Podcasts about norming

In this engaging conversation, Josephine Palermo speaks with Dawn Mahan, PMP, about her journey into project management, the challenges faced in the field, and the importance of leadership and team dynamics. Dawn shares insights from her book, 'Projectland,' where she introduces the concept of using animal avatars to represent different roles in project management. The discussion emphasises the need for emotional management, the significance of setting projects up for success, and the evolving nature of project management in today's fast-paced environment.Dawn Mahan, PMP, has trained thousands of professionals around the world. As the founder of PMOtraining.com, she's a go-to advisor for C-level leaders and project managers across industries.  Read her book https://www.amazon.com/gp/product/B0D4J4KHYCChapters00:00 Introduction and Setting the Scene01:56 Dawn's Career Journey and Project Management Discovery09:21 Defining Project Management and Its Challenges11:09 The Importance of People in Project Success14:48 Exploring Project Land: A New Paradigm18:36 The Dream Team: Animal Avatars in Project Management22:01 The Gazelle Metaphor in Project Management23:32 Dolphins: The Social Creatures of Project Teams26:02 The Lion Avatar: Leadership and Authority27:48 The Partnership Between Leaders and Project Managers29:48 Team Dynamics: Forming, Storming, Norming, Performing31:12 The Importance of Kickoff Meetings33:18 Managing Project Endings and Emotions33:57 Navigating Challenges in Project Leadership36:51 The Role of Project Managers as Team Leaders40:12 Setting Projects Up for Success#projectmanagement #projectland #dawnmahan #gearedforgrowth.biz #teamscultureyou #businessgrowth #businessgrowthstrategy #smallbusinesstips #startuplife #workwell #wellbeingatwork #6teamconditions #teams #areyouaneffectiveteam #workingwell #feelsatwork #workliveplaywell #feelsatwork #postivemindset #positivepsychology #mindsetshift #mindset

Michael Waltz out as NSA; nominated for UN Ambassador. Norming in America. Investigation in Dr. Fauci. Belichick situation Is Getting Weirder. Trump to speak at Alabama's commencement. See omnystudio.com/listener for privacy information.

Michael Waltz out as NSA; nominated for UN Ambassador. Norming in America. Investigation in Dr. Fauci. Belichick situation Is Getting Weirder. Trump to speak at Alabama's commencement. See omnystudio.com/listener for privacy information.

Michael Waltz out as NSA; nominated for UN Ambassador. Norming in America. Investigation in Dr. Fauci. Belichick situation Is Getting Weirder. Trump to speak at Alabama's commencement. See omnystudio.com/listener for privacy information.

Michael Waltz out as NSA; nominated for UN Ambassador. Norming in America. Investigation in Dr. Fauci. Belichick situation Is Getting Weirder. Trump to speak at Alabama's commencement. See omnystudio.com/listener for privacy information.

Send us a textIn this episode I break down one of the most powerful frameworks for team growth: the 4 stages of team development Forming, Storming, Norming, and Performing. Originally developed by Bruce Tuckman, these phases are essential for building strong, high-trust, high-performing teams. Whether you're leading a business, running a sales organization, or building a leadership team, understanding these stages will change how you lead and grow. If you're building something great with a group of people, this episode is a must listen.

Bobby revisits one of the most popular topics: Being a Dynamic Team Leader. Reflecting on hers and Bridge's original conversation, she dives into; How leaders can recalibrate team dynamics and tackle those "elephants in the room," the importance of healthy conflict and why leaning into discomfort matters, insights from Patrick Lencioni's Five Dysfunctions of a Team and how to build trust from the ground up. As well as some practical tips for more effective meetings and onboarding processes.  If you're looking for actionable insights and a fresh perspective on team leadership, this mini episode is for you alongside the original.  Links 8 Alternatives to Having a Meeting (lianedavey.com) The Five Dysfunctions of a Team: Patrick Lencioni (Amazon.co.uk) A summary of The Five Dysfunctions of a Team : Executive Agenda Forming, Storming, Norming, Performing and Adjourning Tuckman Model | PM Study Circle

Are you hindering your team's performance without realizing it? In this episode, discover how to empower your team, foster collaboration, and unlock their full potential. Andrea and Michelle dive into the four stages of team development and how leaders often inadvertently prevent their teams from reaching high performance. They discuss common pitfalls like micromanaging, unclear expectations, and lack of trust.    Showing leaders how to step back, delegate effectively, and become an architect of high performance.   Takeaways   High performance teams require clear expectations and boundaries. Micromanagement hinders team development and performance. The four stages of team development are crucial to understand. Leaders must step back to allow teams to thrive. Managers often become bottlenecks in decision-making processes. Empowering teams leads to greater independence and success.   For more resources on developing leadership skills visit us at Revela. Where we've helped hundreds of executives lead productive teams and thriving organizations. This podcast is produced by Two Brothers Creative 2024.

How can leaders inspire growth and navigate change effectively? Drawing from Scott Robertson's quote, “I'm learning, we're learning, we're getting better,” Denis explores the leadership lessons of the New Zealand All Blacks, offering practical strategies for building high-performing teams, fostering innovation, and preparing future leaders.Listen until the end for an exclusive opportunity to kickstart your 2025 leadership goals with a complimentary coaching session.Ready to elevate your leadership? Tune in now and start leading with purpose!Leadership Is EvolvingThe significance of Scott Robertson's quote: “I'm learning, we're learning, we're getting better”How the All Blacks' high-performance culture parallels leadership principlesOverview of the episode's focus on growth and adaptabilityLessons from the All Blacks' Succession PlanningThe seamless transition of leadership in sports and its relevance to organizationsImportance of spotting and nurturing talent early in their journeyBuilding resilience through generational development and grassroots focusThe Team Maturity ModelExploring the phases: Forming, Storming, Norming, and PerformingHow the All Blacks navigate these stages with new players and coachesCreating an environment where failure fuels innovation and growthReflective Leadership: Strategic GrowthThe importance of stepping back to learn, reflect, and strategizeQuestions leaders should ask about succession planning, fostering innovation, and growing future leadersCultivating a workplace culture that embraces mistakes as learning opportunitiesCall to Action: Leadership Coaching OpportunityAn invitation for listeners to participate in a complimentary coaching sessionHow clarity and courage are key to stepping into new opportunitiesWays to connect with Denis for tailored advice on professional growthKey Quotes:"Winning the battle is important, but as leaders, we're here to win the war." – Denis Gianoutsos"I'm learning, we're learning, we're getting better." – Scott RobertsonThe 10 Proven Ways to Lead and Thrive in Today's World Executive Guide Featuring 10 Key Themes and 42 Strategic Insights from Worldwide Leaders https://crm.leadingchangepartners.com/10-ways-to-lead Connect with Denis:Email: denis@leadingchangepartners.comWebsite: www.LeadingChangePartners.com Facebook: https://www.facebook.com/denisgianoutsos LinkedIn: https://www.linkedin.com/in/denisgianoutsos/ Instagram: https://www.instagram.com/leadershipischanging/ YouTube Channel: https://www.youtube.com/@DenisGianoutsos

#7vswild #Staffel4 Folge 3 #reaction Wir schauen uns heute mal die aktuelle Gruppenphase der Teilnehmer an und was man über die Rollen sagen kann - ohne in alte Muster zu verfallen!Vlog / Podcast von Dipl.-Psych. Christian Hemschemeier, Institut für Integrative Paartherapie in Hamburg / Berlin. (Wichtige Hinweise findest Du unten im Text.)Am 18.3.2024 erscheint mein neues Buch "Lang lebe die Liebe"!:https://www.amazon.de/dp/B0CXJDLV32(Online) Kurse: https://www.liebeschip.deKurse zu toxischen Beziehungen, Umprogrammierung deines Beuteschemas, Bindungsangst, Verlustangst, Dating, Selbstliebe, Eifersucht, Glück, Dating und ganz vieles mehr! Schau einfach mal vorbei!Wichtige Informationen zu unseren AngebotenIn diesem Online-Angebot werden keine psychotherapeutischen Leistungen angeboten. Die Videos wurden mit größtmöglicher Sorgfalt und durch einen erfahrenen Paartherapeuten erstellt. Sie enthalten jedoch keine Diagnosen, Ratschläge oder Empfehlungen hinsichtlichErkrankungen und darauf bezogener Therapien. Die Videos ersetzen somit keine psychotherapeutische Behandlung. Weitere wichtige Informationen zu unseren Angeboten finden Sie hier: https://www.liebeschip.de/infoImpressum: https://www.liebeschip.de/pages/impressum Hosted on Acast. See acast.com/privacy for more information.

