{"id":2809,"date":"2017-07-05T09:17:43","date_gmt":"2017-07-05T07:17:43","guid":{"rendered":"https:\/\/teamdeck.io\/?p=2809"},"modified":"2022-07-12T11:56:19","modified_gmt":"2022-07-12T09:56:19","slug":"putting-team-unexpected-recipe-teams-success","status":"publish","type":"post","link":"https:\/\/teamdeck.io\/ro\/conducere\/punerea-echipei-pe-neasteptate-reteta-succesului-echipelor\/","title":{"rendered":"Pun\u00e2ndu-i pe ei \u00een echip\u0103. O re\u021bet\u0103 nea\u0219teptat\u0103 pentru succesul echipei tale"},"content":{"rendered":"
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Hei, \u0219ef de echip\u0103,\u00a0<\/strong>dinamica din cadrul echipei tale este perfect\u0103 \u0219i plin\u0103 de via\u021b\u0103. V\u0103 place s\u0103 lucra\u021bi \u00eempreun\u0103, v\u0103 \u00eent\u00e2lni\u021bi (de bun\u0103 voie) dup\u0103 serviciu \u0219i sunte\u021bi hot\u0103r\u00e2\u021bi s\u0103 construi\u021bi lucruri minunate. Numai c\u0103 nu sunte\u021bi.<\/p>\n

Nu sunte\u021bi, pentru c\u0103, de\u0219i pe plan intern totul pare s\u0103 fie bine, s-ar putea s\u0103 v\u0103 lipseasc\u0103 un ingredient esen\u021bial:\u00a0nu exist\u0103 THEM \u00een ECHIPA dvs., iar acest lucru v\u0103 poate distruge proiectele.<\/strong>\u00a0Cine sunt ei? Ne referim la clien\u021bi, conducerea superioar\u0103 \u0219i orice p\u0103r\u021bi externe care fac parte din proiectul la care lucreaz\u0103 \u00een prezent echipa dvs.<\/p>\n

(Dac\u0103 nu este cazul \u0219i echipa ta \u00een\u021belege importan\u021ba trat\u0103rii p\u0103r\u021bilor externe ca \u0219i cum ar face parte din echipa de baz\u0103 - felicit\u0103ri \u021bie, Team Leader. Te salut \u0219i te \u00eencurajez s\u0103 la\u0219i sfaturile tale \u00een sec\u021biunea de comentarii).<\/p>\n

Conduc echipe de peste 8 ani - ca dezvoltator principal, proprietar de produs \u0219i CEO. De asemenea, am fost condus de mul\u021bi produc\u0103tori \u0219i manageri de proiect. Un lucru pe care l-am observat? G<\/strong>lideri buni se preocup\u0103 at\u00e2t de interiorul, c\u00e2t \u0219i de exteriorul echipei.<\/strong><\/span><\/p>\n

Evita\u021bi capcana noi versus ei<\/h1>\n

Atitudinea \"noi versus ei\" a fost un lucru normal c\u00e2nd eram mici.<\/p>\n

Cu to\u021bii am f\u0103cut asta<\/strong>, fie c\u0103 era vorba de a ascunde benzi desenate sub banc\u0103 \u00een clas\u0103 sau de a chicoti atunci c\u00e2nd un p\u0103rinte nu era de acord cu o glum\u0103. Adul\u021bii erau \u00eenc\u0103 la putere, dar pu\u021bin\u0103 r\u0103ut\u0103cio\u0219ie ne f\u0103cea s\u0103 ne sim\u021bim delicios de rebeli.<\/p>\n

Acest tip de comportament se transpune adesea \u00een dinamica muncii. Nu a\u021bi v\u0103zut niciodat\u0103 oameni perfect maturi entuziasma\u021bi de faptul c\u0103 nu a fost dezv\u0103luit\u0103 o eroare \u00een timpul demonstra\u021biei unui client? \u0218i am \u00een\u021beles, este o recompens\u0103 pe termen scurt (de genul \"uf, am evitat feedback-ul negativ\"), dar pe termen lung afecteaz\u0103 negativ transparen\u021ba, productivitatea \u0219i spiritul de echip\u0103. C\u00e2nd frustrarea se instaleaz\u0103, entuziasmul r\u0103ut\u0103cios dispare. \u0218i, hei,\u00a0Proiectele nu par s\u0103 se finalizeze mai repede atunci c\u00e2nd nu te \u00een\u021belegi bine cu clien\u021bii.<\/strong><\/p>\n

