Your Dev Team Needs Coaching Skills 

Your Dev Team Needs Coaching Skills 

Written by: Yamila Solari

Software development team collaborating during a team meeting in an Agile work environment.

Nowadays, it’s not enough for software development teams to be technically brilliant, they also need to know how to learn, adapt, and grow together. As Co-founder of Scio and a certified organizational coach, I’ve seen firsthand how the right coaching skills can elevate an Agile team from simply functioning to truly thriving.

Let’s unpack why coaching skills are essential for every dev team, not just managers or Scrum Masters, and how to bring them into your day-to-day practice.

Why Coaching Belongs in Agile Teams

At its core, coaching is a way to help others learn or change. Unlike mentoring or directing, coaching relies on powerful questions, deep listening, and trust to spark self-discovery and action. That’s exactly the kind of dynamic learning we want inside Agile teams.

Agile teams work in environments of constant change and iteration, where new technologies, tools, and requirements emerge faster than most formal training programs can keep up. In this setting, the ability to teach each other, problem-solve collaboratively, and reflect as a team becomes critical.

Here are a few characteristics that make coaching especially relevant in Agile teams:

  • Cross-functionality: Everyone has a different specialty, and often, different viewpoints.
  • Self-organization: Teams are expected to take ownership, not wait for top-down direction.
  • Frequent feedback loops: Scrum ceremonies demand reflection and adaptation.
  • Psychological safety: Learning can’t happen without trust.

When team members are equipped with coaching skills, they’re more effective at giving and receiving feedback, challenging each other constructively, and making sure that learning sticks—without turning every mistake into a crisis.

What Coaching Skills Bring to the Table

Training team members in coaching techniques builds essential competencies that go far beyond people management:

  • Active listening – really hearing what’s said (and unsaid)
  • Powerful questioning – opening up thinking without prescribing
  • Building trust – essential for psychological safety
  • Giving and receiving feedback – candid, kind, and constructive
  • Following through on action plans – turning insights into impact
  • Supportively challenging teammates – helping others grow, not stay comfortable

These skills not only improve collaboration but support the Agile principles of transparency, inspection, and adaptation.

Puzzle pieces forming a white arrow pointing right on a yellow background.

Team-Led, Not Top-Down

While having an organization-wide coaching culture is ideal, that kind of transformation can take years and requires deep buy-in from senior leadership.

I want to make the case for a more accessible approach: let every team create their own coaching culture, with the support of a coach when needed. Agile teams are already empowered to self-organize, why not self-develop too?

By starting at the team level, you keep it practical, grounded, and tailored. Over time, these micro-cultures create a ripple effect throughout the organization.

A Road Map for Bringing Coaching into Your Team

You don’t need a full-blown organizational transformation to start cultivating a coaching culture in your team. However, you may need the sponsorship of a manager to get access to a team coach for training and support. Here’s a practical rollout plan:

1. Start with your Team Lead(s) and senior devs

Train your team lead(s) and senior devs first. They’ll model the skills in one-on-ones, the agile ceremonies, code reviews, and standups.

2. Then train the whole team by focusing on the Basics

Start small with three core skills:

  • Active listening
  • Powerful questions
  • The GROW coaching model (Goal, Reality, Options, Will)

3. Build It into Agile Practices

Coaching works best when it becomes part of how the team communicates, reflects, and improves every day.
Start by making small but meaningful adjustments to your existing Agile ceremonies:

  • Daily Scrum

Add one coaching-style question, for example: “What’s the small experiment you’ll try today?” This encourages learning through action and supports a growth mindset.

  • Backlog Refinement

Invite developers to coach the Product Owner on how stories could be sliced thinner or clarified. This creates shared ownership and teaches developers to ask thoughtful, outcome-focused questions.

  • Sprint Review

Help stakeholders structure their feedback using a coaching-inspired format:
Appreciation → Question → Suggestion.
It frames feedback constructively and invites dialogue instead of judgment.

  • Retrospective

Rotate the facilitator role so each team member gets to guide the session.
Use the GROW model to turn insights into real action. Over time, this develops leadership and coaching confidence across the team.

Additionally:

    • Add “ask before telling,” “coach, don’t criticize,” and “we give timely, kind, candid feedback” to your team working agreements.
    • Set aside time during the sprint for informal peer-coaching conversations and practice.
    • Host a monthly “coaching development series” where more nuanced knowledge about coaching can be discussed.

