Empathetic manager passionate about creating high-performing, self-motivated teams. Tinker at heart with a track record of turning around failing teams and building high performance teams even in hyper growth environments. Expert in strength- and diversity-based leadership, tailoring of agile processes and building strong cultures. With experience in a wide range of industries of all sizes, from small start-ups to multinational corporations. Deep understanding of the agile toolkit, modern engineering practices and team dynamics and topologies. 15 years of experience in web software development, product strategy and scaling businesses at all levels.
My Mentoring Topics
- Leadership
- Coaching
- Agile Practices
- Agile Management
- Managing Remote Teams
- Growing Teams
- Culture Building
- Creating High-performing Teams
A.
13.March 2024Chris was very supportive and knowledgeable. Finding a time slot with him was also quite easy. I highly recommend Chris to anyone seeking a dedicated and knowledgeable mentor.
A.
17.September 2023Chris has to be one of the kindest people I've ever met. He was able to take me from a place of worry about my upcoming job interviews to a place of confidence and understanding of my own abilities. His experiences provided great examples to learn from and use in my personal and professional development. I will always be grateful for having booked a session with him at the right time !
K.
8.February 2023Very much so! Chris -has so much helpful insight about what helps -is so willing to share his experiences -keeps quite a good flow in sessions / makes sessions very condusive for learning & growth
F.
6.July 2022It was helpful, I didn't hear about a couple if new concepts/products. I can't think of anything that you personally could have done better
M.
24.November 2021The session was really good, you helped me a lot by sharing your experience related to the hiring process phases and the advice about how to lead the first step interview in case we don't have an HR professional.
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The Five Dysfunctions of a Team - A Leadership Fable
Patrick M. Lencioni
Key Facts and Insights: The fundamental premise of the book is that teams often fail due to five common dysfunctions, which are: Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. The book uses a business fable approach to convey the message, following a fictional company and its new CEO who identifies and resolves these five dysfunctions. The first dysfunction, Absence of Trust, is rooted in the team members’ unwillingness to be vulnerable and open with each other. This leads to a lack of trust and a fear of making mistakes. The second dysfunction, Fear of Conflict, arises from the team's inability to engage in unfiltered, passionate debate about things that matter, leading to inferior decision-making. Lack of Commitment is the third dysfunction, where team members, due to lack of clarity or buy-in, fail to fully commit to decisions, causing ambiguity about direction and priorities. Next is the Avoidance of Accountability, where team members hesitate to call out peers on their actions and behaviors that can potentially harm the team. The final dysfunction is Inattention to Results, where team members put their individual needs (such as ego, career development, or recognition) above the collective goals of the team. Through the fable, Lencioni provides practical advice for overcoming these dysfunctions. He suggests building trust through vulnerability, encouraging constructive conflict, gaining commitment through clarity and buy-in, holding team members accountable, and focusing on collective results. The book is not just about identifying the dysfunctions but also provides a model and actionable steps to overcome these dysfunctions and build a cohesive and effective team. At the heart of the book lies the idea that success in any team is dependent on overcoming these dysfunctions and working together towards a common goal. An In-Depth Summary and Analysis: "The Five Dysfunctions of a Team - A Leadership Fable" by Patrick M. Lencioni is an insightful book that unveils the reasons why teams often fail and offers practical advice on how to overcome these issues. Lencioni uses a business fable, a unique approach that combines storytelling with business principles, to illustrate his points and make the book relatable and engaging. The first dysfunction, Absence of Trust, is linked to the unwillingness of team members to be vulnerable and open with each other. This lack of transparency creates a culture of fear, where team members are afraid to make mistakes or take risks. As a long-standing academic in this field, I've seen how this lack of trust can paralyze a team, stifling creativity and innovation. Overcoming this dysfunction requires creating a safe environment where individuals feel comfortable expressing their thoughts, ideas, and potential misgivings. The second dysfunction, Fear of Conflict, stems from the team's inability to engage in meaningful, passionate debate about things that matter. This fear of conflict often leads to artificial harmony, where team members pretend to agree even when they have differing opinions. This avoidance of conflict can result in poor decision-making, as not all perspectives are considered. I believe that constructive conflict is a crucial component of a high-performing team. Encouraging open, honest debate ensures that all viewpoints are heard and considered, leading to better, more informed decisions. Lack of Commitment is the third dysfunction, where team members don't fully commit to decisions due to lack of clarity or buy-in. This lack of commitment can lead to ambiguity about the team's direction and priorities. In my experience, clear communication and the inclusion of all team members in the decision-making process can help overcome this dysfunction. The fourth dysfunction, Avoidance of Accountability, occurs when team members hesitate to call out peers on their actions and behaviors that could potentially harm the team. This avoidance often stems from a desire to maintain personal