agile journeys

...rants by Asheesh Mehdiratta on Coaching, Transformation and Change

Category: team

Trust: Your Teams Superpower !

January 14, 2025 /
Imagine a team where ideas flow freely, challenges are tackled head-on, and success feels like a collective win. That’s the power of Trust.

Trust isn’t just the foundation of a successful team—it’s the magic ingredient that transforms ordinary teams into extraordinary ones. Imagine a team where ideas flow freely, challenges are tackled head-on, and success feels like a collective win. That’s the power of Trust.

In today’s dynamic tech landscape, innovation is the name of the game. Trust is the superpower that can set your team apart. Your team is coding the next big app. They are ensuring seamless IT support. In both scenarios, Trust will be the force that propels you to new heights. Let’s explore why Trust matters. We’ll also look at how to build it to create a WOW factor for your team.

Why Trust is Your Team’s Superpower

  • Ignites Innovation: Trust cultivates a dynamic environment where bold ideas and experimentation thrive, driving the advancement of breakthrough technologies.
  • Turbocharges Collaboration: When Trust is high, teamwork feels effortless. Ideas, feedback, and support flow naturally, boosting productivity.
  • Builds Resilience: Teams with Trust bounce back faster from setbacks, viewing challenges as opportunities for growth.

Example: Picture a tech team at a game-changing startup. Without Trust, they might hesitate to share that “crazy idea” that could revolutionize the user experience. With Trust, they bring it forth, and suddenly, they’re the company everyone’s talking about.

How to Build Trust That WOWs

  1. Lead by Example
    • Action: Embody the values of integrity and reliability. Let your actions speak louder than words.
    • WOW Example: A CTO not only leads product discussions. They also sit in on customer support calls to understand pain points firsthand. This commitment to every aspect of the company builds immense Trust.
  2. Encourage Radical Transparency
    • Action: Share everything from successes to challenges with the team.
    • WOW Example: A CEO of a cloud services firm sends out a “State of the Startup” weekly email. The email details wins, losses, and lessons learned. This openness creates a culture where Trust is the norm, not the exception.
  3. Supercharge Team-Building
    • Action: Design experiences that are memorable and meaningful.
    • WOW Example: A tech company organizes an annual innovation hackathon. Teams not only build products but also bond over challenges. The event becomes a legend, with every participant feeling a deeper connection to their peers and the mission.
  4. Celebrate with Impact
    • Action: Recognition should feel authentic and impactful.
    • WOW Example: A team leader at a software company avoids sending a generic “Great job” email. Instead, they create a custom video montage. This montage showcases each team member’s contribution to a major release. The personal touch makes everyone feel seen and valued.
  5. Create Psychological Safety Zones
    • Action: Make every meeting a judgment-free zone where ideas and feedback are welcomed.
    • WOW Example: A product manager introduces a “Fail Fast, Learn Faster” session. In this session, the team shares what didn’t work. They also discuss what they learned. The result? A culture that celebrates growth and continuous improvement.

Conclusion: The WOW Factor of Trust

Building Trust is like planting seeds for a flourishing garden.

With care and dedication, it grows into something beautiful and powerful—a team that’s unstoppable. When Trust is at the core, teams don’t just meet goals; they exceed them, delivering WOW moments at every turn.

Let’s Create WOW Moments Together!

Ready to transform your team and unlock the superpower of Trust?

Follow me for more insights on building high-performing tech teams and creating a WOW factor in everything you do.

👉 Contact me for tailored coaching sessions or workshops designed to build Trust and drive extraordinary team success! Let’s make your team the one everyone talks about!

Preventing Miscommunication: 3 Key Steps for Teams

January 7, 2025 /

Miscommunication is a common yet critical issue that can undermine team productivity. It starts with minor misunderstandings. These are a missed email or a misinterpreted comment. But, these small errors can quickly escalate. They erode trust and hamper collaboration. As Team leaders, we can set clear expectations. We should promote open dialogue and leverage communication tools. These actions not only enhance our team dynamics but also boost team productivity.

Miscommunication – Identifying the Root Causes:

Miscommunication often arises from unclear expectations, assumptions, or varying communication preferences. For instance, one team member excels with detailed, written instructions, while another prefers quick, verbal updates. These differences, if not addressed, can lead to frustration and decreased efficiency.

