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I’m going to start a thread of approaches to team leadership I’ve found helpful over the last few months. Maybe it will just be a couple things today, maybe I will keep adding to it. Feel free to chat or add things in if you want! Missing a lot of these conversations lately.
I started taking a wellbeing score from everyone weekly. 1-10, overall wellbeing (because we don’t work in a vacumme). I’m using a slack reminder to start the thread each week.
I encourage people to share with the team, but made it very clear people can DM if they prefer.
2/?
I encourage people to share with the team, but made it very clear people can DM if they prefer.
2/?
Still on wellbeing scores:
My team was already a really open and safe place, everyone was happy to post in the team channel. But I technically have a new team now (old team + 4) and giving the option again to DM me directly again.
3/?
My team was already a really open and safe place, everyone was happy to post in the team channel. But I technically have a new team now (old team + 4) and giving the option again to DM me directly again.
3/?
Wellbeing scores:
Additional commentary is optional, the only thing I expect is a number. Most team members give at least a little commentary, some more than others. Commentary is pretty helpful, so I make sure to let people know that, but it’s still up to them ultimately.
4/?
Additional commentary is optional, the only thing I expect is a number. Most team members give at least a little commentary, some more than others. Commentary is pretty helpful, so I make sure to let people know that, but it’s still up to them ultimately.
4/?
Wellbeing scores:
Individual scores don’t get shared outside the team. Although the new team channel is public, gotta figure that one out with the new crew still.
5/?
Individual scores don’t get shared outside the team. Although the new team channel is public, gotta figure that one out with the new crew still.
5/?
Wellbeing scores:
I put the scores into a google sheet. Then I put the averages, maximum and minimum into a graph and share the graph with the leads above me. Useful for conversations about general wellbeing, team capacity, stuff like that.
6/?
I put the scores into a google sheet. Then I put the averages, maximum and minimum into a graph and share the graph with the leads above me. Useful for conversations about general wellbeing, team capacity, stuff like that.
6/?
Wellbeing scores:
Inside the team, it’s really useful in a bunch of ways.
It’s a more frequent check than a 1-1, and it’s way better than looking for signs within flow of work while we’re all fully remote. I still look for other signs ofc, but don’t rely so much on them.
7/?
Inside the team, it’s really useful in a bunch of ways.
It’s a more frequent check than a 1-1, and it’s way better than looking for signs within flow of work while we’re all fully remote. I still look for other signs ofc, but don’t rely so much on them.
7/?
Wellbeing scores:
What do I do with them?
I adjust my expectations of people’s output, I anticipate needed time off, I check in with people when they dip. I pushed back a whole project in lockdown 1 to focus on system heath and watched the numbers go up.
8/?
What do I do with them?
I adjust my expectations of people’s output, I anticipate needed time off, I check in with people when they dip. I pushed back a whole project in lockdown 1 to focus on system heath and watched the numbers go up.
8/?
Wellbeing scores:
Because people have been sharing with the whole team, they see each other’s scores. We’ve been better able to support each other because we know where each other are at. We know who needs extra support and understanding.
9/?
Because people have been sharing with the whole team, they see each other’s scores. We’ve been better able to support each other because we know where each other are at. We know who needs extra support and understanding.
9/?
Wellbeing scores:
One aspect I was surprised by which has been really powerful; I consciously acknowledged that my wellbeing is part of the team’s wellbeing.
I feel like there will be people who are like ‘duh Lauren’ and people who really connect with this.
10/?
One aspect I was surprised by which has been really powerful; I consciously acknowledged that my wellbeing is part of the team’s wellbeing.
I feel like there will be people who are like ‘duh Lauren’ and people who really connect with this.
10/?
Wellbeing scores:
I am a ‘shoulder all the responsibility’ type in a crisis. I’m way better than I used to be, but boy this is a big test!
Putting my own score into the list, making it public to the team... it cuts through those coping mechanisms *very well*.
11/?
I am a ‘shoulder all the responsibility’ type in a crisis. I’m way better than I used to be, but boy this is a big test!
Putting my own score into the list, making it public to the team... it cuts through those coping mechanisms *very well*.
11/?
Wellbeing scores:
People on the team have said similar things; there is personal benefit of taking the time to think what your score is. To sit with it a little. To share it with others.
The al-anon kid in me wants to reference the prayer of serenity here
12/?
People on the team have said similar things; there is personal benefit of taking the time to think what your score is. To sit with it a little. To share it with others.
The al-anon kid in me wants to reference the prayer of serenity here
12/?
Wellbeing scores:
Turns out I have a lot to say on this one thing! I’m gonna take a break and later I will tall about some tricky bits & situations I don’t think this would apply well to.
13/?
Turns out I have a lot to say on this one thing! I’m gonna take a break and later I will tall about some tricky bits & situations I don’t think this would apply well to.
13/?
