We all remember being on "that team." The team that banded together through tight deadlines to deliver great products. The team that was a safe place for professional conflict. The team that went to lunch and happy hour together. The team that felt more like a family. Now, 20 years after Scrum was first introduced, why are these teams still so scarce? Can we intentionally reproduce those outcomes? This presentation will fill some of the (intentional) gaps left in Scrum by its creators by exploring the leading research on high performance teams.
Building an effective team isn't as simple as waving a magic wand, but it is also not an overly difficult process. Understanding the strengths and weaknesses of individuals, the role each person plays in a team environment and how they complement each other are all contributing factors.
In this webinar, you will learn the components of an effective team, the importance of team communication and the role of leadership.
A bunch of ordinary people, delivering an extraordinary performance is termed as a high performing team. Creating a high performing team though, seems like a mammoth task – perhaps because such teams are very few and far between.
While there is no single silver bullet to construct such a team, one big measure that builds such synergy in a team is a culture of “No Surprises”. So, how do we create such a No-Surprises culture in an organization?
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
Workshop in two days with 12 hrs duration for mid-management level.
Identify the characteristics of an effective leader & identify their leadership styles.
Obtain a deeper understanding of leadership by a review of appropriate theories
Understand the meaning of, and barriers to, motivation.
Evaluate & apply motivation theories to their current operation.
Develop their teams to maximize their strengths and enhance productivity
Motivate their teams with effective performance measurement
Leverage the complementary skills and styles of their teams
Eliminate barriers and chokepoints that block teamwork
Develop a personal action plan to develop their leadership style
Integrate their leadership responsibilities, competencies and behaviors into their management role
Optimize organization and work design for success in service delivery teams
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
Building an effective team isn't as simple as waving a magic wand, but it is also not an overly difficult process. Understanding the strengths and weaknesses of individuals, the role each person plays in a team environment and how they complement each other are all contributing factors.
In this webinar, you will learn the components of an effective team, the importance of team communication and the role of leadership.
A bunch of ordinary people, delivering an extraordinary performance is termed as a high performing team. Creating a high performing team though, seems like a mammoth task – perhaps because such teams are very few and far between.
While there is no single silver bullet to construct such a team, one big measure that builds such synergy in a team is a culture of “No Surprises”. So, how do we create such a No-Surprises culture in an organization?
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
Workshop in two days with 12 hrs duration for mid-management level.
Identify the characteristics of an effective leader & identify their leadership styles.
Obtain a deeper understanding of leadership by a review of appropriate theories
Understand the meaning of, and barriers to, motivation.
Evaluate & apply motivation theories to their current operation.
Develop their teams to maximize their strengths and enhance productivity
Motivate their teams with effective performance measurement
Leverage the complementary skills and styles of their teams
Eliminate barriers and chokepoints that block teamwork
Develop a personal action plan to develop their leadership style
Integrate their leadership responsibilities, competencies and behaviors into their management role
Optimize organization and work design for success in service delivery teams
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
Designed by éloïtsmi
https://www.behance.net/eloitsmi
A Product Manager often needs to persuade and motivate others without having any real authority. The only tool the product manager has is language, the spoken and written word. So how do you get people to understand why a particular course of action is warranted? And how do you persuade them to act and move forward on that knowledge without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging. You have to use particular language that is more effective. They key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to craft your language to address the core issues of each type.
Topics covered will include:
What are Motivation Types and how people acquire them
How to determine an individual’s Motivation Type
How to speak to each Motivation Type to engage and persuade them
How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels’ book The Product Manager’s Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also author of numerous blog posts and papers including Business Anthropology and the Culture of Product Managers.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
This session with Dr. Rev. Chuck Coker will help you to discover what leadership qualities you have. You will also learn steps to better develop the qualities needed for the challenges of leadership.
Is your organization benefitting from the effectiveness of High Performance Teams (HPTs)? Use this presentation to learn how HPTs produce more successful business outcomes, about the roles of leaders and members in HPTs, how to assess team effectiveness, and how to build HPTs.
