The hottest Teamwork Substack posts right now

And their main takeaways
Category
Top Business Topics
The Beautiful Mess • 1236 implied HN points • 12 Mar 24
  1. Working with interesting people in a fun environment can make solving challenging problems exciting and rewarding.
  2. Many people in product making industries find joy in solving fun problems with diverse and engaging teams.
  3. The current tech landscape is becoming more serious and competitive, with a focus on efficiency, but there is a strong desire to bring back fun, creativity, and collaboration in workplaces.
SeattleDataGuy’s Newsletter • 694 implied HN points • 14 Feb 24
  1. To grow from mid to senior level, it's important to continuously learn and improve, share new knowledge, work on code improvements, and become an expert in a certain domain.
  2. Making the team better is crucial - focus on mentoring, sharing knowledge, and creating a positive team environment. Think beyond individual tasks to impact the overall team outcomes.
  3. Seniority includes building not just technical solutions, but solutions that customers love. Challenge requirements, understand the business and product, and take initiative in problem-solving.
Thinking Through • 750 implied HN points • 09 Jan 24
  1. Two things must be true for someone to take advantage of an open-door policy: self-confidence and psychological safety.
  2. Psychological safety in a team means feeling okay to take risks, express ideas, ask questions, and admit mistakes without fear of negative consequences.
  3. To build a psychologically safe environment, leaders can practice candidness, sharing mistakes, inclusive language, encouraging team input, and teaching team members to grow.
Suzan's Fieldnotes • 98 implied HN points • 09 Feb 24
  1. Leadership is a shared experience, not an individual effort. A siloed leadership team can lead to a siloed organization. To shift organizational behavior, start at the leadership layer.
  2. Signs of a siloed culture include individualism, rise of 'poop umbrellas', influence behind closed doors, and apathy turning into fear. These signs can lead to missed business goals and a slipping company culture.
  3. Siloed cultures often form unintentionally due to tough market conditions, organizational changes, focus on individual parts instead of the system, and lack of intentional culture. Realignment starts by rallying the team around shared objectives, identifying desired team culture, and rewarding desired values.
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Ageling on Agile • 78 implied HN points • 11 Feb 24
  1. Implementing Agile in an organization goes beyond just claiming to be Agile; it requires a cultural shift.
  2. Having a hierarchical structure, lack of learning culture, and siloed responsibilities can hinder an organization's agility.
  3. Organizations valuing output over outcome, prioritizing individual efficiency, and fostering HIPPO culture undermine Agile principles and hinder effectiveness.
Ben’s Blog 🏉 🧠🧑‍💻 • 40 implied HN points • 13 Feb 24
  1. Being part of a team striving towards a common goal brings a sense of purpose and fulfillment in retirement.
  2. Belonging to a community or family and contributing to something greater than oneself is vital for health and happiness.
  3. Connecting with others and slowing down to be part of a team can lead to long-term satisfaction, unlike pursuing individual success hastily.
Effective Software Leads • 39 implied HN points • 03 Jan 24
  1. Driving clarity of purpose, direction, plan, roles, and boundaries leads to sustained high-performance in teams.
  2. Clarity of purpose is essential for motivating and guiding team members towards a common goal.
  3. Having a clear plan and understanding of roles and responsibilities are key for effective team performance.
Fish Food for Thought • 16 implied HN points • 31 Jan 24
  1. Psychological safety is crucial for team success, more than individual skills or composition.
  2. Google's Project Aristotle highlighted the importance of emotional intelligence and interpersonal skills in successful teams.
  3. Data-driven decision-making is essential, but human elements like trust and open communication are critical for team success.
Lessons • 176 implied HN points • 21 Feb 23
  1. Managers inside growing companies need to accept that change is constant, and it's important to focus on facilitating the process of finding solutions rather than having all the answers.
  2. It's okay for managers to acknowledge and accept the things they cannot control, and instead, focus on what they can control to set their team up for success.
  3. Helping people on your team grow and learn is a crucial aspect that managers can control and should prioritize in a growing company environment.
