Even Google NotebookLM's understands PETALS

This is interesting. I thought I'd have a play with notebook LM from Google, their new experimental audio generator. Put in a blog post about petals to see what it came up with. And actually, I was really impressed with results. Have a listen to this.

Okay, so we're really diving deep into team health today. And you know what? It seems like everyone's talking about it these days. Yeah, and for good reason.

Right?

I mean, it's like that secret sauce that can make or break a team. And it's no wonder that shows, like, Ted Lasso, you know, they become so popular because they really tap into that. That importance of a supportive and collaborative environment.

Yeah. And you know what Ted Lasso reminds us? A supportive environment isn't just about, you know, those warm, fuzzy feelings.

Right.

It's about unlocking a team's true potential.

Exactly.

And what I find fascinating is that there are actual frameworks, like, real world frameworks, designed to do just that.

And that's where pedals comes in, right?

Yes.

This framework developed by Sci jobling, it really caught my eye. It seems super practical, which I love. So tell me more about this pedals thing. Like, what does it actually look like in action?

Okay, so imagine a team, any team, regularly checking in on their health.

Okay.

Much like you would for, like, a physical.

I like it. Yeah.

That's essentially what pedals does.

Okay.

It stands for productivity, enjoyment, teamwork, learning and serenity. And the a in the middle represents average.

Okay, I see where this is going.

Exactly. So team members rate each of those factors on a scale of one to five, based on their recent experience.

Okay.

And it could be, you know, a sprint a month, whatever makes sense for their workflow.

So it's all about, like, taking a pulse check, not just relying on gut feelings. Yeah, I bet that leads to some pretty eye opening conversations.

Absolutely. And that's the real magic of pedals. It gives teams a shared language to discuss their wins and their challenges. So, for example, let's say a team notices is a dip in their enjoyment score.

Okay.

That could spark a conversation about bringing back those fun team lunches or even planning a team building activity.

Right.

It's all about turning data into action.

Okay. That makes a lot of sense. Yeah. So it's not just about, you know, getting a good score.

Right.

It's about using those scores to actually drive positive change.

Exactly.

Now, you mentioned asos.

Yes.

They're kind of a big deal. And I hear they've been using pedals in some really creative ways.

They have, yes.

So tell me everything.

Oh, absolutely. And this is where it gets really interesting. One team at asos, known internally as the reluctant data driven team.

Ooh, the reluctant data driven team. I'm intrigued. How did they end up embracing pedals? It feels very Ted Lasso esque. It is like taking something they were unsure of.

Exactly.

And making it work for them.

Yeah. And it's a great example of strong leadership. Much like Ted's unwavering belief in his team.

Right.

The team's manager, Laura, saw the potential of data to facilitate more focused and productive discussions.

Okay.

Even though some team members were initially hesitant, you can imagine.

Oh, I can see why. Data can sometimes feel cold and impersonal, especially when you're talking about something as human as team dynamics. But it sounds like Laura found a way to make it work. So how did they actually wheeze pedals into their workflow? Did it involve biscuits?

Sadly, no biscuits were involved. But what Laura did was brilliant in its simplicity.

So she, like, cleverly integrated it into their existing retrospectives.

Exactly. They started by, like, incorporating pedals ratings into their retrospectives every two weeks. Okay, and get this, every eight weeks, they have, like, a dedicated petals, focused retrospective.

Wow. So they're really carving out that space to focus on team health. That's commitment.

Yeah.

And I bet it helps them, like, track their progress over time.

Absolutely.

And make adjustments as needed.

Yeah.

It's like having that regular checkup, you know?

Right.

See how things are trending.

It gives them a chance to celebrate what's working and tackle any issues head on.

I like it.

Speaking of different approaches, another ASOS team, the self proclaimed experimental team, took a very different route.

Ooh, experimental team. That sounds intriguing. Are we talking lab coats and test tubes?

Not quite. Although their approach is pretty innovative.

Okay.

They decided to hold dedicated pedal sessions every two weeks, separate from their usual retrospectives.

Okay.

And here's the kicker. They project the live results of their pedals ratings during their video calls.

I love that. Talk about transparency.

Yes.

Everyone sees where the team stands. No sugarcoating. And then they can have a real, honest conversation about what those scores reveal.

Exactly. It removes any guesswork and allows them to address the why behind the numbers. Okay, but they didn't stop there. This team takes action seriously.

Oh, tell me they have a dedicated action party. Yeah, after each session, complete with confetti and noisemakers.

Maybe next time. But they do have a system in place.

Okay.

They record any actions or improvements they identify during their pedal sessions on their team Kanban board.

