• The daily accountability session or huddle is a key element for shifting teams into a self-learning, continuously improving, lean world. These revolve around the visualisations and enable the team to start to have different conversations about their work. When the conversation changes, the ability to act changes.

  • Key to a powerful visualisation huddle/ talk combination is WHAT the team is talking about and ideally they should only be talking about what isn’t going according to plan and how this is being rectified. This is often in contrast to what teams are used to talking about – what is going well.

    Try shifting the focus and see what impact that has in your team

Blogs on Huddles

Key Elements of Huddles

  • It isn’t necessarily led by the Team Lead or manager, ideally this is a conversation that can be led by anyone and should be.

    It isn’t a conversation about what is going well, it should be focusing on:

    • What work will be completed today
    • What is stopping work from being completed
    • How can we get flow back ?
    • How can we remove continual blockers ?
  • 15 minutes is the goal, but when team’s first ‘stand up’ it can take longer as they learn the habit and the lean coach reflects back when old habits present themselves.

    • No blaming
    • Limit problem solving
    • Use Inquiry and Curiosity
    • Be respectful



  • To get things done we need the collaboration or assistance of many different people in an organisation and the way we get this collaboration is through conversations! It is old fashioned, but talking is the best way to get a common understanding of what needs to be done!

    Ontological Coaching is a powerful took for a Lean Coach in understanding the power of conversation and using it to empower teams.

  • We mostly use conversation for story (where we tell people what is happening to us). These are often not particularly useful conversations but they are normally the starting point as this is where most people live, in their stories about the world around them.

    Turning a conversation for story into something more useful requires different types of conversations:

    • Conversations for Clarity – do we know what we need to do ?
    • Conversations for Possibility – what could we do here ?
    • Conversations for Action – how will we do it and by when ?

    These are the basic types of conversations and the one’s that a good huddle and visualisation foster. Which ones are you finding yourselves in and how useful are they for you ?