mistakes from one another • Hesitate to ask for help or feedback • Jump to conclusions about the intent and aptitudes of others • Hold grudges • Find reasons to avoid spending time together
Ask for help • Accept questions and input about their areas of responsibility • Take risks in offering feedback and assistance • Offer and accept apologies without hesitation
the direction and priorities • Lacks confidence and is afraid to fail • Revisits discussions again and again • Misses out on opportunities because of “analysis paralysis” and unnecessary delay
deadlines and key deliverables • Places burden on the team leader as the source of discipline • Create resentment among members with different standards of performance
poor performers feel pressure to improve • Identifies potential problems quickly by questioning one another approaches without hesitation • Establishes respect among members who are held to the same standard • Avoids excessive bureaucracy around performance management and corrective action
who like to achieve • Minimises individualistic behaviour (rockstars) • Is great for individuals who put their ego aside for the good of the team • Avoids distractions
of accountability Inattention to results Go first Mine for conflict Force clarity & closure Confront difficult issues Push for collective results Invulnerability Artificial harmony Ambiguity Low standards Status and ego
Principal designer Adobe Seba Mtimkulu Head of UX Vodacom Tickets on sale 27 August, only 180 seats. Same prices as last year. Eva-Lotta Lamm Designer & Illustrator