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
This post shares the results of our annual self-selection reteaming process and how we had to adapt the activity during a national lockdown
How we turned our internal tech conference into a virtual, global company event bringing Redgaters together to focus on L&D and reconnect
In January, Redgate will undertake another self-selection reteaming process. This post explains why we'll be doing that and how we'll do it
A short workshop to encourage people to examine their views of leadership, challenge them to identify "leadership" behaviours that are desirable in their situation and explore how they themselves could lead or influence others.
This post explains in detail exactly how Redgate ran it's first formal team self-selection process, from initial planning to completion.
Are you attracted to the idea of allowing people to decide for themselves what they work on, but worried about what might happen as a result? Yep, we were too. Here's how we kept true to the ideals of self-determination but reduced our collective anxiety about the process.
When people talk about why they adopt an agile approach to software development, they talk about the many benefits of delivering working software iteratively. Rarely do I hear people call out the key reason why we should be taking an agile approach; it's part of the answer to giving people fulfilling and rewarding work.