Why do promising new hires sometimes fail to meet expectations shortly after joining the team? Investment Grade Practices Podcast host Dr. Victoria Peterson explores the stages of team development - Forming, Storming, Norming, and Performing - and reveals how to navigate the “storming” phase to ensure new team members thrive.  

Today's topic is all about the struggles you might face as an entrepreneur. In this episode, we break down Tuckman's Phases of Group Development—Forming, Storming, Norming, and Performing. We'll talk about how these phases show up in business and share tips on handling each one. Whether you're just starting out with lots of energy, hitting rough patches, or trying to keep things steady, we've got insights to help you move forward. Tune in to hear personal stories and practical advice on getting through tough times and finding success in your business journey. Read more about Tuckman's Phases here: https://www.wcupa.edu/coral/tuckmanStagesGroupDelvelopment.aspx#:~:text=These%20stages%20are%20commonly%[…]0collaborative%20or%20shared%20leadership

SEASON 10 The Learning Leader Daily Leadership Tips and Discussions Today we kick off a new topic of discussion and it is all about how Team Leaders can norm with other team leaders in the same organization. Today will lay out the next series that may go a couple weeks, because it's always a challenge to get all the leaders in an organization on the same page… but I think it's possible.  Have you ever wondered why it's so difficult for a group of leaders to norm? Well, it's because every leader is unique and every leader has their own style, and their own way of leading their team. By coming together and forming a bond in your organizations leadership team, you can begin norming better than ever before. I use the DISC assessment with every client and team I work with and have found it to be a real game-changer for the entire team. This is certainly no different when you have a group of leaders together. In order for them to work together in unison, they have to begin by knowing each other very well. That's where the DISC comes in, so I will mix the DISC behavioral styles in throughout this series. I am a DISC Certified Trainer and Consultant and have worked with behavioral styles for over 20 years. I am certified through the John Maxwell Leadership Team and have worked with hundreds of teams. If you are interested in having me work with your team leaders or if you want to purchase a DISC assessments for yourself and your team, please contact me via email at Paul@CLCTeam.com If you want to dive in deeper, here are some great books to read and study about the behavioral styles: “Surrounded by Idiots” by Thomas Erikson https://amzn.to/3yZ4Jwk “Full Spectrum Success: Living and Leading in True Color” by Jacob Adamo https://amzn.to/3Mcsnsd “The Four Tendencies” by Gretchen Rubin https://amzn.to/4ctegtq “Wired That Way” by Marita Littauer. https://amzn.to/3SNW8n4 “Personality PLUS” by Florence Littauer. https://amzn.to/3X05WNi Thank you for listening. I'm Paul Grau Jr., the host of this show, and I'm excited about Season 10. This season will focus on “The Learning Leader” and/or as we refer to it here at The CLC Team, “The Expanding Leader. Every episode will primarily focus on the lifelong journey of expanding your knowledge of leadership, and I will try to give you a daily takeaway to put what you learn into action. My goal is that you learn something that you can take immediate action on, and see how powerful expanding your leadership can be.   Please listen daily (Mon – Friday) as Paul focuses on not only giving tips about how to be a great leader, but also a leader who is respected, a leader who people want to follow, a leader who can confidently navigate their way through both personal and professional challenges, a leader who is not afraid to share their faith while living it out, a leader who knows his/her purpose and lives to fulfill that purpose every day, and a leader who has no regrets! As always, I value your feedback and comments, especially your perspectives and opinions. Please share them with me by emailing them to Paul@CLCTeam.com  Lots of new stuff to come... please consider subscribing, sharing with a friend, and giving me a review on whatever platform you listen on.  Have a great day and Lead Well! “Run To Your Challenges!”

Die heutige Folge dreht sich mal wieder um eine Frage aus der Community: Gibt es das perfekte Team? Und wenn ja, wie lange? Um Teams ranken sich ja so einige Mythen. Besonders stark vertreten sich die Teamphasen von Tuckman (Forming, Storming, Norming, Performing) oder auf der Gegenseite die 5 Dysfunktionen eines Teams. Was ist da dran? Halten diese Konzepte einer systemtheoretischen Betrachtung stand? Was macht Teams eigentlich aus? Das alles erfährst du in der heutigen Episode. Du erreichst uns mit deinen Fragen auf den unten angegebenen Social Media Kanälen, auf unserer Webseite https://www.wir-muessen-reden.net oder direkt an podcast@wir-muessen-reden.net Abonnieren, teilen, Algorithmus glücklich machen! Über positive Bewertungen auf den gängigen Plattformen freuen wir uns natürlich auch. Viel Spaß beim Hören! Dein David & Martin Martin Aigner: Twitter: @aigner_martin LinkedIn: https://www.linkedin.com/in/martin-aigner-865064193 David Symhoven: LinkedIn: https://www.linkedin.com/in/david-symhoven-2a04021a5/

Join us in this last part of three episodes as we delve deeper into the SH!PS Approach. Our host begins with a grounding meditation, inviting us to connect with the Earth's energy and our chakras, setting the stage for a deeper exploration of the SHIPS model: Solidarity, Hope, Inspiring Service, and Trusting the Process. We revisit the concept of Solidarity, likening it to the ship itself – the essential vessel that enables connection and mutual support. The discussion moves into Hope, emphasizing its dual nature as both a feeling and a reality, and how it ties into the cosmic law of three, where every crisis holds the seeds of reconciliation and transformation. The episode features an engaging exercise where participants identify their core values by imagining what they hope to be remembered for at their funeral. This exercise helps bring subconscious values to the forefront, allowing for more intentional living. Listeners are invited to explore their values by reflecting on people they admire and the characteristics they embody. Trusting the Process is another key topic, where various models like "Order, Disorder, and Reorder" and "Forming, Storming, Norming, and Performing" are discussed. The host emphasizes the importance of holy indifference – engaging in actions without attachment to outcomes, allowing for a more genuine and effective service to others. The episode concludes with a focus on Inspiring Service, encouraging listeners to commit to specific acts of service and follow through. This practice not only enriches the lives of others but also deepens one's own spiritual journey by embodying core values in everyday actions. Tune in for a transformative conversation that offers practical tools and profound insights to help you navigate your spiritual growth and personal development journey.

