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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
16 results (expanded search) for "team-dev"
Administrative
Quarterly Delegation Level-Up
Every 90 days, raise each delegated task one rung on the delegation ladder.
Administrative
"Who Else Could?" Question
Every time you catch yourself doing a task, ask: who else? And why didn't they?
Administrative
Cross-Training Rotation
Rotate every team member to shadow a peer in a different role for a full week each quarter, not a token single day.
Social
Share Your Failure Story First
To open trust in a new team, share your failure first — others will open up.
Social
Team Psychological-Safety Check
Anonymously ask Edmondson's three questions to score your team's psychological safety.
Social
Break Isolation With Tea Invite
Invite one person weekly for a simple 30-min tea — builds community fabric from zero.
Administrative
Project Pre-Mortem
Before starting, imagine the project failed in six months and write down why.
Administrative
Team Skill Matrix
Draw a table: rows = team members, columns = skills, cells = competence 1-4.
Administrative
7-Question Delegation Brief
Before any delegation, answer 7 questions in writing — send them with the handover.
Administrative
Team Handbook
One document answering every "how do we work here?" question for new hires.
Administrative
Diagnosing Team Stage with Tuckman Model
Identify which of four stages your team sits in today, and adapt your leadership style accordingly instead of using one fixed approach.
Administrative
Team Charter: Written Rules of Engagement
Write with your team the basic rules of engagement (how we decide, how we disagree, when we're reachable) before the first real conflict.
Administrative
Peer Conflict-Resolution Protocol
Before any peer conflict escalates to the manager, apply these defined steps between yourselves first.
Administrative
Peer Feedback Ritual
Every two weeks, each member gives one peer specific feedback in a fixed format — no waiting for the annual review.
Administrative
New-Member Buddy System
Every new member gets a peer "buddy" (not their manager) for the first 30 days to ask any "silly" question.
Leadership
Team Debrief After a Major Win (Not Just Failures)
After a major success, hold a structured "after-action review" asking: what exactly did we do right, and how do we deliberately repeat it — not just "what did we get wrong".