The software industry pays billions of dollars each year for delivering poor quality.  The average cost of fixing a bug or usability issue is around $100,000. The average cost of fixing a performance issue is around $1M.   These big round numbers might get our attention, but they aren’t very actionable.  The process for managing quality varies dramatically from company to company and product to product with good reason. An early stage startup will allow products to go to market with all kinds of issues in hopes of getting useful feedback.  The risk and resulting cost are relatively low.  They might be paying a premium for feedback with this approach, but it’s sometimes the easiest way to find out where the weak spots are and make adjustments.  Startups are (or should be) designed to pivot quickly.   Large companies certainly have a much lower tolerance for risk.  Consequences are magnified and taken very seriously.  Data loss, secur...

Accountability is a significant challenge for product organizations for a variety of reasons, such as the complexity of product development, the constantly changing market demands, and the pressure to deliver on time and within budget. However, participatory decision-making can help teams overcome these issues. A collaborative approach that involves stakeholders of all types ensures a diverse set of voices are heard, and decisions are made using a consensus-building process. Involving everyone in a team or organization in this group process encourages transparency, accountability, and collaboration, leading, ultimately, to a more effective product development process. One company that successfully implemented participatory decision-making is Patagonia, an outdoor clothing and gear retailer. Patagonia's sustainability director, Cara Chacon, recognized that their product development process needed improvement. She wanted to ensure that their products were sustainable and environmenta...

Tribal Leadership is a leadership framework that focuses on the mindset, behavior, and culture of teams. The framework divides team members into five stages, ranging from negative thinking to positive thinking. Stage three, "I'm Great, You're Not," is a common stage in many teams, where members are competitive and only focused on their individual success. However, moving beyond stage three to stage four, "We're Great", is critical for teams that want to be more effective. This post will provide a couple strategies leaders can use to encourage stage four behavior. Examples of Stage Three vs. Stage Four Behavior To better understand the differences between stage three and stage four behavior, let's consider some examples. In stage three, team members are often competitive and focused on their individual success. They may hoard information, take credit for successes, engage in negative gossip, resist feedback, and compete with others instead of collabor...

A team workshop can be transformative for an organization, bringing team members together to build relationships, develop a shared understanding of outcomes, and establish a nurturing culture. These are some of the benefits: Builds Trust: Trust is the foundation of any successful team, and team workshops can help build trust by providing an opportunity for team members to get to know each other on a personal level. When team members feel comfortable with one another, they are more likely to be open and honest in their communications, which can lead to better collaboration and decision-making. Enhances Communication: Effective communication is essential for any team to function effectively. Team workshops can help improve communication by providing opportunities for team members to practice active listening, share their perspectives and ideas, and learn how to provide constructive feedback. Increases Motivation: When team members feel aligned with the mission and values of the team, the...

When times are tough, company culture takes a backseat.  Leaders often ignore the impact culture has on the bottom line when overwhelmed with the challenges of meeting quarterly numbers. It's critical to remember that short term decisions can have very long term effects that are difficult to correct once entrenched. Here are some examples: Low Morale Low morale is contagious.  Once trust is lost with employees, it's much harder to gain it back later, making impacts linger over time. According to a study by Gallup, actively disengaged employees cost the U.S. economy $483 billion to $605 billion annually in lost productivity. A survey by TINYpulse found that 25% of employees who reported feeling undervalued at work had taken more than three sick days in the previous three months, compared to 10% of those who felt valued. According to a report by Gallup, companies with engaged  employees outperform those with disengaged employees by 202% . Increased Turnover When c...

Layoffs can be a difficult and emotional time for employees and employers alike. After a round of layoffs, remaining employees may feel demoralized, uncertain, and lacking in trust in their employer. This can have a significant impact on team dynamics, communication, and productivity. To help teams navigate these challenges, many corporations are turning to team coaching consultants. Team coaching consultants provide support and guidance to teams to help them communicate more effectively, build trust, and work together more productively. Here are some of the benefits of hiring team coaching consultants at corporations after layoffs: Rebuilding Trust One of the biggest challenges after layoffs is rebuilding trust among remaining team members. When employees see their colleagues being let go, they may wonder if their own job is at risk. This can create a sense of anxiety and mistrust in the workplace. Team coaching consultants can help teams to process their feelings, communicate openly,...