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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
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David Kolb's Experiential Learning Model
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What do we know about teams and teamwork?
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Erin Meyer’s Culture Map
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Cultural Shearing Layers
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“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
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ASSUMPTIONS!
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What is a team?
1. Common PURPOSE2. Performance GOALS3. Complimentary SKILLS4. Mutual ACCOUNTABILITY
The Wisdom of TeamsJon R. Katzenbach and Douglas K. Smith
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Set Objectives and Key Results
1. Common Purpose2. Performance Goals
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OKRs
O: Qualitative goal (common
purpose)
KR: Success criteria
(performance goals)
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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
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3. Complimentary skills
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4. Mutual Accountability
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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
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Learning TeamOr Lean Team
Improves over time
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Bruce Tuckman ‘Developmental sequence in small groups’
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Forming a Learning Team 1.
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Set Expertise Roles
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Set Informal Roles
• Facilitator• Tie-Breaker• Spokesperson• Schedule Keeper• Office Housework
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Design NormsIf you don’t design, you make assumptions. Assumptions lead to errors.
Errors lead to fights.
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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
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Performing in a Learning Team 2.
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Feedback“Shorten your time through the Feedback Loop.”
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teIamMindful team take care of the us
AND the I.
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Two kinds of feedback
Individual Team
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Fast FeedbackBut not too fast
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Short Cycles
Reduce quantity of information
Reduce gap between action and evaluation
Reduce stakes
Actionable
Memorable
Iterative
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Feedback Loop
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Feedback Loop
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When you behavior I reaction and it consequences.
What can we do about this?
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Team FeedbackFeedback fast and slow
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Weekly: RetrospectiveFast and frequent allows for iteration and growth
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Adjourning in a Mindful Team 3.
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Formal Feedback“Shorten your time through the Feedback Loop.”
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Team FeedbackFeedback fast and slow
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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
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Empathy Warm-up• Sometimes I pretend• Sometimes I’m afraid• Sometimes I wonder• Sometimes I try
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Carbon Five Dartboard
http://blog.carbonfive.com/2015/07/29/the-product-dartboard/
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Spotify Health Check Model
https://labs.spotify.com/2014/09/16/squad-health-check-model/
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Formal Team Member Feedback
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Empathic Feedback Canvas
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Jherin Miller
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The Models
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