DIY: Self-Organizing Teams - 2

This first article is just the prep for the actual work. This article is focused on the modes/models and the style of leadership.

Survival Mode

              This mode is likely you are mostly having issues daily on the team or on the work. This has become a habit and the team is not bothered because of this. They survive by fixing the issues by alternate solutions rather than a permanent fix. 

This has become an addiction to the team which they are not ready to come out.

To make the team come out of this addiction as a leader you need to find slack time to contribute on the permanent fixes.

Slack Time – Identify the commitments, draw a red line on the commitment delivery. So there is a fair chance to the team members to keep things moving and find time to analyze the issues.

When you try to make slack time and stick to red line there is a lot of confronts.

How do Command and Control can help in this mode?

Correct the bad decisions by any member of the team.

Identify the Team strengths and analyze the issues on that front, rather than making the team go through the uncomfortable tasks / People/ Environment..etc.

Disturbances – Avoid any disturbances to the team on the focus on slack time. 

This mode is where most of the leaders might start with or this a good phase to go through to understand the strengths of the team.

This mode cannot be continued as the fixes are done by the slack time identification slowly the team has to move on to the next mode. - Learning Mode

Learning Mode

This mode is the one which is very important for the team to be self-equipped.

This mode is more of learning, training, and experimenting which can help the team grow in their knowledge, also to manage the challenges with perfect strategy.

The biggest problem in this mode is the checking on the learning or growth of the team members, motivating them to do the first part efficiently.

Ravine - The downfall in the performance but not in a significant manner or the performance improves after a downfall and again drops after a certain time.

This situation has to be embraced, but cannot be continued.

The team has to challenge to go through this phase as the downfall and growth are the initial steps of the learning process with the next strategy we can get the team performing consistently.

Growing People - how to enable people from Ravine to consistent performers

Compliment the team with opportunities to learn and perform every day.

Organize One-to-One meetings to understand the learning and guide the team members on the right steps to take next.

Make the team members do some homework on the issues they have faced daily and how they have overcome this.

Don't try to punish the team member for the lack of trying or lack of success.

Once the team going through the Learning Mode they are getting ready to self-organized more rules and solutions to issues that happen on the next mode is continued in the next article