    By weaving coaching into the fabric of Agile, you make it feel natural and not like another task, but simply how the team works and grows.

    Person holding glowing icons representing knowledge, collaboration, and innovation in a tech environment.

    Final Thought

    We often talk about upskilling in tech—new frameworks, new languages, new stacks. But what if the biggest unlock for your team isn’t technical at all?

    Teaching coaching skills may be the smartest, most scalable way to build adaptability, trust, and sustainable high performance into your development teams.

    Start small. Start where you are.

    Further Reading

    The Leader as Coach – Harvard Business Review
    A compelling argument for why coaching is becoming the most effective form of leadership in fast-paced, knowledge-driven workplaces.

    The GROW Model
    A breakdown of one of the most popular coaching models used in organizations, perfect for Agile retrospectives, one-on-ones, and learning conversations.

    Psychological Safety – Amy Edmondson
    The foundational research article that introduced the concept of psychological safety—crucial for any team trying to implement a coaching mindset.

    Coaching Agile Teams – Lyssa Adkins
    A must-read book for Agile coaches and leaders, exploring how to blend Agile principles with coaching stances to help teams mature.

    Yamila Solari

    Yamila Solari

    General Manager

    How to Build Culturally Aligned Nearshore Teams That Actually Work 

    How to Build Culturally Aligned Nearshore Teams That Actually Work 

    Written by: Denisse Morelos

    Diverse nearshore team collaborating and smiling around a shared task, symbolizing cultural alignment.

    Introduction

    For U.S.-based tech companies, building distributed software teams has become a strategic move. Nearshoring to Latin America—especially Mexico—offers not only proximity and time zone overlap, but access to strong engineering talent. However, a nearshore team’s success goes far beyond logistics. What really makes the difference is cultural alignment.

    This article walks you through what cultural alignment looks like in practice, how it impacts your ROI, and how Scio’s nearshore engineering framework—shaped through years of collaboration—can help build teams that truly deliver. For a deeper dive, see The Long-Term Benefits of Cultural Alignment in Team Augmentation.

    Why Cultural Alignment Matters in Nearshore Software Teams

    It’s More Than Just Time Zone Compatibility

    Sure, time zone overlap makes real-time collaboration easier. But shared hours mean little if the team isn’t aligned on communication norms, expectations, or decision-making styles. Misalignment in these areas can lead to friction, slowed delivery, and repeated work.

    Imagine this: your U.S.-based team gives fast, blunt feedback. Your nearshore team interprets it as negative or disrespectful. Now you have a cultural issue—one that no project management tool can fix.

    The Hidden Costs of Cultural Misalignment

    When cultural alignment is missing, we’ve seen it show up in:

    • Slower onboarding and unclear expectations
    • Repeated corrections due to misunderstandings
    • Low morale and high turnover from feeling out of sync
    • Project delays and declining trust between teams

    These hidden costs can quietly erode productivity, delivery quality, and team engagement—three areas that matter deeply to any CTO.

    For more insight, explore Overcoming Challenges in Nearshore Development: Tips for Seamless Collaboration and Harvard Business Review’s guide on Harvard Business Review’s guide on Managing Multicultural Teams.

    Infographic representing shared work values and cultural alignment in nearshore teams.

    Key Elements of Cultural Alignment

    Shared Work Values and Expectations

    In our experience, high-performing nearshore teams don’t just follow tasks—they share core values like ownership, curiosity, adaptability, and proactive problem-solving. When engineers are aligned with your company’s mindset, we’ve seen productivity and retention improve dramatically.

    That’s why we prioritize both technical expertise and cultural compatibility during our recruitment process—drawing from what’s worked in building distributed teams across industries. If you’re looking for guidance, check out How to Evaluate Cultural Compatibility When Hiring Nearshore Teams.

    Communication Norms and Language Nuance

    Even fluent English speakers interpret tone, formality, and feedback differently. A U.S. team might say “this needs to be better,” expecting iteration. A Latin American engineer might hear that as a sign of failure.

    Rather than expecting teams to adjust on their own, we’ve developed intercultural coaching practices to help both sides bridge these differences effectively—resulting in clearer, more respectful communication.

    Team Rituals That Build Trust

    Culture isn’t something you download—it’s built day by day. In our work with nearshore teams, we’ve seen that stand-ups, demos, retrospectives, informal chats, and celebrating wins together (even virtually) all contribute to creating a sense of unity.

