15 Steps for successful Bootstrapping – Part 2

this is the second part to Bootstrapping – Part 1

Time to Cash – When do I get my money?

More important than “time to market” (when can I offer my product on the market) is “time to cash”: when do I get the money for my service?
For a successful bootstrapping, it makes no sense to sell and sell and to only bill once a year. Continue reading “15 Steps for successful Bootstrapping – Part 2”

Moving Motivators

An interesting technique from the Management 3.0 book “Managing for happiness” is the moving motivators exercise.

Motivators

Jurgen Appelo compiled motivational factors from different sources like Steven Reiss’ 16 basic desires, Ryan and Deci’s self determination theory and last but not least Daniel Pink’s Drive!

He came up with the following list of 10 motivators which can be best memorized with the mnemonic “CHAMPFROGS”: Continue reading “Moving Motivators”

Kudo Cards

What is Kudo?

Kudo is Greek for fame or honor.

The idea behind Kudo Cards is to say “Thank You” in a meaningful way. By taking the time to specify and write down what you are actually grateful for.

Variations

As an alternative to just give a card to a co-worker, you can enhance the whole experience by building a Kudo Wall so that everyone can see which kudos were given from whom to whom.

Another nice variation is to put up a Kudo Box. You can put in the cards and at the end of the year / quarter / month you can do a tombola and give away some swag for every drawn lot.

You can either print Kudo cards yourself or buy a very nice box of high quality cards from the M30 webshop

Team Capability Matrix 

One of the many questions You hear as a team lead is: “Who can help me with <topic XYZ>?”

When your team is small you can easily say: “colleague A is expert on X, B on Y, and C on Z”.

But with increasing team size and number of topics you have to handle in your team it can be good idea to write down the capabilities and competencies of your team members.

Step 1 – Write down all of your team members

Easy. If You don’t know who is in your team, shame on You 🙂

Step 2 – Write down all tools and technologies You use in Your team

A bit harder. If You don’t know by heart who uses what, please interview your colleagues.

Step 3 – Combine the information in a table.

Use a simple scheme to tag knowledge

  • :mrgreen: – great knowledge
  • 🙂 – ok
  • 😳 – don’t know what it means

Write down the colleagues on one axis the tools and techs on the other.

[table id=1 /]

To transpose or to not transpose – that is the question

It doesn’t matter which info goes on which axis but in most cases you can say which number is higher: number of colleagues or the number of skills / tools / technologies used in the team. So put the longer list on the y-axis.

What can You get out of it?

When You have your Team Capability Matrix in place you can identify core knowledge areas -things everyone in the team has to know- and fill in the gaps with training and workshops.

Let’s say Tool X and Y are must have skills. So You would schedule training for Tool Y for A and C and training for X for B and C

You can even develop your team by asking your team mates in which areas they want to improve and schedule training accordingly.