Merge pull request #55 from DevopsChina/file-reorg

source file reorg

content/posts/1-2-4-all/index.zh-cn.md

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+---
+templateKey: practice-page
+title: 1-2-4-All
+subtitle: Tap into the wisdom of crowds
+date: 2022-05-17T15:21:44.547Z
+authors:
+  - mattnapro
+tags:
+  - methods
+categories: 
+  - foundation
+icon: /images/1-2-4-all.jpg
+whatIs: >-
+  1-2-4-All is a method for engaging all members of a large group simultaneously
+  to generate ideas together.
+
+
+
+
+  This method is highly scalable and can be used for almost any group size.
+whyDo: >-
+  * All voices are heard, incorporating “silent” conversations and expanding
+  input diversity - No more HiPPOs (Highest Paid Person’s Opinion)!
+
+  * Broad engagement naturally improves consensus and shared understanding
+
+  * Iterative feedback improves outcomes
+howTo: >-
+  1. The facilitator asks a question about an issue,  problem to resolve, or a
+  proposal to put forward (*e.g., What opportunities do YOU see for making
+  progress on this challenge? How would you handle this situation? What ideas or
+  actions do you recommend?*)
+
+  2. Individuals self-reflect on the shared challenge \[1 min.]
+
+  3. Individuals pair up to generate ideas in pairs, building on ideas from self-reflection. \[2 min.]
+
+  4. Pairs group into foursomes to share and develop ideas from each pair. \[4 min.]
+
+  5. Repeat cycle as needed.
+
+  6. The facilitator pulls the entire group together to share and develop a common idea. \[5 min.]
+
+
+  image: [Nadia von Holzen](https://learning-moments.net/2018/10/08/the-power-of-the-little-liberating-structure-1-2-4-all/)
+mediaGallery:
+  - link: https://www.youtube.com/watch?v=El12QyNfrSA&t=32s
+  - link: https://nanadia.files.wordpress.com/2018/10/blog-119-8-10-19-ls-1-2-4-all.jpg
+resources:
+  - link: https://www.liberatingstructures.com/1-1-2-4-all/
+    linkType: web
+    description: "Liberating Structures: 1-2-4-All"
+  - link: https://www.lucidmeetings.com/glossary/1-2-all
+    linkType: web
+    description: Meeting school glossary
+people: 8+
+time: 15 - 30 minutes
+difficulty: easy
+participants: []
+---

content/posts/10-for-10/index.zh-cn.md

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+---
+templateKey: practice-page
+authors:
+  - julieta-varsano
+howTo: >-
+  All you have to do as the facilitator of a 10 for 10 session is turn the topic
+  you want to Brainstorm into a "How Might We" phrased challenge. This is very
+  simple. Essentially you are rephrasing whatever challenge or topic you have
+  into something that is actionable!
+
+
+  Check out a step-by-step guide by AJ&Smart on how to execute a successful 10-for-10 session in the Look at 10-for-10 section below!
+
+
+  Is there something you've been stuck on? Why don't you take it for a test run? Try it out with your team or client! It only takes 10 minutes to see how powerful something like this can be in practice!
+resources:
+  - link: https://www.workshopperplaybook.com/ordernow
+    linkType: purchase
+    description: The Workshopper Playbook by Jonathan Courtney
+participants: []
+area: discovery-loop-outcomes
+date: 2020-06-24T15:27:10.904Z
+categories: 
+  - options
+whatIs: "One of the most common types of workshops that every designer, PM or
+  consultant will have to run in their lives is the plain and simple
+  Brainstorming Workshop. There are literally billions of Brainstorming workshop
+  styles out there you can choose from… But, many of them are completely broken
+  because of one big thing: They end up being big, messy discussions where the
+  loudest person wins... or where the boss wins. This is because many
+  Brainstorming techniques don't take human-nature, implied hierarchies or even
+  varied personalities into consideration."
+whyDo: >-
+  The 10 for 10 workshop helps teams to think quickly and objectively and be
+  focussed with their prioritisation. It's lightweight, fun and super useful!
+  The only thing you need to start a 10 for 10 session is a topic. Since you can
+  use this method to brainstorm almost anything, there are very few limitations,
+  still, it's always better to give some examples:
+
+  * Generating ideas for a company event
+
+  * Generating ideas for new features for an app
+
+  * Generating headline ideas for a new landing page
+
+  * Generating ideas to improve your office environment
+mediaGallery:
+  - link: https://youtu.be/OJ2guxkhvKU
+  - link: https://github.com/openpracticelibrary/opl-media/blob/master/images/10for10.png?raw=true
+people: Min. 2
+time: 10min
+perspectives: []
+title: 10-for-10
+subtitle: The ultimate brainstorming exercise!
+tags:
+  - ideate
+icon: /images/10-for-10-by-aj-smart-1-.jpg
+difficulty: easy
+---
+# What is it?
+
+One of the most common types of workshops that every designer, PM or consultant will have to run in their lives is the plain and simple Brainstorming Workshop. There are literally billions of Brainstorming workshop styles out there you can choose from… But, many of them are completely broken because of one big thing: They end up being big, messy discussions where the loudest person wins... or where the boss wins. This is because many Brainstorming techniques don't take human-nature, implied hierarchies or even varied personalities into consideration.
+
+The 10 for 10 workshop helps teams to think quickly and objectively and be focussed with their prioritisation. It's lightweight, fun and super useful! The only thing you need to start a 10 for 10 session is a topic. Since you can use this method to brainstorm almost anything, there are very few limitations, still, it's always better to give some examples:
+
+\- Generating ideas for a company event
+
+\- Generating ideas for new features for an app
+
+\- Generating headline ideas for a new landing page
+
+\- Generating ideas to improve your office environment
+
+# How to use it?
+
+All you have to do as the facilitator of a 10 for 10 session is turn the topic you want to Brainstorm into a "How Might We" phrased challenge. This is very simple. Essentially you are rephrasing whatever challenge or topic you have into something that is actionable!
+
+Here's a step-by-step guide by AJ&Smart on how to execute a successful 10-for-10 session:
+
+<iframe width="560" height="315" src="https://www.youtube.com/embed/OJ2guxkhvKU" frameborder="0" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>
+
+Is there something you've been stuck on? Why don't you take it for a test run? Try it out with your team or client! It only takes 10 minutes to see how powerful something like this can be in practice!
+
+# More resources:
+
+[The Workshopper Playbook](https://www.workshopperplaybook.com/ordernow) by Jonathan Courtney

