InfoQ Homepage Teamwork Content on InfoQ
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/articles/building-DEI-awareness-tech/en/smallimage/how-to-work-better-together-building-DEI-awareness-in-tech-small-image-1627037343475.jpg)
How to Work Better Together: Building DEI Awareness in Tech
We have a diversity problem in technology. Many of our visions and standards of success are centered around one group of people, even though there are many groups contributing to global advancement and growth. The main reason for this is legacy, similar to legacy code. We can overcome this inherited debt by educating ourselves and planning time to do work to rebuild and replace our “legacy code”.
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Outcome Mapping - How to Collaborate with Clarity
To truly improve, organizations need to deliver change to people, process, and tools. To make change effective, they need to identify where that change is needed, what the map of their current state looks like, and what is the best next step to make progress. Outcome mapping helps align teams to a clear goal, gain an understanding of the landscape, and develop a clear plan of action.
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/articles/DEI-rooted-justice/en/smallimage/DEI-is-rooted-in-justice-small-image-1626171504178.jpg)
DEI Is Rooted in Justice: Stop Making it about Profit
Diversity, equity, and inclusion practices exist for the betterment of every single person within a company from the ground floor to the glass ceilings. Don't build a case for diversity, equity, and inclusion. You are an establishment that depends on other humans to operate your business and bring success. Their sense of belonging, inclusion, and psychological safety is your direct responsibility.
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Facilitating Feedback That's Psychologically Safe
This article focuses on feedback with regards to a plan or proposal - ways to make it easier to give and receive feedback, so the psychological safety of the team can increase. The aim is to give you insights, models, structures and practical things to try, in order to facilitate feedback that boosts psychological safety in your team(s).
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/articles/agility-through-learnability-quotient/en/smallimage/logo-1625615872664.jpg)
Augmenting Organizational Agility Through Learnability Quotient (LQ) - an Architect’s Perspective
By creating a robust learning framework for the organization, and involving architects and other key technical leaders, Halodoc improved their organizational agility.
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Building Stronger Human Teams by Managing the Inner Lizards
Each of us has an inner lizard that frets constantly about our safety. People come with brains that are pre-configured to scan everything you say for threats to their safety. Learning to recognize when you're operating under reptilian influence is a great start. This article introduces some techniques to help you manage the lizard within you along with those around you.
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Preventing Transformational Burnout through Collaboration, Transparency, Feedback, and Coaching
Burnout is not only an individual issue; it happens in teams and organizations. This article explores probable sources of mental breakdowns, lack of motivation and confidence, along with types of burnout, and describes the role agile coaches and organizational leaders can therefore play in addressing burnout.
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Building Your Own Agile Team Maturity Assessment
An agile maturity assessment can help teams come to a common understanding of what agile maturity looks like and what steps they can take to get there. In this article, we are going to dive into the value of assessing things, with concrete examples you can use, and will help you learn how to build an assessment for your teams and/or organization that is fit-for-purpose.
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Leveraging Small Teams to Scale Agility - a Red Hat Case Study
This article gives you a sneak peek into the adoption of Agile methodology at Red Hat. It shows how they have split the existing large subsystem team into smaller durable Scrum teams. Small teams scale well. They can more easily clarify dependencies and increase focus, leading to an increase in the ability to complete work, can mature faster, and can learn from a “fail fast” mentality more easily.
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How Workplace Culture Affects Workplace Performance
The culture of an organisation has a direct impact on the performance of the people in it. We have identified six drivers of culture in and provide advice on nurturing and improving them. The six drivers are: Perceived Value of People, Perceived Nature of Time, Safety and Security, Navigation by Grownups, The Bond of Collective Confidence, Perceived Value of Excellence and Beneficence.
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/articles/virtual-coaching/en/smallimage/virtual-coaching-to-improve-group-relationships-small-1622537482471.jpg)
Virtual Group Coaching: How to Improve Group Relationships in Remote Work Settings
Due to the pandemic, many software development teams will work remotely longer or permanently or work in blended venues such as some team members working in an office, some working from home, some working from other venues. Virtual coaching can help to improve group interaction or social dynamics in virtual settings where people work together remotely as a group or team.
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Software Engineering at Google: Practices, Tools, Values, and Culture
The book Software Engineering at Google provides insights into the practices and tools used at Google to develop and maintain software with respect to time, scale, and the tradeoffs that all engineers make in development. It also explores the engineering values and the culture that’s based on them, emphasizing the main differences between programming and software engineering.