A\u021bi fi \u00een stare s\u0103 m\u0103 privi\u021bi \u00een ochi \u0219i s\u0103-mi spune\u021bi c\u0103 nu a\u021bi v\u0103zut niciodat\u0103 dinamica noi versus ei la locul de munc\u0103? Fie c\u0103 este vorba de client sau de conducerea pe care oamenii o sfideaz\u0103, este o rela\u021bie care se \u00eent\u00e2mpl\u0103 \u00een multe companii. Nu v\u0103 \u00eengrijora\u021bi, exist\u0103 mai multe lucruri pe care le pute\u021bi face pentru a repara gardurile \u0219i pentru a promova un concept \"theam\" (\u0219tiu, nu?).<\/p>\n

V\u0103 rog, nu v\u0103 min\u021bi\u021bi clien\u021bii<\/h1>\n

Aceasta este partea u\u0219oar\u0103, cel pu\u021bin \u00een teorie. \u0218mecheria este s\u0103 v\u0103 face\u021bi echipa s\u0103 cread\u0103 (\u0219i s\u0103 se bucure) de faptul c\u0103 clientul face parte din grup.<\/p>\n

1. Fi\u021bi aten\u021bi la de ce, nu la ce.<\/h2>\n

Oamenii iau decizii pe baza informa\u021biilor furnizate, duh. Una dintre aceste decizii (con\u0219tient\u0103 sau nu) este dac\u0103 s\u0103 v\u0103 dedica\u021bi pe deplin proiectului la care lucra\u021bi \u00een prezent. Atunci c\u00e2nd introduce\u021bi noi proiecte sau noi caracteristici, nu uita\u021bi s\u0103 prezenta\u021bi, \u00een primul r\u00e2nd, motivul ac\u021biunii. Un astfel de proces nu numai c\u0103 spore\u0219te implicarea, dar \u00eencurajeaz\u0103 \u0219i g\u00e2ndirea critic\u0103; este posibil s\u0103 pute\u021bi optimiza proiectul \u0219i s\u0103 v\u0103 g\u00e2ndi\u021bi la o solu\u021bie mai bun\u0103 atunci c\u00e2nd toat\u0103 lumea din echip\u0103 este concentrat\u0103 asupra aceluia\u0219i obiectiv.\u00a0Promova\u021bi proprietatea \u00een detrimentul responsabilit\u0103\u021bii.<\/strong><\/span><\/p>\n

2. Preia conducerea procesului.<\/h2>\n

Din experien\u021ba mea, ceea ce duce adesea la conflicte \u00eentre echip\u0103 \u0219i client este preluarea unui proces. Este de la sine \u00een\u021beles c\u0103 un proces bine g\u00e2ndit \u0219i optimizat ajut\u0103 la buna desf\u0103\u0219urare a proiectului. Chestia este c\u0103 acesta func\u021bioneaz\u0103 numai atunci c\u00e2nd toat\u0103 lumea cunoa\u0219te procesul (\u0219i ra\u021bionamentul din spatele acestuia) - ceea ce include \u0219i clientul. Sfatul meu ar fi s\u0103 \u00eencepe\u021bi fiecare proiect cu clientul \u0219i s\u0103 \u00eei oferi\u021bi o prezentare clar\u0103 a:
\n- cine face parte din echip\u0103 (este o mare \u0219ans\u0103 pentru toat\u0103 lumea s\u0103 pun\u0103 nume pe fe\u021be \u0219i s\u0103 formeze o rela\u021bie mai semnificativ\u0103),
\n- care este procesul zilnic\/s\u0103pt\u0103m\u00e2nal - un program al reuniunilor, c\u00e2nd (\u0219i cum) vor fi prezentate actualiz\u0103rile,<\/p>\n

- instrumentele care vor fi utilizate pentru comunicare, gestionarea proiectelor sau gestionarea resurselor (nu toate vor fi accesibile pentru client, dar cred c\u0103 este necesar\u0103 o imagine de ansamblu transparent\u0103).<\/p>\n

