Self-managing teams are at the heart of Scrum. These teams hold the responsibility for deciding who does what, when, and how, and they take ownership of the product work from start to finish. They are expected to manage operations, maintenance, verification, and all the small and large decisions that shape a product. While the idea sounds simple, many Scrum teams and organizations discover that encouraging true self-management is difficult. Even capable and collaborative teams can struggle to take initiative or share ownership. Understanding what helps self-managing teams grow through these challenges is essential for long-term effectiveness.
Why Silence Supports Deeper Problem Solving
One of the most underestimated tools for growing team ownership is silence. When a problem surfaces during a Scrum event and no one immediately responds, it can be tempting for a facilitator or leader to jump in with an answer. This instinct often comes from experience, expertise, or simply wanting to help the team move forward. However, filling the silence can unintentionally shift responsibility away from the team.
Letting the moment breathe gives people time to think and encourages them to step into the problem together. Reflecting the issue with a simple question like, “What are we going to do about this?” guides people toward action and ownership. During these quiet moments, team members begin to explore options, discuss possibilities, and build confidence in making decisions. Self-managing teams grow stronger when they learn that silence is not a signal to wait for leadership but a space to begin collaborating.
Motivation Shapes How Teams Approach Self-Management
Motivation plays an important role in the success of self-management. Some team members naturally embrace problem-solving and collaboration. They enjoy taking initiative and exploring new ways to improve. Others may be less internally motivated and approach their work as a set of tasks to complete before the end of the day. This difference in motivation can impact how a team responds when faced with decisions or challenges.
When individuals are not motivated to take action without direction, self-management becomes more difficult. Teams may stall, look for guidance, or avoid responsibility. Addressing motivation begins with understanding what each person values and how they connect to the work. Leaders and Scrum Masters can inspire engagement by clarifying purpose, celebrating progress, and removing barriers that prevent people from contributing fully. As motivation grows, so does the ability of self-managing teams to step into ownership and act confidently.
Three Pillars That Strengthen Self-Managing Teams
To support the development of self-management, three pillars are particularly helpful: boundaries, goals, and accountabilities. These elements work together to create a structure where teams understand expectations while still having freedom to make decisions.
Boundaries
Boundaries are essential because they create clarity and safety. When teams understand what they are allowed to change and what must remain stable, they gain the confidence to take action. Without boundaries, teams may hesitate out of fear of overstepping or making the wrong move. With well-defined boundaries in place, teams can explore solutions, test ideas, and grow through experience. This clarity becomes a foundation for strong self-managing teams because it supports autonomy without causing confusion.
Goals
Clear goals give teams a shared direction. When the team understands what outcomes matter most, it becomes easier to align decisions and collaborate toward meaningful results. Goals serve as a guide when questions arise and help reduce dependence on external direction. They empower teams to make choices that support the broader purpose of their work. Effective goals encourage focus and help reinforce the behaviors needed for self-managing teams to thrive.
Accountabilities
Accountability brings ownership to life. When individuals and teams take responsibility for outcomes, their engagement deepens. They begin to collaborate more intentionally, solve problems proactively, and support each other’s success. Accountability shifts the mindset from waiting for direction to actively shaping the work. This ownership strengthens the structure of self-managing teams and helps them become more resilient, adaptable, and committed.
Leadership’s Role in Supporting Teams Through Struggle
Although self-management belongs to the team, leadership plays an essential role in creating the environment where it can flourish. Leaders can remove obstacles, provide clarity, and build trust by allowing teams to face challenges without stepping in too quickly. Growth often happens when teams encounter difficulty and must work together to find a way forward.
Leaders who give teams the space to struggle, learn, and recover help them develop confidence and maturity. They support the conditions that allow self-management to take root. By offering guidance without taking over, leaders help self-managing teams grow through experience rather than direction.
Creating Conditions for Sustainable Self-Management
Self-management develops over time. It requires practice, clarity, trust, and room to experiment. Teams need boundaries that support safe exploration, goals that encourage alignment, and accountability that reinforces ownership. Most of all, they need leadership that believes in their potential and supports them through the challenges that come with growth.
Even when self-managing teams struggle, these challenges can become turning points. With the right environment and support, teams can develop into confident, capable groups that collaborate effectively and take ownership of their work.
If your Scrum team feels stuck, chances are small mistakes are adding up to big barriers. Misused events, unclear goals, and weak accountability can quietly erode progress and collaboration. Download our FREE eBook, Why Scrum Isn’t Working: A Manager’s Field Guide to Organizational Misfires, to uncover how these common missteps derail teams—and how to realign your Scrum practices to deliver the value your customers expect.
Continuous Learning is at the heart of great Scrum Teams
If you're ready to grow your understanding and improve how your team works, explore our upcoming Professional Scrum courses.
Want to see how Responsive Advisors can help you or your organization succeed? Learn more at responsiveadvisors.com.