Week Ending 3rd March 2023

Creating A team Charter

Welcome to our weekly digest of what’s new. In our article this week, David Piper reminds us all of the importance of Feedback as part of the agile value of Inspect and Adapt. He suggests that GRACe provides a great reminder of the capabilities we need to build if feedback is going to be a part of our culture.

We are innovating too. At the end of the article you will find a set of links to relevant content in anAgileMind. Why not give us feedback so we can inspect and adapt…

New and Revised Content

Acting On Feedback

If we claim to have anAgileMind we should actively seek out feedback from those around us. Feedback helps us to improve our performance by reinforcing our strengths and giving us the opportunity to overcome our weaknesses. Feedback is emotionally and physically costly to those who give it. We should respect the act of receiving feedback from others by taking care to act on it.

Creating a Team Charter

A Team Charter is a tool a team can use to express their purpose and the environment they require and provide a point of reference to commit to creating this together. It is a living declarationstatement that servesacts as the North Star describing why the team exists, their principles, what they do and how they go about their work.

Define The Organisation's Culture

We collaborate to define our target culture for the organisation. The culture is defined by the purpose, value, behaviours and principles of the organisation. Culture is further influenced and constrained by the structures, roles and working practices of the organisation. Culture is collaborative and consensual in nature and requires conscious choice by all the organisations members to become real.

Model The Organisation's Culture

As leaders striving to foster new and improved culture within the organisation it is critical that we model the values and behaviours that we expect from others - do as I do rather than do as I say. Being human we all mess up from time to time. When we mess up modelling the desired behaviours, we are open and honest about our mistake. We are open and honest about how we are going to put things right. We listen to and accept valid feedback on our leadership wherever it comes from. We act on the feedback in order to improve our leadership.

Focus On Sharing Information

In an environment of mutual trust we seek to share as much information with our customers as we can. We expect that our customers will show us the same respect. As a team we seek to be open about our plans, our work, our progress, the difficulties we are encountering and what we have learned. Our events are open to our customers and to others who wish to attend. When an event needs to be private to the team we are clear about why the privacy is important.