How to Deal with Miscommunication in Teams:

1. Set Clear Expectations:

Establishing clear expectations is foundational for minimizing misunderstandings. Here’s how to do it effectively:

  • Kick-off Meetings:
    • Begin projects with a detailed kick-off meeting where goals, roles, and timelines are clearly defined. Use visual aids like project charters to reinforce key points.
  • SMART Goals:
    • Encourage teams to set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals. This clarity helps align efforts and reduces ambiguity.
  • Regular Updates:
    • Implement weekly updates to revisit goals and adjust expectations as needed, ensuring everyone remains aligned.

2. Promote Open Dialogue:

Creating a culture of open dialogue is crucial for team cohesion. Here are techniques to facilitate this:

  • Active Listening Workshops:
    • Conduct sessions where team members practice active listening skills, ensuring they fully understand messages before responding.
  • Safe Space Creation:
    • Foster an environment where team members feel safe to express concerns. Use anonymous feedback tools like surveys to gather honest input.
  • Structured Check-ins:
    • Use structured check-ins like daily stand-ups or weekly team meetings. These offer a consistent forum for discussing progress. They also help in addressing issues.

3. Leverage Communication Tools:

Harnessing the right tools can streamline communication and make information more accessible:

  • Project Management Platforms:
    • Use tools like Teams or Trello to organize tasks, track progress, and keep everyone informed. These platforms reduce the reliance on scattered email threads.
  • Instant Messaging Etiquette:
    • Implement guidelines for using instant messaging tools like Slack. Encourage clarity in messages, use of channels for specific topics, and setting status updates to show availability.
  • Document Repositories:
    • Keep a centralized document repository using tools like Google Drive or SharePoint. This ensures that all team members have access to the latest information.

Final Thought:

Proactively addressing miscommunication can prevent minor issues from escalating into major obstacles. Leaders can foster a transparent and cohesive team environment by setting clear expectations. They achieve this by promoting open dialogue and leveraging effective communication tools. Improved communication not only enhances team dynamics but also boosts overall productivity and morale.

Ready to Transform Your Team?

If you’re facing communication challenges in your team, I can help. Contact me for expert team coaching tailored to your unique needs and increasing the systemic awareness in your teams.

Let’s work together to create a thriving, connected team that achieves more, together!

Strategies to Foster Systemic Awareness in Teams

December 25, 2024 /

In the fast-evolving tech industry, it’s easy for teams to focus only on building great products or meeting sprint deadlines. But the best teams don’t just hit targets. They understand the bigger picture. They know how their work impacts customers, stakeholders, and the tech ecosystem. This is called systemic awareness, and it’s what sets high-performing tech teams apart.

For tech leaders, systemic awareness is a critical skill to foster in teams. It helps them move beyond isolated tasks. This skill enables them to deliver lasting value. Let’s explore why systemic awareness matters and actionable strategies to build it in your team.

Why Systemic Awareness is Crucial for Tech Teams

  • Stay Ahead of Trends: Understand changes in the market to build future-ready products.
  • Add Real Value: Align with customer needs and organizational goals.
  • Innovate Faster: Spot cross-functional opportunities and solve bigger problems.
  • Ensure Long-Term Success: Create sustainable solutions that adapt to a changing world.

For team leaders, it’s also a way to nurture leadership, collaboration, and big-picture thinking within technology teams.

1. Map Stakeholders, Not Just Users

  • Tip: Think beyond end-users. Identify all stakeholders—customers, internal teams, vendors, and regulators.
  • Example: A leading project management software company ensured its platform catered to developers. It also catered to IT administrators, product managers, and procurement teams. This broadened the product’s value across the organization.
  • Coaching Insight: Use stakeholder mapping exercises to help your team visualize the broader ecosystem they impact.

2. Link Every Sprint to a Bigger Purpose

  • Tip: Regularly ask, “How does this feature align with our company’s mission or customer outcomes?”
  • Example: A prominent SaaS company prioritized analytics tools in its product roadmap. This decision helps customers make data-driven decisions. It aligns product development with the goal of empowering businesses.
  • Coaching Insight: Encourage the team to connect sprint goals to the company’s mission during retrospectives.

3. Build Feedback Loops

  • Tip: Regularly gather feedback from users and internal teams, and use it to refine your roadmap.
  • Example: A global music streaming platform constantly uses data analytics. It employs user insights to improve its recommendation engine. This ensures the product evolves with user expectations.
  • Coaching Insight: Set up a regular schedule for gathering feedback. Reflect on it to help the team understand how their work creates ripple effects.

