How to Fix Broken Teams
Teams can be fixed by diagnosing issues, replacing managers, improving processes, changing culture, expanding teams, and aligning missions. Consistent effort over 6-18 months can transform dysfunctional teams effectively.
Read original article
The article discusses how to fix broken teams in a management setting. It highlights common issues faced by dysfunctional teams, such as complexity, heroics, lack of feedback, and retention problems. The importance of diagnosing the team's issues and replacing the current manager with someone who understands what good looks like is emphasized. The new manager is advised to focus on fixing processes, managing out negative culture carriers, engaging with team members, bringing in new hires, and revisiting the team's mission. The article suggests that with consistent effort and time, typically 6-18 months, a broken team can be transformed into an efficient and productive unit. It also provides guidance on handling situations where the team quits en masse, emphasizing the need to halt new work, stabilize systems, and prioritize recruitment. Overall, the key steps to fixing broken teams involve clear diagnosis, effective management, process improvement, cultural change, team expansion, and mission alignment.
Related
The only way to fix a tech zoo is by focusing on stability first
Klaus Breyer stresses stability as key to addressing outdated tech in a step-by-step process. Enhance observability, assess tech objectively, define a vision, and modernize gradually through teamwork and continuous improvement.
No Matter What They Tell You, It's a People Problem (2008)
The article emphasizes the crucial role of people in software development, citing teamwork, communication, and problem-solving skills as key factors for project success. It highlights the importance of job satisfaction and team cohesion, underlining the significance of positive personal relationships within development teams.
Memo to the CEO: Are you the source of workplace dysfunction? (2017)
Workplace dysfunction due to rude behavior is addressed, focusing on CEOs' role in prevention. Emphasis on respectful culture, leader reflection, and action plans to combat incivility for improved organizational performance.
Advantages of Incompetent Management
Incompetent management in organizations can offer flexibility and exploration opportunities, contrasting with competent management's efficiency focus. Poorly set objectives may lead to wasteful practices and challenges in performance evaluations.
The magic of small engineering teams
Small engineering teams at PostHog operate autonomously, focusing on specific products or functions. Each team has a leader, encourages collaboration, and aims for a flat hierarchy to enhance individual impact and innovation. Challenges include communication management and hiring alignment.
0 commentsRelated
The only way to fix a tech zoo is by focusing on stability first
Klaus Breyer stresses stability as key to addressing outdated tech in a step-by-step process. Enhance observability, assess tech objectively, define a vision, and modernize gradually through teamwork and continuous improvement.
No Matter What They Tell You, It's a People Problem (2008)
The article emphasizes the crucial role of people in software development, citing teamwork, communication, and problem-solving skills as key factors for project success. It highlights the importance of job satisfaction and team cohesion, underlining the significance of positive personal relationships within development teams.
Memo to the CEO: Are you the source of workplace dysfunction? (2017)
Workplace dysfunction due to rude behavior is addressed, focusing on CEOs' role in prevention. Emphasis on respectful culture, leader reflection, and action plans to combat incivility for improved organizational performance.
Advantages of Incompetent Management
Incompetent management in organizations can offer flexibility and exploration opportunities, contrasting with competent management's efficiency focus. Poorly set objectives may lead to wasteful practices and challenges in performance evaluations.
The magic of small engineering teams
Small engineering teams at PostHog operate autonomously, focusing on specific products or functions. Each team has a leader, encourages collaboration, and aims for a flat hierarchy to enhance individual impact and innovation. Challenges include communication management and hiring alignment.