https://www.tablegroup.com/books/dysfunctions
https://productcoalition.com/three-jobs-of-product-management-9e006f944bc7
https://en.wikipedia.org/wiki/Tuckman%27s_stages_of_group_development
https://scrumalliance.org/community/articles/2013/january/self-organizing-teams-what-and-how
“When you’re in the trenches during a conflict, how do you know if it’s a good fight or a bad fight? Productive conflicts—what I call “good fights”—share several overarching characteristics: they honor the value of conflict; they are open, not masked; they concern ideas, not personalities; and they involve the skillful expression and management of emotion. Why do we want to generate productive conflict? Research demonstrates that organizations with constructive conflicts are more creative, productive and innovative—qualities every organization needs in today’s competitive environment. Harvard researchers, for example, found that executives with high tech companies who engaged in productive disputes generated more innovation and productivity than those with low levels of conflict.1 A plethora of additional research has come to the same conclusion.”