Design the team you need to succeed
Given at UXDC From Starchitects to Design Gurus, the lone designer-hero has been our model for creating impact. But it’s a complete lie. The complex software, smart devices and connected information environments we create require multidisciplinary teams. So we must spend a lot of time getting teamwork right, right? Sadly, no. Instead we rip job descriptions off the web, throw people together without preamble, simmer in passive-aggressive discontent until we eventually fire the person we’ve all been rolling our eyes at. Or worse, we avoid firing him until everyone good quits. It’s time to give teams the same attention and craft we give our products. Christina will share the lessons from top companies in the Silicon Valley for you to take back to your teams. It doesn’t matter if you are a manager or a peer leader, these approaches will make your team thrive. Awesome products come from awesome teams, so it’s time to stop doing business as usual and design a team for impact.
Empfohlen
Empfohlen
Weitere ähnliche Inhalte
Was ist angesagt?
Was ist angesagt? (20)
Ähnlich wie Design the team you need to succeed
Ähnlich wie Design the team you need to succeed (20)
Mehr von Christina Wodtke
Mehr von Christina Wodtke (20)
Kürzlich hochgeladen
Kürzlich hochgeladen (20)
Design the team you need to succeed
- 1. 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
- 2. Never take the package deal In our field
- 4. If you are making something more complicated than a chair, you need a team
- 5. Every success needs a GREAT team And great teams are diverse
- 6. If you don’t design, you default.
- 10. If you don’t design, you default.
- 12. Workgroup
- 13. 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 Teams Jon R. Katzenbach and Douglas K. Smith
- 14. Who goes in a workgroup?
- 15. Position Profile •Define the role •Define the skills •Create the profile •Use the profile in reviews and 1:1s
- 16. If you don’t design, you default.
- 17. What is a team? • Common PURPOSE • Performance GOALS • Complimentary SKILLS • Mutual ACCOUNTABILITY The Wisdom of Teams Jon R. Katzenbach and Douglas K. Smith
- 19. OKRs O: Qualitative goal (common purpose) KR: Success criteria (performance goals)
- 20. 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
- 24. Bruce Tucker ‘Developmental sequence in small groups’
- 25. Characteristics of a Collective: • Shared leadership roles • Individual and mutual accountability Specific 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 Teams Jon R. Katzenbach and Douglas K. Smith
- 26. Learning Team Or Lean Team
- 28. Experiential Learning From Ed Batista http://www.edbatista.com/2007/10/experiential.html
- 30. teIam
- 35. Set Informal Roles • Facilitator • Tie-Breaker • Spokesperson • Schedule Keeper • Office Housework If you don’t design, you default.
- 36. Design Norms If you don’t design, you default
- 37. 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
- 39. Two kinds of feedback
- 42. Fast Feedback But not too fast
- 43. Short Cycles Reduce quantity of information Reduce gap between action and evaluation Reduce stakes Actionable Memorable Iterative
- 45. Feedback Loop
- 46. Feedback Loop
- 48. When you behavior I reaction and it consequences. What can we do about this?
- 49. Team Feedback Feedback fast and slow
- 51. Team Check In Every 1-3 months
- 52. Epathy Warm up Sometimes I pretend Sometimes I’m afraid Sometimes I wonder Sometimes I try
- 56. Jherin Miller