John Cutler’s Post

Assuming good intent and maintaining effective communication are essential for successful outcome-based execution with our collaborative partners. It’s a good reminder to frequently “check and adjust” these collaboration points to ensure any hurdles are properly addressed. Ultimately, we all share the same goal: delivering the best solutions for our customers. 😎

𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐨𝐰𝐧𝐞𝐫'𝐬 𝐬𝐞𝐜𝐫𝐞𝐭 𝐭𝐨 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥𝐥𝐲 𝐝𝐞𝐥𝐞𝐠𝐚𝐭𝐢𝐧𝐠 𝐞𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐢𝐞𝐬 Here's my 12 steps guide to distribute tasks effectively, leverage the strengths of your team members, and free up time for strategic activities: 1) Identify Tasks and Responsibilities: List all the tasks and responsibilities associated with a project, process, or role. Ensure that the list is comprehensive and includes both routine and project-specific tasks. 2) Understand Skills and Strengths: Evaluate the skills and strengths of team members or colleagues. Consider their expertise, experience, and capacity to take on additional responsibilities. 3) Prioritize Tasks: Prioritize tasks based on urgency, importance, and deadlines. Identify tasks that are critical for your role and those that can be delegated without compromising quality. 4) Consider Complexity: Assess the complexity of each task. Some tasks may require specific skills or knowledge, while others may be more straightforward. 5) Identify Delegation Opportunities: Look for tasks that align with the skills and strengths of team members. Identify tasks that can be handed over without causing bottlenecks or delays. 6) Define Clear Objectives: Clearly define the objectives and expected outcomes for each task. Make sure the delegated tasks align with the overall goals of the project or organization. 7) Assign Responsibilities: Match tasks with individuals based on their skills and capabilities. Consider the workload of each team member and ensure a fair distribution of responsibilities. 8) Create the Delegation Matrix: Use a spreadsheet or a table to create a delegation matrix. List tasks in rows and team members in columns. Indicate who is responsible for each task by marking the corresponding cell. 9) Communicate Clearly: Clearly communicate the delegated tasks to team members. Provide all necessary information, resources, and expectations to ensure successful task completion. 10) Establish Reporting and Feedback Mechanisms: Set up regular check-ins or reporting mechanisms to track progress. Encourage open communication for any challenges or questions that may arise during the delegation process. 11) Review and Adjust: Regularly review the delegation matrix and adjust as needed. Consider changes in workload, shifting priorities, or changes in team dynamics. 12) Encourage Autonomy: Empower team members to take ownership of their delegated tasks. Foster a culture of trust and autonomy to enhance productivity and job satisfaction. If you like this post, consider resharing ♻️, follow me -> Nebojsa Vidic for more content like this or send a private message for a friendly chat!

Dealing with a difficult team member can be challenging, especially when their behavior is affecting work output. Recently, I faced a similar situation where a team member's aggressive and unresponsive behavior caused other team members to complain. As a manager, it would have been easy to send a query for his negligence towards work, but I was reminded of the agile manifesto that emphasizes "Individuals and Interactions over Processes and Tools." To address the issue, I invited the team member for a sit-down conversation to understand the root cause of his behavior. Before that, I reminded myself of the importance of listening twice as much as I speak. It turns out that the team member was experiencing burnout and needed some self-motivation. By creating a safe workspace that enhances team spirit and collaboration, we were able to effectively address the issue. Handling a difficult team member isn't just about ticking boxes; it's about fostering a culture of understanding and collaboration. 1. Listen first, Speak second: Prioritize understanding over judgment. 2. Identify the Root Cause: Dive deep into the underlying issues. 3. Create a Safe Space: Foster an environment that promotes openness and trust. At the end of the day it's not just about processes; it's about people. #TeamDynamics #WorkplaceCulture #EffectiveCommunication #TeamBuilding #Teamcollaboration

