This short transcript (from a talk or video) recommends replacing team "report outs" with structured "stress tests" where presenters share achievements and struggles and receive focused peer feedback through three prompts (challenges, ideas, offers of help). The goal is to build a challenge-oriented, curious, and supportive team culture by forcing candid sharing and small-group breakout discussions.
If you want to move a team from only looking to you for feedback, not each other, you shift from doing report outs where people show up in the room and they report out to the room and there's only a couple of conversations and you move on to the next report out. You shift from that to what we call stress tests. Stress tests is what I saw teams do when somebody shows up and they say, look, here's what I've achieved, but here's what I'm struggling. Forcing somebody to give presentations and sharing what they're struggling is critical because it opens up the team to be willing to give feedback. Right? And it also shows that this person should always be seeking improvement, not just bragging about what they've done. And then what the team does. It goes into small breakout discussions. You return to the person next to you or go into a breakout room and they're forced to answer the following three questions. What you think you want to challenge them on? Write it down. What innovation or idea would you give them? Write it down. Do you want to help? If so, write it down. So now you've just taken the culture you want to have. You want to have a challenge culture, Tell your team to challenge you want to have a curious culture? Tell your team to give ideas. You want to have a supportive culture, Tell your team where they can help.