For more information about building High Performance Teams, please see www.tbointl.com
Transforming Business Operations: Our Name is Our Mission
TBO International, with offices in Houston and San Antonio, is recognized as a firm that consistently helps improve organizational performance through our expertise, objectivity and partnering. Our success is measured by achieving our client's business targets, whether performance, economic or behavioral.
A presentation to the Student Government Councils of local universities and colleges in Malaysia was presented by Michael Teoh, surrounding the topics of Teamwork and Leadership.
This workshop for Student Leaders was done back in 2005 and 2006.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
All teams set out with great dreams, but few achieve great things. Why? The answer lies in the ability to empower your teams with maximum clarity. But clarity is a habit you need to cultivate, within yourself and across your teams. This is my three-pronged framework for ensuring clarity in the workplace so your teams can go from dreaming big dreams to achieving great things.
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
Designed by éloïtsmi
https://www.behance.net/eloitsmi
A Product Manager often needs to persuade and motivate others without having any real authority. The only tool the product manager has is language, the spoken and written word. So how do you get people to understand why a particular course of action is warranted? And how do you persuade them to act and move forward on that knowledge without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging. You have to use particular language that is more effective. They key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to craft your language to address the core issues of each type.
Topics covered will include:
What are Motivation Types and how people acquire them
How to determine an individual’s Motivation Type
How to speak to each Motivation Type to engage and persuade them
How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels’ book The Product Manager’s Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also author of numerous blog posts and papers including Business Anthropology and the Culture of Product Managers.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
This session with Dr. Rev. Chuck Coker will help you to discover what leadership qualities you have. You will also learn steps to better develop the qualities needed for the challenges of leadership.
Is your organization benefitting from the effectiveness of High Performance Teams (HPTs)? Use this presentation to learn how HPTs produce more successful business outcomes, about the roles of leaders and members in HPTs, how to assess team effectiveness, and how to build HPTs.
For more information about building High Performance Teams, please see www.tbointl.com
Transforming Business Operations: Our Name is Our Mission
TBO International, with offices in Houston and San Antonio, is recognized as a firm that consistently helps improve organizational performance through our expertise, objectivity and partnering. Our success is measured by achieving our client's business targets, whether performance, economic or behavioral.
A presentation to the Student Government Councils of local universities and colleges in Malaysia was presented by Michael Teoh, surrounding the topics of Teamwork and Leadership.
This workshop for Student Leaders was done back in 2005 and 2006.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
All teams set out with great dreams, but few achieve great things. Why? The answer lies in the ability to empower your teams with maximum clarity. But clarity is a habit you need to cultivate, within yourself and across your teams. This is my three-pronged framework for ensuring clarity in the workplace so your teams can go from dreaming big dreams to achieving great things.
I just would like to share my presentation on Human Behavior in Educational Management.
Unfortunately I wasn't able to cite the references in my presentation. Hope this will help you with your report. Thank You!
Another essential function of leadership is encouraging team spirit. There is a saying that if you have a handful of dry grass you can use each individual blade to sweep a floor but it is much more effective to combine them into a brush. In the same way individual employees working alone, however motivated they might be, are nowhere as effective as when they work as a team.
If you want to meld your group into a true team, these practical actions will help any leader be intentional about doing so. It starts with crafting and casting vision that teamwork is the most effective way to succeed as an organization. 10 other tips, too!
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
2. Me
• Ben Thorp
• Passionate about teams
• Family guy
• ISFJ
• Zombie fiction + Leadership
3. What We’ll Cover
What do the
experts say
about teams?
01
Why use
teams?
02
How can we
increase team
effectiveness?
03
Bringing it all
together!
04
4. When people work together to finish a job, such as
building a house, the job will probably:
a) Get finished faster.
b) Take longer to finish.
c) Not get done.
5.
6.
