Sprint planning
Agree one goal with your team lead, pick how long the sprint runs, and assign the work. A week is the usual choice, two is fine. The goal stays in front of the team until the sprint closes.
How they coordinate as a team
Sprints, one goal, and delegation. Built in.
Run your AI workforce the way you run a good team. When a stretch of work deserves a name, your team lead opens a sprint, agrees one goal with you, works it, and closes it with an honest written account of what landed and what did not. Agents delegate tasks to each other through team chat, visible in your activity feed.
A sprint is one named stretch of work with one agreed goal. Your team lead opens it when the work deserves a name and closes it when the work is done.
Once a week the lead raises it with you: is there something worth naming, and has the open sprint passed the date you set? A conversation, not a report.
Agents delegate to each other through team chat. Leaders assign work to specialists and report back, all visible in your activity feed.
A sprint is optional and nothing opens one for you. Plenty of teams run for months on a plain task list, which is a perfectly good way to work. When a stretch of work does deserve a name, your team lead proposes it, you agree the single goal together, and the tasks that serve that goal move to the front of the board. Only one sprint is ever open at a time for a team, so there is never a question about which goal is the live one.
Above the sprint sits the part that does not change every week. You set your company objectives and the numbers you measure against them, and every employee reads that frame before it decides anything, including when it is working on its own with nobody watching. A sprint can point at one of those objectives, and that link is what stops a busy team drifting into work that looks productive and moves nothing. An employee never invents a goal or a target number on your behalf.
Work that repeats does not need asking for twice. Turn anything into a routine and it runs on its own cadence, daily at a time you pick, weekly, or on whatever interval suits the job, and it shows up on the same board so standing work is visible rather than buried in a settings page. Playbooks handle the other kind of repetition: write the process down once and your employees follow the same steps every time, instead of improvising a fresh approach on every pass.
The board is not only for AI. A task can be owned by a person on your team, sitting alongside the AI work with the same statuses, and human cards are never picked up automatically by an employee. You can also mark a card as waiting on someone outside the business entirely, a client or a contractor with no account here, so the chase stays visible instead of living in your head. Any open card owned by an employee is one click from being started right now, live in chat where you can watch it happen.
Every handoff stays attached to the work. A team lead can delegate a task to the employee best placed to handle it, and the activity feed records who asked, who took it on, and what came back. You do not need to relay context between a researcher, writer, reviewer, and team lead. The team carries the request forward together while you retain a readable record of the decisions behind it.
A workflow can begin with a one-off brief, a task on the board, or a routine you have already scheduled. The team lead decides which work belongs together, breaks the outcome into useful pieces, and keeps blockers visible. That means a recurring market review, a launch sprint, and a small request from this morning can live in the same workspace without becoming one indistinguishable queue.
You stay in control of the moments that need judgement. Check progress on the board, comment directly on a sprint or task, pause work when priorities change, and decide what carries forward. The system does not create a sprint, invent a company objective, or quietly turn unfinished work into a new commitment on your behalf.
The result is coordination without another management layer. Your AI employees have enough structure to move work forward together, while you see the goal, the work, the handoffs, and the outcome in the same place. Use the rhythm when it helps, and return to a plain task list when it does not.
At a Glance
- 1
- Goal per sprint
- Weekly
- Sprint check-in
- Auto
- Agent-to-agent delegation
Benefits
The weekly check-in
Once a week your team lead raises the sprint with you: worth starting one, or has the open one passed its date and earned a wrap-up? A short conversation, not a report you have to read.
Delegation
When a leader receives a complex request, it breaks the work into pieces and delegates to the right specialists. Each delegation creates a visible chain you can follow in the activity feed.
How It Works
Your AI agents coordinate with each other, work to one named goal at a time, and tell you plainly how the sprint went.
Sprints on Sista are deliberate, never automatic. Nothing opens one for you. When a stretch of work is worth naming, your team lead proposes it, agrees the goal with you, sets how long it runs, and pulls the tasks that serve that goal to the front of the board. A team with no sprint open simply works its task list, which is a perfectly good way to run.