4. Expand Team Perspectives

  • Tip: Encourage cross-team collaboration and external insights.
  • Example: A major e-commerce platform’s tech team collaborated closely with logistics and marketing teams. They designed delivery-tracking features to enhance customer satisfaction. These efforts aligned with broader business goals.
  • Coaching Insight: Facilitate cross-functional workshops to expose the team to other departments’ challenges and goals.

5. Practice Scenario Planning

  • Tip: Anticipate changes in tech, regulations, or user behavior and plan for them.
  • Example: A cloud service provider developed hybrid cloud tools. This was in response to the rising demand for multi-cloud flexibility. They ensured their offerings stayed relevant in a competitive market.
  • Coaching Insight: Guide teams through scenario exercises to build agility and foresight.

6. Reflect and Learn Often

  • Tip: Host retrospectives to review systemic impacts, not just project outcomes.
  • Example: A cloud infrastructure team improved reliability after major outages by conducting detailed reviews focused on identifying system-wide learning opportunities.
  • Coaching Insight: Help teams develop a culture of curiosity by framing failures as learning opportunities.

Key Questions for Tech Leaders and Coaches to Drive Systemic Awareness

  • Who are all the stakeholders affected by our product?
  • How does our work support the company’s larger mission or strategy?
  • What external trends or risks disrupt our plans, and how do we prepare for them?
  • Are we continuously learning from our successes and failures?

Final Thoughts

For technology teams, systemic awareness isn’t just a nice-to-have—it’s a must. For tech leaders and team coaches, fostering this awareness is critical. It helps in building teams that are effective. These teams are also agile and innovative. They are ready to navigate the complexities of the tech ecosystem.

By implementing these strategies, you’ll create a team that delivers more than just features—they’ll deliver meaningful, sustainable value.

Need Coaching Support? Let’s Work Together!

Systemic awareness can transform your team’s potential, and I can help you make it happen. Whether you’re looking to run workshops or improve team dynamics, I can help. I can also enhance leadership effectiveness by providing tailored coaching solutions to suit your needs.

👉 Contact me today to explore how I can support your team’s growth and success!

Coaching Leadership Teams Journal: Everything You Need To Know – #1

July 4, 2022 /

Leadership Teams are everywhere, but most teams need support with Team coaching, to be able to leverage the true potential of their team members and the team itself and realize the benefits and generate value for the team’s stakeholders.

In this multi-post series, I will share my personal experiences along with notes from the book “Leadership Team Coaching”, by Prof Peter Hawkins and would love to hear your insights and experiences.

KEY Leadership Team Challenges

In this first post, let us understand the KEY Challenges currently being faced by Leadership Teams :

Leadership Team challenges
  1. Managing expectations of all Different Stakeholders

Leadership teams today must be able to respond and ‘win the hearts and minds’ of multiple stakeholders – which include key customers, internal staff, partner organizations and the broader spectrum of regulators, board members and shareholders, with communities and the wider shared ecology. Future generations and millennials have even greater expectations and less respect for titles and roles, and leaders will need to earn their respect with creative inspirational and credible actions.

  1. Leadership teams have to RUN and TRANSFORM the Business in parallel

All leadership teams today have to focus on not just running the business, but also look at transforming the business and the wider system and this is never easy! With parallel work across the three horizons, the leadership teams typically have the below focus areas and tend to struggle on maintaining the right balance.

  1. Immediate – Business as Usual
  2. Innovating for tomorrow
  3. Future foresight requiring radical change

  1. Teams need to increase their Capacity for working through Systemic Conflict

Multiple leadership teams are under pressure from the stakeholder group that they represent (CFO – Investors interests, HR – Employees, Sales – Customers etc..), and this leads to systemic conflicts between the various leaders. But for transformational leadership to succeed, we need these leadership teams to collectively engage the commitment and participation of all major stakeholder groups to change in the context of shared purpose, values, and vision. This conflict resolution requires the teams to expand their collective capacity to manage this systemic conflict.