The average failure rate for a tech startup is 90%.  Around one-fifth will flame out in the first year, and the overwhelming majority of the ones that make it past that mark will never be acquired or go public. It's brutal. It takes years to build a sustainable technology company, and considering how unbalanced the risk/reward ratio is, each founder needs to craft personalized mental and emotional frameworks that suit their needs. Because there's no single recipe for long-term success, I was glad to interview Poshmark CEO Manish Chandra and DevRev CEO Dheeraj Pandey about how they deal with the fear, uncertainty and doubt that affects every entrepreneur. Poshmark is a pure consumer play, and DevRev sells enterprise software, but because Dheeraj and Manish are repeat founders who've taken startups from Day Zero to IPOs, they were an excellent choice for the last episode of season 1. We broke down some of the strategies they've developed over time for recruiting, fostering early adopters, driving growth, and transitioning across industries. Both guests also unpacked some of the strategic decisions that propelled their companies forward and spoke openly about how they navigated some very lonely times along the way. Episode breakdown [2:38] Dheeraj: “The hardest thing was to really find the innovators and the early adopters.” [4:40] Manish: “I just kept saying, ‘I'm not the right guy to do this idea because I had no consumer background.'” [7:03] Why it's so important to build an advisory team early on [8:12] Dheeraj: “Finding people who have hunger and humility… has always been hard.” [10:51] Prioritize hiring early employees who will challenge you and your assumptions [14:18] Use your initial recruiting process to refine your value proposition [17:30] When Manish realized Poshmark was the right company for the moment [21:24] Winning “VMworld awards basically told us that we're doing something right.” [24:36] Manish: “We got the first version of the app ready, but there were a couple of problems.” [30:09] Dheeraj: “We said, ‘we've got to take something to the have-nots.'” [35:14] Embrace a design-first mentality from Day Zero. [39:00] Search for ways to reduce friction from every internal and external process [43:21] Dheeraj: “By the way, the only job of the CEO over time is to go towards the fire.” [50:39] When it comes to design, “less is better” [53:39] Manish: “Whatever you don't have, you can always find it in someone else.” [55:16] Dheeraj: “The more and more money you actually raise, the less you can pivot.” [59:21] Manish: “Always be closing, because money can disappear very quickly.” [1:02:32] Dheeraj: “I think my learnings have been about keeping the balance sheet in your head all the time.” [1:05:31] How to recognize when it's time to throw in the towel [1:07:01] Is work-life balance even an achievable goal for an early-stage founder? Links Manish Chandra, CEO, PoshmarkTracy Sun, co-founder, Poshmark LyAnn Chhay, VP, Poshmark Dheeraj Pandey, CEO, DevRev Kaboodle Nutanix TiE Global Gokul Rajaram on Twitter: “VISION => TALENT => TEAM” What Is Forming, Storming, Norming and Performing? How to Be a C.E.O., From a Decade's Worth of Them Rise of Empires: Ottomans Eclectic grandpa style Simon Sinek Thanks very much for listening to season 1 of Fund/Build/Scale! There's much more to come in season 2, which starts very soon. Join the FBS LinkedIn group Subscribe to Fund/Build/Scale on Substack Fund/Build/Scale is sponsored by Mayfield and Securiti.

Thank you for listening! On our special episode, we are joined by Paul McCartney to talk about team building for leaders and the ideas behind 'Knowledge is Power'. Thank you, Paul! Paul is the Managing Director of GeeForce Ltd, where he offers training and coaching to business owners. Find out more about Paul on LinkedIn at: https://www.linkedin.com/in/paul-mccartney-mba-business-help/ Come back

Effective team building skills are often overshadowed in our medical education, yet they can make all the difference in delivering quality care and advancing a supportive work environment. In our latest episode of the Faculty Factory Podcast, we explore this critical topic with Wendy Bennett, MD, shedding light on how to build, manage, support, and grow teams in academic medicine. As a primary care physician, Dr. Bennett is an Associate Professor in the Division of General Internal Medicine, with joint appointments at The Johns Hopkins University School of Medicine and Bloomberg School of Public Health. She is also The Johns Hopkins Community Physicians Director of Research and she serves as Co-Director of the Center for Women's Health, Sex, and Gender Research. In this interview, she highlights the importance of emotional intelligence, accountability, and adapting to hybrid work environments in effective team building. Dr. Bennett emphasizes the need to cultivate a supportive culture while addressing team dynamics, particularly during conflicts. She notes that celebrating achievements and acknowledging team members' contributions are integral to team growth. Resources Mentioned in This Episode Multipliers: How the Best Leaders Make Everyone Smarter: https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395 The concept of Forming, Storming, Norming and Performing (FSNP): https://hr.mit.edu/learning-topics/teams/articles/stages-development

Explorăm modelul FSNP al lui Bruce Tuckman, o călătorie de la formarea echipei la atingerea performanței. În 1965, Tuckman a schițat o hartă fascinantă a evoluției echipelor, de la străini până la colegi invincibili, printr-un ciclu de viață divizat în patru etape esențiale: Forming, Storming, Norming și Performing.Fiecare etapă contribuie la transformarea unei echipe, de la îndoială și conflict, la colaborare și succes. Dar care este importanța liderului în navigarea prin aceste faze? Cum poate fiecare membru să contribuie la atingerea vârfurilor de performanță? Descoperim împreună în acest episod scurt al Ideilor Hacking Work. —Acest episod vă este oferit de Blankfactor, lider global în inovație digitală pentru fintech-uri și procesatori de plăti.Companie americană cu prezență globală, Blankfactor își construiește o echipă puternică de inginerie software în România, având birouri în București, Cluj și Brașov și colaborând cu profesioniști de top din întreaga țară.Blankfactor – Engineering Impact.—Hacking Work este primul proiect social, civic și educațional din România care vorbește clar, curajos și cinstit despre piața muncii și despre relațiile dintre angajați și angajatori.Acest produs multimedia este realizat de echipa Hacking Work și produs de SPOR - Școala Pentru oameni Responsabili.În proiectul Hacking Work includem episoade de podcast audio și video publicate pe Youtube, Spotify și celelalte platforme de streaming, newsletterele și articolele publicate pe Substack, articolele de analiză și opinie publicate pe blogul dorusupeala.ro și emisiunile de radio difuzate în parteneriat cu posturile cu acoperire națională.Platformele web ale proiectului Hacking Work sunt găzduite de Hosterion. Materialele audio-video sunt pregătite cu ajutorul soluției software de transcript Vatis Tech, care asigură cea mai bună acuratețe în limba română - 95%+ .—Ne găsești pe

God Reveals His Norming Norm We are often arbitrary in how we evaluate ourselves and others – But God has a perfect standard we are evaluated by – the Truth He has revealed to us in His holy word. Read Exodus 34:1-9 Dictionary.com defines truth as the actual state of a matter; conformity with fact or reality. What is the opposite of truth? Falsehood, or lies. Blessed are those who wash their robes, so that they may have the right to the tree of life and that they may enter the city by the gates. Outside are the dogs and sorcerers and the sexually immoral and murderers and idolators, and everyone who loves and practices falsehood. -Rev. 22:14-15 (ESV) All Scripture is breathed out by God and profitable for teaching, for reproof, for correction, and for training in righteousness, that the man of God may be complete, equipped for every good work. -2 Timothy 3:16-17 (ESV) Every biblical command God gives is based on His truth and is to help you flourish as His child. Every sin listed in the Bible has built in consequences that will be experienced when you reject God's truth for you and engage in that sin. Precept, Principle, Person (Josh McDowell). And the Word became flesh and dwelt among us, and we have seen His glory, glory as of the only Son from the Father, full of grace and truth. -John 1:14 (ESV) Jesus said to him, “I am the Way, and the Truth, and the Life. No one comes to the Father, except through Me.” -John 14:6 (ESV) So Jesus said to the Jews who had believed Him, “If you abide in My Word, you are truly My disciples, and you will know the truth, and the truth will set you free…So if the Son sets you free, you will be free indeed.” -John 8:32, 36 (ESV) The one who rejects Me and does not receive My words has a judge; the word that I have spoken will judge him on the last day. -John 12:48 (ESV) The word for truth in Exodus 34:6 is the Hebrew word emet (H571), which occurs 125 times in the O.T. It is usually translated truth or faithfulness. The sum of Your word is truth [emet], and every one of Your righteous rules endures forever. -Psalm 119:160 (ESV) The Lord is near to all who call on Him, to all who call on Him in truth [emet]. -Psalm 145:18 (ESV) Let the [lying] prophet who has a dream tell the dream, but let him who has my word speak my word faithfully [emet]. -Jeremiah 23:28 (ESV) Hear the word of the LORD, O children of Israel, for the Lord has a controversy with the inhabitants of the land. There is no faithfulness [emet] or steadfast love [hesed[, and no knowledge of God in the land; there is swearing, lying, murder, stealing, and committing adultery; they break all bounds, and bloodshed follows bloodshed. -Hosea 4:1-2 (ESV) Moreover, look for able men from all the people, men who fear God, who are trustworthy [emet] and hate a bribe, and place such men over the people as chiefs of thousands, of hundreds, of fifties, and of tens. -Ex. 18:21 (ESV) Now therefore fear the Lord and serve Him in sincerity and in faithfulness [emet]. Put away the gods that your fathers served beyond the River and in Egypt, and serve the Lord. -Joshua 24:14 (ESV) Teach me Your way, O LORD, that I may walk in Your truth [emet]; Unite my heart to fear your name. -Psalm 86:11 (ESV) They are Israelites, and to them belong the adoption, the glory, the covenants, the giving of the law, the worship, and the promises. To them belong the patriarchs, and from their race, according to the flesh, is the Christ, who is God over all, blessed forever. Amen. -Romans 9:4-5 (ESV) Do not be arrogant toward the branches [i.e., currently unbelieving Jews]. If you are, remember it is not you who support the root, but the root that supports you. -Romans 11:18 (ESV) My little children, I am writing these things to you so that you may not sin. But if anyone does sin, we have an advocate with the Father, Jesus Christ the Righteous. He is the propitiation for our sins, and not for ours only but also for the sins of the whole world. -1 John 2:2 (ESV)

