"3 simple habits of a highly effective team"
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Of a Highly Effective Team
Andy Harjanto
http://andyharjanto.com
3Simple Habits
Thousands of Studies
On Team Behaviors, Morale, Motivations
I’m not interested inrepeating any of these
All of these based onMy 20 years of
experience working
with a team of.. Big and SmallLocal and Global
Fortune 500 & Small Company
As Developer or Program Manager or Architect or Consultant or
Testers or Founder
Used daily by 100s millions of users or only 10 usersUsed by Enterprise or End
Users
Many Studies and Research offertoo many broad recommendations
Let’s be real and specific
Let’s focus on Three Critical Behaviors
You just need to remember this word
POT
But not this kind…
It’s a kind that makeyour team fly high in auto pilot mode
P OT
rogress
“We are making progress” You heard this so many times
But, do really we know exactlywhat progress we made and
how and when was achieved?
Human Brains
frequent, smallexciting activities,accomplishments
Let’s make them activeand happy
Hmm…,It seems
miles and milesaway
Milestone
3 months?6 months?
9 months?
When was the last timeyou predict milestone date
correctly?
And in the mean time,the world, technology are changing
1 week
That’s your
milestonemicrostone
That’s short and frequent enough to remember team’s accomplishments
..and long enough to get a meaningfultask completed
This Week Not This Week
Work Items..each belongs to one of these buckets
For a large work item, cut it into piecesIt has no more than a week worth work
Simplify. Don’t prioritizeJust focus on these two buckets
PrioritizationProblem:Low priority itemsnever get done
30 minutesa day
That’s all the team needs …
to review new, existing work items, to bucketize, and to celebrate accomplishments
Keep Focus on the destination, make sure you don’t go the wrong way
It’s much better to score many small wins
frequently than one big one
only once
The Biggest Factor Affecting Progress Is
Still,
HumanFactor
Progress Expectancy for Each Individual
Culture-Fit . Talent . Drive
Yet another topic for future discussions
Let’s repeat1 weekmicrostone
30 minutesdaily meeting
2 bucketsfor work-items
P forPROGRESS
PO T
wnership
Having a Sense of Belonging is a Crucial Factor in Team Morale
Individual Contribution To The Team plays important role in
shapingup sense of belonging
Problems are everywhere…
inspire your team the culture of…
veni, vidi, vici
Let’s translates it into a contemporary interpretation…
I see
I own
I solve
the problem
the problem
the problem
How?Follow these 4 simple steps
When you see a problem…
Write the problem
On a..
hallway whiteboard,Or shared databaseOr shared medium
1Step
Discuss the problem
in team’s 30 min
daily meeting
2Step
Every work item has one and only one ownerat any given time
1Owne
r
assign
3Step
And don’t forgetto put work item in the right bucket
which implicitlyimplies when theresolution is expected
Owner is nowresponsible for
finding solutionswithin the expected
timeframe
*Owner can work with others 4Step
Tell the teamabout accomplishmentsand celebratea little victory
Don’t fall into this trap
Debating countless hours to makedecisions
Many decisions are reversible andhave little impact on the final results
Writing a book/heavy specto impress your team
Things are moving so fast, it willbe obsolete by the time you finish
<10 slides are sufficient for explainingproblems, proposing customer experience and describing solutions
Team relies on you as owner to deliver results on time. If you can’t deliver, pass thebaton as early as possible
Hang on to your ego?
Let’ssummarize
O forOwnership
3vs(vini,vedi,vici)
4 stepswrite, discuss, assign, solve
1 ownerfor a given work item
Culture
solving problems
POTransparency
Transparency
a foreign concept
in workplace
Concerns over information leak, spreading bad news and chaos
Online Users AreUsed To Transparencies for Years
Self-ExpressionSocial-Circles
Your Story
Sharing Pictures
Broadcast Yourself
Present Yourself
Sharing Content
The results are undeniable
Knowledge Sharing
Quick Answers
Breaking News
Always Connected
Immediate Feedback
Help OthersLow cost distribution
Instant Notifications
Mobility
Self-Reporting
Engaging
What’s wrong with this picture…
Low value information consumed by many with great interest
John just copied and shared
a document to a server
No one notice until they visit the server
Yet, high value information is hard to find in the work place
However, constant stream of updates, like facebook, may not work in business settings well
Why?
Online user can browse, dismiss low value updates in
social networking settings
Heavy streams
of data hardly matter
In workplace, high value updates require
attention and possibly actions Predictable, low volume of updates are preferable
Grouping is the natural way for a teamto partition and collaborate
Transparency within a group is not only desirable, but
it also reduces amount of information to process
Sales Engineer
ManagementManufacture
This is another good reason you should break organization into a smaller group
12..don’t get larger than
Activities to Capture
What on your mind updates
People joining groupUploading new documents
Updating data
Creating Data
New Work Items
Completing Work
Comments
…for all group members to see or be notified
Get Everybody To Engage in Activities
Edit
Comments
VotePublish
Let’ssummarize Grouping
Capturing Activities T forTransparency
Increase Participation
design for small size
We’re all well-connected,
well-informed,driven toward
one goal
Get Things Done!
Now
POTSo, remember this word
Prog
ress
Ow
nersh
ip
Transparency
Next time, you hear:
“My team sucks”
Tell them:
“Quick, get them addicted to POT”
For more presentation like this, visit, follow, subscribe to:
Blog: http://www.andyharjanto.com Twitter: http://twitter.com/harjanto
Contact: [email protected]
A service that uses POT as the foundation: http://www.guppers.com