Fundamentals & Practices for getting a High-Performance Team
summary
Claim: half the job is communication not coding and getting a high‑performance team requires concrete steps not platitudes. Teams start with a two‑day kickstarter using Team Canvas, screen for skill and trust (prefer a high performer high trust plus a medium performer high trust and avoid high performer low trust), run event‑storming, refine together with example mapping so examples become living tests (Cucumber/SpecFlow as collaboration), and measure progress with Goal‑Question‑Metric / evidence‑based management.
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chapters (19)
- 0:00High-performance teams intro
- 1:46Communication’s role
- 3:55High-performing traits
- 6:03Team stages forming to performing
- 9:53Selecting team members
- 14:06Team Canvas kickstart
- 16:56Communication preferences
- 18:00Storming phase conflicts
- 22:09Johari window for trust
- 25:03Transactional analysis
- 26:46Building team commitment
- 28:09Norming phase accountability
- 30:34Shared vision refinement
- 33:25Example mapping collaboration
- 36:11Performing phase results
- 37:56Team metrics measurement
- 40:24Goal Question Metric explained
- 41:06Sustaining high performance
- 42:29Celebrating successes
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