3. Stabilirea unei proceduri de feedback.<\/h2>\n

Feedback-ul este important pentru progresul proiectului \u0219i, dac\u0103 urma\u021bi principiile Agile, cu siguran\u021b\u0103 face parte din procesul dumneavoastr\u0103. Unor clien\u021bi \u0219i manageri le place s\u0103 ofere un \"comentariu continuu\" care, de\u0219i bine inten\u021bionat, tinde s\u0103 fie confuz \u0219i chiar descurajant. Asta nu \u00eenseamn\u0103 c\u0103 trebuie s\u0103 evita\u021bi feedback-ul! \u00cen schimb,\u00a0asigura\u021bi-v\u0103 c\u0103 toate p\u0103r\u021bile interesate \u0219tiu c\u00e2nd feedback-ul lor este a\u0219teptat \u0219i apreciat.<\/strong><\/p>\n

Apropo de feedback,\u00a0spune\u021bi echipei dvs. cum se descurc\u0103.<\/strong>\u00a0Studiile arat\u0103 c\u0103 oamenii au performan\u021be mai bune atunci c\u00e2nd se a\u0219teapt\u0103 la un feedback rapid. Recent, am luat parte la\u00a0cel mai mare hackathon din lume<\/a>\u00a0\u0219i, \u00eempreun\u0103 cu echipa mea, am dezvoltat\u00a0o aplica\u021bie experimental\u0103 pentru feedback 360<\/a>. Dup\u0103 cum s-a dovedit, am ajuns la\u00a0partea de sus a concursului<\/a>, devans\u00e2nd alte 1,2 mii de idei. \u00cel iau ca pe un semn c\u0103 evaluarea colegial\u0103 este un proces foarte necesar \u00een companii.<\/p>\n

4. F\u0103-i pe manageri parte din succesul echipei tale.<\/h2>\n

Cu c\u00e2t compania este mai mare, cu at\u00e2t pare mai dificil s\u0103 fii remarcat de conducere. Situa\u021bia devine \u0219i mai grav\u0103 atunci c\u00e2nd tot ce aude echipa ta de la \u0219efi sunt fie pl\u00e2ngeri c\u0103 ceva nu a mers bine, fie o laud\u0103 ocazional\u0103 la finalul proiectului. Tu, ca lider de echip\u0103, po\u021bi schimba aceast\u0103 situa\u021bie prin:<\/p>\n

- actualiz\u0103ri regulate. Nu m\u0103 refer la rapoartele s\u0103pt\u0103m\u00e2nale \u0219i fi\u0219ele de pontaj - oric\u00e2t de pline de date ar fi acestea, sunt extrem de impersonale \u0219i greu de citit dintr-o privire. Fiind eu \u00eensumi manager, pot s\u0103 v\u0103 spun c\u0103 elementele vizuale sunt foarte utile. \u00cembog\u0103\u021bi\u021bi-v\u0103 actualiz\u0103rile cu grafice semnificative \u0219i trimite\u021bi memorii concise \u00een care s\u0103 prezenta\u021bi cele mai recente evenimente,<\/p>\n

- ad\u0103uga\u021bi pu\u021bin\u0103 personalitate efortului echipei dvs. Men\u021biona\u021bi spiritul de echip\u0103 atunci c\u00e2nd raporta\u021bi managerului dumneavoastr\u0103. Dac\u0103 echipa dvs. are o porecl\u0103, un logo sau ritualuri neobi\u0219nuite, asigura\u021bi-v\u0103 c\u0103 ceilal\u021bi oameni din companie cunosc acest lucru. Elementele pe care le-a\u021bi folosit pentru a construi o cultur\u0103 de echip\u0103 excelent\u0103 ar trebui s\u0103 fie vizibile pentru ceilal\u021bi angaja\u021bi, \u00een special pentru manageri. Nu numai c\u0103 ajut\u0103 la r\u0103sp\u00e2ndirea bunelor practici, dar poate consolida \u0219i sentimentul de \u00eemplinire al echipei dvs.<\/p>\n

- cere\u021bi feedback, nu doar a\u0219tepta\u021bi-l. Sesiunile de evaluare programate sunt importante, dar nu trebuie s\u0103 v\u0103 fie team\u0103 s\u0103 cere\u021bi sfaturi \u0219i feedback. De acord, \u0219efii dvs. sunt oameni ocupa\u021bi, dar ar trebui s\u0103 pute\u021bi conta pe ni\u0219te \u00eendrum\u0103ri.<\/p>\n

5. \u0218i, din nou,\u00a0v\u0103 rog, nu min\u021bi\u021bi oamenii!\u00a0<\/strong><\/h2>\n

