{"id":31724,"date":"2019-10-31T21:42:43","date_gmt":"2019-10-31T18:42:43","guid":{"rendered":"https:\/\/prohoster.info\/blog\/kogda-chya-to-produktivnost-vyzyvaet-interes\/"},"modified":"2019-10-31T21:42:43","modified_gmt":"2019-10-31T18:42:43","slug":"kogda-chya-to-produktivnost-vyzyvaet-interes","status":"publish","type":"post","link":"https:\/\/prohoster.info\/et\/blog\/novosti-interneta\/kogda-chya-to-produktivnost-vyzyvaet-interes","title":{"rendered":"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<p>Kindlasti on iga\u00fchel meist olnud m\u00f5te, millisena n\u00e4eb v\u00e4lja unistuste meeskond? Kas see on Ousheni lahe s\u00f5prade tiim? V\u00f5i Prantsusmaa jalgpallikoondis? V\u00f5i v\u00f5ib-olla Google'i arendajate tiim?<\/p>\n<p>Igatahes tahaksime olla sellises meeskonnas v\u00f5i isegi luua selle ise. Ja k\u00f5ikide nende m\u00f5tete taustal tahan jagada teiega oma v\u00e4ikest kogemust ja n\u00e4gemust sellest unistuste meeskonnast. <\/p>\n<p><img decoding=\"async\" alt=\"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu\" src=\"\/wp-content\/uploads\/2019\/04\/83aecabf30429e89e37f6603abf9667c.gif\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<br \/>\nT\u00e4histaevad on nii s\u00e4ttinud, et minu unistuste meeskond t\u00f6\u00f6tab agile metoodika j\u00e4rgi, seega k\u00f5ik, mida siinkohal kirjutan, puudutab rohkem agile meeskondi. Kuid kes teab, v\u00f5ib-olla aitab see artikkel ka teisi nutikaid inimesi, kellele see agile ei olegi vajalik.<\/p>\n<p><noindex><a rel=\"nofollow\" name=\"habracut\"><\/a><\/noindex><\/p>\n<h4>Milline on teie unistuste meeskond?<\/h4>\n<p>\nSoovin peatuda kolmel peamisel meeskonna siduspunktile, mida pean h\u00e4davajalikuks: enesekehtestamine, \u00fchisotsused ja vastastikune abi. Sellised n\u00e4itajad nagu meeskonna suurus v\u00f5i rollid selles ei kuulu meie arutelu alla. Eeldame, et meie meeskonnas on sellega k\u00f5ik h\u00e4sti.<\/p>\n<p><i>Enesekehtestamine. Kuidas m\u00f5ista, et te olete selle juba saavutanud v\u00f5i kuidas seda saavutada?<\/i><\/p>\n<p>Kui teie meeskonnas ei ole kuri Buratino, kellel oleks piits, ja te suudate koos k\u00f5ik \u00fclesanded t\u00e4ita, siis v\u00f5ite lugeda j\u00e4rgmist punkti.<\/p>\n<p>Ma usun, et v\u00f5tmed selle eesm\u00e4rgi saavutamiseks peituvad esmalt isiklikus meeskonnatunde aktsepteerimises (selle reeglite ja tavadega) ning teiseks igas osalises iseseisvuses. Kindlasti saab sellele suunale kaasa aidata sissep\u00fchendamiste, regulaarsete meeskonnat\u00f6\u00f6 arendamise \u00fcrituste ja erinevate preemiate abil (muidugi mitte niisama). Peamine on mitte \u00fcle pingutada ja mitte demotiveerida kaaslasi.<\/p>\n<p>Muide, tean paar head m\u00e4ngu, mis aitavad meeskonna iseseisvust tugevdada: <noindex><a rel=\"nofollow\" href=\"http:\/\/teachingame.ru\/marshmallow\">Marshmallow Challenge<\/a><\/noindex> ja <noindex><a rel=\"nofollow\" href=\"http:\/\/scrumology.com\/from-the-archives-the-ball-point-game\/\">Ball Point Game<\/a><\/noindex>. Nendes m\u00e4ngudes on vajalik v\u00e4hemalt kaks meeskonda \u2014 oleks hea kaasata ka v\u00e4line meeskond. Esimeses m\u00e4ngus tuleb ajaga koguda selline stabiilne konstruktsioon, et vahukomm oleks v\u00f5imalikult k\u00f5rgel laua kohal. Teises m\u00e4ngus tuleb iteratiivselt (sprindi kaupa) suurendada teie tehases toodetud pallide arvu. Olen m\u00e4nginud neid m\u00e4nge ja see oli t\u00f5eliselt hea kogemus!