InfoQ Homepage Teamwork Content on InfoQ
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How to Become a High-Performing Software Team
The four major elements that enable high-performing software teams are purpose, decentralized decision-making, high trust with psychological safety, and embracing uncertainty. Teams can improve their performance by experimenting with their ways of working.
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Handling Conflicts by Dealing with Emotions
Emotions are at the heart of conflicts, influencing their initiation, escalation and dynamics. Effectively managing your own emotions and understanding those of others can greatly impact the outcome of a conflict. Two steps to be taken are to label emotions, and take control and determine which emotion you want to focus on.
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Approaches and Techniques to Break Down Silos: Learnings from QCon New York
At QCon New York 2023, Emily Webber presented Bridging Silos and Overcoming Collaboration Antipatterns in Multidisciplinary Organisations, where she showed a worrying trend in the industry of specialisation and silos at the expense of collaboration, shared responsibility, and valuable outcomes. She shared some approaches and techniques to break silos down to work together better.
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Considering Remote Mob Programming in a High Stakes Environment
Remote mob programming helped a team in a high-stakes environment to be resilient, work under pressure, and deliver successfully. Setting expectations on the first call and being serious about the reasons for doing mob programming ensured that the team kept doing it.
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Improving Developer Experience in a Small Organization
A way to improve developer experience is by removing time-consuming tasks and bottlenecks from developers and from the platform team that supports them. How you introduce changes matters; creating an understanding of the “why” before performing a change can smoothen the rollout.
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Debugging Difficult Conversations as a Pathway to Happy and Productive Teams
Any time we talk to someone or to a group when there are high stakes and/or high emotions, difficult conversations can happen. If we ignore difficult conversations they typically don’t resolve themselves, in fact, they often get worse. Handling difficult conversations involves thinking about the logistics, having the proper mindset, and preparing yourselves.
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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.
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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.
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Helping Teams Deliver with a Quality Practices Assessment Model
The quality practices assessment model explores quality aspects that help teams to deliver in an agile way. The model covers both social and technical aspects of quality; it is used to assess the quality of the team’s processes and also touches on product quality. With an assessment, teams can look at where their practices lie within the quality aspects and decide on what they want to improve.
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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.
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Building High-Trust and High-Performing Teams at Shopify in a Remote World
Jesse McGinnis spoke at QCon San Francisco on building high-trust and high-performing teams at Shopify in a remote world. He started by pointing out his talk on high-trust teams in a remote world.
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Establishing Autonomy and Responsibility with Networks of Teams
Working in outdated ways causes people to quit their work. Pim de Morree suggests structuring organizations into networks of autonomous teams and creating meaningful work through a clear purpose and direction. According to him, we can work better, be more successful, and have more fun at the same time.
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Applying Observability to Increase Delivery Speed and Flow in Teams
When we design team and departmental processes, we want to know what’s happening in the software teams. Asking team members to provide information or fill in fields in tools adds a burden and distorts reality. Setting up observability in the software can provide alternative insights in a less intrusive way. Observability in the software can be an asset to organizing teams.
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How Norway's Largest Bureaucracy Optimises for Fast Flow
To optimise for fast flow, the Norwegian Labour and Welfare Administration has adopted a teams-first approach. High-performing teams need autonomy, and they also require direction and alignment. Solutions should be adopted by the teams within their context, abilities, and cognitive capacity.
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Learnings from Discussing Developer Enablement at QCon London
Developer enablement can increase the potential of individuals in small and larger companies. Where individuals can have their own solutions, there will be things that are mandatory for all. Metrics can help to see what is being used or not. Be careful about supporting developer enablement for legacy systems; if it’s outdated and needs to be replaced then it might be better to not invest in it.