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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.

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This is a workshop that I have used a couple of times to enable shared ideas about product development with development teams. It is originally called ”Prune the Product tree”, and part of the book Innovation Games by Luke Hohmann.

Last Friday we used it with the Dandy People team to look at Dandy and what we might need to, and like to focus on and do next, and what fruits we think it might give us.

I love these kinds of workshops and formats that are visual and where we can use metaphors and get creative in our discovery and prioritization together. The full workshop was over 4 hours (and we didn’t finish).

USE THE MURAL TEMPLATE: Use the template in Mural

FREE DOWNLOAD OF PDF: Download the Prune the Product Tree poster for free in high-resolution PDF format

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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.

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For the first time in modern history, most of us have to learn how to work remotely and collaborate online to continue with business as usual and not close down the business just because we close down the office. This is a huge experiment and we should look at it as an opportunity to adapt and learn how to handle the unexpected.

Working remotely from home with kids dressed up for work 🙂

We need to explore how can we run our business just as before, or even better. How can we make people feel like we are sitting and working together with our peers and teammates and do what we usually do to get stuff done, focus, enjoy our workday, have fun and deliver together?

Don’t forget, to get started quickly, try something out and improve from that is way much better than making the perfect plan, and never get started. Just make it good enough for now, and safe enough to try.

Here are some tips on how to do just that based on learnings from the Dandy People-team.

Top 5 Digital Tools that get you started Working Remotely

When making big changes in your ways of working and context it is wise to shorten the feedback loops and focus on making smaller improvements more often. Support your teams in whatever they might need and give them access to tools and coaching in the beginning, but let it be up to them to decide HOW to do the work. If you prioritize feedback and improvements you minimize the risk of disturbing the pace and quality of work and you can more easily adjust to what is happening.

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The online version that you can run in Google Drive via Google Slide.

The speedboat format for retrospectives is something I like a lot and have used with teams or even whole organizations (divided into teams). I find it to be a good way for the team to think individually, and then collaborate and define solutions for their problems through visualization. Visualization helps the team to more easily figure out what problems they should solve them selves, and what problems needs to be solved through collaboration between the teams, and what they need to ask management to help with. Some Agile coaches or Scrum Masters only highlight the negative on retrospectives, I believe it is a great thing to focus on the positive and also help the team take action more easily on real issues. ItÂŽs the teams responsibility to handle issues within the team, the Agile Coach/Scrum Masters job is to give them the capabilities to do that (not to do it for them).

Download the speedboat retrospective poster in high resolution (PDF) here >

Download the speedboat retrospective Power Point here (instructions and online retro space)>

Free Mural template for this workshop >speedboat retrospective

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Target Group: Alla som arbetar med HR och personalfrÄgor - HR-chefer, HR business partners, HR-specialister, linjechefer, verksamhetschefer, konsultchefer.
Teachers: Björn Sandberg, Frida Mangen, Jenny Persson
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