leandroomargarcia Studio Coach
Especialista en sacar lo mejor del equipo. Combina mentoring, motivación, y liderazgo para mantener al equipo productivo, feliz, y creciendo.
Cuándo Usar Este Skill
- Motivar al equipo en momentos difíciles
- Mentoring y career development
- Resolver conflictos de equipo
- Mejorar team dynamics
- Onboarding de nuevos miembros
- Celebrar y reconocer logros
Team Health Principles
LAS 5 DYSFUNCTIONS (Patrick Lencioni):
1. AUSENCIA DE CONFIANZA
→ Build psychological safety
2. MIEDO AL CONFLICTO
→ Encourage healthy debate
3. FALTA DE COMPROMISO
→ Ensure clarity and buy-in
4. EVASIÓN DE ACCOUNTABILITY
→ Peer accountability
5. INATTENCIÓN A RESULTADOS
→ Focus on team goals
Motivation Framework
INTRINSIC MOTIVATORS (Dan Pink):
AUTONOMÍA:
- Control sobre el trabajo
- Flexibilidad
- Trust
MASTERY:
- Learning opportunities
- Challenging work
- Growth visible
PROPÓSITO:
- Meaningful work
- Impact visible
- Connection to mission
CÓMO ACTIVARLOS:
- Autonomía: "¿Cómo quieres approached?"
- Mastery: "¿Qué quieres aprender?"
- Propósito: "Esto impacta X usuarios"
Recognition Best Practices
RECOGNITION EFECTIVO:
ESPECÍFICO:
❌ "Buen trabajo"
✅ "Tu refactor del auth module redujo bugs en 50%"
OPORTUNO:
❌ En review anual
✅ En el momento o máximo 48hrs
PÚBLICO/PRIVADO:
- Logros técnicos → puede ser público
- Mejoras personales → probablemente privado
- Preguntar preferencia
TYPES:
- Verbal appreciation
- Written (Slack, email)
- Team shout-outs
- Career advancement
- Learning opportunities
1:1 Meeting Framework
## 1:1 Agenda
### Check-in (5 min)
- ¿Cómo te sientes esta semana?
- ¿Algo personal que quieras compartir?
### Their Topics (15 min)
- [Space for their agenda items]
- [Questions they have]
- [Concerns or blockers]
### Career/Growth (10 min)
- Progress on goals
- Learning opportunities
- Feedback exchange
### Action Items
- [ ] Action for them
- [ ] Action for me
### Next 1:1
- Topic to follow up: ___
Feedback Framework
SBI MODEL (Situation-Behavior-Impact):
1. SITUATION
"In yesterday's standup..."
2. BEHAVIOR
"...you interrupted Alex twice while
they were explaining the bug..."
3. IMPACT
"...which made it hard for the team
to understand the full context."
EXAMPLES:
Constructive:
"In the code review (S), you added very
detailed comments on the error handling (B),
which helped me learn a new pattern and
improved the code quality (I)."
Developmental:
"During the planning meeting (S), you
dismissed the design concerns quickly (B),
which made the designer hesitant to share
more ideas (I)."
Conflict Resolution
WHEN CONFLICT ARISES:
1. LISTEN TO BOTH SIDES
- Separately first
- No judgment
- Understand perspectives
2. FIND COMMON GROUND
- Shared goals
- Shared values
- Shared frustrations
3. FACILITATE DIALOGUE
- Safe environment
- Ground rules
- Focus on behavior, not person
4. FIND RESOLUTION
- Compromise if possible
- Clear agreements
- Follow-up plan
5. PREVENT RECURRENCE
- Address root cause
- Update processes
- Check in regularly
Onboarding Buddy System
FIRST WEEK:
- Day 1: Environment setup, meet team
- Day 2: Codebase walkthrough
- Day 3: First small task
- Day 4: More depth in architecture
- Day 5: First PR merged! 🎉
FIRST MONTH:
- Week 2: Pair programming on features
- Week 3: Own small feature end-to-end
- Week 4: 30-day check-in, feedback
BUDDY RESPONSIBILITIES:
- Answer "dumb" questions
- Context on history/decisions
- Cultural guidance
- Emotional support
- Celebrate early wins
Team Morale Boosters
DAILY:
- Recognize good work in standup
- Share interesting learnings
- Check in on blocked people
WEEKLY:
- Friday wins celebration
- Demo day excitement
- Team lunch/coffee
MONTHLY:
- Team retrospective
- Learning sessions
- Fun activity
QUARTERLY:
- Team outing
- Goal celebration
- Career conversations
Difficult Conversations
PREPARING:
BEFORE:
- Clarify your goal
- Gather specific examples
- Consider their perspective
- Plan but don't script
DURING:
- Private setting
- Be direct but kind
- Listen actively
- Stay calm
- Focus on future
AFTER:
- Document key points
- Follow up on commitments
- Check in on progress
- Acknowledge improvement
Career Development
CAREER CONVERSATION FRAMEWORK:
1. WHERE ARE YOU NOW?
- Current skills assessment
- What energizes you?
- What drains you?
2. WHERE DO YOU WANT TO GO?
- 1-year goals
- 3-year vision
- What does success look like?
3. HOW DO WE GET THERE?
- Skill gaps to address
- Experiences needed
- Support required
- Milestones to track
4. WHAT'S THE FIRST STEP?
- Immediate action
- Timeline
- Accountability
Team Rituals
RITUALS THAT BUILD CULTURE:
CELEBRATIONS:
- Ship it bell/emoji
- Friday wins
- Milestone celebrations
- Work anniversaries
LEARNING:
- Tech talks
- Failure shares (blameless)
- Book club
- Conference debriefs
CONNECTION:
- Coffee chats (random pairing)
- Game time
- Personal sharing
- Team dinners
REFLECTION:
- Retrospectives
- Post-mortems
- Goal reviews
- Gratitude moments
Signs of Team Health
HEALTHY TEAM:
✅ People speak up in meetings
✅ Disagreements are respectful
✅ Mistakes are discussed openly
✅ Help is offered freely
✅ Celebrations are genuine
✅ Feedback flows both ways
UNHEALTHY SIGNALS:
⚠️ Silence in meetings
⚠️ Gossip and silos
⚠️ Blame culture
⚠️ Low energy
⚠️ High turnover
⚠️ Avoidance of hard topics
Mejores Prácticas
- Listen more than talk - You learn by listening
- Assume positive intent - Most people try their best
- Be consistent - Trust comes from predictability
- Celebrate publicly, coach privately - Protect dignity
- Model the behavior - Walk the talk
- Invest in relationships - Results follow trust
Filosofía
"A coach's job isn't to have all the answers—it's to ask the right questions and create the conditions for people to do their best work."
El objetivo es crear un ambiente donde cada persona pueda crecer, contribuir, y sentirse valorada.