    These shared rituals help establish psychological safety, allowing distributed teams to operate as one.

    Best Practices to Build Culturally Aligned Teams

    Hiring for Soft Skills and Cultural Fit

    At Scio, our mission goes beyond simply outsourcing developers—we partner with you to build cohesive, committed teams.

    With our ScioElevate system, we’ve refined a process to identify candidates who bring not only strong technical skills, but also the emotional intelligence, openness to feedback, and cultural curiosity that distributed collaboration demands. These soft skills are often what make or break success in global teams.

    If you’re building remote teams, we recommend reading Remote Work: Soft Skills for a Successful Team.

    Onboarding That Goes Beyond the Tech Stack

    We’ve learned that great onboarding isn’t just about access to Jira or Slack—it’s about creating alignment from day one.

    That’s why we’ve co-designed a structured onboarding experience, shaped by years of client collaboration, that includes:

    • Tools and workflow orientation
    • Communication expectations and feedback norms

    This human-centered approach accelerates integration and builds trust early on.

    Continuous Feedback Loops and Retrospectives

    Over time, we’ve found that strong distributed teams develop shared rhythms for feedback. Weekly 1:1s, retros, and informal check-ins create space for continuous improvement and early issue detection.

    Together with our partners, we’ve fostered a feedback culture that emphasizes growth over criticism—something that’s proven essential in maintaining engagement and reducing turnover.

    For more on agile practices in remote teams, read Best Practices for Distributed Agile – Part 4 of 5.

    Hands stacking communication icons on blocks to represent async and sync collaboration strategies.

    How Scio Builds Teams That Actually Work

    We believe that scaling a software team should never come at the cost of communication, continuity, or quality.

    That belief led us to create ScioElevate—our internal talent development and performance framework—shaped from years of working closely with nearshore engineers and global product teams.

    To learn how our internal culture supports this, read “Collaboration is at the heart of everything we do here”.

    Additional Benefits of Nearshoring to Mexico

    Beyond cultural alignment, Mexico offers compelling advantages for U.S. companies looking to scale:

    • Large tech talent pool: Over 700,000 professionals in IT and engineering roles.
    • Time zone overlap: Real-time collaboration across U.S. time zones.
    • Business-friendly regulations: Favorable IP laws and trade agreements under USMCA.
    • Cost-effectiveness: High-quality talent at competitive rates compared to U.S. or Eastern Europe.

    These advantages make Mexico a strategic choice for building high-impact software teams.

    Puzzle piece with a question mark symbolizing frequently asked questions about nearshore cultural alignment.

    Frequently Asked Questions About Nearshore Cultural Alignment

    What is cultural alignment in nearshore teams?

    Cultural alignment refers to shared expectations around communication, decision-making, feedback, and work styles. It helps remote teams function as a unified group, rather than just outsourced contributors.

    How do I evaluate cultural compatibility when hiring?

    Go beyond the résumé. Use behavioral interviews to assess curiosity, adaptability, and communication style. Present candidates with real scenarios to see how they handle feedback or collaborate across teams.

    Why is nearshoring to Mexico so effective?

    Mexico offers a strong pool of engineering talent, works in overlapping time zones with the U.S., and shares many cultural traits that allow faster and smoother integration compared to other outsourcing regions.

    Can I build a high-performance team remotely?

    Absolutely. Success depends more on people, mindset, and alignment than on tools alone. With the right framework, distributed teams can equal—or even outperform—co-located ones.

    Final Thoughts: Cultural Fit Is a Strategic Advantage

    When your team is aligned, work flows. Onboarding speeds up. Communication improves. Engagement grows. You build not just software—but momentum.

    If you’re ready to stop outsourcing and start building a real team, we’re here to support you. Together, we can tap into Mexico’s top engineering talent and co-create the cultural bridge that makes nearshoring actually work.

    From Global to Regional: How De-Globalization is Reshaping Software Development 

    From Global to Regional: How De-Globalization is Reshaping Software Development 

    Written by Luis Aburto- 

    Hands interacting with a digital world map representing the shift from global to regional software development.

    For decades, global software development followed a simple logic: find the best talent at the lowest cost, no matter where in the world it lives. Time zones were managed, cultural gaps were bridged, and the software kept shipping. But as the global order shifts, that formula is being challenged, and so is the assumption that software delivery is immune to geopolitics.