7. Kids Dislike Groups
“One person not doing anything, doesn’t
know how, or can’t focus”
“Some people don’t know how to act
around people"
“People want to be in the spotlight, just
get attention”
“People get distracted by stories not
related to the work”
“Groups don’t work when the smart
person gets sick”
“It’s hard when the teacher keeps
rearranging the groups”
“People don’t listen and do whatever
they want”
“Doesn’t work if people do nothing or
one person does everything”
“You have to have the right type of
people”
11. Richard
Hackman
Harvard Professor
Nation’s Expert on Teams
Author of Leading Teams
"…teams can stress their members,
alienate them from one another, and
undermine their confidence in their
own abilities.
[many teams] provide their members
with significantly less personal
learning and satisfaction than they
could."
12. Amy C.
Edmondson
Harvard Professor
Thought Leader on Teams
Author of Teaming
“… achieving the tremendous
potential of teams is far more
challenging than many expect - and
successful teamwork is thus still
elusive in many organizations."
13. Patrick
Lencioni
President of The Table Group
Author of:
5 Dysfunctions of a Team
"Genuine teamwork in most
organizations remains as elusive as it
has ever been."
14. Julia
Rozovsky
Lead Analyst at Google:
Project Aristotle
‘‘I always felt like I had to prove myself.’’
The team’s dynamics could put her on edge.
When the group met, teammates sometimes
jockeyed for the leadership position or criticized
one another’s ideas. There were conflicts over
who was in charge and who got to represent the
group in class.
‘‘People would try to show authority by speaking
louder or talking over each other. I always felt like
I had to be careful not to make mistakes around
them."
15. Richard
Hackman
Harvard Professor
Nation’s Expert on Teams
Author of Leading Teams
“When you have a team, the
possibility exists that it will generate
magic…
But don’t count on it.
…having a team is often worse than
having no team at all.”
17. Google - Team vs/ Workgroup
Workgroups Teams
Low interdependence Highly interdependent
Based on hierarchy Plan their own work, solve problems,
make decisions
Meet periodically to share information Team members need one another to get
work done
Have independent goals Commit to each other and shared goals
18. Drucker’s Team Typology
Type Examples Roles Inputs Work Outputs Work Type Evaluation Leadership
Work
Team
Baseball,
Cover
Band
Fixed,
same
function
Stable Series Known,
Repeata
ble
Labor
intensive
Individual Directive
Cross-
functional
Team
Football,
Hospital,
Orchestra
Fixed, diff.
functions
Mostly
stable
Parallel Variable
within
Range
Skill
intensive
Individual
and Team
Directive w/
flexibility
Self-
managed
Team
Tennis
Doubles,
Jazz
Ensemble
Dynamic,
shared
functions
Unstable Dynamic Highly
variable,
Unique
Knowledge
intensive
Team Facilitative
28. Peter Senge
Systems Scientist
MIT Lecturer
Founder: Society for
Organizational Learning
"The organizations that will truly excel in the
future will be the organizations that discover how
to tap people's commitment and capacity to learn
at all levels in an organization“
29. Organizational Learning
Organizations cannot engage in learning
like an individual can - yet, when
individuals learn this does not always
create change in how the org operates.
