Trust as a bottleneck to growing teams quickly – benkuhn.net
Trust is crucial for team growth. Lack of trust increases workload and escalates decisions. Building trust involves sharing mental models, communication, trying team members, feedback, and overcommunication to enhance delegation capabilities.
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The article discusses how trust can act as a bottleneck to the growth of teams, particularly in fast-growing environments. Lack of trust can lead to increased workload as individuals need to micromanage and inspect work more closely. Trust is crucial for collaboration to scale efficiently, especially during intense work periods. The text highlights symptoms of trust deficits, such as escalated decisions and deep involvement from multiple stakeholders. Building trust requires proactive efforts, including sharing mental models, investing time in communication, trying out team members, giving feedback, and creating inspection forums. The article emphasizes the importance of overcommunicating status, owning up to mistakes, and investing in building trust to enhance delegation capabilities. Trust is seen as central to team success, influencing various aspects of team dynamics and decision-making processes. Various tactics are suggested to foster trust, such as initial impressions, positive feedback, and transitive trust among leaders in large organizations.
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Trust as a bottleneck to growing teams quickly
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1 commentsRelated
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The article challenges the idea of the "10x developer" and promotes community learning and collaboration in teams. It emphasizes creating a culture of continuous learning and sharing knowledge for project success.
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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.
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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.
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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.
Trust as a bottleneck to growing teams quickly
Trust is crucial for team growth. Lack of trust increases workload and hinders collaboration. Symptoms of trust deficits include frequent escalations and deep involvement in decisions. Building trust requires proactive efforts like sharing mental models and overcommunicating.