3 Ideas for working with team change. Fear of loss of group membership is more powerful than management. Resistance to change is an opportunity to find cooperation and ways to leverage the group to find what works and do more of it.
When many systems are created they have steps that are purposely duplicative. As the system matures the duplicative steps will become a waste or drain on the work.
Change in how the work gets done takes time, plus people want to be on learning teams.
How will I obtain (gather, capture, understand) and use feedback to improve performance?
A copy of the slides I used for an opening to a multi-day series of workshops on – Leveraging diversity to find what works and amplify it.
What is it?
A visual progress chart. The project-team uses post-it notes to write the tasks in succinct language. Then as the work goes from To-Do –> In Progress –> Complete they move the post-it notes as needed.
Setting vague desirable goals in abstraction works until you have to figure out what to do to achieve the goals.
There are many ways to create goals statements. What I find most effective is QQTR.
We all have, a one time in our careers, had a manger who has less capable or as capable as us. While having a manager who has the same capability may sound nice, it creates tension.
A dependent system changes behavior to people who just want to be told what to do, so they can do it. If things go wrong – it is not their fault because they were just doing what they were told. If thing go well – it is not their fault because they were just doing what they were told.