The illusion and promise of self-organizing teams

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    08-May-2015
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Teams and teamwork are the heart and soul of every project. This is especially true for agile teams. It is not the individual performance or accomplishment that counts but that of the team. Just like in team sports the team succeeds and fails together. Interestingly Agilists propose self-organizing teams. But what does “self-organizing” mean? If teams are self-organizing why do so many teams and projects fail? This lecture sheds light on self-organizing teams. It explains what distinguishes them from manager-led and self-governing teams. It then outlines the ingredients that self-organizing teams need in order to develop and prosper. Self-organizing teams have an immense potential for achieving powerful results on a project. However, there is no guarantee that self-organizing teams will form and be able to sustain themselves. This is particularly the case in non-agile organizations. Under those circumstances it is important to know common pitfalls of self-organizing teams and learn to overcome them. The lecture will discuss difficulties in developing and nurturing self-organizing teams. And it will show what it takes to master these challenges. This is not an easy task. The returns, however, are multifold and worth the investment. Self-organizing teams can thus become a cornerstone of project success.

Transcript of The illusion and promise of self-organizing teams

  • 1.The Illusion and Promise of Self-Organizing TeamsWebinar for PMI-IS-COPWednesday March 6, 2013Dr. Thomas Juli, PMP , CSMi-Sparks & Thomas Juli Empowerment PartnersPicture Stephanie Hofschlger | Pixelio.de

