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Using Lean to Create High-Velocity Teams
Christina Wodtke
Author of Radical Focus and Pencil Me In
Lecturer at Stanford University
David Kolb's Experiential Learning Model
What do we know about teams and teamwork?
Erin Meyer’s Culture Map
Cultural Shearing Layers
“The problem is that we tend to assume that our framing represents the truth, rather than merely presenting a subjective “map.” In truth, however, each frame offers its own image of reality.”Edmondson, Amy C. Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy
ASSUMPTIONS!
What is a team?
1. Common PURPOSE2. Performance GOALS3. Complimentary SKILLS4. Mutual ACCOUNTABILITY
The Wisdom of TeamsJon R. Katzenbach and Douglas K. Smith
Set Objectives and Key Results
1. Common Purpose2. Performance Goals
OKRs
O: Qualitative goal (common
purpose)
KR: Success criteria
(performance goals)
Objective: Establish clear value to distributers as a quality tea provider
KR: Reorders at
85%
KR: 20% of reorders self-
serve
KR: Revenue of 250K
3. Complimentary skills
4. Mutual Accountability
Objective: Establish clear value to distributers as a quality tea provider
KR: Reorders at 85% 5/10KR: 20% of reorders self-serve 5/10KR: Revenue of 250K 5/10
Key Risk Factors: Need new self-serve system up in first month
Priorities this week
Next 4 weeks - Projects
OKR Confidence
Team Health:
Distributor satisfaction Health:
Org HealthYellow
P1
P1
P1
Green
ClosedealwithTLMFoods
Teamstrugglingwithdirectionchange
#solidsalescanidatesinforinterview
PassivereordernotificationsNewselfserveflowfordistributorsMetricsfordistributorsonteasalesHireCustomerservicehead
NewOrderflow
WeeklyOKR
Check-ins
Learning TeamOr Lean Team
Improves over time
Bruce Tuckman ‘Developmental sequence in small groups’
Forming a Learning Team 1.
Set Expertise Roles
Set Informal Roles
• Facilitator• Tie-Breaker• Spokesperson• Schedule Keeper• Office Housework
Design NormsIf you don’t design, you make assumptions. Assumptions lead to errors.
Errors lead to fights.
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
Performing in a Learning Team 2.
Feedback“Shorten your time through the Feedback Loop.”
teIamMindful team take care of the us
AND the I.
Two kinds of feedback
Individual Team
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
Weekly: RetrospectiveFast and frequent allows for iteration and growth
Adjourning in a Mindful Team 3.
Formal Feedback“Shorten your time through the Feedback Loop.”
Team FeedbackFeedback fast and slow
Team Check In“Quarterly seems to be a good starting point though. Every month seems too often (people get fed up with it, and the data doesn’t change fast enough to warrant it). Bi-annually seems too seldom (too much happens within that period). But, again, it varies.” – Spotify Labs
Empathy Warm-up• Sometimes 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/
Spotify Health Check Model
https://labs.spotify.com/2014/09/16/squad-health-check-model/
Formal Team Member Feedback
Empathic Feedback Canvas
Jherin Miller
The Models
