Creating Intelligent Teams: Leading with Relationship Systems Intelligence

by Anne Rød

Here is what I am celebrating. • Here is where I need help. • What are your ideas and input?

I like this list better than the "scrum questions"

It also adds positivity to the team when celebrations are held by all.

Intelligent teams know that roles belong to the system, and separate the individual from the role.They pay attention to the potential conflict and strain mismanaged roles can create in the teams and address this.

We consciously, and more often subconsciously, project our feelings, hopes and fears onto the team we are part of and the colleagues within

Our subsequent reactions are the result of failed or fulfilled expectations and dreams.

Team friction and misunderstandings arise when team members speak from different levels of reality.

More subtle and unconscious types of revenge are the different forms of toxic communication, refusal to take on responsibility or be involved, even leaving the team.

We have expectations and opinions about how we want things to turn out and people to behave, most of which are usually not expressed.

I think I've expressed these more than once and to more than one audience

They search for inspiring visions that can direct and support the team, and drill for action that makes the dream come through.

• What is important to you in this land? • What are you proud of in this land? • What are your main needs and challenges? • What do you expect from the other lands and how can they best support you?

What is useful here that you want to take away as a souvenir from this land?

When we focus on what is driving us apart, we maintain and feed the void between us. When we focus on what unites us, we are able to align and move forward.

Remaining curious about the signals for change, rather than interpreting them and jumping to conclusions, will reduce misunderstandings and help people listen attentively for what is needed.

Leapers may also get bored easily, always wanting to move on to the next new thing.

i'm totally a leaper

Bridge builders’ greatest strength is their thoughtfulness.

Their strengths are that they will force the organisation to be very clear about the cost–benefit ratio of any change.

Intelligent teams are aware of the different response styles and the valuable role each one plays in successful change.

Zigzag across the Edge by trying on the Secondary for a short while before returning to the safe Primary.

Richard's try an experiment

Respect that behind every complaint there is a request, and explore what is needed for the team to buy into, support and make the change.