Amy C. Edmondson, Teaming
33. Hackman
Effectiveness
Model
Successful Outcomes
• Satisfied stakeholders
• Objectives met or
exceeded
Team Capability
• Collective skills
increase over time
• Discover better ways
of working
Individual
Learning
• Personal fulfillment
• Growth and learning
High
Performance
35. Fact or Fiction?
High performing teams…
Have members that stay together for a long time
Perform work harmoniously and have little conflict
Share similar educational backgrounds
Have an influential leader
Are larger teams because they have more diversity
Socialize often outside of work
Are composed of similar personality types
Share similar hobbies
37. Lencioni Model
• Attention to shared team goals over individual needs
• Unrelenting focus on clearly defined outcomes
Results
• Calling out harmful performance and behaviors
• Positive peer pressure
Accountability
• Team buy-in (not consensus)
• Hear all -> Disagree -> Decision -> One voice
Commitment
• Speak up without punishment
• Best outcome in shortest time
Conflict
• Requires vulnerability
• No reason to be careful
Trust
38. Edmundson Model
Speaking up
Accept
perceived
risk of being
direct
Collaboration
Cooperation,
mutual
respect,
shared goals
Experimentation
Expecting to
not be right
the first time
Reflection
Critically
examine
result to
uncover new
ideas
39. Google Model - Challenges
"No matter how researchers arranged the data, though, it was almost impossible to
find patterns - or any evidence that the composition of a team made any difference.“
‘‘We had lots of data, but there was nothing showing that a mix of specific personality
types or skills or backgrounds made any difference. The ‘who’ part of the equation
didn’t seem to matter.’’
‘‘At Google, we’re good at finding patterns,’’ Dubey said. ‘‘There weren’t strong
patterns here.’’
40. Google Model
Psychological
Safety
• Team members
feel safe to take
risks and be
vulnerable in
front of each
other
Dependability
• Team members
get things done
on time and
meet Google’s
high bar for
excellence
Structure &
Clarity
• Team members
have clear roles,
plans, and goals
Meaning
• Work is
personally
important to
team members
Impact
• Team members
think their work
matters and
creates change
47. Individual Qualities for Team Success
Empathic
Respect for
the
feelings of
others
Dependable
Team can
rely on
them to do
their job
Courageous
Willingness
to speak
up
48.
49. Required Conditions for High Performance
Psychological
Safety
Real Team
Structure
Purpose &
Meaning
Coaching &
Support
Experimentation
Emotionally
Intelligent
People
53. Team Magic
“Everybody was listening to everyone’s ideas.”
“Everyone was participating because the task was
fun.”
“I like working with my friends, we complement each
other’s skills.”
“Ellie is a good leader but doesn’t do all the work.”
“If you don’t like someone’s idea, I can usually just
come out and say it. If it’s a person I don’t know – I
would build on the bad idea to make it seem good.”
“If someone is misbehaving, I tell them to stop.”
“I wasn’t told exactly what to do.”
“My favorite teacher – I look at her as a person, not a
teacher.”
What we will not cover… retrospective techniques, fun games, agile practices (story mapping)
Question from a 4th grade Ohio citizenship test
we know teams are the best way to work, intuitively
Not a trick question
Like Voltron – where each lion on its own is effective but when they form together they create something even greater than the sum of its parts.
This is our intuitive feel about teams.
So here’s another test. Which one were you in high school or college?
Wife – school project, had a near perfect A, almost went down to a B because of one person did poorly on their part of the project.
Brother-in-law – got stuck being the leader because no one else on the project would contribute and he was the only one that showed any initiative.
I asked all 3 “do you like group work” and got an emphatic “NO”
Their responses when asked why
My Experience:
Only ever achieved marginal success
Expensive to get just OK results
Feedback from a large number of people – they dislike the Agile environment
Never any breaks in agile
Hate the open space, no privacy
Can’t focus
As a leader – thrust into the SM role without much mentorship or guidance
Management supporting teams not trained on teams
Certifications don’t make a leader
I’ve seen occasional magic – and want more!
Intentional gaps in the Scrum framework – Scrum Guide is not really a “guide” to building teams, truly is just a framework
Teams in the enterprise were diluted, slow, lacked energy, mechanical, boring – manufacturing mindset still in place
SM expected to drive team performance – but often lacked management support to make changes
Pains Integrating with a waterfall enterprise
So, what do the experts say?
Richard Hackman – still one of the leading experts on teams. Died in 2013. Author of Leading Teams.
Amy C Edmondson – author of Teaming and colleague of Hackman. Harvard professor, known thought leader on leadership and teams.
