Covid has forced remote working, and many have responded by introducing a well-proven strategy to maintain the sense of ‘togetherness’ as well as delivering accountability.
The ‘Huddle’
It goes by many names, one of my clients calls it the ‘daily toolbox’.
Nevertheless, it is a challenging idea to implement. Initially there are always those who see it as just another imposition, or waste of everyone’s time, but done well, they are a wonderful tool, and not just for these Covid times.
Following are the 9 practices I have seen that contribute to the great outcomes possible:
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- The daily huddle is by definition, daily, which means that the next 24 hours are the topic of discussion. Anything else should be treated elsewhere in the most appropriate forum.
- Use a set time, and always be on time.
- Make the agenda consistent and focussed on the tasks and accountabilities of those in the huddle only.
- Follow ups, and problems that need further consideration should be taken offline or escalated. The huddle itself should be no more than 15 minutes at the most.
- Do not allow waffle. Preparation for the huddle means that people have points they need to make. Written down and read verbatim is often the best way. However, use full sentences, your summary, while clear to you, may not be to others.
- Everyone in the huddle is given the opportunity to speak, and those who naturally are reticent, are prompted by the chair.
- Ideally, the chair should rotate in some manner that suits the group, which gives all an equal share in the ‘ownership’ of the group and its outcomes.
- It is a place for shout-out praise as well as noting problems and emerging challenges.
- Be attentive. No devices that intrude are allowed.
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‘Huddles’ at the next level up, weekly, monthly, work the same way, and are ideally timed to follow the previous huddle, so items are easily and seamlessly escalated.
Huddles are a great way to increase the communication in any enterprise, always the source of most employee angst. Building them into the ‘way we do things around here’ enables rapid, clear communication, one to many. This results in everyone getting the same message at the same time, with a minimum of contextual colouring allowed to creep in.
The outcomes are always around a greater sense of accountability, team and individual, and a culture that involves collaboration. Irrespective of the future of the workplace post the COVID-19 vaccine, when we evolve to some sort of new normal, make your version of the daily huddle a part of it.
When you need an experienced hand to help implement this enormously valuable business improvement strategy, call me.
Header credit: Again, Dilbert and his mate Scott Adams pick the challenge implementing a ‘huddle’.
