For the last few years, I’ve been working with and studying some of the best teams in the world; Red Arrows teams, SAS and US Navy SEAL units, Racing yacht crews, a Formula One pit crew, etc. I set out to study teamwork. In particular, I wanted to know how these teams have become world class. In the course of my studies, I identified six common characteristics, which differentiated these incredible teams.
Interestingly, I didn’t set out to study world class leadership. However, when I found world class teams, I also found world class leadership (I know, I probably should have expected that!). So, as well as studying teamwork, I also began to look at the characteristics that differentiated world class leadership. One of the most powerful insights that I discovered is this…
Great Leaders Ask Great Questions.
In fact, the great leaders that I encountered often didn’t provide any answers! Instead, they realise that the group has the potential to generate a better answer than they could on their own. It’s a principle that James Surowiecki outlines in his book, Wisdom of Crowds. When I shared this idea at an educational conference last year, a Head Teacher responded by saying, “That’s rubbish. Are your trying to tell me that Einstein should ask his class for the answer, and that the class will have a better answer than Einstein?”. “No”, I said, “Einstein is part of the class. So by engaging the class you get Einstein plus the class, not instead”.
Knowing that great leaders ask questions is one thing. Knowing what constitutes a ‘Great Question’, is another. So, what makes a question ‘Great’?
Here are some of my thoughts and reflections…
To me, ‘Great Questions’ are simply the right question, asked at the right time. To ask great questions, we need to understand the problem we’re trying to solve and where we are in the process. Do we need to ask a strategic question, or a tactical question, or one that’s related to implementing and executing a plan?
Strategic Question – Why?
Tactical Questions – What? …. How?
Action & Implementation Questions – Where? …. Who? …. When?
Very simply, it makes sense to understand why we are doing something (and whether we should be doing it), before deciding what we’re doing or how we will do it? Equally, it makes sense to know what we’re going to do, before deciding who will do it, when and where.
To me, ‘Great Questions’ are also well defined and simple. Sometimes it takes time and thought to frame a question well. The world class leaders that I saw at work often ask simple questions, which engage their team to collectively solve a problem. Some of the most powerful questions I’ve heard simply begin with the words, “How could we…?”.
To find out more, read Stronger Together; How Great Teams Work and hear from world class leaders sharing their wisdom on Be World Class TV.
By: Simon Hartley, Founder of Be World Class.
Spark the Change : inspirer les entreprises françaises grâce à des retours sur expérience concrets
Selon un sondage récent de l’Ifop, 91 % des jeunes cadres français pensent que leur entreprise est en train ou va se transformer. Mais pour 47 % des entreprises, la transformation reste aujourd’hui synonyme de « digitalisation ». Elle ne concerne l’évolution du style de management que dans 21 % d’entre elles et la relation client dans seulement 20 %. Pourtant, ces cadres pensent que la priorité devrait être mise sur l’évolution des modes de rémunération des salariés (37 %), l’évolution des styles de management (33 %) et la formation et le développement de compétences (33 %).
Les jeunes cadres français ont bien compris que loin de se cantonner à la digitalisation des processus, la transformation concerne de nombreux aspects de la vie de l’entreprise, et surtout sa culture et son organisation. « Une entreprise ne peut réussir sa transformation digitale si elle n’a initié une profonde transformation en interne » explique Jean-Christophe Conticello, fondateur et CEO de Wemanity.
« L’apparition d’Internet et des technologies associées a bouleversé en profondeur le monde de l’entreprise. Les modes de consommation ont évolué, le temps s’est accéléré, ce qui a entrainé également une profonde évolution des modes de travail. La nécessité de changer est devenue vitale : on ne compte plus les entreprises qui, en hésitant à changer de recette, n’ont pas réussi à se renouveler et ont disparu : Kodak, Virgin Megastore, Nokia, BlackBerry, Yahoo!, etc. Non seulement, la nouvelle génération a compris cette nécessité de changement, mais elle le suscite avec les nouveaux modes de travail qu’elle privilégie. »
« Spark the Change » : décrypter et inspirer les bonnes pratiques 
Pour illustrer et expliquer cette évolution, l’événement « Spark the Change » a été créé à Londres en 2014 par Helen Walton et ses associés de Gamevy, avec le soutien de Wemanity, puis décliné en Australie, aux Pays-Bas, en Inde et au Canada. La première édition française sera organisée à Paris, le 26 juin prochain au Théâtre de la Madeleine.
Centré sur le futur du travail et les moyens de repenser l’entreprise de demain, « Spark the Change » propose aux entreprises françaises un programme de conférences de qualité, basé sur des retours d’expérience.
18 experts se succèderont sur scène pour décrypter les tenants et aboutissants de la transformation des entreprises. Parmi eux : Ludovic Huraux, CEO et fondateur de Shapr ; Dirk Ahlborn, CEO Hyperloop Technology ; Anthony Gooch Galvez, Directeur de la communication et des Affaires publiques à l’OCDE ; Anamita Guha, Product Manager, IBM Watson ; Marianne Syed, Executive Director chez Positive Planet UK. Et bien sûr, Arie Van Bennekum, seul rédacteur européen du Manifeste Agile, aujourd’hui Agile Thought Leader chez Wemanity et Jurgen Appelo, CEO et fondateur d’Agility Scales et expert du management 3.0.
3 thèmes principaux
Animées par des professionnels de toutes nationalités qui souhaitent faire évoluer le monde du travail, les conférences « Spark the Change » sont réparties dans trois sessions principales :
- Créer l’entreprise de demain : les différentes étapes pour insuffler un véritable changement dans l’entreprise, sur la base d’un apprentissage continuel, d’une maîtrise totale des technologies et d’une organisation plus agile et réactive.
Jurgen Appelo, CEO et fondateur d’Agility Scales, expliquera notamment dans quelle mesure il est essentiel pour une entreprise d’aider ses collaborateurs à maîtriser continuellement le changement, par exemple via la ludification et d’autres nouvelles pratiques. - Libérer les talents : développer le potentiel de chaque collaborateur, instaurer le bien-être au travail, booster la collaboration et créer un environnement de travail basé sur la confiance.
Anthony Gooch Galvez, Directeur de la communication et des Affaires publiques à l’OCDE, détaillera ainsi « l’Indicateur du vivre mieux » de l’OCDE qui permet de comprendre ce qui contribue au bien-être des individus et des pays, et d’identifier comment susciter plus de progrès pour tous. - « Sparking disruption » : privilégier l’innovation, voire la disruption ; remettre en cause le statu quo ; et valoriser le progrès social, technologique et culturel.
Dans cette session, Dirk Ahlborn, CEO Hyperloop Technology, dévoilera la genèse de la création d’Hyperloop qui, au-delà des records de vitesse et des nombreuses innovations qui le caractérisent, propose surtout de révolutionner l’expérience des usagers du train.
« Spark the Change a été créé pour inspirer les entreprises, à l’heure où elles sont confrontées à plusieurs évolutions stratégiques : la transformation numérique, l’évolution démographique, la co-innovation voire la “coopétition” sur des marchés mondialisés » explique Sabri Ben Radhia, Responsable de l’événement chez Wemanity. « Si Wemanity était présent lors des premières éditions internationales de Spark the Change en tant que sponsor, nous avons repris la marque et sommes devenus son organisateur principal. Réservé à la fois aux entreprises et aux institutions publiques, l’événement a pour objectif de couvrir l’ensemble des aspects relatifs à la transformation des entreprises, sur la base de très nombreux retours d’expérience. Il vise également à aider les entreprises à développer les compétences nécessaires pour mener à bien leur transformation ».
Le programme de la journée a été construit pour privilégier l’échange d’expériences et le networking. 750 personnes issues de l’ensemble de l’écosystème de l’innovation européen sont attendues le 26 juin prochain au Théâtre de la Madeleine.
Aurons-nous le plaisir de vous compter parmi eux ?
Plus d’information sur l’événement : http://sparkthechange.fr/about-us/
Les experts qui interviendront dans les conférences : http://sparkthechange.fr/speakers/
Inscription : http://sparkthechange.fr/tickets/
Also published on Medium.
Free the office slaves
Free the office slaves: No more working day.
The 9-5 working day has come to signify office slavery.
In actual fact though, most knowledge workers work longer than 8 hours a day. A 2011 survey (ASHE) suggests that the average manager in the UK works over 9 hours per day, while extreme hours among certain groups (bankers and lawyers in particular) regularly involved sustained periods of working up to 120 hours a week.
What do set working hours signify?
Extreme hours hurt us. A study by Alexandra Michael, published in 2012, followed investment bankers over a 9 year period. The report concluded that people suffered physical, mental and emotional problems, including depression, a greater number of sick days and relationship breakdown.
Even normal hours often hurt us though. Studies suggest that those in the office spend a large proportion of their time unproductively. They might be checking personal emails or social media sites, or simply carrying out their basic work in a very un-productive fashion. Anyone spent ages staring at a spreadsheet unable to make head or tail of it? Ever fallen asleep in a meeting when supposed to be coming up with ground-breaking new ideas?
The energy cycle
Energy, creativity and brilliance rarely arrive on demand. Instead, human beings work in cycles. We can focus for limited amounts of time. After that we need rest in order to recover.
The ‘ultradian’ pattern, as it is known, normally depends on working in cycles of 90 minutes, with energy troughs in between – normally of about 20-30 minutes. The working day takes no notice of this, however.
Sometimes of course, we enter that wonderful state that Mihaly Csikszentmihalyi referred to as ‘flow’ – where we are hardly aware of the passing of time because we are so absorbed by what we are doing. When we manage to achieve this, the idea of cutting it off with a commute home or a lunch hour seems crazy.
Manage energy, not time
Radical companies understand the need to manage energy, not time. Sometimes that means that workers can work far in excess of the normal working day – developer stories of being so absorbed in a problem they didn’t leave the office until 3am are common. At other times it means workers do far less than the traditional 8 hours and in a different way – starting late, for example, leaving early to pick up children; taking a walk.
No working day means that life and work are more closely blended. It’s not unusual for radical managers to answer emails late at night or to come up with ideas as they sit on a beach with their family. They are not oppressed by this (“oh no! the phone is beeping again!”), partly because they are just as capable of taking a nap when they feel like it or running errands in the middle of what others would call the ‘working day’.
Being Radical
Leo Widrich is a co-founder of Buffer, a company which allows people to manage multiple social media accounts more easily. He manages his own day by splitting it into 90-minute windows and then achieving a certain number of tasks – one per window. A side benefit is that this helps increase focus on just one task at a time, eliminating much of the cost of task-switching. He then tries to plan his rest periods. Instead of allowing these to be filled up with emails or meetings, he goes out for a snack or reads a book. This ensures genuine downtime that allows the brain to recharge and creative ideas to swim up from the subconscious.
So what should we do?
It’s simple really – set people free to work as much as they want, when they want.
There’s no need to say ‘do you mind if I leave early today because blah blah blah’. Just go. It can help to share with others what you’re doing and how to get hold of you so they can co-ordinate with you, but there’s no need to ask permission.
Nor is there any need for that irritating parade of being the last to leave the office, or the first to get there. If someone is emailing late at night it’s because she had a thought and wanted to communicate it, not to demonstrate how dedicated she is.
Some managers might start sweating in light anxiety. How do you know the person won’t bunk off, won’t take advantage, won’t drop their productivity etc.? The answer is that regardless of hours put in people know if someone isn’t pulling their weight or isn’t performing. You can still ask poorly performing people to buck up or get out. But most people want to do well and want the company to do well so they work hard, but you’ve created an environment that helps them work effectively.
You can just trust them.
And just that one piece of advice – trust – frees up a lot of your own time in or out of the working day.
By: Helen Walton from Gamevy
Your Engineering Team Is Not an Island: Success Demands a Holistic View of the Business
I just re-read the awesome post from my friends David Loftesness and Raffi Krikorian, What Does A VP of Engineering Do Again? And while I agree with everything that they say, I think there is one crucial item missing, which has been present in every job I’ve had because all of them were user-facing internet services and a majority of my job has been working with product teams. Collaboration with stakeholders (especially with product) is key, but if you take it one step further, a VP of Engineering is actually measured by execution in a wider context across many teams or departments. You cannot look at engineering in isolation for your successes or failures.
But first a short story about my first months at SoundCloud. The CTO wanted more front-end work done because an important release was nearing. He asked me to hire more engineers to accomplish that goal. I started recruiting, but then I looked at why the velocity of the existing team was not meeting expectations. So, I went to all of the front-end teams (at that time it was Web, iPhone, and Android) and asked a very simple question “What slows you down the most in your day-to-day work?” To my surprise, everyone gave the same answer “We only have one designer.” They went on to say that although the designer was very good, she was completely overloaded so designs, changes, and simple clarifications took forever to get done.
Now that I knew design was actually the cause for delays, the solution to my problem was not to hire more engineers (which might have even made the problem worse with more work for the designer), but to start building a design team.
Engineering leads need to look at the whole product process (together with the responsible stakeholders) and not just at engineering in isolation. What I did was a very simple (but, in this case, effective) form of value stream mapping. Our self-improvement at SoundCloud continued. You can read Phil Calcado’s excellent post about the organizational aspects of microservices at SoundCloud.
The Best Engineering Leads Will Stop and Assess the Situation
Continually assessing situations in a holistic way isn’t just the job of an engineering lead — everybody involved should take responsibility. But, in my experience, the problem usually surfaces in engineering because when things are not moving fast enough (and when do they ever?) management’s first reaction can be to throw more engineers at the problem so more work will get done, but also (and this is the not so nice scenario), management thinks the engineers are not working hard enough. Other common responses from management include reorganizing the teams or adopting new methodologies. However, as an engineering leader, you are a lot like a doctor: you need to diagnose the illness before treating the symptoms.
Engineering leaders need to look at the whole value chain and to sit with the leaders from affected departments to review at the problem. The solution to a problem might not be to hire more people (which a lot of startups do), but to organize product development in a better way. And if you have to hire, it might mean that you have to move headcount around. When everyone has the same goal goal — delivering more business value — shifting headcount from engineering to design or to recruiting shouldn’t be an issue. Afterall, the goal is more business value, not having the biggest department. So, when I realized our problem at SoundCloud wasn’t going to be fixed by adding more engineers, we created a design team. But this was just the first step towards a better setup.
Even after creating a larger design team, it remained isolated from other departments and was not fully integrated with our workflows. The problems of turnaround and wasted resources were exacerbated by the increasing risk of misalignment between product, design, and engineering. Therefore, the next logical step was to improve the organization by creating a delivery team per product.
Shifting Organizational Structures to Deliver Business Value
A delivery team is a team that can deliver the vast majority (95%) of its backlog items to production without dependencies on other teams. Unlike more horizontally-oriented teams (for example, a front-end engineering team that relies on the back-end engineering team for any back-end changes), a delivery team has all the necessary skills inside their team. So, depending on your company and your product, these teams can look very different. In engineering teams that are infrastructure focused, these teams can consist of only engineers; but if you look at a team that delivers a consumer-facing web app, then the team looks more like this:
Creating these delivery teams and then making sure you have the right staffing for them should eliminate a staffing mismatch between the affected departments. Some team members (like support) might just be a pointperson for the team, e.g., the support person only attends the daily standup and reports what is going on.
So, don’t look at engineering in isolation when trying to solve delivery problems. It is critical that each engineering leader (and especially the VP of Engineering, who can really influence the organizational setup) ensures that the overall product development process is set up in a way that reduces waste and delivers value to the customer which is the whole point of product development in the first place!
This post includes material from the upcoming book “Scaling Teams” by myself and David Loftesness, which will be published by O’Reilly in 2016. In this book, we will explain in detail the various scaling challenges of software startups.
Thanks to Laurel Ruma and David Loftessness
By: Alexander Grosse from issuu