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]

1.1.1.1. Focus & Followthrough

1.1.1.2. Trust in Intention

1.1.1.3. Wicked Smart

1.1.1.4. Understanding of real estate / building process

1.1.1.5. Executing a challenging problem

1.1.1.6. Taking an idea through implementation

1.1.1.7. Building on individual strengths

1.1.1.8. Imagining the future

1.1.1.9. Connecting the dots

1.1.1.10. Highly motivated

1.1.1.11. Communicaiton

1.1.1.12. Diversity of skills

1.1.2. H&P

1.1.2.1. Connecting w/ Others

1.1.2.2. Process Efficiency

1.1.2.3. Abstract -> Action

1.1.2.4. Letting go of crisis du jour / short-sighted goals

1.1.2.5. Discipline & Design Thinking

1.1.2.6. Understanding the Need for User Research

1.1.3. Both

1.1.3.1. Synthesizing Learning and growing

1.1.3.2. Perceived Value of Collaboration

1.2. Areas where you need help?

1.2.1. [e]

1.2.1.1. End-user feedback

1.2.1.2. Deep Expertise

1.2.1.3. Keeping teams performing at high level

1.2.1.4. Onboarding and Intros to our values

1.2.1.5. Bridging silos where seeking same outcomes

1.2.1.6. Decision making and influencing deciders

1.2.1.7. Seat at the table at right time

1.2.2. H&P

1.2.2.1. Balance of Ops Momentum & Ops Innovation

1.2.2.2. Communicating what I see as possibilities

1.2.2.3. Cross-functional knowledge

1.2.3. Both

1.2.3.1. Communicating vision by all

1.2.3.2. Understanding what can scale

1.3. Specific Challenges / Challenging Projects

1.3.1. [e]

1.3.1.1. IEQ / Biophilia Guidelines, Pilots, Implementations

1.3.1.2. Acoustics

1.3.1.3. Collaboration & Integration b/w programs & teams

1.3.1.4. Effective Process model for testing / implementation

1.3.1.5. Demonstrate "wins" that cultivate the imagination of REWS / Google

1.3.1.6. Feedback loops

1.3.1.7. Quant vs Qual

1.3.2. H&P

1.3.2.1. Communication: Team -> Customer

1.3.2.2. Right Balance: Open Space / Quiet Focus work areas

1.3.2.3. Well-being OKR

1.3.3. Both

1.3.3.1. Specifically bridging to PE/PM/GC Process

1.3.3.2. Process - learning, driving innovation, predictable user experience

1.3.3.3. Incentives - alignment across REWS

1.3.3.4. How do we continue to innovate w/o pissing off users?

1.3.3.5. How do we measure performance?

1.3.3.6. 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

2.1.5.1. Music

2.1.5.2. social events

2.1.5.3. rock climbing

2.1.5.4. shared language (create a preso together)

2.1.5.5. "it's about you, not us!"

2.1.5.6. List hopes, dreams, desires, fears

2.1.5.7. failure stories

2.1.5.8. 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

2.2.1.1. lern what each other does

2.2.1.2. SHP brown bag

2.2.1.3. Have H&P team use the healthy materials tool

2.2.1.4. Create common language

2.2.1.5. Joint roadshow

2.2.2. Context Swapping

2.2.2.1. Be each others' customer

2.2.2.2. eTeam designs a fitness center

2.2.2.3. Job swap

2.2.2.3.1. swap one half of each team

2.2.3. Joint Goal & Visioning

2.2.3.1. Define life extension workshop w/ people ops

2.2.3.2. "Utopian workplace" vision

2.2.3.3. Ideate "HMW merge teams"

2.2.3.4. External Partners sync

2.2.3.4.1. Other REWS partners sync

2.2.3.5. HP design SP credits for UX

2.2.3.6. Joint OKR

2.2.3.7. Offsite at Josh's Napa house

2.2.4. People Sharing

2.2.4.1. job swap

2.2.4.2. Steal a teammate

2.2.4.3. joint road trip!

