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Home > Scrum Master Toolbox Podcast > How to Break the Cycle of Dominant Personalities in Agile Teams | Mohini Kissoon
Podcast: Scrum Master Toolbox Podcast
Episode:

How to Break the Cycle of Dominant Personalities in Agile Teams | Mohini Kissoon
Category: News & Politics
Duration: 00:16:33
Publish Date: 2026-01-12 11:05:00
Description: Mohini Kissoon: How to Break the Cycle of Dominant Personalities in Agile Teams

Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes.

"I confused silence with agreement. My silence as a facilitator had been giving the wrong impression to the team: that this kind of dynamic is acceptable." - Mohini Kissoon

In her first year as a Scrum Master, Mohini was full of energy and deeply committed to doing Scrum by the book. She had just earned her certification and joined a mid-sized product team where a senior developer—let's call him Tom—was brilliant but quite dominant. In every session, Tom would speak first, speak longest, and often override the ideas of junior developers. Mohini noticed this pattern but didn't intervene, assuming that Tom's experience and the others' silence meant agreement. Over several sprints, stand-ups became reporting sessions to Tom rather than collaborative planning. Junior developers gradually stopped offering ideas in fear of being shut down. When Mohini finally reached out to the team members individually, one of them was even considering leaving the organization—they felt like "just a cog in the machine." This was the wake-up call Mohini needed. She realized she had been focusing intensely on the mechanics while missing the human dynamics entirely. The solution came through coaching Tom on active listening and introducing facilitation techniques like silent brainstorming and round-robin sharing, giving everyone the opportunity to contribute without being influenced.

Self-reflection Question: When you observe dominant voices silencing others on your team, do you intervene immediately, or do you wait to see if the situation resolves itself—and what does that choice cost your team?

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