Status: LIVE

CL: Team Leader

“Let’s do this."

• 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).

• Approve resource allocations for your Team members. On one hand, you might be bootstrapping Activities/Squads yourself. However it's also possible that someone else is bootstrapping an Activity, and wants to have a member of your Team on their Squad. You need to approve that resource allocation of your Team member regardless of who is asking, CEO, CRO, whoever. Enforce the Activity Bootstrapping Protocol.

• Since all staffing requests for members of your Team go through you, that implies that you need to maintain an up to date resource plan of your members in our resource planning tool. You may want to delegate this, but it's ultimately your responsibility that this is up to date.

• Be willing to provisionally block resources for upcoming Activities that aren't final yet (this could be a customer project in the sales process, or an internal project that's still being planned). Your colleagues may need to make some commitments and will need to be able to rely on resources from your member if the project gets the green light, even if it's still not yet final. Work with them.

• 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.