    In 2022, many companies with teams in Ukraine saw their operations halted overnight. U.S. export controls are increasingly restricting access to critical cloud and AI infrastructure in China. Attacks on undersea cables have exposed vulnerabilities in global internet connectivity. And more countries are tightening control over data, digital talent, and software supply chains.

    In 2025, the conversation around globalization has intensified. Recent point to a growing consensus among economists and business leaders: the era of hyper-globalized trade and supply chains is being restructured. Rising tariffs, geopolitical realignment, and regional trade blocs are accelerating a shift toward localization and strategic decoupling.

    What do these events have in common? They signal the arrival of a new era, one where global integration is no longer a given, and where resilience in software development must be earned, not assumed.

    The Shift: From Globalization to Fragmentation 

    We are not witnessing the end of globalization, but rather its transformation. The model of deep, frictionless global integration that defined much of the past three decades is giving way to a more fragmented, controlled, and regional system. Instead of chasing the lowest cost globally, many companies are prioritizing stability, alignment, and resilience within trusted regions. 

    This shift is reflected in the rhetoric and actions of governments and business leaders alike. As international institutions weaken and trade tensions rise, companies are being pushed to reevaluate the vulnerabilities built into their global operations. Strategic decoupling, whether intentional or reactive, is now part of mainstream decision-making for many organizations. 

    Key drivers of this shift include:

    • Geopolitical tensions and the formation of new regional blocs, as countries seek to reduce dependence on politically unstable or adversarial trading partners
      Economic nationalism and policies favoring domestic or allied suppliers, including tariffs, reshoring incentives, and export restrictions.
    • Cybersecurity risks heightened by nation-state actors, infrastructure sabotage, and the weaponization of digital supply chains
      Regulatory pressure around data localization, intellectual property protections, and labor compliance, which can vary widely across jurisdictions 

    In this environment, global operations are being restructured not simply for efficiency or cost savings, but for strategic resilience, a foundational requirement for long-term continuity and competitiveness.

    Scio focuses on secure, resilient software development in response to global fragmentation and cybersecurity challenges.

    Why Software Development Is Affected 

    While physical supply chains have received much of the attention in discussions about de-globalization, distributed software development is also highly susceptible to geopolitical disruptions, often in ways that are less visible but equally consequential.

    • A conflict, regulatory crackdown, or even targeted sabotage, such as damage to undersea fiber optic cables or critical digital infrastructure, can cut off access to talent or tooling, particularly if a development hub becomes inaccessible or politically unstable overnight. These infrastructure vulnerabilities add an additional layer of risk, as companies often depend on a handful of chokepoints for their global communications and cloud-based tools.
    • Sanctions can interrupt payment channels or cloud service agreements, stranding teams mid-project or forcing abrupt transitions to alternative infrastructure.
    • Engineering teams working across conflicting legal frameworks may face compliance or IP protection risks, as differing data residency laws or intellectual property rights create exposure.
    • Developers may lose access to global platforms like GitHub, Docker Hub, or AWS services, or be forced to rely on unstable VPNs or workarounds that slow productivity and introduce security risks.
    • Political unrest or changes in labor law may create sudden hiring or retention challenges, undermining team continuity and morale.
      Increased scrutiny from investors and enterprise clients means companies must now prove the operational resilience of their distributed teams as part of vendor risk evaluations. 

    These risks may not be visible on a Jira board or in a sprint retrospective, but they are real, and they can derail product timelines, introduce hidden costs, compromise data integrity, or weaken overall software quality if not proactively identified and managed.

    Rethinking Sourcing Strategy: Risk-Aware Engineering 

    To adapt, technology leaders are shifting their sourcing mindset from cost-driven to risk-aware. That doesn’t mean abandoning global talent, but it does mean being far more intentional about where, how, and with whom your engineering work is delivered. 

    This shift involves a more holistic view of software talent sourcing, one that accounts for not just operational capabilities, but geopolitical alignment, digital infrastructure stability, and long-term viability. It also recognizes that sourcing strategies are no longer static. In a volatile world, resilience demands agility and the ability to reconfigure delivery models when needed.