<\/p>\n<p><img decoding=\"async\" alt=\"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu\" src=\"\/wp-content\/uploads\/2019\/04\/ac87ee72bb7b18c410c1a854ff4321c4.gif\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<br \/>\nMarshmallow Challenge'is ei saavutanud meie meeskond esikohta, kuid mulle meeldis meie m\u00e4ngu k\u00e4ik. Siin on, mida huvitavat ma siin n\u00e4gin:<\/p>\n<ul>\n<li>planeerimise ajal p\u00fc\u00fcdsime arvesse v\u00f5tta iga\u00fche arvamust meie \u00fchise eesm\u00e4rgi raames;<\/li>\n<li>meil ei olnud juhtijat, kes jagaks \u00fclesandeid v\u00f5i volitusi;<\/li>\n<li>me saavutasime nii k\u00f5rge taseme eneseorganiseerumisest ja -teadlikkusest, et iga\u00fchel oli algatus ja nad v\u00f5tsid endale \u00fclesandeid meie vaimsest kujuteldavast backlog'ist.<\/li>\n<\/ul>\n<p><img decoding=\"async\" alt=\"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu\" src=\"\/wp-content\/uploads\/2019\/04\/88c44cf4095442de6e5ee64d329f552f.gif\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<br \/>\nBall Point Game'is (aka Pallifabrik) v\u00f5itis meie meeskond ning me tootsime umbes 140 palli paarik\u00fcmne minutiga (kuuldavasti on olemas meeskond, kes tegi umbes 300 palli). Eneseorganiseerumine ei olnud maagiline nupp. See tuli intuitiivselt ja p\u00f5hines meie \u00fchisel eesm\u00e4rgil 'rohkem palli sama ajaga'. Viimasele sprindile kaotasime suuresti tootlikkuse (kukkusime viimase kursusi), ohverdades selle radikaalseks paranduseks. Mis v\u00f5imaldas meil l\u00f5puks v\u00f5ituda.<\/p>\n<p><i>Koost\u00f6\u00f6lised otsused. Mis see on?<\/i><\/p>\n<p>See, when a team makes decisions, at the very least, they should consider the opinions of each participant. Even if someone is not fully competent yet, they can at least explain where we are heading. Don\u2019t forget about mutual respect. And in case of deadlock situations, there's always the option to play good old scrum poker.<\/p>\n<p><i>Mutual assistance.<\/i><\/p>\n<p>Agree that when you come as a newcomer to a team and no one explains anything to you, it creates a silly feeling of hopelessness (leading to thoughts like \u2018maybe I should just leave\u2026\u2019). To prevent this, I believe there should be two important aspects present: <\/p>\n<ul>\n<li>\u2018shout SOS\u2019 when you need help instead of staying silent and waiting for someone to figure it out;<\/li>\n<li>Cultivate a healthy empathy towards your teammates and avoid standing on the sidelines.<\/li>\n<\/ul>\n<p>So, are you already feeling how cool your team is? No worries, let\u2019s see what can help us. <\/p>\n<h4>Catalysts for good vibes in the team aka team incubator<\/h4>\n<p>\n<img decoding=\"async\" alt=\"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu\" src=\"\/wp-content\/uploads\/2019\/04\/a5c43055656dc74b7034d4c9da1203d3.gif\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<i>Location.<\/i><\/p>\n<p>Yes, indeed, an incubator. And to be more precise \u2013 <b>a single location.<\/b>. Minu arvates on k\u00f5ige olulisem, millega alustada tiimi \"paika panemist\", l\u00e4hedane asukoht \u00fcksteise l\u00e4hedal. Veelgi parem, kui see on eraldi tuba ja keegi ei sega teid suurest ruumist. Esiteks lahendatakse m\u00f5ned pisiprobleemid \"kohe\", mitte ei l\u00fckata need edasim\u00fc\u00fcgiks. Kaaslane ulatuse kaugusel on oluliselt kasulikum kui selle k\u00e4ttesaadavus, mis on piiratud Skype'iga. Teiseks valitseb toas koost\u00f6\u00f6 \u00f5hkkond. Sa tunned, et annad projektile v\u00e4\u00e4rtust ja ka k\u00f5rval istuv kolleeg teeb sama. See on umbes nagu laste m\u00e4ngimine, kui me koos ehitasime lumemeest v\u00f5i tegime lumest maja, kaevates seda hiiglaslikust lumekuhjast. Iga\u00fchel oli oma panus ja k\u00f5igile sobis see h\u00e4sti.