freelancing platforms allow you to find developers from around the world in a matter of hours. This means you can quickly fill urgent roles or find specialized developers who may be difficult to hire locally.
1. Quality Control and Inconsistency
One of the biggest challenges of hiring freelance software developers on platforms like Fiverr is the variability in quality. While these platforms do offer ratings and reviews, there’s always a risk that a developer may not meet your standards.
2. Cost Savings
Hiring freelance software developers on marketplaces can be significantly cheaper than bringing in full-time employees. Developers from regions with lower costs of living can offer competitive rates, helping you reduce expenses, especially for short-term or one-off projects.
2. Security and IP Concerns
When working with freelancers, particularly those outside your country, protecting intellectual property (IP) becomes a challenge. Freelancers may not have the same understanding of or adherence to security protocols as your internal team.
3. Flexibility for Short-Term Projects
If you’re working on a specific project that doesn’t require long-term staffing, these platforms provide a flexible solution. You can hire developers only for the duration of a project, avoiding long-term commitments.
3. Lack of Long-Term Commitment and Continuity
While freelance software developers are great for short-term needs, they often lack long-term commitment. Freelancers typically juggle multiple clients, which can lead to delays if your project isn’t their top priority. Furthermore, if you require ongoing work, the lack of continuity can slow down your team’s progress. This can be especially problematic when trying to maintain consistency in code quality and project vision over time.
4. Reduced Administrative Overhead
Platforms manage contracts, payments, and other administrative tasks, which can save your HR and legal teams time and effort.
4. Limited Integration with Core Teams
Freelancers tend to work independently, which means integrating them into your internal development processes or team culture can be challenging. Time zone differences, communication barriers, and lack of face-to-face interaction may create friction and reduce overall efficiency. Many tech leaders report difficulty achieving the same level of collaboration and alignment with freelance software developers as with in-house or dedicated teams.
Is Hiring Freelance Developers from Marketplaces the Right Choice for Your Company?
For tech leaders evaluating options for building their teams, hiring freelance software developers from marketplaces might seem like a quick fix. However, as we’ve highlighted, this approach comes with significant trade-offs. If your project requires flexibility, cost savings, and short-term solutions, marketplaces, can be valuable resources. But if quality, security, and long-term alignment are critical, other methods such as staff augmentation or building an in-house team may be more suitable.
Freelancer Uncertainty: How Contextual Gaps Can Jeopardize Your Project
One of the main risks of hiring a freelance software developer is the lack of visibility into their personal and work environment. Often, you don’t know their geographical location, personal situation, or the conditions in which they are working, which can significantly increase the risk of them abandoning the project or missing deadlines. This lack of knowledge is particularly problematic when the freelancer’s work plays a critical role in the success of the project. Delays or missed deadlines not only affect delivery but can also lead to additional costs, either by having to hire another developer at the last minute or through the direct impact on the project’s progress and quality.
Choosing the right talent acquisition strategy is critical to maintaining both quality and efficiency. While hiring freelance software developers offers flexibility and cost savings, the hidden risks—such as lack of context and uncertain commitment—can create significant challenges for tech leaders. Before relying on freelancers for key projects, it’s essential to weigh these risks carefully and consider alternative hiring models that provide greater control and long-term reliability. Making the right choice today could save your team from costly setbacks and ensure smoother project delivery in the future.
If you’re looking for a real software development partner to help drive your digital initiatives, send us a message. With over 20 years of experience, we’ve helped US tech companies build world-class development teams that deliver results.
Did you know that high-performing software engineering teams are 5 times more likely to report a resilient work culture?
In today’s fast-paced tech landscape, where deadlines loom and change happens in the blink of an eye, building a team that can weather any storm is no longer a luxury – it’s essential.
At Scio, we understand the power of fostering resilience within our teams. That’s why we interview Yamila Solari, her dedication to fostering growth, both in the financial and human capital realms, shines through in everything she does. As General Manager and Coaching Leader at Scio, she leverages her 19+ years of tech industry experience to empower software development teams, guiding them on their journeys of professional and personal development. Yamila’s passion is evident in her role as a coach and facilitator, where she instills resilience within engineering teams, equipping them to thrive in the ever-evolving tech landscape.
The Cost Factor of In-House Teams vs. Nearshoring
Yamila defines resilience as «the ability of a team to bounce back from challenges, adapt to change, and consistently deliver high-quality results, even under pressure.» In the world of software development, this translates to teams that:
Meet tight deadlines without sacrificing quality.
Embrace unexpected changes with agility and flexibility.
Rally together to overcome roadblocks and obstacles.
Maintain high morale and motivation throughout the project lifecycle.
So, how does Scio cultivate this kind of unbreakable spirit? The answer lies in their unique approach, built upon the core principles of Scrum values.
Enhancing Team Efficacy Through Scrum Values
At Scio, the Scrum values are not just buzzwords; they are the lifeblood of their team culture. Here’s how Yamila translates these values into actionable strategies:
Commitment: Fostering a genuine sense of ownership and shared responsibility, where every team member feels invested in the project’s success.
Focus: Implementing clear deadlines, defined sprints, and regular progress checks to keep everyone focused on the goal.
Openness: Encouraging transparent communication, open dialogue, and collaborative problem-solving, ensuring everyone is on the same page.
Respect: Celebrating diverse perspectives, valuing individual strengths, and creating an environment where everyone feels heard and appreciated.
Courage: Embracing calculated risks, encouraging innovation, and empowering team members to step outside their comfort zones.
The Experience Cube
Drawing upon her extensive experience building diverse teams, Yamila uses an interesting tool: the experience cube. Created by Gervase Bushe, it is a communication tool that is becoming indispensable in agile organizations. Yamila teaches members of teams to use this technique to make sure they are expressing their whole selves (feelings, thoughts, needs, and wants) whenever they discuss high-stakes issues inside the team. In her words, «I’ve encountered situations where personality differences and varying working styles seemed insurmountable obstacles. However, using the Experience Cube has allowed team members to express themselves fully and feel contained by the team, which in time, has helped the team to solve their conflicts.
Maintaining Energy and Stamina
Building resilience is not about tackling challenges; it is also about having the «energy and stamina» to persevere. Scio understands this, and Yamila highlights the importance of strategies like:
Transparent communication for a free flow of information that saves energy
Investing enough time in building trust and alignment in the team.
Flexible work arrangements to promote work-life balance.
Recognition and appreciation for individual and team accomplishments.
In the interview, she shares a powerful anecdote about a situation where reaching an agreement seemed impossible. Through coaching and unwavering focus on the shared goal, the team not only overcame their differences but delivered a project that exceeded expectations. This story serves as a testament to the power of resilience.
Building Your Own Resilient Software Engineering Team: Actionable Tips for C-Suite Leaders
As C-Suite leaders, fostering resilience within your software engineering teams can be a game-changer. Here are some key takeaways:
Embrace the Scrum values: Create a culture of commitment, focus, openness, respect, and courage.
Invest in team building: Foster strong relationships and a sense of shared purpose.
Promote open communication: Encourage transparency and collaboration at all levels.
Recognize and reward individual and team achievements.
Invest in leadership development: Empower your managers to coach and build resilient teams.
Creating an unbreakable software engineering team is not a one-time project; it is an ongoing journey. By incorporating these strategies and drawing inspiration from Scio’s success story, you can build a team that thrives under pressure, consistently delivers exceptional results, and gives a true competitive advantage to your organization.
Do you have an example of a time when your team demonstrated incredible resilience? Share your story in the comments! We love hearing how organizations are putting these principles into practice, and your experience could inspire others.