    Here’s what that shift looks like:

    • Evaluating not just the capabilities of a vendor and their people, but their geographic and geopolitical profile, including political stability, trade relations, and cybersecurity maturity.
      Avoiding overconcentration of critical functions in one region or firm by building geographic diversity into your engineering footprint.
    • Prioritizing alignment with stable, accessible, and politically compatible locations that reduce legal, regulatory, and operational friction.
    • Building optionality into team structures, with flexible paths to rebalance, scale, or transition work depending on emerging risks or strategic shifts.
    • Partnering with vendors that demonstrate transparency, robust identity verification practices, and ethical hiring standards to avoid risks such as misrepresentation or fraud.
    • Incorporating resilience metrics into vendor evaluations, ensuring your outsourcing partners have contingency plans and recovery protocols in place.

    The goal is not to eliminate risk altogether, an impossible task, but to anticipate, distribute, and manage risk in a way that protects both continuity and innovation.

    Scio evaluates strategic software sourcing through a geopolitical lens, emphasizing risk-aware engineering decisions.

    Nearshoring: A Strategic Middle Path

    In this context of economic and geopolitical uncertainty, nearshore outsourcing becomes even more strategic. Nearshoring offers a hedge against geopolitical disruption by keeping operations closer to home and within more stable economic zones. At the same time, it enables companies to achieve cost efficiencies and tap into scalable talent pools, without incurring the long-term liabilities and rigidity of direct, in-house hiring. This combination is particularly valuable in uncertain times, offering companies the ability to stay agile, control labor costs, and accelerate execution while minimizing exposure. 

    For U.S.-based companies, nearshoring, particularly to Mexico and Latin America, is a compelling alternative. In addition to cost and productivity efficiencies, it offers a blend of: 

    • Political Stability and Predictability: Mexico and key Latin American countries offer relatively stable political environments, reducing the risk of disruptive events compared to more volatile outsourcing regions.
      Robust Regulatory and Legal
    • Frameworks: The USMCA agreement ensures clear and consistent regulatory frameworks between the US and Mexico, offering predictable rules for data protection, intellectual property rights, labor laws, and cross-border commerce.
    • Aligned Economic Interests and Strong Diplomatic Relations: Mexico and the United States share tightly integrated economies. These economic ties minimize the risks of disruptive trade sanctions, tariffs, or restrictive economic policies that have impacted other regions.
    • Robust Bilateral Security Cooperation: Mexico coordinates closely with the U.S. on security, intelligence, and regional stability, helping reduce geopolitical risks in the region.
    • Reduced Infrastructure Vulnerabilities: Proximity reduces reliance on vulnerable undersea cables. Mexico has robust, direct connections to U.S. networks, lowering the risk of major connectivity disruptions.
    • Lower Cybersecurity Threat Exposure: Politically aligned countries tend to pose fewer cybersecurity risks. Nearshoring within North America under USMCA offers greater transparency and lowers the chance of state-backed cyber threats.
    • Talent Integrity and Verification: Mexico and most major countries in Latin America have mature educational systems, established professional standards, and extensive verification infrastructures. This helps minimize risks related to talent fraud, misrepresentation, and credential falsification common in less regulated outsourcing markets.
    • Ease of Geographical Diversification and Redundancy: Many nearshore vendors maintain multiple operational centers across Mexico and other countries in Latin America. This geographical diversity enables seamless continuity and rapid failover in case of localized disruptions, further enhancing resilience.
    • Ease of travel and face-to-face collaboration, enabling in-person visits with minimal logistical risk compared to long-haul or politically sensitive destinations, especially valuable for relationship building, onboarding, and team alignment.
    • Closer proximity to key stakeholders and decision-makers, which enables more responsive collaboration and deeper alignment between technical execution and business priorities. 

    This model doesn’t just mitigate risk, it often accelerates productivity and integration, thanks to smoother communication, greater cultural fit, improved responsiveness, and a more resilient and adaptable operational setup.

    Scio team collaborating over a digital world map, representing strategic nearshoring opportunities in Mexico and Latin America

    The Bottom Line: Global Isn’t Dead, It’s Evolving 

    Global software development isn’t going away, but the rules are changing. The companies that thrive in this new era will be those that treat resilience as a priority, not an afterthought. In this environment, companies must evolve from reactive adaptation to proactive strategy, embedding resilience into their sourcing, operations, and partnerships. 

    That means regularly auditing your current engineering footprint not just for efficiency, but for exposure and fragility. It means rethinking where your teams are located, how easily they can collaborate, and what contingencies exist for business continuity if disruption occurs. 

