Self-organization can lead to anything, and it’s therefore necessary to protect people and shared resources and to give people a clear purpose and defined goals.
A self-organizing team must have a shared goal, which can be assigned by the team’s manager.
The best way for the goal to be defined depends on the context but a few ways to help create your goal is to measure it against the SMART principle.
Is your goal?
Most importantly is the goal connected to rewards? (not financial ones) and is it communicated well enough that it guides teams in their work?
It’s a good idea to allow a team to define its own autonomous goal and to compromise on that goal.
Self-organizing teams can also benefit from having a clear boundary list, which defines what teams can do by themselves and at what level they are authorised to perform certain activities.
Read on for the other views of Martie:
Energize People, Empower Teams, Develop Competence, Grow Structure, Improve Everything
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