<\/p>\n<p>Sain t\u00f6\u00f6tada oma meeskonnast eemal 9 kuud. See on \u00e4\u00e4rmiselt ebamugav. Minu t\u00f6\u00f6 venis. Minu \u00fclesanded olid pikemat aega seisvas 'In Progress' olekus kui enamik minu kaaslaste \u00fclesandeid. Tundus, nagu nad seal koos juba viiek\u00fcmnendat lund ehitavad, samas kui mina istun siin ja \u00fcritan veel esimest porgandit v\u00e4lja viilida. \u00dches\u00f5naga, tootlikkus \u2013 t\u00f5eliselt madal. <\/p>\n<p>Aga kui ma siirdusin meeskonna juurde, muutus olukord kardinaalselt. Tundsin end 'rindejoonel'. Paari n\u00e4dalaga sulgesin rohkem \u00fclesandeid kui kuu jooksul. Ma ei kartnud isegi v\u00f5tta endale teise m\u00e4\u00e4ra \u00fclesannet!<\/p>\n<p><i>Empaatia ja \u00fcldine \u00f5hkkond.<\/i><\/p>\n<p>Mitte j\u00e4\u00e4da k\u00f5rvale, kui kaaslane on r\u00fcnnaku alla sattunud. Vastastikune austus ja lihtsalt head suhted \u00fcksteisega \u2013 see on samuti omamoodi edu v\u00f5ti. Ideaalis peaks olema r\u00f5\u00f5m kaaslase saavutuste \u00fcle ja uhkus oma meeskonna \u00fcle \u2013 see juba on hea motivatsioon edaspidiseks edasiviimiseks. <\/p>\n<p>See meeldib mulle video, kus hulk jalak\u00e4ijaid suutis koos t\u00f5ukata pargitud autosid, mis takistasid kiirabi l\u00e4bimist. Nad tegid seda koos ja suutsid liikuda kahe auto poole, mis seisis piduril. See on t\u00f5eliselt \u00e4ge. Ja ma arvan, et p\u00e4rast selle saavutuse toimumist tundis iga\u00fcks end sisemiselt protsessile kasulikuna, tundis, et aitas kaasa t\u00f5sisema abi osutamisele.<\/p>\n<p>Minu jaoks on k\u00f5ige hirmutavam uni see, kui meeskonnas valitseb ebamugav \u00f5hkkond ja peaaegu k\u00f5ik kardavad s\u00f5na v\u00f5tta, et mitte kusagil eksida v\u00f5i mitte tunduda rumalana v\u00f5i naljakana. Seda ei tohiks olla. Ma m\u00f5istan, et iga\u00fchel on erinev iseloom, kuid iga meeskonnaliige peaks end selles mugavalt tundma.<\/p>\n<p>Antidootideks \u00fclaltoodud olukorrale, ja ka lihtsalt hea ennetuse tagamiseks, on <b>suhtlemine<\/b> meeskonnaga mitteformaalsetes oludes. Just suhtlemine, mitte vaba aja veetmine, kus k\u00f5ik on t\u00f5uganud oma nutitelefonidesse. Pole paha, kui saaksime \u00f5htul meeskonnaga kokku, et m\u00e4ngida lauam\u00e4nge, minna koos seiklusele v\u00f5i m\u00e4ngida paintballi. V\u00f5itlege oma meeskonna atmosf\u00e4\u00e4ri nimel!<\/p>\n<p><i>Meeskonna fasilitaator. Mis pok\u00e9mon see on?<\/i><\/p>\n<p><img decoding=\"async\" alt=\"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu\" src=\"\/wp-content\/uploads\/2019\/04\/9eefddfd3914a2ddc5c312d073cf7554.gif\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<br \/>\nTundub, et peaks \u00fctlema, et see peaks olema juht. Kuid siin on peen ja libe piir. Meeskondlikku fasilitatorit ei kuulu meeskonna juhtimine. Ta ihkab suurendada kogu meeskonna motivatsiooni ja hoida selles mugavat atmosf\u00e4\u00e4ri, olles suurep\u00e4rane \u201ekonfliktide lahendaja\u201c meeskondade vahel. Tema eesm\u00e4rk on meeskonna k\u00f5rge tootlikkus.