Re-lead > Artikelen > Artikel > More Ownership: 3 practical tips

Are you a manager in an Agile environment? Are you responsible for several people working together in a cross-functional team? Here are three practical tips that might help you in your context. It hopefully helps you in creating more Ownership in your teams.

 

1 – Visible Impact

For a team to self-manage themselves, it has to be clear what they have to achieve, what’s the impact they have to achieve, what it means for them to win. I see many teams still working hard, trying to deliver as much output as possible. Assuming: doing more = doing better? But in a complex environment this is seldom the case.

Just running faster is often running faster in the wrong direction.

Visualizing a trend-line of their impact is crucial. Letting the team visualize it themselves often thrives Ownership. At one of my customers they use this very well. Next to the coffee machine the teams can see a graph of the most important metrics. They are building an app for a larger company. They see how many people use the app on a daily basis and for how many minutes. The dip in the graph around august was due to the holidays. Another dip was probably because of competition.

Examples of Impact metrics:

  • Daily Active Users – the number of users in 24 hours.
  • Daily Active Minutes – the total number of minutes the users used it.
  • Roughly Right Margin – a simple calculation to know the margin for different types of products.
  • Users happiness – how satisfied are the users the past week?
  • Conversion – the percentage of people using or buying new things
  • Others: First time right, manual activities


2 – Balance Freedom with Impact Maturity

When a team delivers impact, you can give them more freedom. The Ownership in the team will often thrive and they will find new ways to deliver even more Impact. One team might feel lost in all the freedom you give them, they don’t know what to do, where to start and they don’t oversee the consequences of their actions, causing risk. Another team might feel frustrated, demotivated. Their ideas are overruled by management, they don’t get budget to make proper improvements and nobody asks them for their feedback on the companies strategy.

The freedom you can give the teams, depends heavily on the maturity of that specific team. Giving a team the right amount of freedom is hard, it requires practices and most of all: a lot of communication.


3 – Change your own habits

Be aware that your own habits are often blocking the team from further growth. Your immediate response to a question, an email or something that goes wrong heavily decides the growth of your team, the feeling of Ownership and their passion to grow.. Create powerful habits that thrives Ownership in the teams. For example: what is your immediate response (your habit)

  • When you feel the team is doing wrong things?
  • When you feel the team is lazy?
  • When you get complaints from other parts of the organization?


New routine

Are you giving orders? Talk a lot? Take control? Force decisions? Or do you ask questions? Do you facilitate group thinking? Do you bring people together? Let the team brainstorm themselves on clear actionable improvements?

Describe for yourself a clear new routine. ‘If on monday morning I see an email that gives me the idea my teams are doing the wrong things, I create a meeting with … The agenda of this meeting is … After this meeting I want to feel reluctant and the teams ownership is …’


Want to know more?

I hope these 3 practical tips are valuable for you… Want to know more? Follow one of my trainings or contact me.

 

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