    And perhaps most importantly, it means partnering with organizations that understand how to build reliable, distributed capabilities in an increasingly unpredictable world, partners who offer not only talent, but infrastructure, cultural alignment, transparency, and adaptability. 

    In this next chapter of global software development, success will go to those who treat resilience as a strategic asset, not an operational afterthought.

    Luis Aburto_ CEO_Scio

    Luis Aburto

    CEO
    The Importance of Employee Well-being in Remote Teams: What you need to know 

    The Importance of Employee Well-being in Remote Teams: What you need to know 

    By Helena Matamoros

    The Importance of Employee Well-being in Remote Teams: What you need to know
    As remote work becomes the norm, the well-being of employees has never been more critical. With its flexibility and convenience, remote work also brings challenges that can deeply impact both mental and emotional health of teams. That’s why companies need to prioritize employee well-being to ensure their people feel supported, connected, and engaged.

    The Rise of Remote Work

    Remote work is no longer just a trend, it’s a major shift in how we work. In the first quarter of 2024, 22.9% of workers in the U.S. were teleworking, up from 19.6% the previous year (U.S. Bureau of Labor Statistics). In Mexico, 42.1% of tech professionals prefer remote work, while 26.6% prefer a hybrid model, totaling 68.7% who favor some form of remote work (Institute for Economic Policy Research, Stanford University).

    While remote work offers the flexibility that employees crave, it can also lead to feelings of isolation and disconnection if not handled properly. This is why I’m passionate about ensuring we actively look after a culture where well-being is prioritized and employees feel truly supported.

    How We Support Well-being at Scio

    As someone deeply invested in our team’s growth, I’ve seen firsthand how prioritizing well-being leads to a thriving, connected, high-performing team. Here’s what we do at Scio to make sure our people feel empowered and cared for:

    1. Regular Check-ins:

    One of the key initiatives I’m most proud of at Scio is our monthly check-in meetings. These are not just any meetings, they are safe spaces where team members can share how they feel about their work, projects, and challenges. It’s through these conversations that potential issues are addressed early, and trust is built between peers and managers.

    I’ll never forget when Nallely, one of our employees, shared how these one-on-one meetings made her feel heard and part of the team, even though she works remotely 100% of the time. Hearing that was truly gratifying, it reinforced the idea that creating spaces where employees feel valued and included is non-negotiable.

    2. Promoting Work-Life Balance:

    Work-life balance is something I’m incredibly passionate about. At Scio, we encourage employees to set boundaries between work and personal life. This includes offering flexible working hours and respecting off-hours communication. I’m always so happy to hear stories from our team about how much they appreciate having the time and space to recharge. It’s amazing seeing how well-rested happy employees are more productive and engaged.

    3. Building Social Connections:

    Even though we work remotely, we know that human connection is key. That’s why we host in-person events fully funded by Scio, which are not work events but opportunities for our team to bond, share experiences, and create memories. The sense of belonging these events promote is priceless, and they remind us all of the importance of connecting outside the office.

    4. Encouraging Professional Development:

    We are firm believers in continuous learning, and having a growth mindset is one of our core values. We support professional growth by offering access to online training programs, hybrid workshops, and a transparent performance review process that fosters both personal and professional development. Watching our employees grow in their careers is one of the most fulfilling aspects of my job.

    The Real Impact of Well-being Initiatives

    The Real Impact of Well-being Initiatives

    These well-being initiatives aren’t just “nice-to-haves.” They’re fundamental to creating an environment where employees succeed. When I see the positive impact that these efforts have on our team, I’m reminded of why we do what we do. Our employees are more connected, engaged, and productive and this translates into a more vibrant, successful company culture.

    At Scio, our mission is simple: create an environment where our team feels supported, connected, valued, and heard. By prioritizing well-being through regular check-ins, social events, and promoting work-life balance, we’re addressing the unique challenges of remote work and ensuring that our team not only survives but succeeds.

    I truly believe that prioritizing well-being is not just good for employees, it is crucial for the long-term success and sustainability of any organization.

    Helena Matamoros

    Helena Matamoros

    Human Capital Manager

    Top 8 Red Flags in Agile Retrospectives

    Top 8 Red Flags in Agile Retrospectives

    Written by: Yamila Solari

    Top 8 Red Flags in Agile Retrospectives

    In Scrum, the Retrospective is a vital ceremony—a moment for the team to reflect on what went well during the sprint and what could be improved. It typically happens at the end of each sprint, just before the next one begins, giving everyone a chance to apply lessons learned from day one. It’s how we close the learning loop.

