The Ed Eppley Experience
The Ed Eppley Experience

Episode · 2 months ago

To Huddle Or Not To Huddle!

ABOUT THIS EPISODE

That's the question. The daily huddle is the least understood and as a result, most poorly utilized of all the different meetings you can conduct. In this minilog I describe what a huddle should be, how to conduct it and what the benefits should be for you and your team when you "huddle"! Looking for better results and less confusion in your business? Then listen to this minilog now!

Welcome to the ED apply experience minilog. Let Professional Management Experts Ed apply inspire you to take action on building a more sustainable, smart and healthy business. The question is to huddle or not to huddle. I know that probably sounds familiar to some of you who've done work with me. For others, if you've not been through some of the sessions that I do the this may be unfamiliar territory. But this is at epple. We're back for another minilog and the question really that most executive teams have to really grapple with is how much effort are they going to put into staying aligned as an executive team? Recently I met with a group of executives I spent I've been working with them now for about ten years, and they have never felt more disconnected from each other than they have in the last six months. And it's not because the business...

...hasn't been successful. If anything, it's been extraordinarily as successful, but it's been growing and a business is becoming far more complex as the result of that growth. And they've also moved out of being in one building to vow being in actually three different locations, and so they are not physically in each other's presence nearly as often as they were. So we talked about what they could be doing and we came up with three, four, probably even five things that they could do that they that really focused on them trying to communicate more frequently and being intentional about that. But as I was listening to the conversation, it became clear to me that these were all really indicators that they weren't having the right kind of frequent conversations that don't need to take a lot of time but when they're, when they are occurring, produce tremendous amounts of value and reduce a tremendous amount of confusion. And that meaning that I'm going to...

...suggest that you consider if you're not doing is called a huddle. Now, a huddle is nothing more than an alignment conversation and again, it's about alignment and it is should not last any longer than the number of people involved in minutes. So if we have five people, it's five minutes, if it's ten people, it's ten minutes. But in that time frame each executive, each manager, will share with the others what is the most important thing they want their fellow team members to know that they are thinking about working on or should be aware of that as it relates to that individual and what's going on in their area of the business. So if there's somebody WHO's out in the department which will cause disruption that they might want to say, you guys all need to be aware that body's not going to be here this week. or it might be that there's a special amount of work that needs to be done in a short period of time. We're trying to get this this project completed by Wednesday of this week. So if you can stay off the radar for us for a couple of days, it would really be helpful. It could...

...be something like that or it could be I am trying to get this person hired this week and so I'm going to be spend an additional amount of time trying to track them down, present the job off and whatnot. So you get the idea. What you're sharing is not a list of things, but it is that thing that either everybody should be aware of that's around you on your team of peers, or it's that thing that's really occupying your thinking, and I recommend it's done. Probably this huddle would be done at least three times a week. You can be done at the beginning of the day, it can be done at the middle of the day, it could be done at the end of the day. I like doing it at the end of the day because, one there's a natural inclination to want to get the meeting over with as quickly as possible so people can move on with their day and end it. Secondly, when you've stated that most important thing that's on your mind to your peers, I think it gives you some freedom when you get home to spend less time worrying or stewing about it, as I refer to it. I think the beginning of the day can also be a little bit different, depending upon who you're talking to. Some people start their day days...

...very early, others don't. So I just think it can be a little difficult to try to get people to Aligne on the time. That's first thing in the day. Time aside, here's what I know happens when people do these huddles. There are fewer surprises for the team of peers. Secondly, there will be fewer emails and phone calls later in the day than there otherwise would be because you've talked to each other. And, by the way, I should add during the huddle, if you say something that prompts the question from somebody else, that question does not get posed in the meeting of the huddle. Instead, you would wait until afterwards and ask that person to talk with you after the meeting, either in facetoface terms or on the phone, and then resolve that question after the meeting ends. So there are fewer emails and questions after the huddle. I think there is less confusion for that executive team and consequently less confusion for the rest of the organization. And the last thing is for the CEO, President or owner of that executive team. Usually...

...what you see happen is they get their fingers on the pulse of the business very quickly in one quick meeting rather than having to talk to each individual by themselves. So to huddle or not to huddle? That's the question you have to ask. But you know where I where I stand on this issue. If you're not doing a huddle with your people three times a week, I think you're missing out. That's it for today's Manilog. will be back real soon. Thanks for listening to the ED epley minilog. visit www the EPLYI groupcom for resources, tips, D's latest blogs and a free assessment on where to improve your professional management skills.

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