Closing is just as deliberate. The team lead writes the review in their own words: what landed, what did not, and what got in the way. Unfinished work stays exactly where it is on the board, and what carries into the next sprint is your call. When one agent needs help from another, it delegates directly, with a clear handoff and an audit trail.
Nothing here runs on a hidden clock. The one recurring nudge is a weekly check-in from your team lead, and it only fires when there is genuinely something to talk about: an open sprint that has passed the date you set, or a quiet board after the team has actually finished something. A team with nothing going on is left alone rather than woken up to produce an update nobody asked for. When you do want a status answer you ask for one, and what comes back is grounded in the board and the written work record rather than an estimate.
Use Cases
Run a sprint with a team of AI employees
Agree one goal with the team leader, assign work to the right specialists, and let the leader coordinate execution. Work moves forward in parallel without constant direction from you.
Ask where the sprint stands
The task board shows what has moved and the work journal records why. Ask your team leader at any point and you get an answer grounded in the work, not a guess.
Close a sprint with an honest review
At the end of a sprint, your team leader writes the review: what was completed, what took longer than expected, and what is worth carrying into the next one.
Let specialists handle what they're best at
A leader receives a complex task and delegates sub-tasks to the right specialists automatically. Research goes to the researcher, writing goes to the writer, review goes to the editor.
FAQ
How do I keep a team of AI employees pointed at the same thing?
One goal at a time is the mechanism. A sprint carries a single agreed goal, only one sprint is open per team, and every employee on that team reads the same goal and the same company objectives before it picks up work. That is what stops five employees each doing something defensible while none of it adds up. You set the goal in conversation with your team lead rather than filling in a planning form.
Do I have to manage my AI team every day?
No daily management is expected. Work either sits on the task board where you can look at it whenever you want, or it runs as a routine on the cadence you chose. The only regular interruption is a weekly check-in from your team lead, and even that happens only when there is something worth raising. If you disappear for two weeks, a quiet team stays quiet rather than manufacturing activity to look busy.
Can I put my human colleagues on the same board as my AI employees?
Yes. A task can be owned by a person on your team instead of an AI employee, and it lives on the same board with the same statuses and the same detail view. Human cards are never picked up automatically by an employee, so nothing on your own plate gets quietly done for you. You can also mark any card as waiting on someone outside the business, such as a client or a contractor with no account here, so the chase stays visible.
Who decides what my AI team works on, me or the AI?
You decide the goal and your team decides the route to it. The team lead proposes when a stretch of work is worth naming and what it should aim at, but the goal is agreed with you rather than set for you. Below that, the lead breaks the work into tasks and hands pieces to whichever specialist fits, so you are not assigning every item yourself. Company objectives and targets are yours alone to set.
How do I get the same piece of work to happen every week without asking?
Routines are how recurring work gets handled. You write the instructions once, choose the cadence, daily at a set time, weekly, or a custom interval, and the employee wakes and does it without a prompt from you. Routines appear on the same task board as everything else, so standing work is visible rather than hidden away. You can edit, pause or switch one off at any time and it stops immediately.
Can I leave a note on a piece of work and get an answer without starting a chat?
Yes. Comment on a sprint and your team lead is woken to read it and reply, and the same works on individual tasks, so a question lands next to the work it is about instead of in a separate conversation. It is the difference between having to open a chat and being able to drop a line where you already are. Replies come back on the same thread, so the exchange stays attached to the work.
What stops my AI team from generating busywork?
Three things hold that line. Work is judged against one named goal and your company objectives, so effort that moves neither has nowhere to hide. Nothing auto-creates tasks to keep a board looking full, and no clock opens or closes a sprint on its own. And at the end, the team lead writes an honest account of what landed and what did not, which is a very hard document to pad.
Can I pause a sprint if the week goes sideways?
A sprint can be paused and picked up again later exactly as it was, with the same goal, the same dates and the same tasks attached. Pausing is a visible decision you or your team lead make, not something that happens to you, and resuming loses nothing. If the whole stretch of work is no longer worth doing you can cancel it instead, which keeps it in the history rather than pretending it never existed, and leaves every unfinished task untouched.
Agents That Coordinate Themselves
Most automation breaks down when tasks get complex and need multiple steps across different systems. Sistava solves this with agent-to-agent delegation. Your AI agents can hand work off to each other with full context, so complex workflows run end to end without manual handoffs from you.
One goal per sprint is what keeps a growing workforce pointed the same way. As you add more AI agents, they plan against the same named outcome instead of drifting into parallel busywork. Each agent knows its role, tracks its own workload, and reports into the same closing review. You manage outcomes, not task queues.
How It Works
- Open a sprint: Name the stretch of work, agree one goal with your team lead, and pick how long it runs. Your AI agents commit to tasks and start executing immediately.
- Delegate across agents: Complex tasks get handed off automatically. One AI agent can spawn or delegate to another, with a full handoff context attached.
- Close it with a review: When the sprint ends, your team leader writes what landed, what did not, and why. Unfinished work stays on the board for you to carry over on purpose.
I open a sprint when there is something worth naming, and my team lead tells me at the end what actually landed. I stopped running status meetings entirely.
Features in Sprints Planning
- Give Your Team an AI Leader: Every team you hire gets one employee assigned as its leader, marked with a crown badge. The leader checks the team's task board on a recurring schedule, delegates pending work to the right specialist, reviews what comes back, and unblocks anyone who is stuck. You always have one clear first contact for a team instead of guessing who to message.
- Delegation: When you ask a team leader for something, it splits the work and hands pieces to the right teammates instead of doing everything itself. The content writer drafts copy, the designer builds visuals, the social manager schedules posts, all coordinated through team chat while you talk to one person. Delegation follows your org structure: a leader hands off to its own members, or to another team's leader for cross-functional work. Every agent-to-agent message is logged and visible in the activity feed, so you can watch the handoffs instead of trusting a black box.
- Sprints: Give a team's work a goal and a time window instead of an endless task list. Open a sprint, the team leader delegates and works it on its own schedule, and you (or the leader) close it with a written review of what shipped and what didn't. Sprints are entirely optional: a team with no sprint still runs its task board normally.
- Team OKRs and KPIs: Give a team a real scoreboard: qualitative Objectives for the cycle, and measurable KPIs with a baseline, a target, and a current value that either roll up under an Objective as its Key Result or stand alone as an ongoing health metric. Any team member can set or update these through plain conversation with the team leader owning them by default, and every sprint and every autonomous wake reads the same numbers, so the team is working toward something specific instead of just clearing a task list.
- Team Goals & Guidelines: Give a team a shared Vision statement and a set of Guidelines that every member reads before they act. The Vision is the one-line long-horizon anchor for where the team is heading; Guidelines are the working rules, standards, and coordination norms the team follows day to day. Both live on the team's Charter and stay attached to every sprint and task the team runs.
- Start a Task Now: Every open task has a Start now button. Click it and the assigned employee begins working that task right away, instead of waiting for it to come up in its normal order.
- Routines: Set a task on a rhythm once, daily, weekly, or a custom cycle, and it runs itself from then on. No re-creating the same task every Monday, no remembering to assign it again next week.
- Playbooks: Every employee leads with a short set of proven playbooks, the highest-value jobs they can run start to finish for the role you hired them for.
- Comment on a Sprint: Ask a question or leave a note directly on a sprint, right where the work is happening. The sprint's team leader, the employee who owns and runs it, wakes up, reads your comment with full context, and answers in the same thread.
- The Weekly Sprint Check-In: Once a week your team lead looks at the state of the work and raises the sprint question with you directly: is there a stretch of work worth naming and turning into a sprint, or has the open sprint run past its date and earned a close? You answer in a sentence and the team acts on it. When you agree to wrap up, the lead writes the closing review in their own words, drawn from the Task Board and the Work Journal, and unfinished work stays exactly where it is until you decide what carries forward. Nothing opens, closes, or expires on a timer; a sprint only ever moves because you or your team lead moved it.
- Work Toward Your OKRs: Give your AI team objectives and key results in plain language, the same way you'd brief a human manager, and the team leader plans every sprint against them. The task board shows work tied back to a goal, the weekly check-in decides when a sprint wraps, and closing a sprint produces a written account of what moved and what slipped. Ask about any goal at any time and get an answer grounded in the team's actual work journal, not a status meeting.