Written by

For good or bad, the pandemic, has transformed the way teams work around the world. Only a fraction of organizations has all employees back at their offices, while the biggest part is either having employees back in the office a few days a week or having them work remotely 100%. Some have even decided to expand their recruitment abroad. The positive side is that we are now more used to remote working and we have a broader toolbox to make us feel closer despite the distance. But on the flip side, we now have to face a new set of challenges both from the long-term remote working and the mix of onsite and remote work… How can we get the same ownership, engagement, team bonding, and awareness while working from our bedrooms or maybe from the other side of the globe?

The purpose of this poster is to create more awareness of those challenges and enable some reflections in the form of simple tips to try. After all, there is no solution that fits all and the effects are very different from team to team or company to company.

Download the Hybrid Agile Teams Poster for Free Here (PDF) >

French: Download the poster for free here (PDF) >

Spanish: Download the poster for free here (PDF) >

What is a Hybrid Team?

Hybrid Teams are those teams that are either fully remote team, or that work sometimes in the same office and sometimes remotely. It is very important to separate the “types” of those hybrid teams because they have different characteristics and their setup creates different needs and challenges.

Distributed sub-teams are those where we have people working in different offices, say for example a team that is divided between 2 locations, like half the team in Sweden and the other half in Germany. This is challenging for team growth as the team will naturally split into sub-teams and might never feel like one entity. It is important to focus on team-building activities and even sharing working work across sub-teams.

Partially dispersed teams are those where the main team is working from the same location but perhaps one or two people are working from some where else. This is not the best setup as it can make those people feel as if they are outsiders, and the level of inclusion will drastically reduce. In this case, it is important to balance the participation and contribution of everybody to make sure that even those joining remotely can feel part of the team.

Fully dispersed teams are those teams with people joining from different locations. Even if it might seem the most challenging setup, this is actually better than the others types of hybrid teams when it comes to team development and team dynamics, because everybody is sharing the same situation. It is, of course, challenging to create that deep trust and deep bonding as the members do not have usually many chances to meet us.

(more…)
Written by

Collaboration, innovation, and high performance rarely come from teams that haven’t had the time or the chance to get to know each other, build a strong foundation of common values, and a psychologically safe environment.

No matter if it is a development team, a leadership team, or an operation team, as humans we all need to go through this process to make the magic happen. And when the team works remotely, this is even more important and it can take even longer.

The “Remote Team Culture Canvas” is a way to facilitate and speed up this process by filling up together the canvas, using it as a common ground for healthy -and fun- discussions.

Download the Team Canvas for free in high resolution (PDF) >

Remote team canvas
(more…)
Written by

This is the eleventh episode in the Agile Leadership & Management Series

Agile leadership is a transformative, development-oriented leadership style and it is the natural next-step to traditional leadership styles based for example on command and control or on carrot and stick.

Agile leaders are known for their ability to create the conditions required for unleashing the knowledge, motivation, initiative, and team collaboration needed for achieving organizational goals; and stay healthy as teams and people.

Management is a natural part of leadership because the system (not the people) needs to be managed. 

When Agile leaders have strong management skills, they become known for their situational awareness, forethought, initiative, willingness to grant autonomy, responsibility, and ability to demonstrate flexibility and build trust as well. 

In Agile organizations, each leader is responsible for managing one domain: either people, product, technology, or process. The interplay between these domains is where the functions of leadership and management coexist. Therefore, to enable Agility within an organization, it’s critical that management practices used within each domain support the Agile principles! 

(more…)
Written by

We asked Paolo Damelio, one of our experienced Agile coaches at Dandy People, to share some of his best tips and tools on how to maintain sustainable and High Performing Teams, now that many of the team members are working from home.

Hi Paolo! What are your thoughts on the situation right now?

This is a challenging time for everyone. For us as individuals, for organizations and for the collaboration inside teams as well as cross-team and cross-organization. And it is a challenge that, I believe, will take us to a place we only could have dreamed of just a few months ago. There is no going back to where we were before.

(more…)
Shopping basket
Related Trainings
Our Trainings
Agil HR grundkurs – 1 dag På plats
Target Group: För dig som arbetar med HR och personalfrågor, exempelvis HR-chefer, HR business partners, HR-specialister, linjechefer, verksamhetschefer och konsultchefer i både privat och offentlig sektor.  ​
Teachers: Björn Sandberg, Frida Mangen, Jenny Persson
Nytt datum kommer inom kort