Self-Organization is the key to success in Agile. In this presentation we will investigate what is needed in order to excel at Self-Organization. Prerequisites for Self-Organization as well as a possible roadmap to Self-Organization will be presented. Finally, we will discuss some enablers and building blocks for Self-Organization.
3. Overview
• What is Self Organization?
• Why Self Organization?
• Prerequisites for Self Organization
• Possible map to follow
• Enablers for Self Organization
• Tools
5. Self Organization
”Self-organization is the emergence
of pattern and order in a system by
internal processes, rather than
external constraints or forces.”
Encyclopedia of Ecology, 2008
6. Self Organization
”Efforts that radically decentralize
authority in a formal and systematic
way throughout the organization.”
Michael Y. Lee and Amy C. Edmondson,
Self-Managing Organizations: Exploring the Limits of Less-Hierarchical Organizing, 2017
7. Scrum Guide 2017
“Scrum Teams are self-organizing and
cross-functional.
Self-organizing teams choose how best to
accomplish their work, rather than being
directed by others outside the team.”
9. Reasons for Self Organization?
1. Go to www.menti.com
and use the code 5330 9885
2. https://www.menti.com/
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3. Scan the QR
Photo by Evan Dennis on Unsplash
18. Models of Group Dynamics
❖ Evolution of Team
Dynamics (Tuckman)
❖ Wheelan´s Integrated
Model of Group
Development (IMGD)
19. Evolution of Team Dynamics
❖ Forming
Individuals meet and learn about goals, opportunities. Little shared
knowledge, no trust yet, strong desire for direction.
❖ Storming
Conflict and polarization around interpersonal issues, roles, goals, standards
and processes.
❖ Norming
Team identity and cohesiveness develops, new standards evolve, and new
roles are adopted.
❖ Performing
High degree of cooperation and interdependence. Goals are achieved
smoothly and effectively with a minimum of conflict.
20. Wheelan´s Integrated Model of Group Development (IMGD)
Dependency
& Inclusion
Counterde-
pendency &
Fight
Trust &
Structure
Work &
Productivity
Termination
(or not)
dependency on
designated leader
safety concerns
inclusion issues
”pseudo-work”
disagreement
(goals, values,
procedures)
conflict ->
trust
Trust &
structure
phase
commitment
cooperation
productivity
effectiveness
goal
task
21. IMGD (Integrated Model of Group Development)
Dependency
& Inclusion Counterde-
pendency &
Fight
Trust &
Structure
Work &
Productivity
Productivity
High
Low
Focus on leader
and relations
Focus on work
and results
23. Forms of Storming
❖ Negativity
❖ Continual criticism of team activities.
❖ Dissatisfaction
❖ with anything and everything. Can lead to negativity and other problems.
❖ Hostility
❖ Can take form of a person being aggressive, argumentative, even threatening.
❖ Crisis Mode
❖ Team operating style where anything and everything is a crisis. Team must come together
and honestly confront the issues.
❖ Shooting Down Ideas
❖ Common activity. Can be a sign of all the other forms.
25. Enablers
Frequent answers
• Align values
• Working agreement
• Coaching & support
• Inspiring vision
• Shared and challenging goals
• Don’t rush
• Be consistent
• Safe environment
What is the most important
enabler for Self Organization you
can come up with?
Please write it in the Zoom chat
29. How to foster Psychological Safety on your teams
• Demonstrate engagement
• Show understanding
• Be inclusive in interpersonal settings
• Be inclusive in decision-making
• Show confidence and conviction without appearing
inflexible
bit.ly/2pYJdEm
31. Creating Psychological Safety
1. Approach conflict as a collaborator, not an adversary.
2. Speak human to human.
3. Anticipate reactions and plan countermoves.
4. Replace blame with curiosity.
5. Ask for feedback on delivery.
6. Measure psychological safety.
HBR, August 24, 2017
High-Performing Teams Need Psychological Safety. Here’s How to Create It
http://www.midss.org/content/team-learning-and-psychological-safety-survey
2. Speak human to human.
32. Speak human to human
“Just Like Me,”
This person …,
just like me.
33. This person has beliefs, perspectives,
and opinions, just like me.
34. This person has hopes, anxieties, and
vulnerabilities, just like me.
35. This person has friends, family, and perhaps
children who love them, just like me.
36. This person wants to feel
respected, appreciated, and
competent, just like me.