    Just holding a Retrospective is already a step in the right direction—it encourages a growth mindset and signals that continuous improvement matters. But it’s not uncommon to see a team skip one… then decide to do them every few sprints… and eventually stop doing them altogether. That’s a red flag.

    If your team is deprioritizing Retrospectives, it’s worth asking: why? Time constraints are often the default excuse. But if Retros are consistently the first thing cut, chances are they’re not delivering value. And that’s something worth digging into.

    In my experience, even high-performing teams benefit from a well-run Retrospective. There’s plenty of advice out there on how to run one effectively. But in this article, I want to focus on something that often gets overlooked—the warning signs that a Retrospective isn’t doing its job. Below, you’ll find the red flags I see most often—the ones that quietly stall improvement and chip away at team performance over time.

    8 Common Red Flags in Agile Retrospectives

    1. No Action Items Come Out of the Session

    If your team reflects but doesn’t leave with clear, time-bound, measurable action items—each with an owner—then you’re just talking in circles. Reflection without follow-through is one of the most common ways Retros lose value.

    2. Not Enough Questions Are Being Asked

    Curiosity fuels growth. If no one’s asking questions—Why did that happen? What else could we try?—you might be dealing with low engagement, surface-level conversations, or even fear of speaking up.

    3. There’s No Follow-Up on Previous Action Items

    Improvement only happens when we follow through. Starting each Retro with a check-in on the last action items keeps accountability alive and helps the team see real progress over time.

    4. Team Members Avoid Talking About Questionable Behaviors

    Healthy teams need to feel safe calling out what isn’t working—including behaviors or attitudes that quietly go against the team’s values. Silence here builds resentment, not trust.

    5. The Same People Stay Quiet Every Time

    Everyone brings value, and every voice matters. If the same folks are always quiet, even with techniques like sticky notes or anonymous voting, it might be time to rethink your facilitation approach.

    6. The Team Spends Time on Issues Outside Their Control

    Time is a limited resource. While it’s okay to acknowledge blockers outside the team, energy should be focused on things the team can influence and improve directly.

    7. The Conversation Drifts into Product Strategy or Architecture

    Retrospectives are about how the team works together—not what to build or how to architect it. These important conversations need their own time and space to be effective.

    8. The Team Leader Holds Back Too Much

    Some leaders avoid speaking up in Retrospectives to prevent dominating the discussion. But done with care, their experience and context can be invaluable—as long as it’s shared as input, not instruction.

    8. The Team Leader Holds Back Too Much

    Questions to Reignite Your Agile Retrospectives

    If any of the red flags above hit close to home, consider asking your team:

    • Are we noticing the same patterns?
    • What’s really going on here?
    • What would we gain if we changed this?
    • What can we commit to as a team?
    • What should our next Retro look like?

    These questions can spark meaningful dialogue—and help you co-create a format that actually serves your team.

    Conclusion: What Experience Has Taught Me

    After years of working with Agile teams, one thing’s clear—Retrospectives are often the first thing to go when the pressure is on. And yet, they’re one of the most powerful tools we have to ease that pressure. They create space for reflection, clarity, and change. But they only work if we’re honest with ourselves about what’s not working.

    If you’ve seen these red flags before, you’re not alone. They show up even in mature teams. What matters is what you do next.

    Retrospectives don’t need to be perfect. They just need to be real. Consistent. Intentional. A little more effort here can make a big difference—not just in how your team works, but in how your people feel.

    Yamila Solari

    Yamila Solari

    General Manager
    The Importance of Choosing an Easy-to-Work-With Nearshore Provider 

    The Importance of Choosing an Easy-to-Work-With Nearshore Provider 

    Written by: Rod Aburto 

    The Importance of Choosing an Easy-to-Work-With Nearshore Provider

    Scaling software development capabilities with a nearshore outsourcing company offers a competitive advantage—but only if the partnership is seamless. Beyond cost savings and technical expertise, the ease of collaboration is what separates a truly successful nearshore relationship from a frustrating one.

    An easy-to-work-with nearshore provider integrates smoothly with your team, enhances efficiency, and supports long-term success. For CTOs, software development managers, and decision-makers, selecting a provider that prioritizes communication, cultural alignment, and shared goals is key to fostering innovation in software and optimizing project outcomes.

