Devops for Growth

Mike CohnNorwegian Developer’s Conference6 June 2012Leading a Self-Organizing Team1

L’observation d’équipes hautement performantes révèle que la coopération effective découle, d’abord et avant tout, d’un état d’esprit et d’une culture du collectif qui placent chacun en acteur de la réussite collective. Cette coopération efficiente débute, le plus souvent, par un diagnostic partagé, une vision commune des enjeux et des opportunités de l’équipe. Elle s’ancre dans une direction et s’établit au sein d’un cadre clair alimentant la volonté des acteurs d’aboutir à des solutions et à des propositions coélaborées qui dépassent ce que pourrait proposer l’un ou l’autre des membres de l’équipe, seul de son côté. Elle se mesure aux résultats effectifs, dont chacun peut être fier parce qu’il se sait reconnu à hauteur de la contribution qu’il y aura apporté.

Tuckman's Team & Group Development Model is fascinating because it helps with understanding the 4 stages of development ANY team or group goes through.

Si vous voyez de ma part une liste de 5 choses, il y a des chances pour que cela corresponde aux 5 parties d’un workshopAgendashift – Découverte, Exploration, Mapping, Elaboration, Mise en oeuvre – et aux 5 chapitres de la partie 1 du nouveau livre.

Voici donc Agendashift en 5 principes :

1. Commencez par les besoins
2. Entendez-vous sur les résultats
3. Gardez l’agenda du changement visible
4. Gérez les options, vérifiant les suppositions
5. Organisez vous pour plus de clarté, de rapidité et de responsabilité mutuelle

Vous pouvez lire ces derniers comme 5 principes de Leadership du Changement du 21ème siècle ou 5 principes d’adaptabilité organisationnelle.

This presentation is based on L.David Marquet's book, "Turn the Ship Around", a semi-autobiography on how he managed a crew of 135 men in a $2 billion nuclear submarine.

Empowering your staff to become an elite in their career path can be an almost impossible process - quite akin to leading a horse to water. Marquet details the four elements of what it takes to truly and permanently guide your team mates into transforming their outlook on work in a very meaningful, effective way.

Qu'est-ce qui fait qu'une équipe performe dans la bonne humeur ? Attention au piège : ce n'est pas parce qu'elle est composée des meilleurs collaborateurs ! Je vous propose dans cet article un outil de coaching pour diagnostiquer et améliorer la dynamique d'une équipe

1. Selfless

Let’s all learn from Mr. Dunn’s leadership and what it means to give away a personal ego for a larger purpose. Despite making millions in the NFL, Mr. Dunn has chosen to invest his good fortune into others…lifting struggling single parents to new heights. What does it take for each of us to give away our personal egos at work, so we can mentor and grow others to become better than us?

2. Courageous

Imagine the level of courage Mr. Dunn showed in 1993 as he faced the loss of his only parent. His newfound Father figure responsibilities would’ve overwhelmed almost anyone, but not Warrick Dunn. He faced the moment with the courage to move forward, and look at where that took his life journey.

Workplace courage pales in comparison, but it’s still an essential element of real leadership in an organization. Exemplifying courage allows you to create conditions where your teammates can speak freely when it matters most. What challenges do you face at work? Are there certain situations where you feel scared to tell the truth? Courage is your ability to confront those fears directly, so you can lead your organization toward its larger goals on a daily basis.

3. Focused

Great leaders inspire others, but this inspiration is razor-focused on a shared purpose – which is the vision & mission of the organization. One look at Mr. Dunn’s charity website and you’ll feel the purpose that it serves. In your organization, great leaders understand how to translate the vision & mission into a focused set of business objectives that people achieve…not because they have to, but because they WANT to.

4. Humble

Mr. Dunn does not garner the spotlight. He celebrates the continued success of his work by deflecting the praise toward his charity’s Board of Directors (who are also quite inspiring people). This is a profound trait of great leaders; the ability to melt behind the scenes as others are celebrated for their success.

5. Masters of Their Craft

Great leaders bring a deep level of skills, knowledge and experience in an organization. Like Mr. Dunn, real leaders have lived in the arena (and might still play in the arena), and they use their knowledge and experience to thoughtfully mentor and grow others toward their full potential.

Les leaders authentiques sont des personnes sincères et fidèles à ce en quoi elles croient », a déclaré Bill George à HBR. «Ils ont du courage, de la compassion, de l’empathie – des qualités de cette nature – et ils construisent des relations solides à long terme».

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• The Power of SLII Training and Coaching

Frances Hosking and Anita Kim discuss how The Economist Digital Leadership Team has been working to revitalize and empower their teams using a specific Insight Facilitation strategy technique.