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For Distributed Team Success, Think Differently about When For distributed teams, activities usually get scheduled based on constraints such as availability and time zone, but people don’t often take into account when the most effective time to meet would be. Neglecting people’s work tendencies and schedule preferences could make it harder for the team to be successful. |
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Why Smart People Sometimes Do Dumb Things Smart people sometimes do things that are not so smart. In fact, smarter people are actually more vulnerable to thinking errors than those who are less smart, causing them to make unwise decisions. If you’re a smart person, the smartest thing you can do may be to recognize the ways in which you are not so smart. |
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How Do We Land This Thing? Planning for Go-Live and Beyond Some project managers have little experience bringing a project in for a landing, so they can be dismayed or just blindsided by organizational change needs and stakeholders’ expectations at delivery. Here is a checklist of some commonly forgotten items to address when a project goes live, so be sure to plan for them. |
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Handling the Emotional Turmoil of Organizational Change Chaos, confusion, and emotional turmoil are not unusual during major organizational change. Nevertheless, even people at the top sometimes minimize the impact of the change on employees—and on themselves. Worse, they sometimes do so dismissively. It's important not to underestimate the challenge of managing change. |
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How Testers Can Collaborate with the ScrumMaster ScrumMasters serve the team by providing facilitation and coaching, but they also have many challenges. Those in testing roles are in a good position to collaborate with the ScrumMaster to improve agile processes. Here are some ways testers can partner with, support, and assist the ScrumMaster—and the rest of the team. |
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How Face-to-Face Meetings Can Heal Team Conflicts When distributed teams have a conflict, it's easy for one team to place the blame entirely on the other and even start to think of them as disagreeable, incompetent, and worse. This fault-finding can be especially bad when the parties have never met. Face-to-face meetings can make all the difference in improving trust. |
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The Hidden Benefit of One-on-One Manager Meetings Managers may frame one-on-one meetings as a way to “support employees” and check to see if the employee “needs to meet this week.” Supporting an employee is a primary goal of these meetings, but the value of one-on-one time to managers—and the importance of building trust with employees—also should be prioritized. |
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Avoid Overthinking and Make Decisions Faster Overthinking is not the same as being cautious and methodical about making a decision. By contrast, despite the amount of analysis overthinkers do, they may never get any closer to actually making a decision. If you’re an overthinker—or even just want to make decisions faster—try these tips to be more decisive. |
