In today’s episode our very own Operations Team talk about being a self-managed team.

Our operations team cover a wide range of responsibilities (such as accounting, compliance, HR, programme accreditation and client management). They are the rhythm and base of Mayvin, which helps us to do our best work with clients.

As Mayvin has grown, our operations team has grown too, and until last summer it grew with a traditional hierarchical structure. Last summer, we found ourselves with senior roles vacant, and so we put it to the team – would you like a new manager? Or would you like to experiment with self-management?

They choose to become a self-managed team. A year later, 3 out of our 8 strong team, came together to discuss:

• Why they made the decision to become a self-managed team
• What the transition involved
• What foundations were already in place that helped
• What challenges there have been
• How they have recruited into the team
• And what the impact has been, which includes the team feeling more confident, that their voice is louder, that they have autonomy for change and that they find themselves stepping up and horizon scanning to protect this special way of working.

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