"3 simple habits of a highly effective team"

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”

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Blog: http://www.andyharjanto.com Twitter: http://twitter.com/harjanto

Contact: andy@guppers.com

A service that uses POT as the foundation: http://www.guppers.com