Author of 5 Dysfunctions of a Team
Lead analyst for the well known Project Aristotle at Google
THIS is the puzzle
Richard Hackman – still one of the leading experts on teams. Died in 2013. Author of Leading Teams.
Ask them to differentiate between Team and just a collection of individuals
Quick definition – let’s level set on what defines a team
https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/define-team/
Important to acknowledge that there are different types of teams
http://www.arch.ttu.edu/courses/2005/summeri/4601/Team_Building/Peter%20Druckers%20on%20Teams.pdf
Some tasks are not appropriate
Creative writing is difficult to do for a group
Peter Drucker described 3 classic types of teams
Baseball team
Players have fixed roles and positions
Performance is largely independent of how the others are doing
Can act to optimize their own performance to help the team excel
Orchestra
Still have fixed roles
But have to focus on interactions
Doubles tennis / Jazz ensemble
Constantly have to sense and react to others
How much integration and interdependence do you want? Have to match the type of team to the needs
Linda Hill - Gasner, CEO of BMG - formed a team
Team members were dissatisfied
They had different expectations of the type of team
Gassner viewed team as a baseball team, but others thought of it as an orchestra
“which results from having a shared task, clear boundaries which clarify who is inside or outside of the group, and stability in group membership.”
Note on stability – airline cockpit crew study.
Shared Goals – difference between individuals climbing a mountain, and a team climbing a mountain where they cannot place their flag until everyone reaches the top.
Has to match the task at hand
Some tasks are more appropriate for individuals
Sometimes have a leader and a set of direct reports who meet frequently, but they are not really a team
Don Hamburg - A real team is "behaviorally integrated" - interdependence on the team, sharing of info, collaboration, joint decision making
Clear boundaries - who is on the team? Different people show up to meetings? Who is RESPONSIBLE for achieving goals?
Authority - what decision rights does the team have? What is their charge as a team? Often this is not clear
Membership stability
Excessive stability can be negative.
Airplane cockpit crews in commercial airlines - Hackman sites - national transportation safety board
74% of incidents happen with new crews on first day
Almost 50% of these happen on first flight on that first day
Fatigued crews do better than rested crews, if they have stayed together longer
Loyalty, commitment, shared successes and failures
So we’ve defined “team”, now switching gears to why teams?
All good reasons. We want to dig in even further, see next slide.
Some of my thoughts…
Few individuals have all the knowledge, skills, abilities
We are tribal by nature
Increased eyes on – fewer mistakes
Forming meaningful, lasting relationships
Increase organizational learning
Collective Intelligence, Manage Complexity, Increase Learning – some reasons for teams that may not be so obvious, but what the research shows…
So bare with me, going to tell a story. Then flip back to the team typology slide – They were managing as a “work team” with stable inputs and outputs
GM one of the worlds most successful companies of all time
1908, #1 in 1931, stayed there for 76 years
Predictability and control dominated management thinking
1970 – nearly twice the size of the #2, Exxon Mobil
1980 – 350,000 employees
Grew through successful high volume execution and centralized control
2008 lost its crown as “king of the carmakers”
2009 filed for bankruptcy
Why – “Managerial mindset that enables efficient execution actually inhibits an organizations ability to learn and innovate.”
Inhibits reflection and experimentation
This belief persists today – that a focus on productivity, “performance is a simple function of native ability plus effort expended”
Works well when knowledge of the what and how is well developed
What does this have to do with teams? – We work in a complex environment. No one person can hold all the knowledge. No one manager can control all inputs and outputs. We have to utilize the right organizational structure to manage complexity.
