Mastering Daily Huddles: Your Comprehensive Team Playbook
Dominic Monkhouse
Coaching Founders to be the CEO Their Business Needs | Scaling Leaders, Not Just Companies | Host of Curious Leadership Podcast
Do you have daily huddles, check-ins or stand-ups? Whatever you want to call them, usually, we see tech teams are willing and happy to get involved, but more often than not, it is our clients who resist.
Clients will challenge huddles with “Argh, I’ve got enough meetings already; I don’t need anything else” and “What could possibly change every day?” but these are the same people who say they have too much email, too much to do and I’m in too many meetings.
I don’t believe anyone who’s done it properly has ever not got a 10x return.
Why you need to try again…
The effort around daily huddles (or stand-ups) can ebb and flow, and poorly attended or time-consuming huddles filled with too many topics can feel like a good reason not to continue with them.
Daily huddles cause a divide in opinion. Whether you love them or hate them is likely a direct reflection of whether you’re using this time correctly. When executed with thought, a quickfire daily catch-up should be valuable for the whole team, and if it’s not, then you’re not huddling; you’re having meetings. Make it punchy!
Whether your arena is a football field or a corporate boardroom, the concept of huddling holds tremendous power. It’s a moment when a company demonstrates true psychological safety. Heads come together; people can ask for help where they’re stuck, aligning focus, discussing tactics, and recalibrating if necessary.
Without psychological safety (if you’re interested in this term, I highly recommend giving this podcast episode a listen), it’ll be a repeat of Ford when Alan Mulally went in. For the first few weeks, every time he went into a meeting, he was told the company was succeeding. Spoiler alert, but that turned out to be the furthest thing from the truth. It took one guy admitting that the project he was working on was, in fact, going down the pan, and Mulally gave him a standing ovation for having the confidence to be honest. It reminds me that at Pier 1 we had “C**k up of the Month” to drive a culture of celebrating failure and learning from it. You can hear that conversation on the Bizpedia podcast, which was a fab episode for those who have yet to catch up on it.
When we’re working with clients who are in any sort of crisis, they immediately go from monthly and weekly to weekly and daily because it changes the pace and sets a rhythm.
In this comprehensive playbook, we’ll delve into winning strategies for running a daily huddle—a brief yet impactful, 15-minute session that can significantly enhance teamwork and efficiency within your team.
Change is inevitable, but making it stick in an organisation can be a monumental challenge. Our guest on The Melting Pot this week, Luke Battye, tackles this issue head-on. As a founder and managing partner of consultancy Sprint Valley, Luke helps companies embed the Change Reflex — empowering teams not just to accept but embrace and enact change.?
Luke shares real examples where he applies the frameworks and behavioural science-based techniques with multinationals to help them deliver better performance and growth. One great example is the Etihad Stadium in Manchester. Luke and the team helped them improve their efficiency in serving food and drinks to their 60,000 fans at halftime by looking at how fast food chains like McDonald’s drive consumer behaviour and decision-making. He also dived into how he used peer learning and body cams to boost sales performance for field-based sales teams. Luke emphasises that enacting organisational change starts with building psychological safety through trust in leadership competency, integrity and benevolence.
Download and listen to learn more.
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Who is Luke Battye
Luke is a behavioural scientist and innovation expert who has helped teams at Nike, Intel, McDonald’s, Scottish Power, ARM Microchips, Gordon Ramsay, Virgin Atlantic, Oxford University and The Red Cross to use cutting-edge problem-solving frameworks and collaboration techniques to overcome existential threats and seize step-change opportunities.
His consultancy, Sprint Valley, is trusted by Fortune 100 & FTSE 250 clients, as well as Private Equity firms, to help their teams navigate complex strategic challenges that unlock growth.
What you’ll hear from Luke Battye
03:39 – What is the Change Reflex
05:19 – Analysing consumer behaviour from McDonald's to Etihad Stadium?
09:49 – The Psychology of Queuing
09:39 – Thinking about problem-solving
12:27 – Helping multinationals deliver growth and performance
13:28 – Implementing the Friendship Method
15:55 – Psychological difference between men and women
16:44 – Creating a powerful customer experience. Are we missing the point?
20:09 – Improving sales through peer learning
22:27 – Depersonalising the critique
24:00 – The importance of leaders admitting their failures
26:54 – Shifting to a culture of trust and psychological safety
28:41 – Why leaders need self-awareness
32:23 – Different problems require different approaches
34:30 – Are you a gambler or a fund manager?
38:13 – Stay connected to the work that gives you joy
Watch this episode on YouTube
Accountant and Tax expert | Crypto Tax Specialist | Board Member | Co-founder of The Kapuhala Longevity Retreats
1 年Luke sharing about behavioral science techniques is termedous way to improve performance and this can lead to progress.Dominic Monkhouse ?? Your introduction about new episodes is really sounds fascinating. Enacting organisational change starts with building psychological safety through trust in leadership competency, integrity and benevolence.