Teams
Question # 1 How clear is the goal?
The team who rescued 33 miners in Chile in 2010 had a clear goal: Bring the miners up alive. If that fails, deliver their bodies to their families.
https://www-theladders-com.cdn.ampproject.org/c/s/www.theladders.com/career-advice/how-to-boost-your-teams-success-with-shared-mental-models/amp
Question # 2 How small is the team?
By keeping a team small, people can create close bonds. easily coordinate meetings, Inspire each other to take ownership.
http://www.abhijitbhaduri.com/index.php/2017/07/2-pizza-teams/
A team is too big if it needs more than two pizzas for lunch. Jeff Bezos
http://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-dup-global-human-capital-trends-2016.pdf https://www.mckinsey.com/business-functions/organization/our-insights/unleashing-the-power-of-small-independent-teams
Question # 3
How diverse is the team?
Creativity is most likely to occur in groups that have been assembled to create maximum diversity in cultures,
disciplines, and backgrounds.
https://hbr.org/2015/12/what-the-research-tells-us-about-team-creativity-and-innovation http://hbswk.hbs.edu/item/5902.html
Question # 4 How well do people understand their values?
When we don’t understand our own values and emotions, we are more likely to believe that the behaviors of others are the result of negative intent. Example: He was late because he does not care. I was late because of traffic.
https://hbr.org/2019/01/to-improve-your-team-first-work-on-yourself
Question # 5 How do people communicate?
What is the most valuable form of communication? 1.Face-to-face. 2. By phone or videoconference. The fewer people participate, the more effective it is. 3. e-mail and texting.
https://hbr.org/2012/04/the-new-science-of-building-great-teams
People, who are part of successful groups, give equal time to each other. No one voice dominates. Neither are there any passengers.
https://www.ted.com/talks/margaret_heffernan_forget_the_pecking_order_at_work Minute 4.
In groups, that are highly attuned and sensitive to each other, ideas can flow and grow.
https://www.ted.com/talks/margaret_heffernan_forget_the_pecking_order_at_work Minute 4.
Higher-performing teams seek more outside connections.
https://hbr.org/2012/04/the-new-science-of-building-great-teams
Question # 6 How much freedom do people have?
Amazon's website is put together by hundreds of individual teams. Giving many small teams responsibility for a single website element freed teams to work at their own pace and dramatically reduced the need for managerial coordination.
https://www.goodreads.com/review/show/3397074094 Page 350.
Increasingly, high performing staff will demand greater autonomy - not for selfish reasons, but to get things done quickly.
http://research.gigaom.com/2013/12/todays-business-organization-is-an-oligarchy-and-that-needs-to-change/
Teams set their own goals and are accountable for their results.
http://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-dup-global-human-capital-trends-2016.pdf Page 23.
The independent team is authorized to conduct activities without first seeking approval. builds and launches digital solutions on its own.
https://www.mckinsey.com/business-functions/organization/our-insights/unleashing-the-power-of-small-independent-teams
The less dependent on other stakeholders small teams are, the more quickly they can get things done. Executives empower teams by lessening their dependence
on support functions such as finance, planning, and human resources.
https://www.mckinsey.com/business-functions/organization/our-insights/unleashing-the-power-of-small-independent-teams
At http://www.favi.com/ each team self-organizes. There is no middle management. The former HR, planning, scheduling, engineering, production-IT and purchasing departments have all been shut down. Their tasks have been taken over by the operators in the teams, who do their own hiring, purchasing, planning, and
scheduling. http://www.reinventingorganizationswiki.com/Organizational_Structure
At http://www.buurtzorgnederland.com/, there is no management structure and no hierarchy. Teams of nurses are responsible for patients and have the autonomy to deliver the best possible care.
https://www.linkedin.com/pulse/20141025094435-6099884-buurtzorg
Early-stage research is about insight, understanding, and the quality of people. It’s not about scale. The key is to give teams as much
freedom as possible.
http://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/organizing-for-breakthrough-innovation
Question # 7 To what extent do teams get what they need?
At http://www.haier.net/, managers are there only to make sure that the self managed teams get what they need. If managers do not help the self managed teams well, people can vote managers out.
http://management.fortune.cnn.com/2011/07/15/zhang-ruimin-managements-next-icon/
To eliminate delays in the work of independent teams, executives should assign teams up front all the resources they need to do their work.
https://www.mckinsey.com/business-functions/organization/our-insights/unleashing-the-power-of-small-independent-teams
Question # 8 How safe do people feel to admit mistakes?
High-performing teams have one thing in common: Psychological safety. To measure psychological safety, ask people periodically: How confident are you that you won’t be criticized if you make / admit a mistake?
https://hbr.org/2017/08/high-performing-teams-need-psychological-safety-heres-how-to-create-it
Question # 9 Who leads a team when?
Any person, who works for http://www.haier.net/, can propose an idea, and if that idea is voted a winner,
that person becomes the team leader.
http://knowledge.ckgsb.edu.cn/2014/12/15/china-business-strategy/the-gary-hamel-interview-unleashing-another-revolution/ http://www.destination-innovation.com/articles/meet-chinas-champion-innovator/
Study shows that on teams that had a high degree of trust,
power had been shifted among the members depending on the stage of the project.
https://hbr.org/2012/10/how-to-build-trust-in-virtual
We need to be more curious and experimental.
And we need to stop being hierarchical,
controlling and conforming.
https://hbr.org/2018/04/the-two-traits-of-the-best-problem-solving-teams
At Google, one of the best predictors of a team’s level of achievement is that the team is led by a supportive and caring
manager, who makes time for one-on-one meetings with social chit-chat and help co-workers solve problems.
https://hbr.org/2016/12/to-make-a-team-more-effective-find-their-commonalities
One role for managers in an agile organization is to help independent teams choose the outcomes they will pursue and
measure achievements of teams in precise, meaningful terms.
https://www.mckinsey.com/business-functions/organization/our-insights/unleashing-the-power-of-small-independent-teams
Sources of inspiration http://www.abhijitbhaduri.com/index.php/2017/07/2-pizza-teams/ http://knowledge.ckgsb.edu.cn/2014/12/15/china-business-strategy/the-gary-hamel-interview-unleashing-another-revolution/ http://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-dup-global-human-capital-trends-2016.pdf http://www.destination-innovation.com/articles/meet-chinas-champion-innovator/ http://management.fortune.cnn.com/2011/07/15/zhang-ruimin-managements-next-icon/ http://research.gigaom.com/2013/12/todays-business-organization-is-an-oligarchy-and-that-needs-to-change/ https://www.goodreads.com/review/show/3397074094 https://hbr.org/2015/12/what-the-research-tells-us-about-team-creativity-and-innovation https://hbr.org/2016/12/to-make-a-team-more-effective-find-their-commonalities https://hbr.org/2017/08/high-performing-teams-need-psychological-safety-heres-how-to-create-it https://hbr.org/2018/04/the-two-traits-of-the-best-problem-solving-teams https://hbr.org/2019/01/to-improve-your-team-first-work-on-yourself http://hbswk.hbs.edu/item/5902.html https://www.linkedin.com/pulse/20141025094435-6099884-buurtzorg http://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/organizing-for-breakthrough-innovation https://www.mckinsey.com/business-functions/organization/our-insights/unleashing-the-power-of-small-independent-teams http://www.reinventingorganizationswiki.com/Organizational_Structure https://www.ted.com/talks/margaret_heffernan_forget_the_pecking_order_at_work https://www-theladders-com.cdn.ampproject.org/c/s/www.theladders.com/career-advice/how-to-boost-your-teams-success-with-shared-mental-models/amp