七种武器之一面修身镜：聊聊项目管理中的团队管理

去年在直播时聊到个人成长，提到了每天是否应该给自己“照镜子”，检视自己是否成为了理想中的自己。今年年初，我又写了一篇文章，探讨了想要成为什么样的人。这也是一面镜子。在组织和团队管理中，是否有这样的工具，可以像镜子一样让团队自我反思，检视自己是否成为了理想中的团队呢？当然，这样的工具是有的。我把它也当成一种武器，叫做”修身镜“，那就是健康度。在这里我们用到了一种隐喻。隐喻当然有语境假设。健康度即意味着我们将团队当成生命体。我们当然知道有另一种基于隐喻的团队评估模式，即成熟度，这意味着团队是一种果实。卡着标准的果实，最后就要进入流水线了。就当前AI纷起的时代来说，我更愿意让团队照镜子，成为有自我管理能力的有生命的组织。

一、三感

在极简质效的体系中，健康度是一个非常重要的模型。也是最先被提出的模型。因为接触非常多的团队之后，我们发现即便团队成员身怀各种绝技，掌握各路理念招式，各种“成熟”，仍然会因为一些原因导致业务交付不成功。这种工具让团队自己评估自己，很容易形成你看我都会啊，就是不行啊，……最后归于你看：

• 我们的业务特别复杂，别人比不了

• 我们的活特别多，现在的人手真的不足，干不过来

• 我们的活关联度特别大，你看，都是他们没干好

• 我们现在的工作方式已经是最佳实践了，你行你试试

• 都是业务变的太快……

• 都是测试没测出来问题……

• 都是管理者不让团队加班，什么？你们才干到晚上10点算什么加班？……

• ……

我们发现，团队不是不能干活，团队也不是不会如何干活，因为毕竟他们一直在交付成果，虽然差强人意。原因就在于他们的管理导致团队长期处在亚健康状态。没有人关于他们的健康程度：

• 业务会压：这个要，那个要，这些我全要，而且要就要最好的。也许顺便还会提一嘴，你看上个月提的那个需求你还没有给我做呢，你们行不行啊……

• 开发会顺水推舟：反正干不过来，差不多集中到一起赶紧让测试测……

• 测试会报怨：还能怎么样，前面写案例，后面加班到昏天黑地，但是一上来就一堆问题啊，最后还不得不背锅……

你会发现，团队每个人都有自己的事，但是没有共同的事：

• 他们没有目标感：团队的目标是什么，阶段目标是什么，最后说到这些目标，哪些是由我来贡献的？

• 他们没有进展感：团队的目标，我们现在交付了多少了？还需要多长时间？我们的人手够不够？哪些可以不做？

• 他们没有协作感：解耦解到不知道要和谁配合？压力压到虽然要配合，但是我先干完再说……

二、修身镜

团队也需要一面镜子了。当他们问自己这些问题的时候，如果有问题，那就可以做一些简单的自诊断，做一些改进。他们可以问自己一个问题，面对这些问题，我们是想成为的那个团队吗？我们还需要做什么改进？

三、

我知道现在很多团队压力很大，要面对很多变化，AI来了，降本增效，人变少了还要效能提升……但是越是在这种时候一个能够自我成长团队越容易脱颖而出。只知道低头干活的团队早晚淘汰历史的大潮之中。

每天让自己照照镜子，看看我是不是我想成为的那个人。

每天也让团队自己照照镜子，看看，我们是不是还能自我成长。别的不说，至少别拿辛苦当成成功。别把加班当成自己的保命稻草。

修身镜，让你逆天改命。

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One of the Seven Agile Team Weapons: The Self-Cultivation Mirror — How a team could manage itself in Project Management

Last year during a live broadcast, we discussed personal growth and mentioned the importance of reflecting on oneself daily, like looking at oneself in a mirror, to see if one has become the person they aspire to be. At the beginning of this year, I wrote an article exploring the kind of person one wants to become, which serves as another mirror for self-reflection.