Centralized Process Control
Desired outputs are fully known
Processes, tools, technologies are defined
Work can be distilled down to simple tasks
Stable environment
Focus on individual worker efficiency
No requirement for free thinking or worker feedback
Not limited to blue-collar – Organization Man
Bound by processes, rules, hierarchy, fear
Changing workplace
Workplace is changing –manufacturing mindset is no longer effective
Staggering increase in knowledge (complexity)
1960 – 100 articles, Today over 10,000
Managers can no longer control every aspect of the system
Product development is complex, black box
Complex Adaptive Systems
Found in nature (ant colony)
Dynamic and adaptable
Feedback loops
Cannot easily predict outcomes
Self-regulate (sometimes sub-optimally)
Self-organize in reaction to external and internal stimuli
Where do you think software or product development falls?
What are some examples of Simple and Complex work environments?
Don’t forget that the more people involved, the more complex an environment becomes.
2008 Study – was impactful to the Google Project Aristotle team
So why teams? There is lots of research on poor performing teams, some also points to a collective intelligence.
http://www.cs.cmu.edu/~ab/Salon/research/Woolley_et_al_Science_2010-2.pdf
Revisit later with the findings on what influenced group intelligence and what didn’t
Systems scientist, MIT lecturer
Peter Michael Senge is an American systems scientist who is a senior lecturer at the MIT Sloan School of Management, co-faculty at the New England Complex Systems Institute, and the founder of the Society for Organizational Learning
Lead-in to next slide: need new structures for learning – teams!
Radically different mindset
Focuses less on ensuring processes are followed than on helping it evolve
Integrate small learnings into day-to-day work
“Reflection in action” vs “reflection after action”
Characteristics
Need problem solvers and experimenters
Learning from doing
Did WE learn vs/ Did YOU do it right
Integrated expertise
Analyze process variance to adapt and improve
Failure is seen as an opportunity to improve learning
Works well when path forward is not clear
Just a re-cap, this part was a bit meaty
So we have a good gut feel for what makes teams “effective.” But what does “effective” mean? Ask the audience.
No simple definition of effectiveness so look at it from different participants. So, they asked their people.
…qualitative evaluations helped capture a nuanced look at results and culture, but had inherent subjectivity. On the other hand, the quantitative metrics provided concrete team measures, but lacked situational considerations. These four measures in combination, however, allowed researchers to home in on the comprehensive definition of team effectiveness.
So… their answer is really “it depends” on who you are, but to aggregate all definitions of team effectiveness.
https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/define-effectiveness/
Team product acceptable to clients
Growth in team capability
Team becomes increasingly capable over time as team members gain experience and discover new and better ways of working together
Meaningful and satisfying growth experience
Team members can find a good measure of personal learning and fulfillment
From “Effectiveness at Google” slide…
Executives care about outcomes
Team Members care about culture
“Teams” focus on team capability growth
We’ve defined effective, so what do you think a team needs to BE effective?
Who disagrees with this statement? If so – is your definition of team effectiveness one dimensional?
According to the research, last one is the only one that is true
Teams who perform work harmoniously perform better than those that have lots of conflict
A primary "cause" of team dynamics is the behavioral style of the team "leader", especially the degree to which he or she is authoritative or democratic
Larger teams perform better than smaller teams because they have more, and more diverse member resources
The performance of teams whose membership stays intact for a long time often deteriorates because team members get careless, insufficiently attentive to environmental changes, and too forgiving on one another's mistakes and oversights
The best teams socialize often outside of work
The best teams are composed of similar personality types
The best teams share similar hobbies
The best teams share similar educational backgrounds
Without the Essentials, it’s best not to use teams
“Well-designed team is the seedling, supportive context and expert coaching provide the nutrients needed for the team to grow.”
Coaching: “About building teamwork, not doing the team’s work”
Richard Hackman developed a synthetic, research-based model for designing and managing work groups. Hackman suggested that groups are successful when they satisfy internal and external clients, develop capabilities to perform in the future, and when members find meaning and satisfaction in the group. Hackman proposed five conditions that increase the chance that groups will be successful.
Core Conditions:
Being a real team (rather than in name only)
Compelling direction for its work
Enabling structure that facilitates teamwork
Like Scrum. The best structures provide a solid platform for collaboration and creative work while allowing room for them to develop their own ways of operating.