In this episode, Ben discusses the importance of understanding where your sales team is at in their development and how to effectively coach and lead them based on their stage. He introduces Tuckman's model of team engagement, which includes the stages of Forming, Storming, Norming, and Performing. Ben provides practical tips and strategies for each stage, emphasizing the need for communication, training, and building a strong team culture. He also highlights the importance of personalizing training programs to maximize individual performance. A jam-packed episode offering valuable insights for Sales Leaders looking to develop high-performing teams. Key Takeaways: Understanding the developmental stage of your sales team is crucial for effective coaching and leadership. In the Forming stage, focus on building relationships, defining roles, and establishing team values. During the Storming stage, address conflicts and disagreements by fostering open communication and teamwork. In the Norming stage, ensure that the established rules of engagement are still relevant and encourage continuous learning. The Performing stage requires ongoing learning, personal growth plans, and managing burnout to maintain high performance. Timestamps: 0:00 Intro 1:48 Coaching for Success 4:08 Understanding Where the Team is At 4:30 Tuckman's Model for Team Engagement 5:08 Tuckman's Model: Forming 6:02 Tuckman's Model: Storming 7:36 Tuckman's Model: Norming 8:35 Tuckman's Model: Performing 9:14 Leveraging the Tuckman's Model 23:02 Coming Up 23:29 Health and Wellbeing Tip 24:57 OutroRate, Review, & Follow If you're liking what you're hearing, make sure you ‘follow' the show wherever you listen to your podcasts…so you never miss an episode!I'd also love to hear what you think, so drop us a review after you close that next deal…tell me what you're liking, and what you want more of so I can look to cover it in a future episode.

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High level team work is an absolutely essential aspect of being an effective Residential Counselor.  There's a classic way to think about the formation of effective teams.  It breaks team development into 5 over-lapping phases:  Forming, Storming, Norming, Performing, Adjourning. (1)  Forming refers to all the dynamics that happen between team-mates when you're relatively new to working with one another.  ·         The key to moving through the forming phase is constant communication among team members.  Let your partners know where you are, what you're doing, and which kids, or zone, you're covering. (2)  In the Storming Phase, little conflicts among your team-mates have appeared.  ·         The key to moving through the storming phase is feedback.  Make giving you feedback as easy as possible.  Make it clear to your teammates that you want to know how to excel at being an effective teammate.  At least at first, focus on getting feedback on how you're doing as a member of team, rather than your work directly with the kids.     (3)  In the Norming Phase routine tasks, including transitioning through all the different parts of the daily schedule, are generally going smoothly.  ·         The key to supporting this normative level of teamwork is appreciation.  Don't take for granted when parts of the shift go well.  That only happened because of you and your team-mates.  Be generous in expressing your appreciation for your fellow staff do. T  (4)  The Performing Phase of team development.  Now, it's not just the routine parts of the shift that are going well, but the team skillful adapts and overcomes various challenges.  ·         Find ways to recognize and celebrate when your team performs at a high level. 5  (5)  The Adjourning Phase in residential treatment is most relevant in the context of how each shift is ended.  That's when you're most likely able to speak with one another.  That's when you can ask for feedback, express appreciation, and celebrate the team's successes.  However, there's also a really important team function that should be prioritized – and that's debriefing; specifically what's known as “Critical Incident Stress Debriefing”. ·         Residential treatment work frequently exposes staff to extreme situations that can have trauma-like effects.  Checking-in with fellow staff at the end of the shift and sometimes telling the story of what happened, in a calm fashion, can blunt the neurological effects on your brain of intense experiences with clients. Residential work is highly stressful and the skilled Residential Counselors attend to their own self-care.  You can't effectively take care of others if you're not also taking care of yourself.

With a unique blend of knowledge and expertise, Marshall MacFarlane is an accomplished Millwright/Industrial Mechanic and Facilities Management professional. Skilled in security, operations, emergency planning and construction teams, he has extensive experience in bringing new facilities online and managing Preventive & Predictive maintenance processes. Marshall is a published writer since 1984 and volunteer his time to various outdoors activities like hunting and fishing. Marshall's educational background includes two Bachelor's degrees from NAU (Emergency Management & Public Agency Administration) as well as Park University's MBA program. An avid Canadian Army Veteran, he now lives with his wife Karole and three dogs in Queen Creek.Check Out Marshall's Season 1 Appearance: Facilities Management to the Great Outdoors with Marshall Macfarlanehttps://www.linkedin.com/in/marshall-macfarlane-0a426518/https://desertratoutdoors.com/https://c-3engineering.com/Mac and Bleu is the hot new podcast dedicated to all things related to building Arizona. Topics discussed range from construction, economic development, supply chain, and market segments.Mac & Bleu also includes diversity in construction, local politics affecting construction, women in construction, construction technology, and more.The host JJ Levenske of Bleuwave have their finger on the pulse of the people building Arizona.The show brings in the brightest minds in their perspective positions and industries and JJ has the unique ability to touch on the subject matter that you want to hear.If you want to know who's building Arizona, tune in and subscribe to Mac and Bleu today!___________________________________________________________________________________JJ Levenske is a seasoned construction executive with over 30 years of experience in the commercial and industrial sectors.From pre-construction services to complex quality controls and close-outs, he brings a commitment to delivering the highest levels of professionalism and customer service.

