Heather Fleming's Keynote from The Future of Work Summit in Austin, TX talks through the differences between "Old Work" and "New Work" including a framework to unlock your team's full potential using "Team Ingredients".

1. The New
Work Order
Heather Fleming
@hfleming

2. Disclaimer:
My opinions are my own and may or may not be
reflective of those of my employer.

3. Fun Facts
VP, People Operations &
Product Delivery PMO
Likes wine...
BA in Theatre
Reality TV Junkie
MBTI®
Freak
Karaoke Queen!

4. 2007 2009 2011 2013 20172015
Startup: yay!
Business-driven
Development.
Boo!
KPI driven
development.
Embrace autonomy.
Team-oriented.
Yay!
Nailin’ it.
e=60
Yay!
Scalin’ it.
e=180
Slide courtesy of Ade Trenaman

5. What do all companies, regardless of
size want to do?

6. What do all companies, regardless of
size want to do?
Get more done with less.

7. But they’re doing it wrong!

8. Old Way:
“How can we create a sense of
urgency and hold people accountable
for their work?”

9. New Way!
“How can we create a sense of
purpose and help people
develop a sense of ownership
for their work?”

10. “There is a mismatch between
what science knows and
what business does.”
- Daniel Pink, Drive (2009)

11. Autonomy
Mastery
Purpose
Daniel Pink’s Principles of Motivation

12. Autonomy
Having control over your work.
Managing your own time.
Making decisions on what you do and when.
Daniel Pink’s Principles of Motivation

13. Mastery
The ability to use and improve
the skills you enjoy.
Daniel Pink’s Principles of Motivation

14. Purpose
Making a difference.
Understanding how the work you do adds
value.
Daniel Pink’s Principles of Motivation

15. Work Self -or- Whole Self?

17. Imagine you have been invited to
join one of two groups...

18. Team A

19. Team B

20. Which would you choose?

21. “Team A may be filled with smart people, all optimized
for peak individual efficiency. But the group’s norms
discourage equal speaking; there are few exchanges of
the kind of personal information that lets teammates
pick up on what people are feeling or leaving unsaid.
There’s a good chance the members of Team A will
continue to act like individuals once they come together,
and there’s little to suggest that, as a group, they will
become more collectively intelligent.”

22. “In contrast, on Team B, people may speak over one
another, go on tangents and socialize instead of
remaining focused on the agenda. The team may seem
inefficient to a casual observer. But all the team
members speak as much as they need to. They are
sensitive to one another’s moods and share personal
stories and emotions. While Team B might not contain
as many individual stars, the sum will be greater than
its parts.”

23. So what’s the “secret sauce” to
developing high-performing teams?

24. Empathy &
Communication
Forging Real Connections
Authentic Self
Psychologically Safe Environments

25. Old: Urgency & Accountability
New: Purpose & Ownership
Old: Professional “Work Self”
New: Authentic “Whole Self”

26. Team Ingredients
The New Work Order:

27. We value an individual’s strengths and
what they bring to the team and
believe an individual should be able to
contribute to the team using those
strengths --
regardless of their job role or title.

28. Okay but... how does this contribute
to motivation, authenticity and
high-performing teams?

29. Sense of Purpose:
Facilitates team discussion regarding the product’s
value and...
What we need for the team to be successful in
developing the product.

30. Autonomy, Mastery & Ownership:
Gives the team ownership and autonomy in their
personal areas of strength
Encourages growth in areas of interest

31. Authentic Self, Empathy & Communication:
Allows team members to bring their authentic-self to
work
Creates discussion on skills, interests and
responsibilities
Creates an environment of empathy and trust
through explicitly addressing expectations.

32. Let’s give it a try!

33. Ingredient 1 Ingredient 2 Ingredient 3 Ingredient 4 ...
Team
Member
Team
Member
Team
Member
Team
Member
Team
Member
...
Green – I know it pretty well, I can teach.
Orange – I can do it.
Yellow – I want to learn this.
Pink – Not my cup of tea, I’ll pass.

34. INSTRUCTIONS...
1. Draw the chart on your paper and put in your Team
Members.
2. Listen to the ingredient description.
3. Write the ingredient name at the top of the column.
4. Put the color name into the corresponding box.
Green – I know it pretty well, I can teach.
Orange – I can do it.
Yellow – I want to learn this.
Pink – Not my cup of tea, I’ll pass.

35. FAQs...
1. Yes, these ingredients have changed over time! #agile
2. No, you don’t have to use them all. Some can be N/A.
3. Yes, you can make up your own - every organization
has different ingredient needs!
4. Yes, you should make this a game! @DanaPylayeva

54. Green – I know it pretty well, I can teach.
Orange – I can do it.
Yellow – I want to learn this.
Pink – Not my cup of tea, I’ll pass.

55. Things to Discuss!
1. GAPS! How will you address?
2. EXPECTATIONS! Who will do what?
3. DEVELOPMENT! What are the learning opportunities?

56. Old Way: The Expert-Specialist
New Way: Role-Blending &
Continuous Development

57. The Bottom Line
$$$
Getting more done with less!
(and with happier people)

58. If you want to build a ship,
don't drum up the people
to gather wood, divide the
work, and give orders.
Instead, teach them to yearn
for the vast and endless sea.
- Antoine De Saint-Exupery,
Author of The Little Prince

59. THANK YOU!
Heather Fleming
@hfleming