In Continuous reteaming: planning day workshop - Achievements and target outcomes, we’ve seen how to start building alignment by sharing both the achievements and the target outcomes for the next quarter. It is a worthy exercise in itself, which should improve collaboration and reduce waste. However, we are a long way from having a new team structure for the next quarter. So how do you ensure that people self-select into teams that are not entirely crazy?
In Continuous Reteaming and Self-Selection, I gave a general overview of the system of work I experimented with for 18 months. I will now detail various parts, starting with the planning day.
In the book Drive, Dan Pink proposes that the 3 sources of intrinsic motivation are autonomy, mastery and purpose. In my experience, our system of work is rarely aligned with that. More often than not:
Earlier in January, we ran our squad health check for Q4 2018. We invited an observer that was keen to discover the activity, and see if it would be beneficial for his own team. We had a quick chat at the end of the hour about my experience as a manager, and it suddenly hit me that I had been running squad health checks for the better part of the last 4 years… Time flies! Here are some thoughts on this activity.