The Project Aristotle Score

Описание: The Aristotle Score Feature - Why It Exists and How to Use It
With the basis of the theory around the Aristotle Project covered in yesterday’s article, today’s video is, as promised a clearer view of the feature we have created after persistent demand from many of the teams we work with and where the four new coordinates we measure for optionally sit from a conceptual point of view.


It’s important to reiterate first and foremost that the pack of questions we created as part of our Psychological Safety Dashboard solution is optional and not every team needs to look at their Aristotle Score or answer questions to describe their “Dependability”, their level of experienced “Structure and Clarity”, their perceived “Impact” or “Meaning”.


Some teams identify stronger with Google and other winners in the DevOps and people department in the Valley and some others are convinced their work could not be further removed. We don’t believe there is a substantial difference between teams when it comes to these deep behavioural themes and that there are dynamic commonalities that transcend culture, location, industries, types of projects and even ways of work and these five findings of Project Aristotle apply across the board. With that said, showing people data they don’t care about and can not relate to, is an exercise in futility when your ultimate goal is as ours has definitely always been to have them spring into action to improve a certain behaviour or correct a negative one, so the Aristotle Score is an optional question pack.


Secondly, while we quantify the result of the way the questions have been answered into a unitary score and not in a forensic examination of each section because going into extreme detail would derail some teams from focusing on the much more important PS components the purpose of the questions is chiefly to refocus and open a dialogue around these topics. When team members answer them they are reminded of the importance of having those characteristics of high performing teams.


Lastly, we are looking into co-creating plays with the teams we are working with to potentially increase their Aristotle Score. Whether that is by providing a space to dissect the 4 components or ways to work on specific ones such as potentially exercises to outline and increase Meaning to ways to become closer to the value that translates to Impact, those examples of successful human interventions will come later, for now, all the score does is initiate the dialogue.


As mentioned in the video, we are well aware not every team can get their heads around performance for now when they are still in crisis and in the throes of traversing a nightmare period, nonetheless some teams are still keeping their ambition to be part of the successful digital elite and as a result focus on all these things that Google happens to have identified. The good news about them is that while completely separate topics and a lot harder to affect at all at the team level as opposed to at a macro-organisational level, they have a clear effect on Psychological Safety and the reverse, and that knowing how you’re doing on these topics can only increase it in time and as a result even the awareness will create better performance.


Excelling in high performing teams starts with Psychological Safety but also needs Structure and Clarity, Meaning and Impact and when they are all there we can see Google-level speed and magic happen.
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Don't send your teams home with a laptop, a Jira and Slack account and a prayer!


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