InfoQ Homepage Team Collaboration Content on InfoQ
-
Curiosity and Self-Awareness are Must-Haves for Handling Conflict
When you're in a team, collaborating with others, it's crucial to embrace diverse opinions and dissent; you need to have good conflicts. Conflicts have bad reputations, but with curiosity you can harvest more positive outcomes and build trust and psychological safety. Self-awareness of your emotions and reactions can help prevent saying or doing something that you might regret later.
-
How Open-Source Maintainers Can Deal with Toxic Behavior
Three toxic behaviors that open-source maintainers experience are entitlement, people venting their frustration, and outright attacks. Growing a thick skin and ignoring the behavior can lead to a negative spiral of angriness and sadness. Instead, we should call out the behavior and remind people that open source means collaboration and cooperation.
-
Learnings from Measuring Psychological Safety
Asking people how they feel about taking certain types of risks can give insight into the level of psychological safety and help uncover issues. Discussing the answers can strengthen the level of safety of more mature teams and help less mature teams to understand how they could improve.
-
How the Hybrid and Remote Working Revolution Impacts Maintaining Mental Health
Whether working remotely or in a hybrid environment, the way in which we work with one another is changing, and can impact mental health and well-being. Personality characteristics can influence how we respond to remote or hybrid working environments. Organizations can foster psychological safety by focusing on culture, transparency, clarity, learning from failure, and supportive leadership.
-
Creating Environments High in Psychological Safety with a Combined Top-Down and Bottom-Up Approach
Leadership is critical for making psychological safety happen, but they need to lead by example and show that it’s safe for people to take interpersonal risks. Complementing leadership with team workshops in communication skills can enable people to speak up and feel safe to fail.
-
Creating Great Psychologically Safe Teams with Sandy Mamoli
Sandy Mamoli, author and coach at Nomad8, recently appeared on the No Nonsense Agile Podcast to discuss her experience in creating safe, high-performing and self-selected teams. Keith Ferrazzi, author of Competing in the New World of Work, also recently wrote about his experience with using empowering social contracts to cultivate great teams. Both emphasized safety and candour.
-
Learnings from Applying Psychological Safety across Teams
Applying ideas from psychological safety can enable people to speak up in teams about what they don't know, don't understand, or mistakes they have made. Trust and creating safe spaces are essential, but more is needed. People need to feel that they will not be punished or embarrassed if they take interpersonal risks.
-
Accelerate Your Growth and Build Better-Connected Teams at QCon San Francisco Oct 24-28, 2022
Teams attend QCon to get together, get answers to technical challenges, and get clarity on software decisions, workflows, and roadmaps. QCon San Francisco (Oct 24-28), powered by InfoQ, brings together the world's most innovative senior software engineers, architects, and team leads across multiple domains to share their real-world implementation of emerging trends and practices.
-
Trivago’s Journey from PHP+Melody to Next.js and Typescript
Trivago’s platform was built using PHP and their Melody framework. A small number of engineers at Trivago maintained Melody, which was a continuity risk. Melody’s documentation and examples could not be as rich as desired due to a lack of capacity, making engineer onboarding and support much more difficult. Trivago then decided to rewrite its platform on Typescript using Next.js.
-
Becoming an Effective Staff-Plus Engineer
To increase your effectiveness as a staff-plus engineer, it can help to develop your communication, listening, technical strategy, and networking skills. Blanca Garcia Gil presented Five Behaviours to Become an Effective Staff-Plus Engineer at QCon London 2022 and will present at QCon Plus May 10-20, 2022.
-
How Organisational Culture and Psychological Safety Fosters Our Creativity
Organisations need to create the right conditions and culture for creativity to flourish so as to stay relevant, compete and thrive for the future. An addiction to burnout and fixation on productivity can stifle creativity. What’s needed is psychological safety, inclusion, experimentation, growth mindsets and allowing thinking time.
-
How a Safe-to-Fail Approach Can Enable Psychological Safety in Teams
Companies can establish a culture of psychological safety among their employees, a culture in which failing is not frowned upon but rather is accepted as something that can happen to anyone. Safe-to-fail should be part of the corporate culture. A shift in the way we envision success can lead to a better understanding of where failure lies and provide courage to overcome our fears.
-
Engineering Your Organization through Services, Platforms, and Communities
Organizations need to be able to sustainably deliver value to their customers and business; that is why they exist, said Randy Shoup at QCon Plus May 2021. To do so, they need to be able to effectively and efficiently leverage the “resources” they have at their disposal- their people, teams, and technology.
-
How to Improve Your Team's Communication and Psychological Safety
Mapping your team’s typical communication style can help improve communication and psychological safety, reduce friction within a team, and make conflict more productive. When we understand how we communicate and how we like to be communicated with, we not only have a better understanding of ourselves, but also of others, and this can play to our and their strengths accordingly.
-
Remote Working Risks Increasing Toxic Cultures
In a study conducted in May 2021 of 133 US companies, 29% of the respondents said that team spirit and working relationships have suffered from working remotely, with 11% leaving or planning to leave because the company culture has become toxic. Toxic cultures result in demotivated and disengaged employees and have a significant negative impact on organizational outcomes.