A Quickstart To Improve Team Morale 💪 Team morale indicates how willing members are to push on in the face of difficulties. Teams with high morale find their work meaningful and feel motivated to work together. High morale is a buffer against inevitable setbacks and burnout, and a great indicator of the atmosphere in a team. So what can you do when team morale is low? 🤔 In this blog post, we share 3️⃣ short formats that easily fit inside a Sprint Retrospective. One of them is based on the Liberating Structure "Discovery & Action Dialogue". As the name “Discovery & Action Dialogue” suggests, this structure takes the shape of structured dialogue. It helps groups carefully analyze the problem, potential solutions, and how everyone can contribute to both. Small groups answer the following questions: 1️⃣ “How do you know when morale in this team is low?” 2️⃣ “How do you contribute effectively to improving morale in this team?” 3️⃣ “What prevents you from doing this or taking these actions all the time?” 4️⃣ “Do you know anybody who is able to frequently solve this problem and overcome barriers? What behaviors or practices made their success possible?” 5️⃣ “Do you have any ideas?” 6️⃣ “What needs to be done to make it happen? Any volunteers?” 7️⃣ “Who else needs to be involved?” Create a shared space (on a wall, the floor, or virtually) where you can collect insights and answers from the various rounds. 👉 (5 min) Briefly introduce the problem the Scrum team will focus on. Divide the team into small groups with 3–5 participants and prepare the breakout rooms. Make sure everyone has a worksheet with the questions 👉 (2 min) Each group picks a “Guide” and a “Butterfly Catcher”. The Guide asks the questions while the Butterfly Catcher captures insights and quotes. Both the Guide and the Butterfly Catcher also answer the questions themselves, so they have an extra responsibility. The groups also decide on a talking object. Only the person holding it can speak and decide who goes next. 👉 (35 min) In their breakout rooms, the small groups answer the questions offered by the Guide. Make sure to always start with 1-minute of individual thinking and reflection. Only when the question is sufficiently addressed, the group moves on to the next question. 👉 (5 min) When all the questions are covered, the Butterfly Catcher recaps the outcomes and identifies the next steps. 👉 (10 min) When everyone is back in the main channel, ask the Butterfly Catchers to summarize the findings of each group. Why don't you give this format a try, when team morale is something you need to improve in your team? Check the blog post for full context and detailed steps: http://bit.ly/3AcBljJ

Building a winning team requires careful planning and execution. One framework often used to achieve this goal is the "7 C's." These Seven C's represent key elements and qualities that contribute to the success of a team: 📌 Clear Goals: Establish clear and well-defined objectives for your team. Everyone can work together more effectively when they understand the purpose and direction. Ensure that these goals are specific, measurable, achievable, relevant, and time-bound (SMART). 📌Complementary Skills: Assemble a team with diverse skills and expertise that complement each other. Each team member should bring something unique to the table, and their abilities should align with the team's goals. This diversity can enhance problem-solving and creativity. 📌Effective Communication: Strong communication is crucial for team success. Encourage open and transparent communication among team members. Ensure everyone is on the same page, understands their roles, and can provide feedback without fear of reprisal. Effective communication also involves active listening and clarity in conveying ideas and information. 📌Collaboration: Foster a culture of collaboration where team members are willing to work together toward common goals. Encourage a sense of trust and mutual respect within the team. Collaboration involves working together, supporting each other's efforts, and sharing responsibilities. 📌Commitment: Ensure that team members are committed to the team's objectives and are willing to put in the effort required to achieve them. This commitment goes beyond just showing up; it involves a dedication to excellence and a willingness to go the extra mile when necessary. 📌Conflict Resolution: Acknowledge that conflicts and disagreements may arise within the team. Implement effective conflict resolution strategies that encourage the constructive resolution of conflicts. This includes promoting open dialogue, seeking win-win solutions, and preventing conflicts from becoming destructive. 📌Culture: Create and nurture a positive team culture that aligns with the organization's values and goals. A healthy team culture fosters a sense of belonging, motivation, and shared purpose among team members. It sets the tone for how the team operates and interacts. By incorporating these 7 C's into your team-building efforts, you can create a well-rounded framework that addresses a broader range of factors contributing to team success. This comprehensive approach can help your team overcome challenges and excel in achieving its objectives. #projectmanagementteams #projectmanagement #teammanagement #naziarasool #agileprojectmanagement

