Self-organizing teams, are self-directed and devoid of any authority figure such as a manager or a supervisor. The team members naturally coalesce together and take responsibility for the execution of tasks – setting deadlines and priorities on their own.
KanBo steps in with some powerful features to maintain the momentum of such teams and keep all individuals focused and self-motivated. These mechanisms allow team members to assign tasks and indicate the responsible person without any need of a supervisor or manager.
Example of work organisation for a self-organising team working remotely using KanBo
1. Create a work area for the team – KanBo Board
2. Create a list of tasks to be performed with a description – cards and notes
3. Create a ToDo, Doing Done process or use KanBo templates.
4. Add team members to the KanBo Board (you can create a KanBo Board as a Public – it will be visible to every person in your organization with the possibility to join)
5. Tasks are performed by persons who assign themselves to the task. It can be one or more people who will do the work together
Advancements in technology have fueled the popularity of self-organizing teams as a remote teams or virtual teams that go beyond geographical locations and time constraints. More than 70% professionals in the modern workforce have embraced remote work at least once a week. Before delving into the world of remote work options, it is important to define what a virtual team is.
“A virtual team is defined as a group of people in which at least two members are based in different locations, and where all team members have a common goal (Townsend et al., 1998).They use different technological means of communication in their work (Lipnack and Stamps, 1999; Malhotra, Majchrzak and Rosen, 2007; Townsend et al., 1998). According to Griffith, Sawyer and Neale (2003), the ‘virtuality’ of team is presented in three dimensions:
– level of technology support, which may include communication, documentation, and/or decision support capability
– physical distance, which may range from being based in different offices to being based on different continents (Hinds and Mortensen, 2001; Malhotra et al., 2007)
– percentage of time spent on a given task as virtual team members are rarely delegated to work for a particular team in 100% (Townsend et al., 1998)”. Source