Health & Performance / [e] Team Offsite

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Health & Performance / [e] Team Offsite by Mind Map: Health & Performance / [e] Team Offsite

1. Activity 1: Small-group sharing

1.1. What are your / your team's strengths?

1.1.1. [e] Focus & Followthrough Trust in Intention Wicked Smart Understanding of real estate / building process Executing a challenging problem Taking an idea through implementation Building on individual strengths Imagining the future Connecting the dots Highly motivated Communicaiton Diversity of skills

1.1.2. H&P Connecting w/ Others Process Efficiency Abstract -> Action Letting go of crisis du jour / short-sighted goals Discipline & Design Thinking Understanding the Need for User Research

1.1.3. Both Synthesizing Learning and growing Perceived Value of Collaboration

1.2. Areas where you need help?

1.2.1. [e] End-user feedback Deep Expertise Keeping teams performing at high level Onboarding and Intros to our values Bridging silos where seeking same outcomes Decision making and influencing deciders Seat at the table at right time

1.2.2. H&P Balance of Ops Momentum & Ops Innovation Communicating what I see as possibilities Cross-functional knowledge

1.2.3. Both Communicating vision by all Understanding what can scale

1.3. Specific Challenges / Challenging Projects

1.3.1. [e] IEQ / Biophilia Guidelines, Pilots, Implementations Acoustics Collaboration & Integration b/w programs & teams Effective Process model for testing / implementation Demonstrate "wins" that cultivate the imagination of REWS / Google Feedback loops Quant vs Qual

1.3.2. H&P Communication: Team -> Customer Right Balance: Open Space / Quiet Focus work areas Well-being OKR

1.3.3. Both Specifically bridging to PE/PM/GC Process Process - learning, driving innovation, predictable user experience Incentives - alignment across REWS How do we continue to innovate w/o pissing off users? How do we measure performance? Learn from each others' success / failures

1.4. Conclusions:

1.4.1. Shared Framework & language around ID'ing problems, discovering, solving

1.4.2. Discovering who to collaborate with based on personality and content

1.4.3. Defining Process for capturing and sharing learnings

1.4.4. Consistency and accountability around learning and sharing system

2. Activity 2: HMW Collaborate b/w Teams

2.1. HMW Work together to engage common Stakeholder?

2.1.1. Empathy

2.1.2. Relationship Building

2.1.3. Incentivize what you want

2.1.4. Frame: What should the engagement look like?

2.1.5. Ideas Music social events rock climbing shared language (create a preso together) "it's about you, not us!" List hopes, dreams, desires, fears failure stories Create a stakeholder of the week!

2.2. HMW Best ID the Problems that could benefit from our teams working together?

2.2.1. Content Sharing lern what each other does SHP brown bag Have H&P team use the healthy materials tool Create common language Joint roadshow

2.2.2. Context Swapping Be each others' customer eTeam designs a fitness center Job swap swap one half of each team

2.2.3. Joint Goal & Visioning Define life extension workshop w/ people ops "Utopian workplace" vision Ideate "HMW merge teams" External Partners sync Other REWS partners sync HP design SP credits for UX Joint OKR Offsite at Josh's Napa house

2.2.4. People Sharing job swap Steal a teammate joint road trip!

2.3. HMW Continue learning from each other

2.3.1. Social Mixing camping bike rides and swims sit closer together Go see stephen's rainwater barrel!

2.3.2. Content Sharing Go to each other's conferences Inter-team training expertise Shared OKRs Attend others' meetings Sharing existing team / program goals

2.3.3. Context Swapping Vendor Connect Spend time with regional counterparts

2.3.4. Empathy Use each other's programs use each other as test subjects volunteer to be each other's guinea pigs Shadowing Create stories w/ each other and for each other... be a reporter for the other team Project reviews

2.3.5. Bite-sized next steps Work with on another on a discrete problem Have a "learnings and failures of the month" mtg

2.4. HMW Leverage Both Teams' strengths

2.4.1. Context Swapping Attend a cross functional conference Get Vendors together research each other Buddy / mentor system Fish/dog fooding on each other

2.4.2. Content Sharing collaborate on reporting up and out Cross-training joint R2R do "state of the team" for each other Project guide IEQ guidelines for H&P space types H&P spaces on projects

2.4.3. Joint Goal / Visioning QBRs between teams Well being OKR Align and share OKRs Strategy & Tactic Project mapping Collaborate on immediate needs Establish Shared language Talent mapping Anthony and Josh time together

2.4.4. Bit-sized next steps Formal project collaboration (outside job scope) Flexing "20%" Resources

3. Activity 3: AVATAR HMWs

3.1. HMW build safer and easier ways for ppl to share about who they are and what they want?

3.1.1. Structure for behaviors Be vulnerable Lead by example +2 Articulate / Demonstrate valuing who you are tea time P2P counseling Authenticity Good consequences for the first mover

3.1.2. Games / Tools Team alignment exercise prior to start of a project Have a best / worst moment of the week mtg Create your "novel" and update it regularly Write letter to yourself Desert island game Meetings with your manager's manager Confidential Sessions with People Ops celebration of failure Idea box --> Mgr. pick a topic for office hourse trust games where you show your true colors

3.1.3. Modeling / Sharing share small, build dig Share top 5 movies work on long-term trust building Create a digital avatar / D&D character / Spirit Animal

3.1.4. Anonymous --> Sharing Props for storytelling Anonymity Puppet both Confessional booth

3.1.5. Do a gap analysis of yourself backcasting your future model your success

3.2. HMW Build safer & easier ways for ppl to discuss norms w/ thier teams?

3.2.1. Identify Confessional booth Write [norms] down! +1 norms that work / don't work Write a story about your team Tell us how the team works "A day in the life..." message system that's anonymous to team members, but transparent to managers What norms would lead to success? "This doesn't make me more successful" "Book club" discussion "What do you want to change about your day-2-day?" Test our working in another group

3.2.2. Manager Role Manager sets example Define team-specific norms Train managers how to build trust check-ins w/ team members to take a temperature read Create space for directs (ie - direct reports) to discuss Managers debunk team's idea of norms Intention vs. fill vacuum with assumptions Norm / Bureaucracy busting Anonymity

3.2.3. Frameworks Culture of flexibility vs. norms Accept variations / celebrate divsersity Framework: 1) I need x, 2) I want y, and 3) I need / want to provide value to the team Model success / easy wins Is there a way to try norms and evaluate? Ritual Add perf discusson

3.3. HMW pair REWSters w/ mentors who can effectively help them uncover insights about themselves?

3.3.1. Mentor Skills and process content = confidential; process = transparent confidential trust Define qualities of success for a mentor Broadly define "mentor" as anyone Tell (+) stories bout mentorship examples REWS can work on developing the skills of potential mentors Mentorship could just mean a VENTership... having someone you can vent to

3.3.2. Effectiveness Mentor is part of callibration session Incentivize mentorship +1 Mentor training +1 Reward mentors +1 Set aside time to mentor find ways to make it easy mentor / mentee retreat Secret ballot

3.3.3. Mentor Selection Speed dating +1 meet and greets Dating game OK cupid for mentors Create your "seeking" profile for a mentor % match with a mentor Get volunteer mentors think about mentors outside of work +1 Drinking Buddy nominate a mentor Assign you a researcher who has to present about you mentor robot software Random assignments MBTI nametags Project-based mentorship Tech talk from someone on "How I discovered my iceberg" Recognize when no mentors may exist in house