Want to boost your Team's Effectiveness by 26%? 🚀 If you're striving for greater team productivity and cohesion look no further than the power of structured team debriefs or retrospectives. By dedicating time to reflect, analyse, and plan, your team can enhance its effectiveness by a remarkable 26%. Let's delve into how the 4L's and 2D's framework can revolutionise your approach to team improvement. 1️⃣ What Did the Team LIKE? Start your debrief by celebrating successes and identifying what aspects of your recent project or endeavour worked well. Acknowledging achievements not only fosters a positive atmosphere but also provides valuable insights into your team's strengths and preferences. 2️⃣ What Did the Team LEARN? Reflect on the lessons gained from both successes and challenges. Encourage open dialogue about what went right, what went wrong, and most importantly, what valuable insights were gained. Learning from experiences ensures continuous growth and development within the team. 3️⃣ What Did the Team LOATH? This step invites team members to express frustrations or difficulties encountered during the project. By addressing pain points head-on, you can uncover underlying issues that may hinder future progress if left unattended. Honest feedback is crucial for identifying areas in need of improvement. 4️⃣ What Did the Team LONG FOR? Encourage your team to dream big and envision their ideal scenario. By exploring aspirations and goals, you can align your future objectives with the team's collective vision. Understanding what motivates and inspires your team fosters a sense of purpose and direction. The 2 D's: Discuss and Decide After exploring the 4 L's, it's time to consolidate your findings and take actionable steps forward. ➡ DISCUSS the Key Themes: Engage in a meaningful discussion about the key insights gathered from each of the 4 L's. Encourage diverse perspectives and brainstorm potential solutions to address identified areas for improvement. ➡ DECIDE on the Top 3 Action Items: Narrow down your focus by selecting the top three priorities to tackle in the next 90 days. These action items should be specific, measurable, achievable, relevant, and time-bound (SMART). By setting clear objectives, your team can stay aligned and motivated towards achieving tangible results. Incorporating the 4L's and 2D's framework into your team debriefs empowers your team to learn from past experiences, address challenges, and strategically plan for the future. By committing to this structured approach, you can unlock your team's full potential and achieve remarkable improvements in effectiveness and performance. Did you find this valuable? Please let me know in the comments below. If you would like assistance facilitating a F2F or Virtual debrief session with your team please let me know via DM. #teamculture #workplaceculture #teameffectiveness #highperformanceteams #leadershipcoaching

What role does teamwork play in ScarMatrix IT services? Unlocking Excellence through Teamwork at ScarMatrix IT Services At #ScarMatrix, we believe in the transformative power of teamwork. As an #ITServices and #Consulting company, our journey is marked by collaborative efforts that extend beyond the traditional boundaries. Here's a glimpse into the pivotal role teamwork plays in shaping our success: 1. Collective Intelligence: Our diverse team brings together a rich tapestry of skills and experiences. From #SoftwareDevelopment and #SystemArchitecture to #StrategicConsulting, every member contributes a unique piece to the puzzle. This collective intelligence is our greatest asset. 2. Innovation Hub: In the ever-evolving landscape of IT services, innovation is not a choice but a necessity. Teamwork provides the fertile ground where ideas flourish. Through brainstorming sessions, collaborative problem-solving, and cross-functional dialogue, we pave the way for groundbreaking solutions. 3. Client-Centric Collaboration: Our clients are at the core of everything we do. Teamwork ensures seamless collaboration internally, which translates into a unified approach when serving our clients. It's not just about meeting expectations; it's about exceeding them through the combined efforts of our dedicated teams. 4. Agile Problem-Solving: The world of IT is dynamic and fast-paced. Teamwork equips us with the agility needed to navigate challenges and capitalize on opportunities. Whether it's adapting to changing project requirements or addressing unforeseen obstacles, our collaborative approach keeps us one step ahead. 5. Knowledge Sharing Culture: In an industry where continuous learning is key, our teamwork philosophy extends to knowledge sharing. From the latest technologies to emerging trends, the exchange of expertise among team members ensures that we stay at the forefront of the IT landscape. 6. Unified Vision: Teamwork aligns us with a shared vision. Every project, every milestone is a collective endeavor. This unity of purpose not only fosters a positive work environment but also strengthens our commitment to delivering excellence in every facet of IT services. 7. Celebrating Success Together: Success is sweeter when shared. Teamwork at ScarMatrix is not just about overcoming challenges; it's about celebrating achievements, big and small. From project milestones to personal growth, we take pride in each other's success. #ScarMatrix #Teamwork #ITServices #InnovationHub #TechExcellence #CollaborativeCulture In conclusion, teamwork isn't just a component of our work culture at ScarMatrix; it's the very fabric that weaves together our aspirations and accomplishments. Together, we are not just an IT services company; we are a collaborative force driving innovation and excellence.

𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 (3/4) 🚀 On the journey to high performance, every team navigates through five critical stages outlined by Dr. Bruce Tuckman in his timeless 𝐭𝐞𝐚𝐦 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐦𝐨𝐝𝐞𝐥. Let's explore them together: 1️⃣ 𝐅𝐨𝐫𝐦𝐢𝐧𝐠 𝐒𝐭𝐚𝐠𝐞 𝐨𝐟 𝐈𝐧𝐭𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐨𝐧 - Team members come together, start to learn about each other, and focus on building relationships. Individuals typically avoid conflict at all costs to ensure acceptance within the group. 📌 Encourage open communication and create a welcoming environment. Establish clear objectives and expectations. 👉🏻 To progress from this stage, each member needs to step out of their comfort zone of safe topics and be willing to confront potential conflicts. 2️⃣ 𝐒𝐭𝐨𝐫𝐦𝐢𝐧𝐠 𝐒𝐭𝐚𝐠𝐞 𝐨𝐟 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 - As team members start to work together, differing opinions and conflicts may arise. This is a crucial phase where conflict should be embraced as an opportunity for growth. 📌 Here, psychological safety is paramount! 👉🏻 To progress to the next stage, team members need to shift from a 'testing and proving' mindset to a 'problem-solving' mindset. Listen to your teammates– what are they trying to say? 3️⃣ 𝐍𝐨𝐫𝐦𝐢𝐧𝐠 𝐒𝐭𝐚𝐠𝐞 𝐨𝐟 𝐂𝐨𝐡𝐞𝐬𝐢𝐨𝐧 - The team begins to find its rhythm. Roles are clarified, and there's a sense of camaraderie. Collaboration and trust start to build. 📌 Encourage team members to support one another and leverage each other’s strengths. 👉🏻 One drawback here is that members may begin to resist change of any sort in fear of breaking up the team. 4️⃣ 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐒𝐭𝐚𝐠𝐞 𝐨𝐟 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 - The team is now working efficiently towards common goals. There's a high level of flexibility, trust, autonomy, and performance. 📌 Recognize and celebrate achievements to maintain high morale and motivation. 👉🏻 Not all groups reach this stage. If group members successfully evolve to stage 4, their capacity and interactions expand to true interdependence. They can work independently or as a cohesive unit with equal competencies. 5️⃣ 𝐀𝐝𝐣𝐨𝐮𝐫𝐧𝐢𝐧𝐠 (𝐨𝐫 𝐌𝐨𝐮𝐫𝐧𝐢𝐧𝐠) 𝐒𝐭𝐚𝐠𝐞 𝐨𝐟 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 - The project comes to an end, and the team disbands. 📌 Reflect on the lessons learned and celebrate the successes. 👉🏻 Provide support for team members as they transition to new roles or projects. 𝑅𝑒𝑚𝑒𝑚𝑏𝑒𝑟: Every team is unique, and these stages might not be linear. Flexibility and adaptability are essential to navigate the complexities of team dynamics. Which stage of Tuckman's model do you find most challenging, and what are your strategies to overcome it? Share your thoughts below! 👇 #ProjectManagement #TeamDevelopment #Leadership #GooglePMCert