relationships and avoid conflict. However, holding each other accountable is crucial for maintaining high standards and achieving the team's collective goals. The final dysfunction, Inattention to Results, happens when team members prioritize their individual needs above the collective goals of the team. This can lead to a lack of focus on the desired results and a failure to achieve the team's objectives. Focusing on collective results and rewarding team success rather than individual achievements can help overcome this dysfunction. In conclusion, "The Five Dysfunctions of a Team - A Leadership Fable" is an insightful book that provides practical advice on overcoming common team dysfunctions. It highlights the importance of trust, constructive conflict, commitment, accountability, and a focus on results in creating a successful team. As a professor with years of experience in this field, I can attest to the effectiveness of Lencioni's methodology in transforming dysfunctional teams into high-performing ones. This book is an essential read for anyone looking to build or improve their team.
ViewOvercoming the Five Dysfunctions of a Team - A Field Guide for Leaders, Managers, and Facilitators
Patrick M. Lencioni
Key Insights from "Overcoming the Five Dysfunctions of a Team" Trust is foundational to team effectiveness. Without trust, team members are unlikely to engage fully for fear of vulnerability. Conflict is not only inevitable but also necessary in a team setting. The key is to ensure that it is productive, focusing on ideas and not personal attacks. Commitment comes from clarity and buy-in. Team members need to be clear on their roles and the team goals, and buy into them. Accountability is crucial for maintaining standards and performance within a team. Team members should be held accountable for their actions and results. Results are the ultimate measure of a team's success. Focusing on collective results prevents individual egos and agendas from derailing the team's progress. The pyramid model is a visual representation of these five dysfunctions, with trust at the base, followed by conflict, commitment, accountability, and results at the top. The book provides specific strategies and tools to overcome each of the five dysfunctions. Effective leadership is critical in addressing and overcoming these dysfunctions. The book emphasizes the importance of embracing vulnerability in building trust within a team. A successful team places team goals above personal goals. The book stresses the importance of open, honest communication in addressing issues and fostering a healthy team dynamic. An In-Depth Analysis of "Overcoming the Five Dysfunctions of a Team" "Overcoming the Five Dysfunctions of a Team" is a practical guide that introduces readers to the common pitfalls that teams face, which hinder their ability to work together effectively. These dysfunctions, as identified by Patrick Lencioni, are a lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. The book begins by establishing the foundational role of trust in a team. According to Lencioni, trust is the confidence among team members that their peers' intentions are good, and there is no reason to be protective or careful around them. Trust is bred from shared experiences, consistent behavior, and, most importantly, vulnerability. It's crucial for leaders to model this vulnerability, as it encourages the same openness from the team. The second dysfunction, fear of conflict, arises from teams missing out on good opportunities for constructive conflict. Lencioni points out that teams that trust one another are not afraid to engage in passionate dialogue around issues and decisions that are key to the organization's success. They do not hesitate to disagree with, challenge, and question each other, all in the spirit of finding the best answers, discovering the truth, and making great decisions. The third dysfunction, lack of commitment, stems from lack of clarity or buy-in. Lencioni contends that great teams understand they must be able to commit to decisions knowing that they have engaged in the thorough, unfiltered debate necessary to make the best choices. Next, Lencioni discusses the fourth dysfunction, avoidance of accountability. In a well-functioning team, it is the responsibility of each team member, not just the team leader, to hold one another accountable. This peer-to-peer accountability is often more effective than hierarchical accountability. Finally, the fifth dysfunction is inattention to results. According to Lencioni, the ultimate dysfunction of a team is the tendency of members to care about something other than the collective goals of the group. An unrelenting focus on specific objectives and clearly defined outcomes is a must for any effective team. Lencioni's pyramid model visually represents these five dysfunctions, with trust as the base and results as the pinnacle. This model serves as a reminder that trust is the foundation upon which successful teams are built, and that the ultimate goal of any team is to achieve results. The book goes beyond just identifying the dysfunctions. It provides a variety of strategies and tools for overcoming these challenges. These include team assessment tools, exercises, and real-world examples that provide practical insights into addressing these dysfunctions. One of the book's central themes is the role of leadership in addressing these dysfunctions. Lencioni argues that it is the leader's job to set the tone and demonstrate vulnerability, encourage healthy conflict, drive clarity and buy-in, reinforce accountability, and keep the focus on results. In conclusion, "Overcoming the Five Dysfunctions of a Team" is a valuable resource for anyone working within a team. It provides a comprehensive, practical, and accessible guide to understanding the common dysfunctions that can plague teams, along with actionable strategies for overcoming these obstacles. By focusing on building trust, embracing conflict, achieving commitment, enforcing accountability, and focusing on results, teams can overcome these dysfunctions and achieve their full potential.