<\/p>\n<p>Soovitav oleks, et see oleks inimene v\u00e4ljastpoolt. Iga meeskond l\u00e4bib oma kujunemise etapid <noindex><a rel=\"nofollow\" href=\"http:\/\/habr.com\/ru\/company\/stratoplan\/blog\/226905\/\">Tuckmani mudeli<\/a><\/noindex>. Kui tuua meeskonda fasilitator Forming etapis, siis meeskond \u00fcletab Storming etapi kergemini ja j\u00f5uab kiiremini Norming etappi, kui ilma temata. Kuid Performing etapis pole fasilitator ideaalis enam vajalik. Meeskond toimetab ise k\u00f5igega. Kuigi, kui keegi lahkub meeskonnast v\u00f5i tuleb juurde, kukub ta j\u00e4lle Storming etappi. Ja edasi: \u201cFasilitator, ma kutsun sind!\u201d<\/p>\n<p>Oleks veel \u00fcks suur pluss, kui fasilitaator m\u00fc\u00fcks meeskonnale idee. Arvan, et kui \"s\u00fc\u00fcdata\" kaaslaste seas s\u00e4de ja nakatada neid \u00fchise tuleviku eduks, mille poole me k\u00f5ik praegu p\u00fc\u00fcame, v\u00f5iks kindlasti meeskonna motivatsiooni t\u00f5husalt suurendada.<\/p>\n<p><i>M\u00e4nguline konfliktide lahendamine.<\/i><\/p>\n<p>Loodan v\u00e4ga, et <b>unistuste meeskonda<\/b> ei ilmu kunagi konfliktid. Me k\u00f5ik oleme head ja oskame adekvaatselt reageerida naljadele, erakordsetele olukordadele ning ei l\u00e4heneda konfliktidele. Nii t\u00f5en\u00e4oliselt? Kuid ma tean, et vahel on v\u00f5itlus v\u00e4ltimatu (eriti Storming\u2019i faasis). Nendel hetkedel on h\u00e4davajalik visata pokepall vastasele ja kutsuda fasilitaator! Kuid tihti on meeskonnakaaslased juba kursis meeskonnas toimuvaga ja valmis viskama m\u00f5lemat pokepallidega. On v\u00e4ga oluline, et konflikt saaks v\u00f5imalikult kiiresti peatatud, et ei j\u00e4\u00e4ks \u00fctlemata ja madalat kibedust.<\/p>\n<p><i>\u00dchine planeerimine. <\/i><\/p>\n<p><img decoding=\"async\" alt=\"Kui kellegi tootlikkus \u00e4ratab t\u00e4helepanu\" src=\"\/wp-content\/uploads\/2019\/04\/d5d9c2669cbef48419f295978f476fdd.gif\" style=\"display:block;margin: 0 auto;\" \/><br \/>\n<br \/>\nKoosplaneerimisel peab meeskond h\u00e4sti hindama nii praegust kui ka tulevast t\u00f6\u00f6d. Arvan, et see on suurep\u00e4rane v\u00f5imalus jagada koormust igale meeskonnakaaslasele \u00fchtlaselt. K\u00f5ik meeskonnaliikmed peaksid oma tiimile k\u00f5igest teatama (raskustest, ettepanekutest jne). Vastasel juhul v\u00f5ib meeskond anda vaikijale juurde \u00fclesandeid, mille t\u00f5ttu ta mitte ainult ei kao tujust, vaid v\u00f5ib ka pahaseks saada \u2014 ja see on unistuste meeskonna jaoks juba ohtlik! Pidev ja avatud dialoog on t\u00f5husaks planeerimiseks h\u00e4davajalik.<\/p>\n<p>L\u00e4bipaistvus on planeerimisel sama oluline nagu Asterixi maagiline jook. L\u00e4bipaistvus on vajalik t\u00f5husamaks t\u00f6\u00f6ks ja efektiivsete otsuste tegemiseks. Kui me n\u00e4eme t\u00e4ielikku olukorra \u00fclevaadet, saame alati teha head otsuse, mis ei sunni meid hiljem kulutama aega halva soorituse v\u00f5i eba\u00f5nnestumise p\u00f5hjuste selgitamisele.<\/p>\n<p><i>P\u00e4eva\u00fclesanded. <\/i><\/p>\n<p>Daily stand-ups are team gatherings aimed at understanding and acknowledging the current work status. This is the cherry on the cake of a dream team. Especially when these daily meetings happen not over Skype, but over a cup of coffee in an informal setting. I've had the chance to participate in such daily meetings a few times, and honestly, returning to my workspace makes me want to work and create even more! Hahaha! Seriously, guys. Properly organized daily meetings, where team members are open with each other, accomplish multiple goals at once. They provide transparency, collaborative planning (I know there\u2019s a retrospective, but issues can be identified much faster here), joint decision-making, team bonding, and simply time spent together with the team!