Tag Archives: Teamwork

04-Managing a project team, team dynamics, team roles

How do you Team?

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I personally have found that every project I start I find myself re-integrating with a new team. On one project I may be working with a local group of people I know well and the next day (or even a few minutes later) the team I work with may have oceans between them both geographically and in our experience/knowledge base. I find myself constantly searching for a new role to play on each team. Every time the team changes, new expectations or even demands are imposed upon me.

Being able to succeed in these constant environment changes isn’t easy; it demands that I develop myself to be flexible in the roles I play on each team. I cannot always be the best communicator or the best analyst or the best manager; I may be assigned projects for which I am the least knowledgeable person on the team. Yet, I need to always find a role to play that adds value if I am to be successful.

In Amy C. Edmondson’s blog she describes “The Three Pillars of a Teaming Culture” that fuel successful teams in this rapidly changing environment. She states that we should create a culture of; curiosity towards each team member’s abilities and knowledge, be passionate about the task at hand to motivate cooperation and be empathetic enough to not only hear but rather comprehend other opinions.

These three “pillars” have already helped me re-think the way I approach my constantly changing environment. By listening and engaging more with the people I am working with, we have collectively gained an understanding of where each other’s frustrations and inspiration comes from. We are exponentially increasing the quality of work we do collaboratively and independently, as we are now able to gather thoughts, debate them and decide on a direction more efficiently without hesitation.

Do you think the three pillars can help you get more out of yourself and your team? Are you able to constantly find a way to bring value to a changing environment? Do you feel that working in a team is making you more productive? Do you teach others, learn from others or truly collaborate as a team? How do you team?

More on the 3 pillars:
http://blogs.hbr.org/2013/12/the-three-pillars-of-a-teaming-culture/

04-Managing a project team, team dynamics

Did Netflix reinvent HR?

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“Candor is not just a leader’s responsibility, and you should periodically ask your manager: “If I told you I were leaving, how hard would you work to change my mind?”

This is just one of several unusual or surprising policies or questions posed in a Powerpoint presentation shared by Netflix CEO and Chief Talent Officer. I find it interesting and relevant to share with all of you because I think these notions of being consistently honest with ourselves and our colleagues goes against what we inherently believe, which is that good things will come to good people.

Netflix encourages speaking up both as an employee and a manager. If you don’t feel you are getting the most out of your team, it is encouraged that you find new team members who will outperform the ones you have, even if they are doing just fine. As an employee, you are rewarded for “sustained A-level performance, despite minimal effort,” which I find a little infuriating. Imagine a scenario where a coworker rarely came into the office and rarely contributed in meetings, while you worked long hours and coordinated large meetings, but due to some arbitrary scale of success you were terminated and your colleague was not. Or, even worse, imagine watching that happen from afar. I would feel paralyzed, unclear how I should behave or react.

Netflix also promotes a process-free (or limited) environment where employees are authorized to spend within their budget, make decisions on assignments for which they are ultimately responsible, and cut much of the red tape that paralyzes other businesses. How does this continue to work for Netflix? Are there employees just that much better at communication, following the prescribed guidelines or role descriptions, or is it something else? I think empowering employees is huge and can have massive implications for eliminating much of the red tape  we have all experienced.

The rest of the presentation, along with a Harvard Business article, can be found here. I could spend all day detailing the rest of the Netflix value system, but instead look to you for your thoughts on what Netflix is doing, how sustainable it is for the long-term, and if any of these policies or lack-of-policies are things you would adopt or wish your organization would adhere to?