Ah. So it's not just talk. It's about translating those insights into concrete steps.

Absolutely.

Very practical, very action oriented.

Absolutely. And you know what they say, actions speak louder than words, especially when it comes to team health. Now, for a totally different vibe, let's talk about the traditional team at ASOS.

Okay.

They definitely embrace a more, shall we say, analog approach.

The traditional team going analog. This. I've got it here.

So picture this. Instead of online forms and digital dashboards, this team decided to take pedals offline.

Okay.

They still use the framework, but they have an in person retrospective. And wait for it. They chose a pub as their meeting space.

A pub. Brilliant. A change of scenery can do wonders for team bonding and creativity. Starting to think this traditional team might be onto something.

Right. And it shows that pedals isn't about rigid rules. It's about adapting the framework to what works best for your team. But they haven't abandoned data entirely.

Okay, good. I was going to say a pub sounds great, but let's not throw out the data altogether. So how do they strike that balance?

They're clever about it. They each fill out the petals forms individually after their morning stand up, print out the results, and then bring those printouts to the pub to guide their discussions.

That's fantastic. They're still using data to inform their conversations, but in a way that feels more organic. And, let's be honest, a lot more fun.

Exactly. And who doesn't love a good pub debate? It's a reminder that team health doesn't have to be all serious business. It can be enjoyable, too.

I love it. Now, we've talked about pedals in a team setting, but I'm curious, can this framework work on a smaller scale, like in one on one conversations?

Yeah, that's a great question. And it highlights another unexpected benefit of pedals. Managers at asos started using it in their one on one meetings with team members.

Interesting.

And it's been incredibly valuable.

This is really interesting. So how does that work? Do managers ask their team members to fill out the pedals ratings beforehand?

Precisely. They either ask their team members to come prepared with their latest pedal scores, or if needed, they take a few minutes at the start of the meeting to rate them together.

I could see how that would be so helpful. Instead of a vague, how are you feeling? It's a much more structured and focused way to check in on those key aspects of well being and team health.

Exactly. Think of it as a roadmap for a healthier team dynamic, starting with those individual check ins.

It's like having those deeper conversations right at your fingertips. So, with all this focus on team health, what kind of impact has asos actually seen since they brought pedals on board?

Well, the results, they speak for themselves.

Okay.

Sai's article mentioned that over half of their tech teams have adopted pedals.

Wow.

And they're noticing a significant increase in team self awareness.

Okay.

Teams are more tuned in to their own morale and how they function, which is huge.

That's incredible. And it makes sense if you're constantly checking in and having those open conversations, you're naturally going to be more aware of the team's overall health. Yeah, but it's not just about awareness, is it? It's about taking action. What are some specific changes that asos teams have made as a result of using pedals?

You're absolutely right. One team realized their learning score was consistently low, and digging deeper, they discovered a lack of opportunities for professional development.

Okay.

So they decided to implement a new policy allowing for dedicated learning time each week.

Wow.

And their learning score shot up.

Wow. That's a fantastic example of pedals in action.

Yeah.

It's not just about, you know, identifying problems. It's about empowering teams to find solutions and make real, lasting changes.

Exactly. And remember the reluctant data driven team led by Laura?

Yes.

Their initial hesitation transformed into a data driven approach. Just like Ted's ability to win over even the toughest skeptics. They used their pedal scores to advocate for a more flexible work schedule and saw a significant improvement in, I think it was their serenity ratings.

It's fascinating how a simple framework can really unlock so much positive change, isn't it? It's giving me that warm, fuzzy feeling, kind of like a certain biscuit baking coach we know. But jokes aside, this has been incredibly insightful. So, as we wrap up, what are your final words of wisdom for our listener who's ready to embark on their own team health journey?

First and foremost, remember, there's no one size fits all approach. Right. Just like Asos, the key is to adapt pedals to your team's unique needs and culture.

Okay.

Start by exploring the resources on Petals team website. They have, like, toolkits, advice, even a newsletter.

All about that. And don't forget the power of community. Joining the Petals LinkedIn group is a fantastic way to connect with others.

Yes.

Who are using the framework and share best practices.

Absolutely. Because building a healthy team culture is a collaborative effort. Right.

And as Ted Lasso so wisely said, if you're alone, you're doing it wrong.

Now you're speaking my language. So, to our listener, as you delve into the world of petals. Remember, building a thriving team takes time, attention and a willingness to embrace both the data and the human element.

And just like Ted Lasso and AFC Richmond, the journey itself can be just as rewarding as the destination.

On that note, we'll leave you with this thought. What would your ideal team help flower look like? And what steps can you take to help it bloom? Until next time, happy gardening.