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: