How To Design Self-Managing Teams And Processes Ready to start shifting your teams toward more self-management? Let’s assume you have gone through at least the “Vision” portion of V2MOM or your own planning process, and your team has created a vision that includes a full or partial method of turning your employees into miniCEOs with more self- managing systems. The employees buy in because they want more control over their work, and they desire to become self-managing—even to the level of the janitor picking his own hours to come in and clean. I recommend doing the following process with a single team first—such as a sales team—to find out what works for your culture, before moving on to other teams. Patiently and persistently keep at the goal of shifting the culture and team toward the common vision. Be prepared for it to take longer than you think, because you are dealing with changing habits—and habits don’t like to change. Start by asking these two questions: 1. How would the team operate if the manager disappeared tomorrow? 2. What would have to happen for the team not to just continue operating at its current level, but actually to improve its results? For example, here are some common key responsibilities of a VP Sales: 1. Goal setting and achievement 2. Personal involvement in big deals 3. Culture 4. Compensation—designing, calculating, reporting 5. Talent—structuring roles, hiring, firing 6. Coaching 7. Analysis and reporting 8. Budgeting / expenditures