Over the last year, I have had the opportunity to create and roll-out a leadership framework across my organisation, aimed at supporting career development of our emerging leaders, accelerate their capabilities, and ensure a scalable approach to leadership that aligns with the company's unique values and goals.
How Redgate have adapted their approach to reteaming - the process they use to shape their teams in response to Redgate’s strategic aims for the coming year - to be more dynamic and efficient, and retained the good stuff.
Embracing cognitive diversity and nurturing psychological safety is vital in creating collaborative, successful, and innovative teams.
My session on Redgate's journey with reteaming from the excellent Øredev conference in Malmo, Sweden in November 2022.
What happened when we finally realised our ambition for Redgate's internal conference; to make it a full company, co-located event?
This month I was interviewed by Sander Dur on his excellent Mastering Agility podcast to talk about Redgate's journey with self-selection reteaming over the last three years.
Organization leaders and development team members can find the notion of self-selection reteaming troubling. Why is that? What is holding us back from giving software engineering folks a greater influence over the work they do and the people they work with?
This month I was invited on the Agile.FM podcast to chat with it's host, Joe Krebs, about my experiences with annual self-selection reteaming at Redgate.
We've found that people appreciate having a strong influence on their destination during team reorganizations and that self-selection reteaming places people into teams they are happy to be part of. But there are difficulties to be aware of and, as with everything, there's always room for improvement.
This post offers some answers to frequently asked questions about Reteaming at Redgate and asks if anyone would like any help with their own process
Leading Agile Teams 