Maximizing Benefits:
Supportive organizational context
Reward system (how are employees incentivized), information system, educational system
Expert Coaching
Direct interaction with the team to help members use their collective resources. Provide feedback. Asking reflective questions.
“About building teamwork, not doing the team’s work”
Trust
Foundation, but has to be real vulnerability-based trust
Confidence in speaking openly about: weaknesses, skill deficiencies, interpersonal shortcomings, mistakes, requests for help
Sounds soft… but it is only when team members are truly comfortable - they can focus their energy on the task at hand
Conflict
Trust makes productive conflict possible. Team members know they can speak up without being punished.
Purpose is to produce the best possible outcome in the shortest possible time
Avoiding results in revisiting issues again and again
Commitment
Conflict allows for real team commitment where all team members buy-in (but not consensus) because they have had their opinions heard. Info resides in the minds of team members, needs to be extracted.
Hear all -> Disagree -> Decision -> One voice (from http://bertparlee.com/training/5-dysfunctions-of-team/)
Accountability
In order for team members to hold each other accountable, they have to know what was expected and what the team decision was.
Positive peer pressure – allows for team members to set high expectations for behavior and performance
Results
If no Accountability, team members are more likely to shift attention to their own needs. Invites team member to focus on areas other than the shared team goals.
Unrelenting focus on objectives and clearly defined outcomes.
Caution: "no amount of trust, conflict, commitment, or accountability can compensate for a lack of desire to win"
Speaking up
Not as common - research shows an overall lack of directness in the workplace
Overdetermined by human nature and by specific realities of the modern economy
Hard wired to overestimate rather than underestimate certain types of risk
Better for survival to flee from threats that weren't really there than to not flee when there was a real risk
Inherited emotional and cognitive mechanisms that lead us to avoid perceived risks to our well-being
Collaboration
"A way of working with colleagues that is characterized by cooperation, mutual respect, and shared goals
Experimentation
Expecting not to be right the first time
Learning from the results of action
Experimentation behavior involves reaching out to others to assess the impact of one's actions on them
Reflection
Reflection is the habit of critically examining the results of actions to assess results and uncover new ideas.
Reflection-in-action is the critical, real-time examination of a process so it can be adjusted based on new knowledge or in response to subtle feedback received from the work itself
This is enacted in iterative cycles
Project Aristotle
2012 - study of hundreds of google teams - why did some stumble and others soar?
Reviewed half-century of studies of how teams work
Scrutinized group composition at Google
How often did teammates socialize outside the office
Share same hobbies?
How long teams stuck together
Gender balance
Became focused on building the perfect team
Spent millions measuring nearly every aspect of employees' lives
From how frequently people eat together
(the most productive employees tend to build larger networks by rotating dining companions)
To which traits the best managers share
Obviously, good communication and avoiding micromanaging is critical - which was news to many Google managers
Long held belief that the best teams were comprised of the best people
"Its better to put introverts together"
"Teams are more effective when everyone is friends away from work"
But… no one had really studied if this was true
These didn’t seem to matter as much:
Colocation of teammates (sitting together in the same office)
Consensus-driven decision making
Extroversion of team members
Individual performance of team members
Workload size
Seniority
Team size
Tenure
NOTE: these things still do matter in the research, but just didn't "pop" at Google
Psychological Safety
Team members feel safe to take risks and be vulnerable in front of each other
Dependability
Team members get things done on time and meet Google’s high bar for excellence
Structure & Clarity
Team members have clear roles, plans, and goals
Meaning
Work is personally important to team members
Impact
Team members think their work matters and creates change
I’m going to do something you’ve probably never seen before and show a word, a taboo word, makes people uncomfortable to think about let alone discuss opening. Ready?
FEELINGS
The problem is… no one wants to talk about feelings! But all the research points to the best teams being those who can acknowledge each other’s feelings
“Teams that did well on one assignment usually did well on all the others.”
