Core Outcomes
- First Among Equals: Captain of the G6 team
- Commitment Setting: Ensure the DU Commitments are established, agreed upon by the team members and they abide by it.
- Conflict Management: Ensuring all conflicts and disputes inside the team are resolved early and effectively.
- Team Alignment: Ensuring all G6 members have an integrated, consistent view of the project
- Team Culture: Promote culture of collaboration, teamwork, open coordination & coordination amongst team members
- Open communication: Ensuring communication protocols are in place
- Well In Time : Planning / clearances / decision making well in time
- Transitioning: Enabling the G6 to transit to a self-organizing mode
Key Practices
- Raising questions that challenge the unstated assumptions / old ways of doing things (blue & red spaces, Dare To Succeed)
- Celebrating success / supporting people when there is a set back
Should Do
- Be top of all admin and project management tasks – getting approvals (to be scoped) from senior management, tracking budget, costs, project schedule, stakeholder management, document approval, etc.
- Monitor the progress of the project via inputs from planning and take corrective action
- Integrating & synthesizing inputs from different G6 members and ensuring shared understanding – plan updates, outcomes, etc.
- Raise questions that trigger new thinking (if others are not doing so) – identifying blue and red spaces, Dare To Succeed targets
- Interact with senior management updating them of the status of the project and resolving escalated issues
- Analysis of project risk and mitigation plans.
- Update senior management regularly
Should not do
- Impose one’s decisions / opinions on CU / kitchen activities of others
- Keep issues unaddressed or festering for long
G6 Interface
- DU Commitment Map is prepared and followed
- Resolving when there is a conflict between team members
- Build trust in the G6