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When we meet weekly (and sometimes twice a week) we keep a running log of notes starting from our most recent meeting. We do ours on Google docs. By the end of each semester, we can review the notes to help with report writing. Also, we can assign tasks as we go along and hit that wonderful button -- "resolved"!!

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Being understanding and shifting goals and roles. Gender/parenting

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Being understanding and shifting goals and roles. Gender/parenting

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In reading these posts, I did not see much about the impact that COVID has had on our lives - especially if we are parents to young children and especially if we are mothers. I have found the most rewarding team experience when one of my team members can take on a task or role that I cannot do because my child is sick or some other urgent issue has come up in our family. Also, I have been so proud to be able to take on another team member's role when they have been ill or had a family emergency. Everyone knowing so much about the project and taking turns in and out of helping has been powerful engine to keep the project going.

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When I am the lead on a project, I offer a list of assignments, let folks choose what they would prefer to work on so that it cements buy in, and make sure that responsibilities are somewhat evenly distributed. I also give folks a "heads up" regarding what we will discuss next time and when that "next time" will be. This way, I have communicated the what and when to everyone in front of everyone and we can hold each other accountable in a supportive rather than a non-threatening way.

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The leader needs to be a problem solver ... getting additional resources, managing changes, helping to get the job done.

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The leader needs to be a problem solver ... getting additional resources, managing changes, helping to get the job done.

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Building Trust by Allowing for Idea Sharing/Exploration

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Building Trust by Allowing for Idea Sharing/Exploration

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One practice that helps is to offer everyone a chance to offer their ideas and to explore those further when one or more team members support it. When I am the lead, I try not to let my ideas be the only ideas that we explore.

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An overview of intentional change from a complexity perspective by Richard E. Boyatzis

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We found Kumospace actually made it more difficult to communicate instead of easier.

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We found Kumospace actually made it more difficult to communicate instead of easier.

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The default hearing radius was smaller than the two ends of a table, so people on different ends of a table literally couldn't hear each other

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A clear missions statement that can be used to check decisions against.

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A clear missions statement that can be used to check decisions against.

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Create a clear and simple status update system that is available for everyone to see.

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Create a clear and simple status update system that is available for everyone to see.

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Be ready to "table" discussions and come back to them without any fantastic conclusion(s) per se.

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Be ready to "table" discussions and come back to them without any fantastic conclusion(s) per se.

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My motto is honesty is always the best policy. You cannot be productive if everything is sugar coated. However, mutual respect must be established ahead of time - part of team building.

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My motto is honesty is always the best policy. You cannot be productive if everything is sugar coated. However, mutual respect must be established ahead of time - part of team building.

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It's critical to clearly determine each member's role associated with the  project goal and milestones .

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It's critical to clearly determine each member's role associated with the  project goal and milestones .

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Healthy Conflict....Should be Changed to Multiple Perspectives on the Pyramid......

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Healthy Conflict....Should be Changed to Multiple Perspectives on the Pyramid......

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What constitute acceptable accountability standards during a pandemic?

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When people have issues or concerns assume that they are right, because they usually are--or there is at least a kernel of truth to what they are saying that will make your project better in the long run.

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Team members need to make sure that they want to achieve the same goal at the proposal stage of the project.

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Setting a timeline early and updating as necessary

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Setting a timeline early and updating as necessary

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Get a timeline set and then do a check in as the goal's time occurs.

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Get a timeline set and then do a check in as the goal's time occurs.

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When you have the opportunity to share fun times, celebrate milestones or just be human, you can help create some non-stressful interactions that can build community. These can build the foundation so that your team is better able to handle stressful times or team challenges.

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Our team has had success with weekly scheduled meetings. Team members were allowed to share their progress, or why they didn't make progress. We would try to focus assignments and discuss problems.

This was also effective for building trust as well, as it was a space for asking questions and/or getting support.

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Have clear purpose for meetings. Have clear action items

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Have clear purpose for meetings. Have clear action items

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When working with a group, having a tangible calendar with a checklist has helped us maintain accountability in group work.

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When working with a group, having a tangible calendar with a checklist has helped us maintain accountability in group work.

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Healthy conflict needs clear meeting objectives communicated before meeting. Ambush topics lead to unhealthy conflict, defensiveness and confusion of purpose.

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Healthy conflict needs clear meeting objectives communicated before meeting. Ambush topics lead to unhealthy conflict, defensiveness and confusion of purpose.

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Team members on the same page working to the same goal.  Reiterate the mission all pointed at the same direction.

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Be elaborate, specific and liberal with appreciation when good results are obtained. Be brief, specific and careful with not-so-good or bad results or insufficient progress

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Be elaborate, specific and liberal with appreciation when good results are obtained. Be brief, specific and careful with not-so-good or bad results or insufficient progress

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Meet regularly and make sure that everyone has time to express their thoughts.