What didn’t seem to matter
Average Individual intelligence
Maximum individual intelligence
Motivation
Satisfaction
wrote in the journal Science in 2010
Divided 699 people into groups with assignments requiring varying degrees of cooperation
e.g. - different uses of a brick
Some came up with clever uses, others kept redescribing the same use
e.g. - planning a shopping trip which encouraged sacrifice of individual needs over team needs
Some easily divvied up the buying, others couldn't fill their shopping carts because no one was willing to compromise
Teams that did well on one assignment usually did well on all the others
Conversely teams that failed usually failed at everything
Eventually concluded that "what distinguished the "good" teams from the dysfunctional groups was how teammates treated one another."
The right norms could raise a group's collective intelligence
Wrong norms could hobble a team, even if individually all members were exceptionally bright
Not all good teams behaved the same
Some with a bunch of smart people
Others with average members but took advantage of individual skills
Strong leaders
More fluid and everyone took a leadership role
Team members spoke in roughly the same proportion - "equality in distribution of conversational turn-taking"
As long as everyone got a chance to talk, the team did well
"High average social sensitivity" - skilled at intuiting how others felt based on their tone of voice, expressions, other nonverbal cues
e.g. - show picture of eyes and describe what they are thinking or feeling
"Reading the Mind in the Eyes" test
Low performing teams seemed to have less sensitivity toward their colleagues
Consists of traits like "conversational turn-taking", "average social sensitivity"
"Shared believe held by members of a team that the team is safe for interpersonal risk-taking"
"sense of confidence that the team will not embarrass, reject or punish someone for speaking up
"a team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves"
Edmondson wrote in a study published in 1999
From google
Leader was "direct and straightforward, which creates a safe space for you to take risks."
In contrast - "team leader has poor emotional control" "he panics over small issues and keeps trying to grab control. I would hate to be driving with him in the passenger seat, because he would keep trying to grab the steering wheel and crash the car."
How does it "feel" to be on the team
Totally exhausting or gaining energy?
Enthusiasm for ideas, joking around, having fun - allowed everyone to feel relaxed and energized
One way of gauging social sensitivity
Answer is panicked
Interesting note: I scored a 34 / 36 on this. Validates my previous self assessment of being hyper aware of people’s feelings. This is good and bad, or neither good nor bad. Yes I am aware of how people are feeling which helps me working through challenging conversations. But being so aware of how people feel, I tend to shy away from situations that will put people in a negative emotional state. Makes risk taking more… risky.
We haven’t talked about people much – how would you staff a world-class team?
Of course people matter but not in the way you think. See “Dependability” on the google framework. They think it’s the 2nd most important thing.
2004 USA men's olympic team
Earned bronze
Lost 3 games - more than the team had lost in the history
Had star individuals
Alan Iverson - scoring titles, MVP
Tim Duncan - his team won 2 championships, 2 MVPs
Dwayne Wade - multiple champs
Lebron James - ROY, multiple MVPs
Didn’t have complimentary skills
Hadn’t played together before
Didn’t understand each other's roles
Didn't train together
My aggregation – and things I personally find valuable
Putting all the pieces together
For printing, do not delete
The point is that Scrum done well covers most of what we talked about. But the Scrum guide is not enough.
When asked about their favorite group experience:
Elise: best group? Because everybody was listening to everyone's ideas. Everyone was participating because the task was fun
Ava: like working with my friends. Complement each other's skills. Ellie is a good leader but doesn't do all the work.
Ava: if you don't like someone's idea, I usually just come out and say it. If it's a person I don't know - I would build on the bad idea to make it seem good
Elise: if you don't like someone's idea, I would say "that's a good idea", but then ask if there any better ideas
Ava (same with Elise): if someone is misbehaving, I tell them to stop. If they don't, I tell on them
Ava: I prefer not to be told exactly what to do. (my favorite teacher) - I look at her as a person, not a teacher