Great individuals are important but not enough (having bunch of great individuals in a group does not make a team). Cross Functional teams are important but not enough. Great company vision is important but not enough. Great technical best practices like a good CI environment is good, but not enough either. In my presentation I will show you when having cross-functional teams is not enough anymore. There are several aspects that need to be considered in order to create High Performing Teams. I will explain the right way to assemble teams, and how to create the team vision that fosters growth and keeps them on track. I will also explain the different phases of a team and how they relate to scrum practices, i.e. when you teach what and when, and last but not least…how to help teams to spread knowledge amongst themselves. Do you want to know how all of these and other small pieces come together in order to create High Performing Teams? Come and see my talk "How to Create High Performing teams".

1. MakingYour Company Strong, Agile and Lean

2. Luis Gonçalves
https://www.facebook.com/lmsgoncalves
http://www.lmsgoncalves.com
@lgoncalves1979
Esther
Derby
Foreword

3. High PerformingTeams in an Agile
Context

4. Break Silos – Cross Functional teams

5. Servant Leader

6. Self EmpoweredTeams

7. BestTechnical Practices
Unit
Testing
Refactoring
BDD
Code Review
ATDD
CI
TDD
Pair Programming
Design
Patterns

8. FantasticTeam Members

9. Petr is great but… I am Portuguese :P

10. Is this enough to create an ATeam?

11. Fundamental…

12. But not enough…

13. We are just in the beginning…

14. Let me tell you a story

15. Purpose

16. Autonomy

17. Mastery

18. Let me tell you another story

19. 82%
An Industry week survey showed:
of the respondents said that
their performance reviews were
not effective
“Ratee Preferences Concerning Performance Management andAppraisal.” Human Resource Development Quarterly,Vol. 8, pp. 315–33.

20. Society for Human Resources Management
of performance reviews systems are not successful

21. of H.R professionals said they were very
unsatisfied with their performance management
systems
Aon Consulting and the Society of Human Resources Management

22. The worst is still to come…

23. Performance Appraisals are incompatible
with Agile Mind Set
AgileThinking Performance Appraisals
Empower People Forced Process
CollaborativeTeams Individual Accountability
Unleash Intrinsic Motivation Motivate with Incentives
Respect Diversity One size fit all
Emerging Structures Controlling structures
Just inTime Annual event Approach
Improve Process Rely on Inspections/MBO
Improve the whole system Improve the parts
Coens,Tom; Jenkins, Mary (2002-10-12). Abolishing Performance Appraisals

24. Get Rid of Performance Appraisals

25. Get rid of monetary incentives

26. Vision
“Just because a man lacks the use of his eyes does not mean he lacks vision” Stevie
Wonder

27. Values
Trust
Responsive
Purpose
FocusTransparency
Creative
Communication
Quality
Driven
Mastery
Respect
TEAMWORK
Supportive
Courage
Learning

28. Collaborative Intention

29. Truthfulness

30. Self Accountability

31. Self Awareness and Awareness of Others

32. Working Agreements

33. Problem Solving

34. Continuous Improvement

35. How does it come together…

36. Road Map for High Performance

37. Press Release

38. Vision… by every check in

39. CoreValues

40. Focus Commitment
Courage OpennessRespect
Vision… by every check in

41. Guiding Principles

42. Focus Commitment
Courage OpennessRespect
Collaborative Intention
Truthfulness
SelfAccountability
SelfAwareness and Awareness of Others
Problem Solving and Negotiation
Nothing is impossible Keep always a Green Build
Learning newThings
We improve continuously
Vision… by every check in

43. Get a copy for yourself…
http://bit.ly/HighPerfTeams

44. References

45. Thank you