design the team you need to succeed
TRANSCRIPT
Design the Team you Need to Succeed
Christina Wodtke Author of Radical Focus and more
Associate Professor at California College of the Arts and Stanford Continuing Education
Never take the package dealIn our field
If you are making something more complicated than a chair, you need a team
Every success needs a GREAT teamAnd great teams are diverse
If you don’t design, you default.
Unspoken ExpectationsClash
If you don’t design, you default.
Workgroup
Not all efforts need teams
Characteristics of a Work Group:
• Strong, clearly focused leader
• Individual accountability
• Individual work-products
• Measures its effectiveness indirectly
by its influence on others (e.g financial performance of the business)
• Discusses, decides, and delegates
The Wisdom of TeamsJon R. Katzenbach and Douglas K. Smith
Who goes in a workgroup?
Position Profile
• Define the role• Define the skills• Create the
profile• Use the profile
in reviews and1:1s
If you don’t design, you default.
What is a team?
• Common PURPOSE• Performance GOALS• Complimentary SKILLS• Mutual ACCOUNTABILITY
The Wisdom of TeamsJon R. Katzenbach and Douglas K. Smith
Common Purpose, Performance Goals
Set OKRS
OKRs
O: Qualitative goal (common purpose)KR: Success criteria (performance goals)
O: Book is available and generating buzz
• Kr: Review copies out to beta customers and 100 influencers resulting in 5 reviews of 4< stars
• Kr: Sales of 1K• Kr: 5 cold leads for talks/workshops
from book
Complimentary skills
Mutual Accountability
Collectivei.e. Non-dysfunctional team
Bruce Tucker ‘Developmental sequence in small groups’
Characteristics of a Collective:
• Shared leadership roles• Individual and mutual
accountabilitySpecific team purpose that the team itself delivers
• Collective work-products• Encourages open-ended
discussion and active problem-solving meetings
• Measures performance directly by assessing collective work-products
• Discusses, decides, and does real work together
The Wisdom of TeamsJon R. Katzenbach and Douglas K. Smith
Learning TeamOr Lean Team
Experiential LearningFrom Ed Batista http://www.edbatista.com/2007/10/experiential.html
teIam
Stages of Team building
Set Expertise Roles
Set Informal Roles
• Facilitator• Tie-Breaker• Spokesperson• Schedule Keeper• Office Housework
If you don’t design, you default.
Design NormsIf you don’t design, you default
Norms Exercise• Think of a great team.
Write down three things that made it great.
• Think of a dreadful team.Write down three things that made is horrid.
• Get in groups, and share.
• Make rules for how you wish to work together
Two kinds of feedback
Fast FeedbackBut not too fast
Short Cycles
Reduce quantity of information
Reduce gap between action and evaluation
Reduce stakes
Actionable
Memorable
Iterative
Feedback Loop
Feedback Loop
When you behavior I reaction and it consequences.
What can we do about this?
Team FeedbackFeedback fast and slow
retrospectiveFast and frequent
Team Check InEvery 1-3 months
Epathy Warm upSometimes I pretend
Sometimes I’m afraid
Sometimes I wonder
Sometimes I try
Carbon Five Dartboard
• http://blog.carbonfive.com/2015/07/29/the-product-dartboard/
Jherin Miller