How can we be a good partner when we buy from a vendor? How do we, as the customer, get good at providing feedback? As we partner with the right SaaS companies, how do we get the most out of those partnerships right out of the gate? On today's episode of Scaling Tech, I am by Ian Lotinsky, a product and team builder who is the CTO at Great Minds, an online ed-tech business. Ian is answering Debbie's questions with his own, such as 'How do we understand the people on the other end of the Zoom call?' and 'How can we learn as much as possible about the people using our products?'Creating a partnership mindset requires alignment around the question, 'How do we ask questions?' As we embark on a partnership journey, it pays to ask the right questions upfront – at the risk of getting off on the wrong foot. Debbie and Ian delicately unpack this partnership paradox in this intriguing episode. Please join us. "One thing I've seen and believe and have read is that you tend to hire culture. And so I've certainly recruited folks and built a team that I could entrust partnerships to." ~ Ian LotinskyIn This Episode:- How do you create a partnership mindset?- How do you get to a positive outcome when you first meet a new vendor? - Alignment around the question 'How do you ask questions?'- ‘Forming, Storming, Norming, Performing'- Understanding the Theory of Constraints - Building trust relationships through empathy- Upvoting a problem from within the system - Building a team based on your values - What happens when it comes time to exit the partnership? And more!Resources:Lead Without Blame - amzn.to/42bMoVs Connect with Ian Lotinsky:- Website - https://greatminds.org/- LinkedIn - https://www.linkedin.com/in/ianlotinskyConnect with Debbie Madden:- Website - https://www.stride.build/- LinkedIn - https://www.linkedin.com/in/debbiemadden1/- LinkedIn Page - https://www.linkedin.com/company/stride-build/

Andy and Mon-Chaio contemplate how often team boundaries should change, what impacts changing boundaries has, and some tactics for making boundary changes easier. References Forming, Storming, Norming, Performing - https://en.wikipedia.org/wiki/Tuckman's_stages_of_group_development Amy Edmundson, Teaming - https://www.amazon.co.uk/Teaming-Organizations-Innovate-Compete-Knowledge-ebook/dp/B007MF3BRA Dunbar's number - https://en.wikipedia.org/wiki/Dunbar's_number Matrix management - https://www.liveabout.com/matrix-management-2276122 XP central tenant - https://martinfowler.com/bliki/FrequencyReducesDifficulty.html Gore - https://www.fastcompany.com/51733/fabric-creativity --- Send in a voice message: https://podcasters.spotify.com/pod/show/tactics-tech-leadership/message

Are you a founder or business owner who's looking to scale your vision, develop high-level leadership skills, or transition from startup to corporate? Then you'll want to tune in to this lively discussion with our special guest, Seneca Smith, Senior Manager in the Human Capital Practice at Deloitte Consulting.  In her work at Deloitte, Seneca advises businesses on how to approach global transformation, specifically focusing on defining the future of work, designing adaptable organizations, and preparing leadership and the workforce for change.  In this episode of Off the Wall, hosts David Armstrong and Jessica Gibbs talk to Seneca about her experience working with leaders to scale their businesses, vision, and leadership skills. She provides key insights such as why all founders should hire a leadership coach, how to align your business and workforce strategies, and what to do if you're stuck in the ‘Norming' stage of business growth. Plus, Seneca shares tips and advice on how you can better delegate responsibilities, so you're not stuck wearing all the hats as a founder.  "One of the challenges of getting stuck at ‘norming' is you are now in a place that is comfortable: You are hitting your targets and doing work in a way that feels operationally efficient—but that doesn't necessarily mean that you're achieving innovative goals. You're not getting to that next stage of performing and really stretching. One of the reasons might be for that fear that you would fall back into ‘storming' phase because performing includes an element of risk.” - Seneca Smith  Please see important podcast disclosure information at https://monumentwealthmanagement.com/disclosures.      Episode Timeline/Key Highlights:  [00:52] Introducing Seneca Smith & the topic of today's episode.  [01:57] Forming, Storming, Norming, & Performing.  [02:52] What should founders be thinking about and doing when going from startup to formal business (from Forming to Storming)?  [04:36] Scaling your vision for your business.  [11:06] What to do if you're stuck in the Norming stage & How to break into the Performing stage.  [14:01] Wearing all the hats isn't sustainable for founders. How can founders better delegate tasks? How do their leadership skills evolve?  [17:17] Signs you need to hire a leadership coach.  [20:05] Dave's experience as a founder working with a leadership coach.  [23:35] Aligning your business strategy with your workforce strategy + tips for outsourcing.    Resources Mentioned:  Learn more about Deloitte Consulting: https://www2.deloitte.com    About Seneca Smith:  Seneca is a Senior Manager in Human Capital Practice of Deloitte Consulting. She focuses on strategic organizational / workforce transformation and readiness. She advises Financial Services clients engaged in redesigning their core business operations, workforce strategy, and technical landscape. She uses human-centered design thinking to tackle transformation, with a focus on leadership alignment, change management, culture, and employee engagement.  Seneca focuses primarily in the insurance sector and has served a broad cross-section of the industry. Her clients include AIG, New York Life, Prudential, Travelers, CNO, Securian, State Farm, Lockton, Auto Club Group, FIS, Bank of America, and Guardian Life.    Connect with Seneca:  Connect with her on LinkedIn: https://www.linkedin.com/in/senecamsmith    Connect with Monument Wealth Management:  Visit our website: https://bit.ly/monumentwealthwebsite   Follow us on Instagram: https://bit.ly/MonumentWealthIG   Follow us on Twitter: https://bit.ly/MonumentWealthTW   Connect with us on LinkedIn: https://bit.ly/MonumentWealthLI   Connect with us on Facebook: https://bit.ly/MonumentWealthFB  Connect with us on YouTube: https://bit.ly/YouTubeMWMFit       About “Off the Wall”:  OFF THE WALL is a podcast for business professionals and high-net-worth investors who want to build wealth with purpose. A little bit Wall Street, a little bit off-the-wall; it's your go-to for straightforward, unfiltered wealth advice on topics that founders, business owners, and executives care about. Learn more about our hosts, Dave and Jessica on our website at https://monumentwealthmanagement.com.   

How Long Should Agile Teams Stay Together? This is such a good question. I recently got an email from Mike Cohn where we have a bit of a discussion surrounding The Tuckman model, (Forming, Storming, Norming, and Performing). My thought is that mature Agile teams should be self-organized and self-regulated. This means that they have the power to adjust in order to maintain an AWESOME culture. What are your thoughts?

This week we interview a client Megan Gianinni, Global Head of Talent, Development and Organisational Effectiveness at Philips, on the topic of building strong, high performing teams. Megan has been a client of Zircon for over 5 years and has been responsible for rolling out a number of initiatives across the organisation to improve team performance and collaboration. In this podcast we talk about some of the characteristics of high performing teams, the tips businesses can put into place in order to improve performance and create happy, healthy and psychologically safe teams.The Chief Psychology Officer website is now available https://www.thecpo.co.uk/Please like and follow Zircon for more podcasts and articles at https://www.linkedin.com/company/zircon-consulting-ltd/To contact Amanda via LinkedIn: linkedin.com/in/amandapotterzirconTo contact Megan via LinkedIn: linkedin.com/in/megan-giannini-400189To contact Amanda via email: TheCPO@zircon-mc.co.ukFor more information about the BeTalent Team questionnaire mentioned in this podcast please go to: https://www.betalent.comTimestampsHigh Performing Teams·       00:00 – Introduction to High Performing Teams·       00:33 – Megan Giannini: How it all began·       01:31 – I love teams!·       02:23 – Why so important a topic Amanda?·       03:22 – Research vs. RealityConsider if you will, the world we live in…·       05:19 – These are turbulent times…·       06:12 – VUCA or BANI; you be the judge.·       07:05 – Forming, Storming, Norming & Performing (these could be The Doors)·       08:31 – Those that take on these steps·       10:19 – “Change is good, Constant Change is better”·       11:57 – What to consider when creating a team·       13:49 – Strengths vs. Motivation·       15:00 – Cognitive DiversityGetting a lot done in these conversations…·       15:50 – Productive Conversations·       17:29 – This is all new to me!·       18:30 – I need some clarification for that·       20:49 – State of mind·       21:45 – Creating an environment for everyone to be the best·       23:09 – Summary of Productive Conversations·       23:28 – What's stopping you?·       24:39 – Does the research support this?The current trend.·       25:44 – Quiet Fleecing·       27:22 – It doesn't fall within my boundaries…·       27:53 – Quiet Quitting·       28:53 – I wasn't aware…·       30:35 – Following the Leader·       31:33 – Who's the most important member of the team?The keys to building a high performing team.·       32:47 – Key takeaways·       34:50 – Removing the drains·       35:43 – Environment of learning·       37:12 – A puzzle by Google (Not solving its tax avoidance…)·       38:18 – Parting thoughts?·       39:28 – The end.