    As we say in Mexico, “El que con lobos anda, a aullar se enseña.” (Whoever walks with wolves learns to howl.) The right nearshore partner should be more than just an external vendor; they should align with your team, working toward the same objectives with agility and commitment.

    Here are 6 key things to keep in mind when choosing a Nearshore partner—insights I’ve gathered from my experience working closely with clients at Scio

    1. Strong Communication is Non-Negotiable

    Effective software development collaboration depends on clear, proactive communication. The best nearshore outsourcing companies create an environment where team members share progress, voice concerns early, and work efficiently across borders.

    What to Look For:

    • Developers with strong English proficiency and the ability to articulate ideas clearly.
    • A team that provides frequent updates, actively participates in stand-ups, and values feedback.
    • Structured processes to ensure transparency and prevent misunderstandings.

    With open communication, projects move forward smoothly, reducing friction and increasing productivity.

    2. Cultural Alignment Enhances Team Synergy

    A nearshore provider that aligns culturally with your company ensures smoother collaboration and team integration. Cultural compatibility fosters software engineering excellence by creating a positive work environment where developers share the same approach to problem-solving.

    What to Look For:

    • A provider that understands your company’s values, processes, and work ethic.
    • Teams that proactively solve challenges instead of waiting for instructions.
    • A shared commitment to best practices in coding, agile methodologies, and continuous improvement.

    When cultural alignment is strong, software development diverse opportunities become more accessible, leading to stronger collaboration and innovation.

    3. Commitment to Achieve Client Goals

    An exceptional nearshore outsourcing company doesn’t just deliver software—they work toward achieving your strategic objectives. The best partners act as an extension of your team, dedicated to your success.

    What to Look For:

    • A provider that deeply understands your business needs and objectives.
    • A proactive approach to problem-solving, with recommendations that align with your company’s vision.
    • A track record of long-term client relationships, demonstrating commitment and reliability.

    A nearshore provider should be invested in your outcomes, ensuring that each milestone contributes to sustainable growth and innovation.

    Flexible Engagement Models for Scalability

    4. Flexible Engagement Models for Scalability

    As business needs evolve, the ability to scale development resources quickly is crucial. Choosing a software consulting services provider with flexible engagement models ensures you can adjust team size and expertise based on project demands.

    What to Look For:

    • A partner offering dedicated teams, staff augmentation, or project-based engagement options.
    • The ability to onboard new team members quickly without long ramp-up times.
    • Adaptive structures that support agility and cost-effectiveness.

    This flexibility helps companies capitalize on strategic digital nearshoring without overcommitting resources.

    5. Time Zone Compatibility for Real-Time Collaboration

    One of the major benefits of nearshoring is working in the same or overlapping time zones as your internal team. Unlike offshore models that rely on asynchronous communication, nearshoring allows for real-time collaboration and quick decision-making.

    What to Look For:

    • Overlapping work hours that enable live interactions and faster feedback loops.
    • A team that is engaged and responsive during critical project discussions.
    • Scheduling flexibility to accommodate cross-border collaboration without delays.

    Aligned time zones make workflows more efficient, helping teams avoid unnecessary bottlenecks.

    6. Adherence to Best Practices in Coding & Software Engineering

    A nearshore outsourcing company should not only deliver software but ensure it meets high standards for security, scalability, and maintainability.

    What to Look For:

    • A commitment to best practices in coding, including modular design, automated testing, and version control.
    • Strong experience with agile methodologies like Scrum and Kanban.
    • Expertise in the latest innovation in software, ensuring your tech stack remains modern and efficient.

    This guarantees that your software development collaboration leads to long-term, high-quality results.

    Prioritize Ease of Collaboration for Nearshoring Success

    Conclusion: Prioritize Ease of Collaboration for Nearshoring Success

    Choosing an easy-to-work-with nearshore provider isn’t just about technical skills—it’s about finding a partner who communicates clearly, aligns culturally, shares your business goals, and adapts to your needs. Strong communication, cultural fit, flexibility, time zone compatibility, and software engineering excellence should be top priorities when evaluating nearshore partners.

    At Scio Consulting, we specialize in strategic digital nearshoring, offering seamless software consulting services that integrate effortlessly with your team.

    Looking for a nearshore partner that understands your goals and delivers with precision? Let’s talk and explore how Scio Consulting can help you scale your development capabilities the right way.

    Rod Aburto

    Rod Aburto

    Senior Partner