2. November 9, 1989 2012 by Thomas Juli; all rights reserved 2 3. 2012 by Thomas Juli; all rights reserved 3 4. 2012 by Thomas Juli; all rights reserved 4 5. Variations of teams scope and authoritySelf-Self- Manager- organizedgoverning led teams teamsteams 2012 by Thomas Juli; all rights reserved 5 6. The Promise & The Illusion of Self-Organizing Teams 2012 by 2012 by Thomasrightsall rights reserved Thomas Juli; all Juli; reserved6 7. 7 factors that make self-organizing teamsan illusion 1 - No management support 2 - Avoiding responsibility 3 - Traditional management 4 - Distrust 5 - Disrespect 6 - Impatience 7 - Lack of purpose and vision Picture Petra Bork | Pixelio.de 7 2012 by Thomas Juli; all rights reserved 8. 1 - No management support 2012 by Thomas Juli; all rights reserved Picture Jurec | Pixelio.de 8 9. Official View 2012 by Thomas Juli; all rights reserved Picture retrieved from http://tinyurl.com/5rjt8pa 9 10. Actual View 2012 by 2011 by Thomas rights reserved Thomas Juli; all Juli 10 11. 2- Avoiding team responsibility 2012 by Thomas Juli; all rights reserved Picture retrieved from http://tinyurl.com/9czfhge 11 12. 3 - Traditional management orthe death of empowermentI am the boss! 2012 by Thomas Juli; all rights reservedPicture Cornerstone | Pixelio.de 12 13. 4 - Distrust 2012 by Thomas Juli; all rights reserved Picture Gerd Altmann | Pixelio.de 13 14. 5 - Disrespect 2012 by Thomas Juli; all rights reserved Picture Gerd Altmann | Pixelio.de 14 15. 5 - Disrespect 2012 by Thomas Juli; all rights reserved Picture Gerd Altmann | Pixelio.de 15 16. 5 - Disrespect 2012 by Thomas Juli; all rights reserved Picture Gerd Altmann | Pixelio.de 16 17. 5 - Disrespect 2012 by Thomas Juli; all rights reserved Picture Gerd Altmann | Pixelio.de 17 18. 5 - Disrespect 2012 by Thomas Juli; all rights reserved Picture Gerd Altmann | Pixelio.de 18 19. Nurture Collaboration Players win games, teams win championships. Bill Taylor 2012 by Thomas Juli; all rights reserved Photo retrieved from http://tinyurl.com/2w3ynjt 19 20. 6 - Impatience with continuous improvement 2012 by Thomas Juli; all rights reserved Picture Dieter Schtz| Pixelio.de The Good and Evil of20 Collaboration Tools 21. Learning is not compulsory...neither is survival.W. Edwards Deming (1900 - 1993) 2012 by Thomas Juli; all rights reserved 21Picture retrieved from http://tinyurl.com/3yc5np8 22. FEEDBACK 2012 by Thomas Juli; all rights reserved Picture Pambieni | Pixelio.de 22 23. Cultivate Learning 2012 by Thomas Juli; all rights reserved 23 24. Fail Early to Learn Quickly 2012 by Thomas Juli; all rights reserved 24 25. Fail Early to Learn QuicklyLearn from your mistakes 2012 by Thomas Juli; all rights reserved 25 26. Fail Early to Learn Quickly 2012 by Thomas Juli; all rights reserved 26 27. Fail Early to Learn Quicklyand learn from your successes 2012 by Thomas Juli; all rights reserved 27 28. Actively create the conditions for a culture of learning** Note: Farmers dont grow crops.They create the conditions for crops to grow. 2012 by Thomas Juli; all rights reserved Picture Michael Ottersbach| Pixelio.de 28 29. 7 - Lack of purpose and vision 2012 by Thomas Juli; all rights reserved Picture Anja Semling | Pixelio.de 29 30. The Promise & The Illusion of Self-Organizing Teams 2012 by 2012 by Thomasrightsall rights reserved Thomas Juli; all Juli; reserved30 31. 7 Preconditions for Unleashing thePower of Self-Organizing Teams 1 - Purpose and vision 2 - Passion 3 - Cross-functional teams 4 - Empowerment 5 - Responsibility and accountability 6 - Acknowledgement 7 - Let it happen! 2012 by Thomas Juli; all rights reservedThomas Juli; all rights reservedPicture Petra Bork | Pixelio.de 31 2012 by31 32. 1 - Develop a compelling purpose and visionof and for your project and team 2012 by Thomas Juli; all rights reserved Picture WRW | Pixelio.de 32 33. Do you know your MVP? 2012 by Thomas Juli; all rights reserved 33 34. 2 - Nourish passionin your purpose and vision 2012 by Thomas Juli; all rights reserved Picture Paulwip | Pixelio.de 34 35. Do you know your MVP? 2012 by Thomas Juli; all rights reserved 35 36. Do you know your MVP? Part II 2012 by Thomas Juli; all rights reserved 36 37. 3 - Develop cross-functional teams 2012 by Thomas Juli; all rights reserved Picture S. Hofschlger | Pixelio.de 37 38. 4 Empower your team 2012 by Thomas Juli;by Thomas Juli38 2011 all rights reserved Picture Sabrina Gonstalla | Pixelio.de38 39. Take ... one at a timeSmallsteps 2012 by Thomas Juli; all rights reserved Picture NASA39 40. 5 - Team responsibility and accountability 2012 by Thomas Juli; all rights reserved Picture Stephanie Hofschlaeger | Pixelio.de40 41. 6 - Acknowledgeperformance, contributions and results 2012 by Thomas Juli; all rights reserved Picture retrieved from http://tinyurl.com/2v632h641 42. Promote Performance and have FUN 2012 by Thomas Juli; all rights reserved Picture Rainer Sturm | Pixelio.de 42 43. 7 Let it happen! 2012 by Thomas Juli; all rights reserved 43 44. The Promise of Self- Organizing Teams7 Success Factors1 - Purpose and vision2 - Passion3 - Cross-functional teams4 - Empowerment5 - Responsibility and accountability6 - Acknowledgement7 - Let it happen! 2012 by Thomas Juli; all rights reserved Picture Stephanie Hofschlaeger / Pixelio.de 44 45. The Promise of Self- The Illusion of Self- Organizing TeamsOrganizing Teams 7 Success Factors 1 - Purpose and vision 2 - Passion 3 - Cross-functional teams 4 - Empowerment 5 - Responsibility andaccountability 6 - Acknowledgement 7 - Let it happen! 2012 by Thomas Juli; all rights reserved 2012 by Thomas Juli Hofschlaeger / Pixelio.dePicture Stephanie45 46. The Promise & The Illusion of Self-Organizing Teams 2012 by 2012 by Thomasrightsall rights reserved Thomas Juli; all Juli; reserved46 47. The Promise & The Illusionof Self-Organizing Teams7 Success Factors 7 Failure Factors1 - Purpose and vision1 - No management support2 - Passion 2 - Avoiding responsibility3 - Cross-functional teams3 - Traditional management4 - Empowerment 4 - Distrust5 - Responsibility and5 - Disrespect accountability 6 - Impatience with continuous6 - Acknowledgement improvement7 - Let it happen!7 - Lack of purpose and vision 2012 by Thomas Juli; all rights reserved 47 48. Your Experience 2012 by Thomas Juli; all rights reservedPicture Friederikchen | Pixelio.de 48 49. Play! 2012 by Thomas Juli; all rights reserved Picture Verena N. | Pixelio.de 49 50. i-Sparks is an online playground for socialchange helping individuals and organizationsgrow their ideas into projects for success.Dr. Thomas JuliFounder and President, i-SparksManaging Director, Thomas Juli Empowerment PartnersEmail:[email protected]@thomasjuli.comWeb:www.i-Sparks.netwww.ThomasJuli.comwww.TheProjectLeadershipPyramid.netTwitter: i_sparks, thomasjuliWhitepapers and presenta-ons available at h2p://mo-vate2b.com/knowledge-base 50