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Teams! Make War, Not (Only) Love! at LAST Conf 2016 in Melbourne, Australia

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Have you ever felt like your team’s continuous improvement is stalling, and all the best attempts of running effective retros don't get them to a higher performing state?

Teams that avoid conflict at all costs or even just feel uncomfortable embracing conflict have a big problem. They will sweep things under the carpet to not rock the boat. And often it doesn’t even matter if the boat is smoothly sailing or in trouble already. Hence, even game changing ideas end up under, instead of on the carpet, and can hence prevent amazing technical, product, and process improvements.

The reason for this behaviour is that people and whole teams fear conflict, as they don’t know how to deal with it. A team in harmony is a good thing after all, right? Wrong!

In this session we will address why you want conflict in your teams, healthy conflict of course, but conflict nevertheless. We’ll present useful strategies and tools on how teams and individuals can get in touch with conflict. You will learn how to utilise these strategies and tools for better outcomes and a much better team culture, too (even if the latter sounds counterintuitive).

So come along to be slightly pushed out of your theoretical comfort zone and learn to make (healthy) wars, not (only) love!

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Teams! Make War, Not (Only) Love! at LAST Conf 2016 in Melbourne, Australia

  1. 1. Teams! Make War, Not (Only) Love! (Victoria|Bernd) Schiffer - @Erdbeervogel | @berndschiffer SEEK | Bold Mover - LAST Conf 2016 Melbourne
  2. 2. Don’t let your Teams down by avoiding conflicts. Having conflicts is tough, but dealing with them is your only way to high- performance.
  3. 3. Conflict?
  4. 4. Who?
  5. 5. Why?
  6. 6. What?
  7. 7. What?
  8. 8. During planning one day...
  9. 9. So, what now?
  10. 10. DON’T Jump in and decide as the manager
  11. 11. DON’T Joke about the situation and put it off
  12. 12. DON’T Change the subject
  13. 13. DON’T Ignore the situation or make no decision
  14. 14. Maslow’s Hierarchy of Needs Where you want to be Conflict By Abraham Maslow in 1943
  15. 15. By Bruce Tuckman in 1965 Tuckman’s Stages of Group Development Where you want to be Conflict
  16. 16. Five Dysfunctions of a Team By Patrick Lencioni in 2002 Where you want to be Conflict
  17. 17. Do you see a pattern?
  18. 18. DO Share the Observed & Acknowledge
  19. 19. DO Separate People from Problem
  20. 20. DO Focus on Interests, not Positions Source: https://www.flickr.com/photos/78749146@N06/10651107403
  21. 21. DO Invent options for mutual gain
  22. 22. DO Win/Win or No Deal!
  23. 23. Tools Listen & Understand
  24. 24. “20 Minute Rule” If Emotions are Too High Tools
  25. 25. Tools Get Support from a Mediator, Facilitator, Coach
  26. 26. Getting to Yes by Roger Fisher and William Ury
  27. 27. The 7 Habits of Highly Effective People by Stephen R. Covey
  28. 28. The Five Dysfunctions of a Team by Patrick Lencioni
  29. 29. Don’t let your Teams down by avoiding conflicts. Having conflicts is tough, but dealing with them is your only way to high-performance.
  30. 30. But I can only show you the door. You're the one that has to walk through it. -- Morpheus in “Matrix”
  31. 31. Victoria Schiffer, Agile Coach ➢ @Erdbeervogel ➢ @seekjobs ➢ http://slideshare.net/erdbeervogel ➢ http://linkedin.com/in/victoriaschiffer ➢ http://seek.com.au Bernd Schiffer, Agile Coach, Trainer, Consultant ➢ @berndschiffer ➢ @bold_mover ➢ bernd.schiffer@boldmover.com ➢ http://slideshare.net/berndschiffer ➢ http://berndschiffer.com ➢ http://boldmover.com ➢ http://agiletrail.com Teams! Make War, Not (Only) Love! LAST Conf Melbourne 2016
  32. 32. “Sometimes the tightest teams are the most reluctant to do this, even when the feedback is clearly constructive, because they don’t want to risk the positive emotional environment that exists, which they probably value greatly. […] I’ve found that the most effective way to overcome this hesitance is to help people realize that when they fail to provide peers with constructive feedback they are letting them down personally.” (Patrick Lencioni, 5 Dysfunctions of a Team)

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