Build To Scale • 59 implied HN points • 03 Oct 23
  1. An effective offsite meeting should have a clear purpose, such as planning for strategic changes, setting priorities, or working on challenging problems creatively.
  2. Include the next-level up-and-coming leaders in executive offsite meetings to have a broader impact and develop managerial talent.
  3. To tackle hard problems, gather a diverse group of people from different areas within the company to brainstorm solutions, as fresh perspectives can lead to creative breakthroughs.
Dev Interrupted • 88 implied HN points • 22 Jun 23
  1. Stack ranking is natural human behavior, but it may not be suitable for engineering teams.
  2. Data-driven does not mean stack ranking; software development teams are more like bands where everyone depends on each other.
  3. Avoid data-driven leadership anti-patterns by knowing your 'why', measuring more than individual stats, and not relying on easily available metrics.
PeopleStorming • 39 implied HN points • 03 Oct 23
  1. The Stinky Fish exercise is a tool to help teams surface worries and fears in a safe space, promoting open dialogue and confronting concerns.
  2. The exercise, rooted in cognitive behavioral therapy, can be used at the start of projects to create psychological safety in the team.
  3. Steps include providing context, allowing team members to jot down 'Stinky Fish', sharing in a circle, and emphasizing the value of open communication for team success.
PeopleStorming • 79 implied HN points • 27 Jun 23
  1. Passionate and dedicated individuals inspire and unite a team to achieve remarkable outcomes.
  2. Promoting humble leadership and recognizing the contributions of team members is key to fostering a positive work culture.
  3. Encouraging diverse contributions and allowing individuals to explore different roles can lead to unexpected strengths and richer results.
Developing Leadership • 78 implied HN points • 07 Apr 23
  1. As an engineering leader, don't treat your organization like a cruise ship, but rather like a flotilla of multiple boats working towards a shared goal
  2. Approach your organization as the admiral of the flotilla, allowing each team to move independently but aiming for overall success
  3. Encourage communication and collaboration between teams, so they can leverage their unique strengths to achieve more collectively
Building Rome(s) • 7 implied HN points • 13 Jan 24
  1. Trust is vital for effective teamwork, based on collaborative problem-solving, honesty, respect, mutual support, and open communication.
  2. Undermining factors of trust among teams include ego, politics, incompetence, and failure of leadership.
  3. Technical Program Managers (TPMs) can address challenges by promoting humility, managing relationships, identifying struggles, and advocating for transparency.
The Leadership Lab • 59 implied HN points • 29 Jan 23
  1. Improving consciousness, connection, and effectiveness are key for creating a great leadership team.
  2. Being conscious helps improve connection and effectiveness by focusing on truth and taking responsibility.
  3. Working on connection involves improving communication, getting to know team members deeply, and understanding motivations.
Huddle Up • 1 HN point • 01 Mar 24
  1. Formula 1 involves intricate logistics due to the extensive global travel involved in the sport.
  2. The teams deal with different challenges for European races, which are easier due to truck transportation, versus flyaway races, which require complex shipping arrangements by sea and air.
  3. Back-to-back races pose a significant challenge, requiring quick disassembly, transportation over long distances, and rapid rebuilding at the next race location.
The Daily Developer • 19 implied HN points • 04 Aug 23
  1. Describing someone as your favorite colleague is a significant compliment as it reflects trustworthiness, professionalism, and skill.
  2. Proactively updating colleagues on your progress can elevate how they perceive you, improve your preparedness, and set a good example for the team.
  3. Taking the initiative to communicate with your team members will not only earn you more respect but also enhance collaboration and productivity.
readfromdisk • 1 HN point • 26 Feb 24
  1. Sometimes in organizations, teams might prefer to own something symbolically rather than dealing with its responsibilities and maintenance.
  2. It can be more appealing to showcase a shiny solution without actually fixing deep-rooted problems in the organization.
  3. Working on real solutions and solving actual problems might be less glamorous but more impactful than just claiming ownership for the surface.