In organizational and team management, is there such a tool that can reflect the team, allowing for self-reflection to see if they have become the ideal team? Of course, such a tool exists. I also regard it as a weapon, called the “Self-Cultivation Mirror,” which is essentially a measure of health.

Here, we employ a metaphor. Metaphors naturally come with contextual assumptions. By health measurement, we mean regarding the team as a living organism. We are aware that there is another team evaluation model based on a metaphor, namely maturity, suggesting that the team is a kind of fruit. Once the fruit meets the standard, it will eventually enter the assembly line. In the current era of AI proliferation, I prefer to let the team look at the mirror and become an organization with self-management capabilities.

I. The Three Senses

In the minimalist efficiency system, health measurement is a very important model and was the first model proposed. After interacting with numerous teams, we found that even if team members possess various unique skills, master various concepts and techniques, and various levels of “maturity,”, they still fail to achieve successful business outcomes due to some reasons. This tool allows the team to evaluate themselves, which can easily lead to the perception that they can do everything but still fall short… In the end, it boils down to this:

• our business is particularly complex, beyond comparison with others;

• we have an overwhelming amount of work, with the current staff truly insufficient to handle it;

• our work interdependence is particularly high, look, it’s all because they didn’t do a good job;

• our current way of working is already the best practice, give it a try;

• it’s all because business changes too quickly…

• it’s all because testing didn’t catch the issues…

• it’s all because managers don’t allow the team to work overtime, what? You only work until 10 PM, what overtime?

…

We found that the team is not incapable of working, nor do they not know how to work, because after all, they have been delivering results, though not up to expectations. The reason lies in their management, causing the team to be in a suboptimal state for a long time. No one cares about their health level:

• The business meeting pressures: I want this, I want that, I want all of these, and I want the best. Perhaps they will also mention, look at that requirement I mentioned last month, you haven’t done it yet, you guys are not up to par…

• The development team goes along with the flow: Anyway, we can’t get it done, let’s concentrate and quickly let testing test…

• The testing team complains: What else can we do, write cases in advance, then work overtime until dark, but there are still a bunch of issues, and in the end, we still have to take the blame…

You will find that everyone on the team has their own things, but there is no common matter:

• They have no sense of goal: What is the team’s goal, what is the phase goal, and finally, when it comes to these goals, which ones have I contributed to?

• They have no sense of progress: How much of the team’s goal have we delivered? How much longer do we need? Are our hands enough? Which ones can we skip?

• They have no sense of collaboration: Decoupling to the point of not knowing who to cooperate with? The pressure is so high that although we need to cooperate, but I’ll finish my part first…

II. The Self-Cultivation Mirror

The team also needs a mirror. When they ask themselves these questions, if there are problems, then they can do some simple self-diagnosis and make some improvements. They can ask themselves one question, facing these issues, are we the team we want to become? What improvements do we still need to make?

• Goal

  • Is your common goal clear?

  • Is the phase goal achievable?

  • Does every team member clearly know what outcomes they are responsible for delivering.

  • Or broken down to the individual level: Which parts of this goal am I involved in and contributing to?

• Progress

  • How many outcomes are there for your goal, and how many have been delivered?

  • How longer is needed?

  • How many resources are required?

  • What’s crucial?

  • What’s less important and could potentially be delivered later?

• Collaboration

  • What support is needed for the goals you’re responsible for?

  • Which other teams, organizations, or individuals are involved?

  • Which other organizations, teams, or individuals need your support?

  • When and where, and in what manner will we coordinate with them to achieve results?

III.

I know that many teams are under a lot of pressure now, facing many changes, AI is coming, cost reduction and efficiency enhancement, fewer people but efficiency improvement… But the more in such times, a team that can grow itself stands out more easily. A team that only knows how to work hard will sooner or later be eliminated by the tide of history.

Look at oneself in the mirror every day, see if I am the person I want to become.

Let the team look at itself in the mirror every day, see if we can still grow on our own. Not to mention other things, at least don’t take hardship as success. Don’t take overtime as one’s own life-saving straw.

The Self-Cultivation Mirror allows you to change fate against the heavens.