Empowering Leadership: Key Disciplines for Promoting Self-Organizing Teams
Posted: Sat Jan 25, 2025 10:31 am
The focus on efficiency alone is misleading. As long as we don't think about where the electricity comes from and how much hardware we use with our software, the potential for improvement through the pure efficiency of individual technologies is too small. The discussion about programming languages distracts from the real problem (electronic waste, waste of computing power, energy sources). We also need to stop using "sustainability" and "efficiency" synonymously.
What is needed instead is an examination of the entire life cycle costs of digital solutions, starting with the hardware for development and operation, through requirements, concept and design, technology selection and development, to operation and maintenance. The software development process - i.e. the influence of work equipment, travel, test environments and pipelines - is also still far too little researched. One-dimensional considerations therefore do not bring us any closer to achieving sustainability goals.Self-organizing teams are the cornerstone of agile project management. They are composed of skilled individuals working toward a common goal without a traditional hierarchical structure. This means that many leaders are facing new challenges.
Building an organization around self-organizing teams can be indonesia consumer email list one of these challenges. Managers are faced with the task of learning how to manage and empower teams to ensure that they can work productively and are aligned with company goals. In this blog post, I explain which tasks managers have to master when building a (project) organization with self-organizing teams, how this shifts the focus of management tasks, and how targeted skills development can help to ensure the basis for long-term company success.
Framework conditions for leading self-organized teams
Set clear goals and expectations
Research from the Harvard Business Review found that teams that are clear about their goals perform better than those that aren't. Leaders should communicate these goals and expectations frequently and ensure that team members understand their role in achieving the goals.
Creates a culture of trust and respect
Self-organizing teams cannot work effectively without trust and respect between team members. Leaders should play a key role in creating a culture that encourages open communication and collaboration, as well as constructive feedback. According to a study published in the Journal of Business and Psychology, trust is positively related to team effectiveness, and respectful communication is essential for team cohesion.
What is needed instead is an examination of the entire life cycle costs of digital solutions, starting with the hardware for development and operation, through requirements, concept and design, technology selection and development, to operation and maintenance. The software development process - i.e. the influence of work equipment, travel, test environments and pipelines - is also still far too little researched. One-dimensional considerations therefore do not bring us any closer to achieving sustainability goals.Self-organizing teams are the cornerstone of agile project management. They are composed of skilled individuals working toward a common goal without a traditional hierarchical structure. This means that many leaders are facing new challenges.
Building an organization around self-organizing teams can be indonesia consumer email list one of these challenges. Managers are faced with the task of learning how to manage and empower teams to ensure that they can work productively and are aligned with company goals. In this blog post, I explain which tasks managers have to master when building a (project) organization with self-organizing teams, how this shifts the focus of management tasks, and how targeted skills development can help to ensure the basis for long-term company success.
Framework conditions for leading self-organized teams
Set clear goals and expectations
Research from the Harvard Business Review found that teams that are clear about their goals perform better than those that aren't. Leaders should communicate these goals and expectations frequently and ensure that team members understand their role in achieving the goals.
Creates a culture of trust and respect
Self-organizing teams cannot work effectively without trust and respect between team members. Leaders should play a key role in creating a culture that encourages open communication and collaboration, as well as constructive feedback. According to a study published in the Journal of Business and Psychology, trust is positively related to team effectiveness, and respectful communication is essential for team cohesion.