Managing your team's performance is one of your most important tasks (and can often become a big challenge too). Understanding the psychological stages of group development and leading them through these stages effectively can be the KEY to achieving great team performance.  Not sure how to do that? I got you, my love! Let's talk about performance and how to use the storming, forming, norming & performing cycle to help your team achieve positive & impactful results! In today's episode, I'm diving into this 4-phase framework to help you understand group formation and the stages your team is going through so you can effectively lead them through ANY challenge that comes up.  Ready to help your team work together and move through these stages with ease? Let's go to the show! I dive into: The 4-phase framework of Storming, Forming, Norming & Performing and how to use it to lead your team to better productivity and performance Some of the negative aspects of team behavior you'll see in phase 2 (and how to lead effectively during this phase) How to move from the “storming” to “norming” phase faster What to do if your team is regressing or stuck in one phase My mindset tip to help you deal with team problems (and what to consider first!) And more   **Useful links** Sign up and join The Plan2023 Sparkle Workshop https://tonicollis.com/plan2023. Interested in becoming a qualified coach? Check out Coach Academy: https://tonicollis.com/coachacademy.  Catch the show notes, and more details about today's episode here: https://tonicollis.com/episode134  Join the Leading Women in Tech community in Slack where we discuss all-the-things for women's tech leadership, covering everything from early-career leadership to C-level executives.

VIDEOS Splendid Video Alan Sibley - https://youtu.be/nleZGW59wC4 Simon Tabron - https://youtu.be/h-SwEOX4C2s Dave Wall - https://youtu.be/lcOLYvIO-kU Benjamin Hudson - It's Ok - Part 2 - https://youtu.be/t_BEuIggB34 Merritt - East Krukin - https://youtu.be/e7V9K1sDzDM Chandler Golden - Edgework - https://youtu.be/CET4jsJ8KLo Anthony Cuadros 2022 - https://youtu.be/AqY0TjxN4Dg Saul Vilar 2022 - Shadow / Subrosa - https://youtu.be/JEhSp7t2qr8 Effraim Catlow - Somewhere Between Storming & Norming - https://vimeo.com/776224016 Return Of The Gnarcotics - https://youtu.be/rXaL3OmudfM Animal Widdit Sections - https://www.youtube.com/@AnimalBikes/videos INTERVIEWS Rim Nakamura Bike Check - Source - https://youtu.be/ej3m67eeifc Meet Lucas Figlesthaler - https://youtu.be/SwmQiL6Dv78 Kanode Knows With Ratboy - https://youtu.be/nffWTihWBPo Unclicked Podcast With Chris Moeller - https://youtu.be/6V1YgQpp-do MooreBMX With Chris Moeller - https://youtu.be/tL-QYVem9qY Quick Questions With Minato Oike - https://www.thebloombmx.com/2022/12/quick-questions-with-minato-oike.html T-Shirts & More! - https://moorebmx.myshopify.com/ Episodes with video - http://bit.ly/talkingbmx Thank you for choosing to spend your time listening! If you enjoyed it, share it with a friend. Consider Subscribing on Youtube - http://bit.ly/Brant_Moore If this helped you in some way, consider supporting the channel with my Join button for a membership or through my teespring store! Patreon - https://www.patreon.com/brantmoore --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/brant-moore/support

Psychologie, Team-Dynamiken und hochperformante Teams: Zufällige Stichwörter oder relevante Themen?Eine Gruppe von Menschen soll zusammen und miteinander arbeiten. Am besten noch hochperformant, mit einem grandiosen Outcome und das ganze innerhalb einer Woche nach Gründung des Teams. So oder so ähnlich stellen sich viele Leute Team-Dynamiken vor.Dass dies alles nicht ganz so einfach ist, weiß jeder, der schon mal ein neues Team geformt bzw. übernommen hat.Das 5 Phasenmodell für die Teamentwicklung von Bruce Tuckman, ein US-amerikanischer Psychologe, kann dir eine gewisse Hilfestellung liefern.Forming, Norming, Storming, Performing und Mourning/Adjourning: Was zeichnet die einzelnen Phasen aus? Welches Verhalten kann beobachtet werden? Welche Fragen und Bedürfnisse entstehen bei den Teammitgliedern? Welcher Leadership-Style wird benötigt bzw. ist angebracht?Über dieses Thema sprechen wir in dieser Episode. Viel Spaß.Bonus: Was Puppenspieler mit Leadership zu tun haben, warum Kaiserschmarrn immer noch ein Thema ist und wieso das Currywurst-Museum + Bud Spencer-Museum eine Rolle spielt.Feedback (gerne auch als Voice Message)Email: stehtisch@engineeringkiosk.devTwitter: https://twitter.com/EngKioskWhatsApp +49 15678 136776Gerne behandeln wir auch euer Audio Feedback in einer der nächsten Episoden, einfach Audiodatei per Email oder WhatsApp Voice Message an +49 15678 136776LinksDer Sarg aus Pilzen: https://www.derstandard.at/story/2000140191911/lebender-sarg-auf-dem-wiener-zentralfriedhof Bestattungsmuseum Wien: https://shop.bestattungsmuseum.at/#Podcast Episode zum Thema Tod und Wien, Interview Leiter der Friedhöfe in Wien: https://www.wieneralltagspoeten.at/podcast/episode/c279a1aa/9-wiener-todEngineering Kiosk Episode #33 Andy im Team Lead Bewerbungsgespräch: https://engineeringkiosk.dev/podcast/episode/33-andy-im-team-lead-bewerbungsgespr%C3%A4ch/Google Jamboard: https://jamboard.google.com/Miro: https://miro.com/de/Bruce Tuckmann: https://de.wikipedia.org/wiki/Bruce_Tuckman5 Phasenmodell: https://de.wikipedia.org/wiki/Teambildung#Phasenmodell_nach_Tuckman_und_Klotz Sprungmarken(00:00:00) Intro(00:01:07) Sarg aus Pilzen und das Bestattungsmuseum(00:04:02) Wenn ein Mitglied das Team verlässt, hast du ein neues Team(00:05:10) Dynamiken in einem Team: "Wie läuft es bei dir?"-Floskel(00:08:09) Die 5 Phasen bei der Entwicklung eines Team(00:10:54) Woher kommt das Modell der 5 Phasen bei der Entwicklung eines Team und welche Phasen gibt es?(00:14:28) Phase 1: Forming - Die Einstiegs- und Findungsphase (der erste Kontakt)(00:19:11) Phase 2: Storming - Die Auseinandersetzungs- und Streitphase (der Konflikt)(00:26:54) Phase 3: Norming - Die Regelungs- und Übereinkommensphase (der Vertrag)(00:32:58) Phase 4: Performing - Die Arbeits- und Leistungsphase (die Kooperation)(00:43:56) Phase 5: Mourning/Adjourning - Die Auflösungsphase(00:47:02) Muss jedes Team alle Phasen durchlaufen?(00:50:43) Wie verhalten sich die Phasen und die Team-Dynamik in einem Remote-Setup?(00:53:59) Leadership-Workshops und Erfahrung durch Praxis(00:55:20) Outro und FeedbackHostsWolfgang Gassler (https://twitter.com/schafele)Andy Grunwald (https://twitter.com/andygrunwald)Feedback (gerne auch als Voice Message)Email: stehtisch@engineeringkiosk.devTwitter: https://twitter.com/EngKioskWhatsApp +49 15678 136776

Kate & Ryan discuss the perennial topic of the 5 stages of Team Formation:  Forming, Storming, Norming, Performing, and Adjourning