ViewThe Culture Map - Breaking Through the Invisible Boundaries of Global Business
Erin Meyer
Key Facts and Insights from "The Culture Map - Breaking Through the Invisible Boundaries of Global Business" Understanding cultural differences is crucial for successful business communication and negotiation in the global marketplace. The book presents eight dimensions to map and understand cultural differences: Communication, Evaluating, Persuading, Leading, Deciding, Trusting, Disagreeing, and Scheduling. Each culture falls on a scale within these eight dimensions, which helps in comparing and contrasting different cultures. Communication styles vary greatly between cultures, and misunderstandings can easily occur if these differences are not recognized. Concepts of leadership and decision-making differ greatly among cultures, which can impact how businesses operate and negotiate internationally. The concepts of trust and disagreement also vary significantly across cultures. Understanding these differences can help build stronger, more effective international business relationships. The book includes real-world examples and case studies to illustrate the concepts discussed, making it a practical guide for business professionals. Erin Meyer's Culture Map provides a framework for understanding and navigating cultural differences in a global business context. Cultural intelligence is a vital skill for any business professional operating in a multicultural environment. The book emphasizes the importance of flexibility, adaptability, and open-mindedness in understanding and respecting cultural differences. "The Culture Map" is not only about understanding others but also about understanding oneself’s cultural biases and preferences. Detailed Summary and Analysis "Breaking Through the Invisible Boundaries of Global Business" by Erin Meyer is a comprehensive guide for anyone navigating the complex world of international business communication. The book presents a novel approach to understanding cultural differences, introducing an eight-dimension model that provides a structured way to compare and contrast different cultures. The dimensions – Communicating, Evaluating, Persuading, Leading, Deciding, Trusting, Disagreeing, and Scheduling – act as a map to navigate cultural complexities. In the dimension of Communication, Meyer explains that cultures can be categorized as low-context (where good communication is precise, simple, and clear) or high-context (where good communication is sophisticated, nuanced, and layered). This distinction is particularly crucial as misunderstandings can easily occur if individuals from different cultures do not recognize these differences. Moving on to Evaluating, the book discusses how different cultures give feedback. Some cultures are more direct, others are indirect. Misunderstandings can arise if feedback is interpreted through one's cultural lens without considering these differences. The dimensions of Leading and Deciding are intertwined, as they both deal with hierarchies and decision-making processes. In some cultures, leadership is equated with hierarchical status, while in others, it is more linked to expertise and competence. Similarly, decision-making can either be top-down or consensus-driven, depending on the culture. Trusting and Disagreeing are two more dimensions that vary significantly across cultures. In some cultures, trust is built through business relationships, while in others, it is established through personal relationships. The way cultures handle disagreement can also be very different, with some favoring a confrontational approach and others preferring to avoid open conflict. The final dimension, Scheduling, deals with how different cultures perceive time and deadlines. Some cultures view time as linear and rigid, while others see it as flexible and fluid. The book carefully balances theory with real-world examples and case studies, making it an insightful and practical guide for business professionals. The author emphasizes the importance of flexibility, adaptability, and open-mindedness in understanding and respecting cultural differences. The book encourages readers not only to understand and appreciate others' cultural biases and preferences, but also to recognize and understand their own. In conclusion, "The Culture Map" provides valuable insights and tools to navigate the cultural complexities that characterize today's global business environment. It emphasizes the importance of cultural intelligence as a vital skill for any business professional operating in a multicultural environment. This book is a must-read for anyone seeking to communicate, negotiate, and do business effectively in the international arena.