2.3. HMW Continue learning from each other

2.3.1. Social Mixing

2.3.1.1. camping

2.3.1.2. bike rides and swims

2.3.1.3. sit closer together

2.3.1.4. Go see stephen's rainwater barrel!

2.3.2. Content Sharing

2.3.2.1. Go to each other's conferences

2.3.2.2. Inter-team training expertise

2.3.2.3. Shared OKRs

2.3.2.4. Attend others' meetings

2.3.2.5. Sharing existing team / program goals

2.3.3. Context Swapping

2.3.3.1. Vendor Connect

2.3.3.2. Spend time with regional counterparts

2.3.4. Empathy

2.3.4.1. Use each other's programs

2.3.4.2. use each other as test subjects

2.3.4.3. volunteer to be each other's guinea pigs

2.3.4.4. Shadowing

2.3.4.5. Create stories w/ each other and for each other... be a reporter for the other team

2.3.4.6. Project reviews

2.3.5. Bite-sized next steps

2.3.5.1. Work with on another on a discrete problem

2.3.5.2. Have a "learnings and failures of the month" mtg

2.4. HMW Leverage Both Teams' strengths

2.4.1. Context Swapping

2.4.1.1. Attend a cross functional conference

2.4.1.2. Get Vendors together

2.4.1.3. research each other

2.4.1.4. Buddy / mentor system

2.4.1.5. Fish/dog fooding on each other

2.4.2. Content Sharing

2.4.2.1. collaborate on reporting up and out

2.4.2.2. Cross-training

2.4.2.3. joint R2R

2.4.2.4. do "state of the team" for each other

2.4.2.5. Project guide

2.4.2.5.1. IEQ guidelines for H&P space types

2.4.2.5.2. H&P spaces on projects

2.4.3. Joint Goal / Visioning

2.4.3.1. QBRs between teams

2.4.3.2. Well being OKR

2.4.3.3. Align and share OKRs

2.4.3.4. Strategy & Tactic Project mapping

2.4.3.5. Collaborate on immediate needs

2.4.3.6. Establish Shared language

2.4.3.7. Talent mapping

2.4.3.8. Anthony and Josh time together

2.4.4. Bit-sized next steps

2.4.4.1. Formal project collaboration (outside job scope)

2.4.4.2. 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

3.1.1.1. Be vulnerable

3.1.1.2. Lead by example

3.1.1.2.1. +2

3.1.1.3. Articulate / Demonstrate valuing who you are

3.1.1.4. tea time

3.1.1.5. P2P counseling

3.1.1.6. Authenticity

3.1.1.7. Good consequences for the first mover

3.1.2. Games / Tools

3.1.2.1. Team alignment exercise prior to start of a project

3.1.2.2. Have a best / worst moment of the week mtg

3.1.2.3. Create your "novel" and update it regularly

3.1.2.4. Write letter to yourself

3.1.2.5. Desert island game

3.1.2.6. Meetings with your manager's manager

3.1.2.7. Confidential Sessions with People Ops

3.1.2.8. celebration of failure

3.1.2.9. Idea box --> Mgr. pick a topic for office hourse

3.1.2.10. trust games where you show your true colors

3.1.3. Modeling / Sharing

3.1.3.1. share small, build dig

3.1.3.2. Share top 5 movies

3.1.3.3. work on long-term trust building

3.1.3.4. Create a digital avatar / D&D character / Spirit Animal

3.1.4. Anonymous --> Sharing

3.1.4.1. Props for storytelling

3.1.4.2. Anonymity

3.1.4.3. Puppet both

3.1.4.4. Confessional booth

3.1.5. Do a gap analysis of yourself

3.1.5.1. backcasting your future

3.1.5.2. model your success

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

3.2.1. Identify

3.2.1.1. Confessional booth

3.2.1.2. Write [norms] down!

3.2.1.2.1. +1 norms that work / don't work

3.2.1.3. Write a story about your team

3.2.1.3.1. Tell us how the team works

3.2.1.3.2. "A day in the life..."

3.2.1.4. message system that's anonymous to team members, but transparent to managers

3.2.1.5. What norms would lead to success?

3.2.1.5.1. "This doesn't make me more successful"

3.2.1.6. "Book club" discussion

3.2.1.7. "What do you want to change about your day-2-day?"

3.2.1.8. Test our working in another group

3.2.2. Manager Role

3.2.2.1. Manager sets example

3.2.2.2. Define team-specific norms

3.2.2.3. Train managers how to build trust

3.2.2.4. check-ins w/ team members to take a temperature read

3.2.2.5. Create space for directs (ie - direct reports) to discuss

3.2.2.6. Managers debunk team's idea of norms

3.2.2.6.1. Intention vs. fill vacuum with assumptions

3.2.2.7. Norm / Bureaucracy busting

3.2.2.8. Anonymity

3.2.3. Frameworks

3.2.3.1. Culture of flexibility vs. norms

3.2.3.2. Accept variations / celebrate divsersity

3.2.3.3. Framework: 1) I need x, 2) I want y, and 3) I need / want to provide value to the team

3.2.3.4. Model success / easy wins

3.2.3.5. Is there a way to try norms and evaluate?

3.2.3.6. Ritual

3.2.3.7. 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

3.3.1.1. content = confidential; process = transparent

3.3.1.2. confidential trust

3.3.1.3. Define qualities of success for a mentor

3.3.1.4. Broadly define "mentor" as anyone

3.3.1.5. Tell (+) stories bout mentorship examples

3.3.1.6. REWS can work on developing the skills of potential mentors

3.3.1.7. Mentorship could just mean a VENTership... having someone you can vent to

3.3.2. Effectiveness

3.3.2.1. Mentor is part of callibration session

3.3.2.2. Incentivize mentorship

3.3.2.2.1. +1

3.3.2.3. Mentor training

3.3.2.3.1. +1

3.3.2.4. Reward mentors

3.3.2.4.1. +1

3.3.2.5. Set aside time to mentor

3.3.2.6. find ways to make it easy

3.3.2.7. mentor / mentee retreat

3.3.2.8. Secret ballot

3.3.3. Mentor Selection

3.3.3.1. Speed dating

3.3.3.1.1. +1

3.3.3.1.2. meet and greets

3.3.3.1.3. Dating game

3.3.3.2. OK cupid for mentors

3.3.3.2.1. Create your "seeking" profile for a mentor

3.3.3.2.2. % match with a mentor

3.3.3.3. Get volunteer mentors

3.3.3.4. think about mentors outside of work

3.3.3.4.1. +1

3.3.3.4.2. Drinking Buddy

3.3.3.5. nominate a mentor

3.3.3.6. Assign you a researcher who has to present about you

3.3.3.7. mentor robot software

3.3.3.8. Random assignments

3.3.3.9. MBTI nametags

3.3.3.10. Project-based mentorship

3.3.3.11. Tech talk from someone on "How I discovered my iceberg"

3.3.3.12. Recognize when no mentors may exist in house