Skip to content

Patterns of Effective Teams

“Some teams are orders of magnitude more effective than others, turning around business solutions in days or even hours. Their secret is a combination of smart technology choices, great development habits and a powerful team dynamic. In this talk Dan describes a number of patterns of behaviour that he’s identified working with some great teams, beyond the basics of co-location, stand-ups and pair rotation. You’ll gain a new appreciation for old techniques like code reviews, and even working in silos won’t seem so bad!”

Dan North @ New Developers Conference in London

How to Develop an Employee Career Path

  • Developing an employee across a predefined path can take talented employees out of a role they are good at and fill it with a less talented employee. Instead, develop multiple paths and let the employee decide what path they want to take (role expert vs. trainer vs. manager).
  • Establish a model of specific tasks employees can specialized in, while maintaining a general knowledge of others to retaining a loose integration between team silos.
  • If an employee wants to transfer from one silo to another, develop a clear path to do so.
  • Expecting the employee to be a “Jack of all trades” prevents them from mastering specific roles and inhibits their growth.
  • An “earned autonomy” path can be more engaging and motivating for some employees than a management career path.
  • Each new step in the path should come with either a perk (ie. earned autonomy, ) or increased responsibility with compensation.
  • Identify early what path employees want to take and mentor them across this path.
  • Having a clear and defined career path will increase employee engagement.
  • Engaged employees call in sick 33% fewer times a year than disengaged employee.

SET GOALS AND EXPECTATIONS FOR YOUR TEAM

Before setting individual goals, you’ll first want to determine what the overall goals and expectations of your team or company are. A great book to read is Start with Why by Simon Sinek. This book outlines the importance of starting with why in order to set the expectations of your company and employees.

Once you’ve determined the “why”, you should be able to set overall goals for your team to achieve the mission. Goals to support the mission could be based on a quantifiable metric or an intangible quality score. Whatever the goal make sure it’s measurable, explainable and always aligns with your “why”.Continue Reading →

ALWAYS REMAIN POSITIVE

If you’ve read my previous posts, you may think I’ve got it all figured out; I don’t. One thing I have figured out is that management is an evolutionary process that is only improved when things change. With change remain positive.

Do not get attached to a policy or process because it will change and probably should change at some point. Encourage your team to identify new solutions to existing problems. You may have looked at the problem from every angle and landed on a solution – you could still be wrong. Allow your team to voice their opinions or new ideas and be flexible with yours.Continue Reading →

%d bloggers like this: