Developing a Team

• social psychology

Week 1

Social psychology overview

• how thoughts, feeling, behavior is formed and influenced within a social context
• we are social beings first and are employees second

4 core insights from Social Sociology important for Change Processes

• CHANGE IN ORGANIZATIONS IS A SOCIAL PROCESS
• SOCIAL PSYCHOLOGY IS NECESSARY TO UNDERSTAND PEOPLE IN CHANGE PROCESSES
• SOCIAL PSYCHOLOGY DEMONSTRATES THAT THE MEANING IS KEY DURING CHANGE
• SOCIAL PSYCHOLOGY MAKES CHANGE MANAGEMENT DIGESTIBLE TO PEOPLE AND ALLOWS FOR INDIVIDUAL REFLECTION ON THEIR ACTIONS IN GROUPS AND organization on their terms

Two important aspects

• people are not objects
• understand the context of an individuals behavior

Belonging and understanding

📖 Social Beings - Susan T.Fiske

Core social motives (Fundamental psychological processes):

• Understanding - the need for a shared meaning
  • create shared understanding
• Belonging - need to create and maintain social connections, this shapes how people are invested in the future of the company
• Controlling
• Trusting
• Self-enhancing

Actively monitor how these 5 needs are satisfied during a change

Tools

• what is your core message to the team
• 📖 the culture code
  • You are part of this team. We have high standards here. I believe you can achieve those standards.
• solving difficult challenges together
• seek opportunities to ask for input
  • What am I missing?
  • How would you solve it?
  • Listen and reflect
• create opportunities for connections (water-cooler, community events)
  • hold all team non-work related events
  • have dinner together via Zoom
  • bring in some though provoking topics
• facilitate team missing statement workshops
  • sense of contribution
  • all have to agree to the teams mission

Controlling, Trusting,Self-enhancing

• controlling - need for a perceived dependency between behavior and outcome
  • explain what is expected and how it is rewarded
• trusting - willingness to be vulnerable and to see others as kind and good
  • [[The SPEED of Trust]]
  • established through employees interest, strategic competence, reliability, openness and honesty
• self-enhancing - need for maintaining and improving self-esteem
  • build skills, competencies

Tools

• mentoring conversations
• Use GROW model GOAL-REALITY-OPTIONS-WAY FORWARD
  • Goal defines what we want.
  • Reality means perceived circumstances we’re operating in. Reality means received circumstances we are operating in.
    • What factors shape reality for you?
    • How would you move from this reality to the goal?
  • Options explain how we might move from the reality to our goal.
  • Way Forward outlines actions we see as worthy of our time and an action plan.
• ask open ended questions
• trust building through lunch and learns (brown bag sessions)
  • have a guiding question
  • connections, sense of belonging, shared problem solving
• avoid feedback sandwhich

Week 2

Team working agreement

• common understanding
• living document
• consists of
  • tool - describes how the team will work together
  • operating norms - ceremonies and team commits to cadence, time
  • resolving disagreement - escalation path
  • feeling safe - communication channels, feel safe to open any topic, rules of engagement for discussing topics
  • encouraging participation - process of every voice being heard

Include in retrospective.

Empathy maps

• Empathy is the capacity to put yourself in another person’s shoes and understand them from their point of view.
• to design collaboration process
• understand what each person does, what motivates each person, and what emotions members may be experiencing as they do their work
• uncover feelings

• put yourself in someone’s else shoes
• sneak peak into others motivations and feelings

Scrum

Week 3 - Scrum

• based on change and a working with a change resilient mindset
• stronger relationship within team and with customer

Week 4 - Servant leadership

• 📖 Robert Greenleaf - On Becoming a Servant Leader
• Hesse: A Journey to the East
• listening, empathy, stewardship, and mentorship skills
• FORESIGHT,STEWARDSHIP,MENTORSHIP, TEAM BUILDING, PERSUASION, CONCEPTUALIZATION, LISTENING EMPATHY,HEALING AWARENESS
• mindset and philosophy

Build Shared understanding - Interview

• set context
• ask focussed questions
• ask filter questions (probing questions)
• exit
• debrief

Derive facts, emotions, quotes and conclusions

Facilitation

• Art of unlocking intelligence, insights, and creativity in people
• understand individual and group psychology

Online

• house-keeping
• ask for video on
• ask for focus
• embed short breaks
• limit to total 6 hours (seems to be too much already)
• embed physical activity
• keep it fun - plan for kids
• ensure collaboration platform is clear for everyone

Live Facilitation

• break barriers - Fishbowl

Throw ideals in a bowl and draw an item to discuss,

• play skits - sketches for a topic
• enter the center - inner circle and outer circle

Principles of Sustainable Innovation

• ask Why + 5 times
• growing ideas
• piloting ideas
• TEAM US
• actionism
• sell your ideas

Foster divergent thinking - Convergent thinking is based in logic and practicality, while divergent thinking is based in creativity and flexibility

• Creativity comes in waves and is different for every person
• ride that waves when it comes
• practice: take it to the extremes (serve just 1; serve 100000)
• practice: force connections - what is true about …my topic… that is also true to this ..reference object…
  • and reverse – what is not true about object a but is true for my topic
• use all out sense - 22 senses!!
  • time, smell,…
• choose what to leave out

Brainstorming techniques

• Flowers vs. Wheat … take time to grow ideas a little longer to know what the flower actually is
• SUN vs RAIN
  • Sun stands for suspend (2 minutes timeout), understand, and nurture (and ..). Rain stands for react, assume, and insist
• work with an outside facilitator
• respect is a right
• vote with your feed
• voices are like spices
• take a break - to allow own creative waves
  • review all ideas a week later
• consolidate the ideas
• explore on 3-5 ideas - build-break-build again
• now - fall in love with the idea
• get momentum - create the smallest win .. that leads to bigger wins
  • give ideas a try
  • pivot and iterate quickly

About innovation

• Flex
  • bend the rules
• Fuse
  • combine to ideas into a new one
• Fracture
  • break a concept to several smaller ideas

Certificate

[[Coursera LUY7E7V7TL7U.pdf]]

Linking

• ⬅ Neuroscience of Change
• ➡ Agile Organisation
• 🔼 MOC Agile Leadership Course

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