Eric Parker

Join Brian Milner and Sherman Gomberg for a discussion of the importance of a Scrum team’s developers and why self-organizing teams are at the heart of agile methodologies like Scrum. In this episode of the Agile Mentors podcast, Brian Milner and Sherman Gomberg discuss the evolution of one of the Scrum roles: developer. They also explain why self-organizing teams of developers have become critical to all organizations. On agile projects, developers are the people who “do the work” and while at first glance you may see agile developers as always engineers or other software development professionals, that’s not invariably the case. According to the Scrum Guide, the development team can be composed of all kinds of people including designers, writers, programmers, etc. Using over 25 years of Scrum, agile, and project management experience, Sherman and Brian compare notes on the topic of how to build and sustain agile, self-organizing teams. They share their insights and advice on why empowering individuals to work in cross-functional agile teams leads to greater efficiency, higher rewards, and lower risks. Listen now to discover: - 03:38 –How to tell whether your agile team is self-organizing - 05:25 – The advantages of having self-organized teams in agile environments - 07:10 – Bruce Tuckman’s four stages of team development: Forming, Storming, Norming, and Performing - 09:17 – Advice for Scrum Masters and product owners on how to promote self-organization among team members - 09:60 – The parallels between software teams and sports teams: self-organize and work together to shine - 13:34 – How and why to build a learning organization - 18:00 – The definition of “self-managing” as cited by the Scrum Guide - 22:00 – How to address bug-fixing and technical debt during a sprint - 28:00 – The three most valuable practices adopted by developers in a sprint - 37:50 – The importance of understanding the developer role and why all three roles on a Scrum team should take a Scrum developer course - 40:48 – The role of a tech lead in Scrum - 43:00 – Why it is essential to form a team of equals and how self-organization works to support this Listen next time when we’ll be discussing… Sprint planning with guest co-host Scott Dunn. You’ll learn about the sprint planning event as described in the Scrum Guide and the 3 essential “Why? What? How?” topics addressed in order to plan successful sprints. References and resources mentioned in the show ● Scrum Guide ● The Bruce Tuckman Model ● The Agile Manifesto Want to get involved? This show is designed for you, and we’d love your input. ● Enjoyed what you heard today? Don’t forget to rate and review: it really helps! ● Got an agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He’s passionate about making a difference in people’s day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Sherman Gomberg is CEO at Scrum Adventures, Inc. He is a CTC and has a total of eleven certifications from the Scrum Alliance. He has over 25 years of experience with agile, Scrum, and project management across various industries. He enjoys working with teams during breakout sessions in online courses, where he helps to bring curiosity to valuable discussions and in doing so, moves the needle from training to knowledge obtained to knowledge applied.

Join Brian Milner and Sherman Gomberg for a discussion of the importance of a Scrum team’s developers and why self-organizing teams are at the heart of agile methodologies like Scrum. In this episode of the Agile Mentors podcast, Brian Milner and Sherman Gomberg discuss the evolution of one of the Scrum roles: developer. They also explain why self-organizing teams of developers have become critical to all organizations. On agile projects, developers are the people who “do the work” and while at first glance you may see agile developers as always engineers or other software development professionals, that’s not invariably the case. According to the Scrum Guide, the development team can be composed of all kinds of people including designers, writers, programmers, etc. Using over 25 years of Scrum, agile, and project management experience, Sherman and Brian compare notes on the topic of how to build and sustain agile, self-organizing teams. They share their insights and advice on why empowering individuals to work in cross-functional agile teams leads to greater efficiency, higher rewards, and lower risks. Listen now to discover: - 03:38 –How to tell whether your agile team is self-organizing - 05:25 – The advantages of having self-organized teams in agile environments - 07:10 – Bruce Tuckman’s four stages of team development: Forming, Storming, Norming, and Performing - 09:17 – Advice for Scrum Masters and product owners on how to promote self-organization among team members - 09:60 – The parallels between software teams and sports teams: self-organize and work together to shine - 13:34 – How and why to build a learning organization - 18:00 – The definition of “self-managing” as cited by the Scrum Guide - 22:00 – How to address bug-fixing and technical debt during a sprint - 28:00 – The three most valuable practices adopted by developers in a sprint - 37:50 – The importance of understanding the developer role and why all three roles on a Scrum team should take a Scrum developer course - 40:48 – The role of a tech lead in Scrum - 43:00 – Why it is essential to form a team of equals and how self-organization works to support this Listen next time when we’ll be discussing… Sprint planning with guest co-host Scott Dunn. You’ll learn about the sprint planning event as described in the Scrum Guide and the 3 essential “Why? What? How?” topics addressed in order to plan successful sprints. References and resources mentioned in the show ● Scrum Guide ● The Bruce Tuckman Model ● The Agile Manifesto Want to get involved? This show is designed for you, and we’d love your input. ● Enjoyed what you heard today? Don’t forget to rate and review: it really helps! ● Got an agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He’s passionate about making a difference in people’s day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Sherman Gomberg is CEO at Scrum Adventures, Inc. He is a CTC and has a total of eleven certifications from the Scrum Alliance. He has over 25 years of experience with agile, Scrum, and project management across various industries. He enjoys working with teams during breakout sessions in online courses, where he helps to bring curiosity to valuable discussions and in doing so, moves the needle from training to knowledge obtained to knowledge applied.

Join Brian Milner and Sherman Gomberg for a discussion of the importance of a Scrum team’s developers and why self-organizing teams are at the heart of agile methodologies like Scrum. In this episode of the Agile Mentors podcast, Brian Milner and Sherman Gomberg discuss the evolution of one of the Scrum roles: developer. They also explain why self-organizing teams of developers have become critical to all organizations. On agile projects, developers are the people who “do the work” and while at first glance you may see agile developers as always engineers or other software development professionals, that’s not invariably the case. According to the Scrum Guide, the development team can be composed of all kinds of people including designers, writers, programmers, etc. Using over 25 years of Scrum, agile, and project management experience, Sherman and Brian compare notes on the topic of how to build and sustain agile, self-organizing teams. They share their insights and advice on why empowering individuals to work in cross-functional agile teams leads to greater efficiency, higher rewards, and lower risks. Listen now to discover: - 03:38 –How to tell whether your agile team is self-organizing - 05:25 – The advantages of having self-organized teams in agile environments - 07:10 – Bruce Tuckman’s four stages of team development: Forming, Storming, Norming, and Performing - 09:17 – Advice for Scrum Masters and product owners on how to promote self-organization among team members - 09:60 – The parallels between software teams and sports teams: self-organize and work together to shine - 13:34 – How and why to build a learning organization - 18:00 – The definition of “self-managing” as cited by the Scrum Guide - 22:00 – How to address bug-fixing and technical debt during a sprint - 28:00 – The three most valuable practices adopted by developers in a sprint - 37:50 – The importance of understanding the developer role and why all three roles on a Scrum team should take a Scrum developer course - 40:48 – The role of a tech lead in Scrum - 43:00 – Why it is essential to form a team of equals and how self-organization works to support this Listen next time when we’ll be discussing… Sprint planning with guest co-host Scott Dunn. You’ll learn about the sprint planning event as described in the Scrum Guide and the 3 essential “Why? What? How?” topics addressed in order to plan successful sprints. References and resources mentioned in the show ● Scrum Guide ● The Bruce Tuckman Model ● The Agile Manifesto Want to get involved? This show is designed for you, and we’d love your input. ● Enjoyed what you heard today? Don’t forget to rate and review: it really helps! ● Got an agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He’s passionate about making a difference in people’s day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Sherman Gomberg is CEO at Scrum Adventures, Inc. He is a CTC and has a total of eleven certifications from the Scrum Alliance. He has over 25 years of experience with agile, Scrum, and project management across various industries. He enjoys working with teams during breakout sessions in online courses, where he helps to bring curiosity to valuable discussions and in doing so, moves the needle from training to knowledge obtained to knowledge applied.

