creating space for people to be awesome

Download Creating Space for People to Be Awesome

Post on 11-Aug-2014

1.425 views

Category:

Leadership & Management

2 download

Embed Size (px)

DESCRIPTION

Talk I gave at Highland Fling Sessions (19 April 2014) where I was asked to talk about people management & diversity "in the trenches" -- i.e. what really matters day-to-day, in the workplace.

TRANSCRIPT

  • Meri Williams, ChromeRose @Geek_Manager People, Careers & Diversity In The Trenches: CREATING SPACE FOR PEOPLE TO BE AWESOME Highland Fling: Sessions Edinburgh, 19 April 2014
  • Meri Williams, ChromeRose @Geek_Manager hNp://www.ickr.com/photos/kodomut/3667608102/
  • Meri Williams, ChromeRose @Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS Clueless Empty suits Pointless Seagulls
  • Meri Williams, ChromeRose @Geek_Manager hNps://twiNer.com/Caterina/status/6715084157
  • Meri Williams, ChromeRose @Geek_Manager GOOD MANAGERS ARE BULLSHIT UMBRELLAS. BUT THEY ARE ALSO A LOT MORE THAN THAT.
  • Meri Williams, ChromeRose @Geek_Manager TradiZonal management beliefs are a pile of crap hNp://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
  • Meri Williams, ChromeRose @Geek_Manager WHAT DOES WORK? Sooo.
  • Meri Williams, ChromeRose @Geek_Manager Across industries, across countries, the best performing teams answer certain quesZons posiZvely
  • Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance 1. Do I know what is expected of me at work? 2. Do I have the materials & equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last 7 days, have I received recogniZon or praise for good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who cares about my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel like my work is important? 9. Are my co-workers commiNed to doing quality work? 10. Do I have a best friend at work? 11. In the last 6 months, have I talked with someone about my development? 12. At work, have I had opportuniZes to learn and grow?
  • Meri Williams, ChromeRose @Geek_Manager
  • Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION Purpose Autonomy Mastery
  • Meri Williams, ChromeRose @Geek_Manager MOTIVATION = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?) + MASTERY (Am I proud of HOW?) - ANY NEGATIVE FACTORS THAT DETRACT
  • Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance (remix) PURPOSE Does the mission/purpose of my company make me feel like my work is important? AUTONOMY Do I know what is expected of me at work? At work, do my opinions seem to count? MASTERY Do I have the materials & equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? Is there someone at work who cares about my development? Are my co-workers commiNed to doing quality work? In the last 6 months, have I talked with someone about my development? At work, have I had opportuniZes to learn and grow?
  • Meri Williams, ChromeRose @Geek_Manager And What Else? OTHER FACTORS: In the last 7 days, have I received recogniZon or praise for good work? Does my supervisor, or someone at work, seem to care about me as a person? Do I have a best friend at work? ESSENTIALLY, AM I RESPECTED & REWARDED HERE? CAN I BE MYSELF AND SUCCEED HERE? I CALL THIS INCLUSION.
  • Meri Williams, ChromeRose @Geek_Manager CREATE SPACE FOR YOUR PEOPLE TO BE THE BEST THEY CAN BE Your job as a manager
  • Meri Williams, ChromeRose @Geek_Manager FIND & SHAPE SPACE WHERE YOU CAN BE THE BEST YOU CAN BE Maybe youre not a manager. As an individual, you need to
  • Meri Williams, ChromeRose @Geek_Manager As An Individual, Ask Yourself Do I believe in WHY we are doing this work? How can I shape WHAT we/I do here? How am I genng beNer at HOW I do things? Do I BELONG HERE? (PURPOSE) (AUTONOMY) (MASTERY) (INCLUSION)
  • Meri Williams, ChromeRose @Geek_Manager As A Manager, Ask Yourself Do my people know WHY we are doing this? Do my people get a say in the WHAT? In doing the right thing? Do my people get opportuniZes to do the thing right? And to get beNer at the HOW? Do we do a good job of making all our dierent people feel included & like they BELONG HERE? (PURPOSE) (AUTONOMY) (MASTERY) (INCLUSION)
  • Meri Williams, ChromeRose @Geek_Manager SO WHATS NEEDED?
  • Meri Williams, ChromeRose @Geek_Manager
  • Meri Williams, ChromeRose @Geek_Manager PROTECT PURPOSE BE A TRANSLATOR MAKE PURPOSE, STRATEGY & DIRECTION MAKE SENSE CONNECT WHAT PEOPLE ARE DOING (AND CAN DO!) TO OVERALL IMPORTANT PURPOSE
  • Meri Williams, ChromeRose @Geek_Manager ENABLE AUTONOMY & MASTERY Skills/Knowledge Direction
  • Meri Williams, ChromeRose @Geek_Manager Skills/Knowledge Direction Know what to do, dont have all the skills to do it Know what to do and equipped to do it Got skills, need direction Huh? Where are we? What are we doing? CLUE / SKILLS MATRIX
  • Meri Williams, ChromeRose @Geek_Manager
  • Meri Williams, ChromeRose @Geek_Manager hNp://www.ickr.com/photos/8250578@N06/8625641442/
  • Meri Williams, ChromeRose @Geek_Manager
  • Meri Williams, ChromeRose @Geek_Manager hNp://www.ickr.com/photos/provoost/2246718091/
  • Meri Williams, ChromeRose @Geek_Manager SKILL DEVELOPMENT Unconscious Incompetent Conscious Incompetent Conscious Competent Unconscious Competent
  • Meri Williams, ChromeRose @Geek_Manager
  • Meri Williams, ChromeRose @Geek_Manager DELIBERATE PRACTICE You must be moKvated to aNend to the task and exert eort to improve your performance. The design of the task should take into account your pre-exisKng knowledge so that the task can be correctly understood aper a brief period of instrucZon. You should receive immediate informaKve feedback and knowledge of results of your performance. You should repeatedly perform the same or similar tasks.
  • Meri Williams, ChromeRose @Geek_Manager IS YOUR WORK DESIGNED IN A WAY THAT MAKES IT EFFECTIVE DELIBERATE PRACTICE? Ask yourself