  1. Human beings learning to live with Multiple memberships and belonging

The leaders in leadership teams are increasingly becoming more interconnected with the broader ecology, and increasingly matrix organizations. Every leader is a member of multiple teams, representing the interests in various capacities (E.g. – Executive team, Board member, Industry committee representative, Working groups etc.). This multi-team belonging is difficult for human beings who traditionally as species have learned to be loyal to a tribe/family group, and therefore it is difficult for us to adapt to this new multiple membership’s world.

  1. The World is becoming more Complex and Interconnected

Team leaders today are living in an interconnected world with an ‘Always ON’ mode with demands across the organization, and ‘work anywhere anytime’ post pandemic scenario. This makes it harder to stand back and reflect and see the bigger picture and the team leaders are now turning to team coaching to provide the protected space and outsider perspective.

  1. The Growth of Virtual working

Post the pandemic we are all now forced to work with remote working, and teams working either virtually or hybrid, and all this change requires for us to learn and enhance our communication skills, but also learn new ways of building and establishing trust. We need to be able to build the informal social circles and/or build those ‘moments of trust’, which can replace the earlier physical interactions, and this is still a work in progress for most leadership teams.

  1. The major leadership challenges lie not in the parts but in the Interconnections

As the world has become interconnected, the main challenge lies not in the people, or in the parts but in the interfaces between people, teams, functions, and different stakeholder needs.  This leads us to effectively coaching relationships, which leads to enabling the dialogue, resolving conflicts, or helping teams relate better inter-personally. This means that it is not just sufficient to be ‘customer-focused’ but we need to focus on our customer’s customer – enabling their customers in turn to make a difference for their customers. The leadership teams now need to shift to a virtuous cycle of active collaboration, which is grounded in a shared purpose instead of the vicious cycle of blame.

  1. Restoring Trust

Employees increasingly now expect the companies they work for to be purpose led, delivering social and community change, and not just profits. This requires that we ‘restore trust’ which has been lost or is falling across customers and our stakeholders. Leadership teams struggle with this trust deficit and are learning new ways of restoring this trust.

  1. Increasing the Quality of Engagement

Leadership teams are finding it extremely important to engage effectively with employees and stakeholders, considering that trust is critical in this VUCA world. The key elements requires that leadership teams provide a strategic big picture, have engaging managers, employees who can easily voice their ideas and concerns, and organizations whose values align and finally ‘real teamwork’ to enable teams working on shared purpose.

We will explore more on Leadership Team coaching in my next post , but would be interested to hear more about what are your leadership team challenges ? Do these challenges resonate with your teams ? Do these resonate with you as a Team Leader?

Feel free to reach out to me for your team or individual coaching needs and subscribe to my blog to learn more, as I share my coaching journeys.

Tribal maintaineance or Sprint Retrospectives : just another tribal ceremony?

January 31, 2010 /

Do you think that your sprint retrospective transitions the team to their cause ? or is it just another tribal ceremony?

The authors of Tribal Leadership talk about people forming tribes, which range from stages 1 to stage 5 (most evolved at stage 5). The tribal leaders in Stage 4/5 perform regular “tribal maintaineance”. But do you know that this tribal maintaineance ritual matches the sprint retrospectives feedback loop (which agile teams perform after every sprint)?

Stage 4/5 tribal leaders, who regularly perform these “tribal maintaineance” or “oil changes” (as the authors speak), ask these BIG questions –
1. what’s working well ?
2. what’s not working ?
3. what can we do to make the things that aren’t working, work ?

This indeed sounds familiar to the Agile Sprint Retrospective questions –
1. What worked well last Sprint that we should continue doing?
2. What didn’t work well last Sprint that we should stop doing?
3. What should we start doing?

But what’s the difference in these stage 4/5 tribes and agile sprint retrospectives ? Do agile sprint retrospectives miss anything?

I think that the major difference in these tribes vs the sprint team answering these similar questions, is that the tribe is indirectly answering more key questions – ” what’s our cause ?” and “what are we proud of ?”.

This tribal maintaineance activity provides the tribe a deeper understanding of their shared values. Once a tribe understands these shared values, the tribe members are united and therefore transition to a “we are great” tribe !! (stage 4), from a “I am great” (stage 3) !!

Thus this stage 4 melts all individual boundaries and the tribe members work collectively towards their noble cause. Surely Avatar’s on Pandora were a united tribe with a noble and heroic cause !!

But what about your sprint teams ? do they see their cause from a sprint retrospective or is it just another tribal ceremony?

© 2025 agile journeys

Theme by Anders Norén — Up ↑