<\/p>\n<h4>So let's build that dream team!<\/h4>\n<p>\nI would like to believe that each of us works in a dream team. Then everyone would be happy. There wouldn't be queues or delays because a dream team manages to handle everything, and there wouldn't be negativity because a dream team loves their work, etc.<\/p>\n<p>Isiklikult olen uhke ja inspireeritud oma meeskonnast. \u00d6elda, et t\u00f6\u00f6tan unistuste meeskonnas, oleks v\u00f5ib-olla vale, sest unistused on loodud olema k\u00e4ttesaamatud, et oleks, mille poole p\u00fc\u00fcelda.<br \/>\n<br \/>Allikas: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/company\/icl_services\/blog\/448334\/\">habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>\u041d\u0430\u0432\u0435\u0440\u043d\u044f\u043a\u0430 \u043a\u0430\u0436\u0434\u044b\u0439 \u0438\u0437 \u043d\u0430\u0441 \u043a\u043e\u0433\u0434\u0430-\u043d\u0438\u0431\u0443\u0434\u044c \u0437\u0430\u0434\u0443\u043c\u044b\u0432\u0430\u043b\u0441\u044f \u043e \u0442\u043e\u043c, \u0430 \u043a\u0430\u043a\u0430\u044f \u043e\u043d\u0430, \u044d\u0442\u0430 \u0441\u0430\u043c\u0430\u044f \u043a\u043e\u043c\u0430\u043d\u0434\u0430 \u043c\u0435\u0447\u0442\u044b? \u041a\u043e\u043c\u0430\u043d\u0434\u0430 \u043a\u0440\u0443\u0442\u044b\u0445 \u0434\u0440\u0443\u0437\u0435\u0439 \u041e\u0443\u0448\u0435\u043d\u0430? \u0418\u043b\u0438 \u043a\u043e\u043c\u0430\u043d\u0434\u0430 \u0441\u0431\u043e\u0440\u043d\u043e\u0439 \u0424\u0440\u0430\u043d\u0446\u0438\u0438 \u043f\u043e \u0444\u0443\u0442\u0431\u043e\u043b\u0443? \u0410 \u043c\u043e\u0436\u0435\u0442 \u0431\u044b\u0442\u044c \u043a\u043e\u043c\u0430\u043d\u0434\u0430 \u0440\u0430\u0437\u0440\u0430\u0431\u043e\u0442\u0447\u0438\u043a\u043e\u0432 \u0438\u0437 Google? \u0412\u043e \u0432\u0441\u044f\u043a\u043e\u043c \u0441\u043b\u0443\u0447\u0430\u0435 \u043c\u044b \u0431\u044b \u0445\u043e\u0442\u0435\u043b\u0438 \u043e\u043a\u0430\u0437\u0430\u0442\u044c\u0441\u044f \u0432 \u0442\u0430\u043a\u043e\u0439 \u043a\u043e\u043c\u0430\u043d\u0434\u0435 \u0438\u043b\u0438 \u0434\u0430\u0436\u0435 \u0441\u043e\u0437\u0434\u0430\u0442\u044c \u0435\u0435. \u041d\u0443 \u0438 \u043d\u0430 \u0444\u043e\u043d\u0435 \u0432\u0441\u0435\u0433\u043e \u044d\u0442\u043e\u0433\u043e \u0445\u043e\u0447\u0443 \u043f\u043e\u0434\u0435\u043b\u0438\u0442\u044c\u0441\u044f \u0441 [&hellip;]<\/p>\n","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"author":1,"featured_media":23625,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[702],"tags":[],"class_list":["post-31724","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-novosti-interneta"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.0.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"\u041d\u0430\u0432\u0435\u0440\u043d\u044f\u043a\u0430 \u043a\u0430\u0436\u0434\u044b\u0439 \u0438\u0437 \u043d\u0430\u0441 \u043a\u043e\u0433\u0434\u0430-\u043d\u0438\u0431\u0443\u0434\u044c \u0437\u0430\u0434\u0443\u043c\u044b\u0432\u0430\u043b\u0441\u044f \u043e \u0442\u043e\u043c, \u0430 \u043a\u0430\u043a\u0430\u044f \u043e\u043d\u0430, \u044d\u0442\u0430 \u0441\u0430\u043c\u0430\u044f \u043a\u043e\u043c\u0430\u043d\u0434\u0430 \u043c\u0435\u0447\u0442\u044b? 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