Status: 

TL: Team Lead

“Let’s do this."

• Support your Team Members in whatever way they need.

• Afford your Team members the opportunity to try new roles, and grow. That may include mobilising a mentor, or some other form of support, see to it.

• Follow up with your Team members regularly to make sure they understand their Role. You are the one ultimately responsible for ensuring that they perform all the duties outlined by their Roles.

• Are your Team members happy with their Roles? Is it a general Role mismatch, i.e. a developer being asked to do a marketing role was made to fill the MA Role? Or are they happy with their role in principle but they experience small frictions within that Role or its relevant Gameplans (ambiguities, inconsistencies, mismatches, etc.)? It is your responsibility to see those frictions and bring them to the Management meetings discussions, so that we can collectively tune them. You are ultimate responsible for driving improvements to your Team members' Roles (not the School leader).

• Ensure that your Team members know what their time is scheduled on. Also when it changes. We need full transparency here.

• Organise on-boarding ceremonies for new people joining your Team. Includes day 1, week 1, month 1 plan. Includes assignment of a buddy. Includes assigning some reading assignments for our Playbook. Includes regular check-ups to ensure a good integration is happening. Includes organising a welcome meeting with the School Lead who can indoctrinate the new recruits into the respective discipline (e.g. CTO for engineers, and HoD for designers, etc.). Includes a culture intro with the CEO. See the full onboarding Gameplan for details.

• Keep people member pages up to date in our Playbook, along with their information like Job, Grade, Title, etc. If a new person joined the company via your Team, then create the page for them, and ask them to fill in the personal bits.

• Protect person information of your Team members. See Protection of Personal Contact Info