ViewTeam Topologies - Organizing Business and Technology Teams for Fast Flow
Matthew Skelton, Manuel Pais
Key Insights from the Book: Four Fundamental Team Topologies: The book introduces four types of team structures: Stream-aligned, Enabling, Complicated-Subsystem, and Platform teams. These structures play a crucial role in improving software delivery performance. Interaction Modes: The book outlines three modes of interaction: Collaboration, X-as-a-Service, and Facilitating. These modes help to create clear and efficient communication pathways between different teams. Cognitive Load: The authors discuss the concept of cognitive load and its impact on team performance and productivity. They emphasize the need to consider cognitive load while designing team structures. Fracture Plane: The book introduces the concept of a fracture plane – a logical boundary that separates different areas of the system. This concept helps to organize teams around the system's natural boundaries. Team-first Approach: The authors suggest a team-first approach where the team topology is designed first, and then the work is assigned. This approach ensures that the team’s structure aligns with the overall business strategy. Evolutionary Change: The book discusses the importance of evolutionary change in the team structure, explaining that teams should evolve as the system grows and changes. Team APIs: The authors introduce the concept of Team APIs, a set of expectations and agreements that guide how teams interact with each other. This concept promotes consistency and efficiency in team interactions. In-depth Summary and Analysis: "Team Topologies - Organizing Business and Technology Teams for Fast Flow" by Matthew Skelton and Manuel Pais is a revolutionary book that offers a fresh perspective on team structure and interactions in the context of business and technology. The book presents a compelling argument for rethinking the conventional wisdom about team organization in favor of a more flexible, adaptive approach. At the core of the book are the four fundamental team topologies: Stream-aligned, Enabling, Complicated-Subsystem, and Platform teams. Each team structure serves a specific purpose and is designed to maximize efficiency in software delivery. The Stream-aligned team is responsible for a particular product or service stream, enabling teams to provide temporary support to overcome obstacles, Complicated-Subsystem teams handle parts of the system that require specialized knowledge, and Platform teams provide a self-service API to other teams. The authors also identify three modes of interaction between teams - Collaboration, X-as-a-Service, and Facilitating. By defining clear modes of interaction, teams can better understand their roles and responsibilities, thereby reducing friction and increasing productivity. A crucial concept introduced in the book is that of cognitive load. The authors argue that the efficiency of a team is directly related to the cognitive load it carries. They recommend designing team structures that consider each team member's cognitive capacity, thereby improving overall performance and productivity. The book also introduces the idea of a fracture plane, a logical boundary within a system where it can be split into different areas. This concept provides a useful tool for organizing teams around the natural boundaries of the system, promoting autonomy and reducing coordination needs. The authors advocate for a team-first approach to work assignment. They argue that by designing the team topology first and then assigning the work, businesses can ensure alignment between the team’s structure and the overall business strategy. The book also recognizes the importance of evolutionary change in team structures. As the system grows and changes, so should the teams. This approach ensures that the team structure remains relevant and effective. Lastly, the book introduces the concept of Team APIs - a set of expectations and agreements that guide how teams interact with each other. This concept promotes consistency and efficiency in team interactions, reducing the potential for misunderstandings and conflicts. In conclusion, "Team Topologies - Organizing Business and Technology Teams for Fast Flow" offers valuable insights and practical strategies for improving team structure and interactions. By applying these insights, businesses can significantly enhance their software delivery performance, leading to improved productivity and better business outcomes.
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T.
18.November 2024I had the pleasure of meeting with Chris for a mentoring session, and it was an enriching and valuable experience. Chris is highly attentive and thoughtful. He quickly understood my situation and offered excellent guidance and advice for my career path. He shared key insights and provided clarity on transitioning into an Engineering Manager role. Through his advice, it was evident that he has deep experience and genuinely cares about helping people grow and succeed. I highly recommend Chris as a mentor for anyone seeking guidance on their career path or looking to grow in leadership, engineering management, or team development.