This document appears to be from a conference presentation. It discusses organizational design and how to help teams respond to changing work environments. It lists the speaker Lauren Currie's background and credentials. It also discusses traits of high-performing teams like psychological safety, dependability and meaning of work. Additionally, it discusses fostering a culture where failure is seen positively and as an opportunity for innovation rather than something to avoid. The document provides examples of engagement techniques for conference participants.

1. PMAS Conference
Hello PMAS
You look nice

2. Lauren Currie OBE
2

3. Designer
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4. 4
Leader of MA
in Service
Design
Director of
Design
Co-founder
Snook
Practitioner
Evangelist
Entrepreneur

5. 5
01
NOBL

6. We are organisational designers. We
help teams and their leaders respond
to a flatter, faster, more frenetic world
by prototyping new ways of working
inside their organisations.
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7. 7

8. 8
What legacy are
you building?

9. 9
02
High Performing
Culture

10. What makes a team
high performing?
10

11. Organizations aren’t
suffering from a lack
of brilliant people.
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12. Organizations are
suffering from a lack
of will and ways of
working.
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13. Organizations are
suffering from a lack
of will and ways of
working.
13

14. 14
5 traits of
high-performing
teams

15. 15
Psychological
safety

16. 16
Dependability

17. 17
Structure and clarity

18. 18
Meaning of work

19. 19
Impact of
work

20. Variables not
significantly
connected with
team effectiveness
at Google
20
1. Colocation of teammates (sitting
together in the same office)
2. Consensus-driven decision
making
3. Extroversion of team members
4. Individual performance of team
members
5. Workload size
6. Seniority
7. Team size
8. Tenure

21. 21
03
The right way to be
wrong

22. “In a fear-based, failure-averse culture, people will
consciously or unconsciously avoid risk. They will
seek instead to repeat something safe that’s been
good enough in the past. Their work will be
derivative, not innovative. But if you can foster a
positive understanding of failure, the opposite will
happen.” Ed Catmull
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25. 25

26. A shared belief held by members of
a team that the team is safe for
interpersonal risk-taking
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1. Form a group of three, one at a time,
check in + what you are bringing with you
Let’s try it

28. 1. Taking pulse
2. Psychological safety
3. Cognitive offloading
4. Anticipating miscommunications
5. Priming contributions
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“” Your organisation better be
your best product since it’s the
product you use to make
everything else you do.
– JASON FRIED

30. PMAS Conference
Bye PMAS
You still look nice

31. lauren.currie@nobl.io
nobl.io
@redjotter
PMAS Conference