I received a lot of comments about my last article, with many people requesting that I share more of my experiences. For those who know me, I like to provide both success stories and examples of unsuccessful situations, as I believe we can learn from both. Today I'm sharing some additional applications of Team Orchestration: 1. Improved Team Performance: By identifying each team member's strengths and weaknesses and assigning tasks based on those strengths, team orchestration can lead to improved team performance. When each team member is working on tasks that play to their strengths, they are more likely to be engaged and motivated, which can lead to better results. 2. Better Communication: Effective communication is critical to team orchestration. By ensuring that everyone is working towards the same goal and regularly discussing progress and issues, team members are more likely to feel connected and engaged. This can lead to better collaboration and a more positive team dynamic. 3. Increased Efficiency: By assigning tasks based on each team member's strengths, team orchestration can lead to increased efficiency. When team members are working on tasks that they are skilled at, they are more likely to complete those tasks quickly and accurately. This can lead to faster project completion times and better results. Concerns with Team Orchestration: 1. Over-reliance on Strengths: While team orchestration is designed to assign tasks based on each team member's strengths, there is a risk of over-reliance on those strengths. This can lead to team members being pigeonholed into specific roles and not being given the opportunity to develop new skills. 2. Lack of Diversity: Team orchestration can also lead to a lack of diversity within the team. If team members are only assigned tasks based on their existing strengths, there may be a lack of diversity in terms of perspectives and ideas. 3. Resistance to Change: Implementing team orchestration can be challenging, particularly if team members are resistant to change. It's important to communicate the benefits of team orchestration and involve team members in the process to ensure buy-in and engagement. In conclusion, team orchestration can be a valuable tool for improving team performance, communication, and efficiency. However, it's important to be aware of the potential concerns and challenges associated with implementing team orchestration, and to work to address those concerns to ensure success.

Let's talk about something that every software engineer and manager has dealt with, conflicts within teams. We've all been there, misunderstandings over requirements, clashing personalities and work styles, debates over technical debt versus new features. But you know what? Conflicts are totally normal and they don't have to derail your team. In fact, if approached the right way, they can actually strengthen your team's bond and lead to better solutions. The key is empathy and taking the time to truly understand where each person is coming from. Maybe the PM is feeling pressure from the business side to prioritize a new revenue feature. And the developers are concerned about mounting technical debt making future releases harder. By listening to each other's perspectives, you build trust and respect. I've seen way too many conflicts escalate because of poor communication. People get defensive, egos get involved, and frustrations boil over into personal attacks and unproductive blame games. A little empathy can go a long way here too. You can use "I" statements, ask questions to ensure you understand, and speak calmly and respectfully. Once you've got an environment of empathy and open communication, then you can collaboratively problem solve. Get everyone's ideas on the table for addressing the core issue at hand. Objectively weigh the pros and cons of each approach. Maybe you compromise by timebox'ing the new feature work while allocating 20% of capacity to technical debt reduction. The end goal is building a team culture resilient to conflicts. Baked into the way you operate: open discussions, respectful disagreement, clear processes for resolution and escalation. I've seen teams totally transform just by having leaders model these behaviors, especially in high stress situations. If you're a leader, it change starts with you! So don't fear conflicts! Lean into them with empathy and strong communication. Approach them collaboratively. Use them as opportunities to strengthen relationships, uncover creative solutions, and keep that innovative team spirit going strong. If you're facing any engineering collaboration challenges and could use an experienced coach, I'm here to help. Feel free to reach out to me. I'd be happy to lend an empathetic ear and work through solutions together.