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Johan Oskarssons presentation at Knowit's breakfast seminars May 15 and 16 2013
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A balanced teamJohan Oskarsson, Senior Consultant at Knowit
At Knowit Breakfast seminars 2013-05-15 & 16
The super efficient
highly productive
ultra responsible
customer focused ideal
agile team
Does happy teams perform better?
Let’s get theoretical
Meet: the META LEARNING MODELLosada & Heaphy 2004
“the ability of a team to dissolve attractors that close possibilities for effective action and to evolve attractors that open possibilities for effective action”
META LEARNING
“attractors are like a gravitational field pulling behaviors toward it”
The most flexible is the chaotic attractor, known as strange attractor, or complexor. Meaning complex order.
Each one of these attractors are associated with
DIFFERENT PERFORMANCE LEVELS
Point Limited Complexor
Bipolar dimensions in
verbal communication
other
self
inqu
iry
ad
voca
cy
positive/negative
Emotional space
[positive]
Codification
[negative]
[inquiry]
[advocacy]
[self]
[other]
“that’s a good idea”
“dumbest thing I’ve ever herd”
“please explain more”
“this is how it is”“our team is the best”
“that team over there is
the best”
The goal is to increase the
emotional spaceother
self
inqu
iry
ad
voca
cy
Emotional space
positive/negative
Dissolving attractors
“undoing hypothesis”, positive emotions undo the effect of negative emotions
Evolving attractors
“broaden-and-build”, positive emotions broaden one’s awareness and encourage novel, varied, and exploratory thoughts and action. Innovation!
{8-)
other
self
inqu
iry
ad
voca
cy
High performance
Medium performance
Low performance
positive/negative
positive/negative = 5.614
inquiry/advocacy = 0.935
self/other = 1.143
{8-)
Hence, happy teams perform
better
Balance is key
Diversity helps
Self-diagnosticteam must learn
What can we do?
360 Poker
• Better understanding• Multiple perspectives• Balanced evaluations• Leveled feedback
19
Proximity Management
• Move manager’s desk to the teams• Management by walking around• Gemba walk / go & see / face-time
20
Kudo Box
• Don’t promise rewards in advance• Reward publicly, not privately• Reward peers, not subordinates
21
22
Celebrate!
• “What did we learn?”• “What did we do well?”• (reinforce learning & good
practices)
Identity Symbols
• The team defines its own identity• Name, logo, mascotte, website, etc.• Generates team work / team spirit
23
Exploration Days
• Everyone spends one day of learning
• Try to deliver something within 24 hrs
• Demo the results to colleagues24
Slack Time
• Aim for 80% utilization of people• Use the remainder (20%) for slack• Use slack for experiments and
emergencies25
Self-Organized Team Formation• Let people organize themselves in
teams• However, give them some
constraints• Diversity, team size, team duration,
etc.26
Business Guilds
• Let people organize around certain topics
• Such as specific technologies or disciplines
• Have them form virtual communities
27
”Management is to important to be left to managers”
Help team manage themselves.
{8
-)
Johan Oskarsson
@johanoskarsson
www.captaintrouble.com