Dac\u0103 ceva nu merge bine, este de datoria dumneavoastr\u0103 s\u0103 transmite\u021bi vestea echipei sau clientului dumneavoastr\u0103. Este tentant s\u0103 ascunzi informa\u021biile de alte persoane, mai ales atunci c\u00e2nd criza a fost rezolvat\u0103 rapid, \u00eens\u0103 transparen\u021ba fa\u021b\u0103 de echipa \u0219i clien\u021bii t\u0103i \u00eei va face pe to\u021bi s\u0103 simt\u0103 c\u0103 lucreaz\u0103 pentru acela\u0219i scop.<\/p>\n

Totu\u0219i, iat\u0103 ce nu trebuie s\u0103 face\u021bi<\/h1>\n

Cred cu t\u0103rie c\u0103 atitudinea \"noi versus ei\" dintre echipa dvs. \u0219i client\/management v\u0103 poate afecta \u00een mare m\u0103sur\u0103. La sf\u00e2r\u0219itul zilei, \u00eens\u0103, sunte\u021bi liderul echipei, a\u0219a c\u0103 trebuie s\u0103 v\u0103 sprijini\u021bi oamenii. Din c\u00e2nd \u00een c\u00e2nd, ostilitatea dintre echipa dvs. \u0219i p\u0103r\u021bile externe provine din lucruri precum critici ira\u021bionale, cereri exagerate sau comportament general neprofesionist.<\/p>\n

A\u00a0o cultur\u0103 de echip\u0103 s\u0103n\u0103toas\u0103 \u00eenseamn\u0103 c\u0103 oamenilor nu trebuie s\u0103 le fie team\u0103 s\u0103 conteste status quo-ul atunci c\u00e2nd ceva nu func\u021bioneaz\u0103<\/strong>- cultiva\u021bi aceast\u0103 atitudine \u0219i nu v\u0103 fie team\u0103 s\u0103 contesta\u021bi conducerea sau clien\u021bii atunci c\u00e2nd considera\u021bi c\u0103 este rezonabil.<\/p>\n

TEAM + THEM = THEAM (\u0219i dragoste, \u0219i succes, \u0219i fericire)<\/h1>\n

\u00cempreun\u0103 cu echipa mea, am lansat recent primul nostru produs propriu - software de gestionare a resurselor<\/a> - iar rolul de \"client\" m-a f\u0103cut s\u0103 realizez \u0219i mai mult importan\u021ba acestei reguli. Faptul c\u0103 am fost transparen\u021bi unul cu cel\u0103lalt \u0219i ne-am concentrat pe acela\u0219i obiectiv ne-a f\u0103cut s\u0103 fim rapizi, eficien\u021bi \u0219i cu adev\u0103rat ferici\u021bi de ceea ce am realizat.<\/strong><\/p>\n

Sper c\u0103 ve\u021bi reu\u0219i s\u0103 transpune\u021bi strategiile anti noi versus ei \u00een rela\u021biile echipei dvs. cu clien\u021bii \u0219i cu conducerea superioar\u0103. G\u0103si\u021bi un loc pentru Ei \u00een echipa dvs. Din punct de vedere tehnic, ve\u021bi crea atunci un \"theam\", dar trata\u021bi-l ca pe un upgrade fa\u021b\u0103 de versiunea standard.\u00a0Mult noroc!<\/strong><\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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Planifica\u021bi \u0219i gestiona\u021bi activitatea echipei dvs. cu u\u0219urin\u021b\u0103 - \u00eencerca\u021bi software de gestionare a resurselor<\/a> selectat de Hill-Knowlton \u0219i Stormind Games<\/h2>\n\n\t\t<\/div>\n\t<\/div>\nOb\u021bine\u021bi o perioad\u0103 de testare GRATUIT\u0102 de 30 de zile<\/a>
<\/span><\/div>\n<\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"Do you put THEM in your TEAM? Here’s my take on why it’s important to consider the external people when working on a project.","protected":false},"author":4,"featured_media":8708,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[23],"tags":[35,28],"class_list":["post-2809","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-pm-tips","tag-project-manager"],"yoast_head":"\nPutting THEM in TEAM. An unexpected recipe for your team\u2019s success<\/title>\n<meta name=\"description\" content=\"Do you put THEM in your TEAM? 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