content/posts/15-5-reports/index.zh-cn.md

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+---
+templateKey: practice-page
+title: 15/5 Reports
+subtitle: Reporting for people who don't have time for reports
+date: 2021-06-04T11:06:35.789Z
+authors:
+  - tom-geraghty
+tags:
+  - methods
+categories: 
+  - foundation
+icon: /images/person-pencil.jpeg
+whatIs: >-
+  Originally created by Yvon Chouinard, founder of the clothing brand Patagonia,
+  and inspired by the Scrum standup questions, 15/5 reports are a great way to
+  keep a regular pulse across teams and organisations. They should take no more
+  than 15 minutes to write, and no more than 5 minutes to read.
+
+
+  When you create a weekly cadence of 15/5 reports, you can use them to inform 1-1 meetings you have, and it helps you report up and across to other team leaders or managers.
+whyDo: >-
+  Ensuring that everyone knows what's going on in an organisation can be hard.
+  None of us want to spend lots of time writing or reading reports, but only
+  communicating verbally can take a lot of time and risk losing granularity or
+  accuracy of information.
+
+
+  Many people find it easier to communicate in written form, because it gives them more time to think about what they're saying and how to say it. 
+
+
+  By using weekly 15/5 reports, people know there's always a space to report anything good, bad, or interesting.
+howTo: >-
+  You will probably want to use different questions to the below, and you should
+  also evolve your questions as you and your teams evolve too.
+
+
+  Use the below as a starting point though, and see how you get on. There should be around three "mandatory" questions (though people are free to state "I have nothing to report on", or similar) and you can include a few optional questions that add extra context and ideas.
+
+
+  It can be useful to ask people to have 15/5 reports to you for the end of the week, a Friday morning, for example. This means you have time to digest them before the weekend. Choose the timing and cadence that works best for your team. Suggest to your team that they don't wait until the day to write them - instead, make notes through the week, and then writing it should be really easy - because you already know what to write.
+
+
+  Even if you have around ten or more people sending reports to you, this is a very effective method of ensuring you can support your team in the best way possible, and can keep yourself and the rest of the organisation informed about progress, challenges, and opportunities.
+
+
+  Be sure to respond to every report - even if it's a quick acknowledgement and thanks - because it can be very demotivating for people to write these without receiving a response.
+
+
+
+
+  Example questions:
+
+
+  **What are your main achievements this week? What are you most proud of or satisfied with?**
+
+
+  This question means the report starts with highlighting success. And people should be encouraged to add non-work achievements too.
+
+
+  **Is there anything worrying or concerning you in or outside of work?**
+
+
+  This is a really important question. You can address these concerns in your 1-1s, and if multiple people raise the same concern, you can get in front of it before it becomes too big.
+
+
+  **How are you feeling, and what is the morale of your team around you?**
+
+
+  This question may take weeks or months before people begin to answer honestly and safely, but it's really important. This is one of the key ways you can keep a pulse on the team culture and morale.
+
+
+  **Is there anything I could be doing better, differently or more of that would help you?**
+
+
+  As a leader, it's important that you constantly and consistently ask for feedback. Whilst you might not get any significant feedback every week, asking regularly helps to provide the space to do so. Ensure that you react positively to any feedback you get, and act on it.
+
+
+  **Optional questions:**
+
+
+  **Where are you facing any challenges or blockages?**
+
+
+  This is your opportunity to improve productivity and process. As a leader, a huge part of your role means ensuring that your team can work without anything getting in their way.
+
+
+  **What would you change about the work environment, the team, or the organisation?**
+
+
+  Some great ideas come out of this question, especially if you ask it often. Be sure to try to act on any suggestions you receive.
+mediaGallery:
+  - link: https://cdn.britannica.com/09/157609-050-54CC600B/person-pencil.jpg?w=400&h=300&c=crop
+resources:
+  - link: https://www.inc.com/leigh-buchanan/patagonia-founder-yvon-chouinard-15five.html
+    description: 15/5 Reports - How Patagonia's Roving CEO Stays in the Loop
+    linkType: web
+  - link: https://brandvines.com/wp-content/uploads/2013/06/5-15-for-Sample-Report.pdf
+    description: 15/5 Template from Brandvines
+    linkType: web
+participants: []
+---