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Meet regularly and make sure that everyone has time to express their thoughts.

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With collaborators, it can be useful to form an effective team first and then seek funding opportunities that will address shared goals that already exist.

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Our group uses a social connection prompt at each meeting.  What did you have for lunch?  What's growing in your garden?  What are your 3 most important places in the world.  It helps us build connection, sense of belonging and create shared experiences before starting every meeting.

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Our group uses a social connection prompt at each meeting.  What did you have for lunch?  What's growing in your garden?  What are your 3 most important places in the world.  It helps us build connection, sense of belonging and create shared experiences before starting every meeting.

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We use a github project board to keep track of uncompleted tasks, and to prioritize items. It's a big help for not forgetting tasks and enforcing accountability

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Members & especially leader should remind team of shared vision

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Members & especially leader should remind team of shared vision

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Each of our meetings starts with each team member answering a question, not necessarily directly related to the meeting agenda. A short "Get to know you"

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"Real" collaboration vs. "fake" collaboration. The "fake" collaboration was described as everyone just agreeing with each other.

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"Real" collaboration vs. "fake" collaboration. The "fake" collaboration was described as everyone just agreeing with each other.

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A "Radical Candor" Approach to Accountability

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A "Radical Candor" Approach to Accountability

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An approach to providing feedback that’s both kind and clear, specific and sincere.

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You're told you have to be professional

Your entire working life you've been told to be professional. Too often, that's code for leaving your humanity at home. To build strong relationships, you have to Care Personally.

This can be as simple as showing enough vulnerability to admit when you're having a bad day, and creating a safe place for others to do the same.

"If you don't have anything nice to say..."

Since you learned to talk you've likely been told some version of, "If you don't have anything nice to say, don't say anything at all." Then you become the boss and the very thing you've been taught not to do since you were 18 months old is suddenly your job.

In order to succeed, you have to Challenge Directly. Challenging people is often the best way to show you care. It does not mean that whatever you think is the truth; it means you share your (humble) opinions directly.

Use the Radical Candor Framework to Guide Your Conversations

Understanding what is not Radical Candor can help you better understand what is. These behaviors that everyone falls into at one time or another are not personality types.

Remember that these phrases are not labels. Please don't write people's names in these boxes; use the framework as a compass to guide your conversations to a more productive place.

The Radical Candor Framework is a trademark of Radical Candor, LLC.

Obnoxious Aggression®

Obnoxious Aggression, also called brutal honesty or front stabbing, is what happens when you challenge someone directly, but don't show you care about them personally. It's praise that doesn't feel sincere or criticism and feedback that isn't delivered kindly.

Ruinous Empathy®

Ruinous Empathy is what happens when you want to spare someone's short-term feelings, so you don't tell them something they need to know. You Care Personally, but fail to Challenge Directly. It's praise that isn't specific enough to help the person understand what was good, or criticism that is sugar-coated and unclear. Or simply silence. Ruinous Empathy may feel nice or safe, but is ultimately unhelpful and even damaging. This is a feedback fail.

Manipulative Insincerity®

Manipulative Insincerity - backstabbing, political or passive-aggressive behavior - is what happens when you neither Care Personally nor Challenge Directly. It's praise that is insincere, flattery to a person's face and harsh criticism behind their back. Often it's a self-protective reaction to Obnoxious Aggression. This is the worst kind of feedback fail.

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Our Radical Candor Approach: Kim Scott's Proven Feedback Framework | Radical Candor

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Telling people what to do doesn't work. Our Radical Candor approach, developed by Kim Scott, is feedback that's both kind and clear, specific and sincere.

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Four frames for systemic change in STEM departments (Reinholz and Apkarian 2018)

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Four frames for systemic change in STEM departments (Reinholz and Apkarian 2018)

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Change Theory in STEM Higher Education: a systematic review (Reinholz, White, and Andrews 2021)

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Change Theory in STEM Higher Education: a systematic review (Reinholz, White, and Andrews 2021)

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Getting to Know Your Team with "User Guides"

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Getting to Know Your Team with "User Guides"

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A great exercise I've used to get to help teams get to know one another is by asking people to share how they view themselves and how to best communicate with them in a "user guide". This can be a one-page document filled out during a retreat, or a google slide for virtual teams.

Questions include:
1. Short summary of your role, your background, and your motivator for your work
2. My style is...
3. What I value...
4. What I don't have patience for...
5. How to best communicate with me...
6. How to help me...
7. What people misunderstand about me...
8. Something fun! (hobbies, pets, family, etc.)

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useful tool!