Welcome back to another episode of Reflections. This week we dive into insightful conversations with performance and leadership coach, and former Waterford hurler Shane O'Sullivan, 400m Irish Olympic track athlete Sophie Becker, co-founder of FourFive UK and former Saracens and England rugby player George Kruis, CrossFit legend and 4 times winner Rich Froning, former Munster captain Billy Holland, and ex-Aussie rugby captain and MBA James Horwill. We hear from our international leading guests on the topics of Cohesion, Collaboration and Connection, amongst other focal points for leadership development, social support networking and high performance. Also - a nice explanation of the Tuckman model from Ciaran - a method for team development that helps teams understand their current status and develop ways to move towards set goals. The stages involve Forming, Storming, Norming, and Performing. We hope this medium allows you to take the lessons from the very best - but most importantly, apply them in your life today. Our Key Takeaways from this collection of clips are: 1 - The importance of buying into the collective core within a team or group environment. 2 - Placing trust at the centre of high performance, and how to believe in each other when challenging circumstances arise. 3 - We need to be able to ask difficult questions of each other to produce a synergistic effect...where the sum equals more than the individual parts. Don't miss out on our weekly newsletter - you can sign up at www.SleepEatPerformRepeat.com ____________________________________________________________ Social www.instagram.com/sleepeatperformrepeat.com www.twitter.com/SEPR_Podcast www.linkedin.com/company/sleep-eat-perform-repeat/ www.sleepeatperformrepeat.com

In the late 1960's Bruce Tuckman came up with a theory of team development that is still in use today.  Pete Blank spends time this week sharing the four (or five) stages of team development.  They are: Forming Storming Norming Performing Adjourning

In this episode of The Parley in all Blue, Mark speaks with Dr. Tracie Canada about Race Norming and the NFL. Dr. Tracie is an anthropologist and an assistant professor of anthropology at the University of  Notre Dame. Her ethnographic research uses sport to theorize race, kinship, gender and the body. Mark and Tracie define race norming,  how the players are compensated and answers that complex question of whether the NFL is  racist. Highlights from the episode:What is Race Norming?Anti-blackness in college footballThe importance of representationIs the NFL Racist?Defining AnthropologyConnect with Dr. Tracie Canada:LinkedIn: @traciecanadaResources:The NFL's Racist ‘Race Norming' Is an Afterlife of Slavery by Tracie Canada and Chelsey R. CarterConnect with Mark Dawson:Instagram: @iammarkdawsonLinkedIN: @mark-a-dawsonWebsite: www.bentonmuse.comTwitter: @Iammarkdawson

10.21.21 #RolandMartinUnfiltered: For the next few days, voting rights activists will be trekking 70-miles from West Virginia to Washington, D.C., to urge lawmakers to pass federal voting rights legislation. We'll be joined by one of those activist from the "Freedom to Vote" Relay. A. Scott Bolden, the attorney for Baltimore State's Attorney Marilyn Mosby, says the Criminal Tax Division of the U.S. Department of Justice is pursuing perjury charges against her for her signature on documents. Still, investigators refuse to tell him anything more. He'll join us to tell us what's really happening with this investigation. The NFL agrees to end race-norming. A former NFL player and his wife will tell us about the $1 billion settlement. High-profile death row inmate Julius Jones asked an Oklahoma City federal judge for a temporary stay of his execution as his clemency hearing is set to take place next week.  Representatives of different faith communities, civil rights activists, and others gathered for the 10th dedication anniversary of the Martin Luther King Jr. Memorial. We'll show you some of the festivities that took place today in D.C.And this may be the craziest ass white people segment ever. A California teacher uses an offensive "dance" to teach a math concept. Ya'll she dressed up as a Native American. You'll just have to see it for yourself. #RolandMartinUnfiltered partners: Nissan | Check out the ALL NEW 2022 Nissan Frontier! As Efficient As It Is Powerful!

A --- Send in a voice message: https://anchor.fm/illuminatiexposed/message

At 4-12 months, it should start feeling normal.  Discussion is open, meaningful relationship is felt, discipleship starts growing.  We're not necessarily fruit yet, but everyone has a part to play, and they're playing it. 

Join Sarah, Christy, and Kedren for a practical and impromptu conversation about tailoring your own best WFA/WFH policy.  Learn about questions that leaders can ask their teams to establish norming that leads to performing. You can follow Work Wisdom On LinkedIn and Instagram, at @workwisdom, and learn more at our website at https://www.workwisdomllc.com

Bill and Jamal are joined by AP Legal Affairs Writer, Maryclaire Dale, who talks about the NFL's shameful use of "Race-Norming" in dementia settlements. They also talk NBA Playoffs, injuries to top players, NFL players scared to say whether they've been vaccinated and more. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Bill and Jamal talk Luka Doncic, Nikola Jokic, NBA Playoffs, Brooklyn Nets, the history of the Great White Hope, NFL Race Norming, media access after Covid and much more. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

6.3.21: #RolandMartinUnfiltered: Biden: Senate won't pass HR 40; NFL drops 'race-norming'; Ohio vets cut mic on Memorial Day speech Support #RolandMartinUnfiltered via the Cash App ☛ https://cash.app/$rmunfiltered or via PayPal ☛ https://www.paypal.me/rmartinunfiltered #RolandMartinUnfiltered is a news reporting platform covered under Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research. Learn more about your ad-choices at https://www.iheartpodcastnetwork.com See omnystudio.com/listener for privacy information.

In today's episode, co-hosts Ellen and Steph talk through the bombshell that the NFL dropped this week: their decades long, deeply racist practice of “race norming” that, TBH, the majority of the sports world didn't know was happening. This is one you don't want to miss.  Today's podcast is brought to you by our friends at Sportsnet NOW: live streaming right at your fingertips with zero blackouts. Happy watching! Show notes:  What is race norming?   More on The GIST:  Subscribe: thegistsports.com/subscribepod Twitter: @thegistpod Email: pod@thegistsports.com  IG: @thegistca @thegistusa

Find full show notes and links at: https://camphacker.tv/camp-code/pods-and-bubblesMake training memorable, no matter what your groupings look like.It's finally April which means summer camp training is right around the corner and summer camp is in sight! We also know that across the world, vaccination campaigns are occurring, giving us hope that one day, our world will return to some sort of normalcy. Unfortunately, vaccination campaigns just cannot happen quick enough, meaning that summer camp training will be different this year, most likely using pods or bubbles to ensure the safety of everyone involved. Bruce Tuckman is famously known for educational psychology and group dynamics and developed a model to help develop teams into high performers using four simple steps, Forming, Storming, Norming and Performing. Beth goes into detail about how you apply Tuckman's methodology to help you prepare your team to achieve greatness, while also being pathfinders in your alternative way for staff training. To learn more about Tuckman's model, click here.Ruby reminds us to use technology to strengthen your training. You can record your training sessions to be a podcast, or other alternative media for your staff. The best part about this - you can do a review of your material afterward and figure out what worked and what didn't work when facilitating pod or bubble training. If you choose to segregate into bubbles, one of the largest anxieties your staff will have is wondering who they will be sharing a bubble with. To help them out, frontload! Communicate with your staff as early as possible to help alleviate some of their stresses.We hope you love this episode of Camp Code! If you do, please consider subscribing to the show, and leaving us a rating in your Podcast app. It's SO easy, just head to https://ratethispodcast.com/campcode-Best Practice for Leadership TrainingFrom Beth AllisonSpin training in bubbles to something more positive. We know that working with a smaller group gives the opportunity to create unique memories. Have your staff create pages to their “bubble book” (think high school yearbook style) where your staff can take selfies, use journal entries or identify their favourite parts of training each week.-Your Hosts:Beth Allison, Camp Consultant - Go Camp ProRuby Compton, Chief Exploration Officer - Ruby OutdoorsGabrielle Raill, Camp Director - Camp Ouareau