Successfully reported this slideshow.
Your SlideShare is downloading. ×

Creating Space to Be Awesome at ScotlandPHP17

More Related Content

Related Books

Free with a 30 day trial from Scribd

See all

Related Audiobooks

Free with a 30 day trial from Scribd

See all

Creating Space to Be Awesome at ScotlandPHP17

  1. 1. Meri Williams, ChromeRose @Geek_Manager CREATING SPACE TO BE AWESOME Scotland PHP Nov 2017
  2. 2. Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/kodomut/3667608102/
  3. 3. Meri Williams, ChromeRose @Geek_Manager
  4. 4. Meri Williams, ChromeRose @Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS • Clueless • Empty suits • Pointless • Seagulls
  5. 5. Meri Williams, ChromeRose @Geek_Manager
  6. 6. Meri Williams, ChromeRose @Geek_Manager https://twitter.com/Caterina/status/6715084157
  7. 7. Meri Williams, ChromeRose @Geek_Manager
  8. 8. Meri Williams, ChromeRose @Geek_Manager Traditional management beliefs are a pile of crap http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
  9. 9. Meri Williams, ChromeRose @Geek_Manager PUT DOWN YOUR SWORD. YOU ARE NOT A ROMAN GENERAL.
  10. 10. Meri Williams, ChromeRose @Geek_Manager WHAT DOES WORK? Sooo….
  11. 11. Meri Williams, ChromeRose @Geek_Manager Across industries, across countries, the best performing teams answer certain questions positively
  12. 12. 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 recognition 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 committed 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 opportunities to learn and grow?
  13. 13. Meri Williams, ChromeRose @Geek_Manager
  14. 14. Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
  15. 15. 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
  16. 16. 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 committed to doing quality work? • In the last 6 months, have I talked with someone about my development? • At work, have I had opportunities to learn and grow?
  17. 17. Meri Williams, ChromeRose @Geek_Manager And What Else? OTHER FACTORS: • In the last 7 days, have I received recognition 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.
  18. 18. Meri Williams, ChromeRose @Geek_Manager “DO I HAVE THE OPPORTUNITY TO DO WHAT I DO BEST EVERY DAY?”
  19. 19. Meri Williams, ChromeRose @Geek_Manager WE NEED TO STOP LEVELLING PEOPLE OUT TO EQUAL CONSISTENT MEDIOCRITY AND INSTEAD FOCUS ON GETTING THE MOST OUT OF DIFFERENCE
  20. 20. Meri Williams, ChromeRose @Geek_Manager WE ARE NOT INTERCHANGEABLE RESOURCE UNITS
  21. 21. Meri Williams, ChromeRose @Geek_Manager WE ARE COLOURS … OR FLAVOURS WE ARE BETTER IN COMPLEMENT, IN CONCERT WITH EACH OTHER
  22. 22. Meri Williams, ChromeRose @Geek_Manager
  23. 23. Meri Williams, ChromeRose @Geek_Manager WHAT IF WE THINK OF PEOPLE AND ROLES AS A MATTER OF CASTING?
  24. 24. Meri Williams, ChromeRose @Geek_Manager HOW DO WE ASSEMBLE A GREAT TEAM WITH COMPLEMENTARY ABILITIES?
  25. 25. Meri Williams, ChromeRose @Geek_Manager
  26. 26. Meri Williams, ChromeRose @Geek_Manager FIRST, WE CREATE SPACE FOR THEM TO BE AWESOME
  27. 27. Meri Williams, ChromeRose @Geek_Manager EVERY PERSON IS CAPABLE OF VIRTUOSITY
  28. 28. Meri Williams, ChromeRose @Geek_Manager SPACE TO BE AWESOME = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?) + MASTERY (Am I proud of HOW?) + INCLUSION (Do I BELONG HERE?) - ANY NEGATIVE FACTORS THAT DETRACT
  29. 29. Meri Williams, ChromeRose @Geek_Manager CREATE SPACE FOR EVERYONE TO BE THE BEST THEY CAN BE Our mission whether manager or leader or individual contributor…
  30. 30. Meri Williams, ChromeRose @Geek_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 opportunities to do the thing right? And to get better at the HOW? • Do we do a good job of making all our different people feel included & like they BELONG HERE? (PURPOSE) (AUTONOMY) (MASTERY) (INCLUSION)
  31. 31. 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? INCLUSION: • In the last 7 days, have I received recognition 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? 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 committed to doing quality work? • In the last 6 months, have I talked with someone about my development? • At work, have I had opportunities to learn and grow?
  32. 32. Meri Williams, ChromeRose @Geek_Manager WHAT DOES THIS MEAN DAY- TO-DAY, WEEK-TO-WEEK?
  33. 33. Meri Williams, ChromeRose @Geek_Manager
  34. 34. 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
  35. 35. Meri Williams, ChromeRose @Geek_Manager ENABLE AUTONOMY & MASTERY
  36. 36. Meri Williams, ChromeRose @Geek_Manager CLUE / SKILLS MATRIX
  37. 37. Meri Williams, ChromeRose @Geek_Manager What’s Needed
  38. 38. Meri Williams, ChromeRose @Geek_Manager
  39. 39. Meri Williams, ChromeRose @Geek_Manager
  40. 40. Meri Williams, ChromeRose @Geek_Manager
  41. 41. Meri Williams, ChromeRose @Geek_Manager WE’RE GOOD AT WHAT WE PRACTICE, PROVIDING WE CAN LEARN FROM IT
  42. 42. Meri Williams, ChromeRose @Geek_Manager DELIBERATE PRACTICE • You must be motivated to attend to the task and exert effort to improve your performance. • The design of the task should take into account your pre- existing knowledge so that the task can be correctly understood after a brief period of instruction. • You should receive immediate informative feedback and knowledge of results of your performance. • You should repeatedly perform the same or similar tasks.
  43. 43. Meri Williams, ChromeRose @Geek_Manager MODELS OF DELIBERATE PRACTICE • Sports Model – analogous to conditioning • Chess Model – what did the grand master do? • Music Model – chunking & mental rehearsal
  44. 44. Meri Williams, ChromeRose @Geek_Manager IS THE WORK DESIGNED IN A WAY THAT MAKES IT EFFECTIVE DELIBERATE PRACTICE? CHALLENGING? FEEDBACK? LEARNING?
  45. 45. Meri Williams, ChromeRose @Geek_Manager CULTIVATE INCLUSION Help people to succeed as themselves. Best predictor of recruitment AND retention? Someone’s ability to agree with: “Someone like me can be successful here”
  46. 46. Meri Williams, ChromeRose @Geek_Manager
  47. 47. Meri Williams, ChromeRose @Geek_Manager
  48. 48. Meri Williams, ChromeRose @Geek_Manager I’m A Bit of a Diversity Statistic  Woman… (working in tech)  Gay…  Foreign…  Employed (this is a bad thing if you’re foreign…)  Disabled…  Atheist…  BUT grew up hugely aware of (unasked & undeserved) privilege I had growing up white in Apartheid South Africa.
  49. 49. Meri Williams, ChromeRose @Geek_Manager My childhood was FULL of signs like these Horrible & horrific but impossible to escape
  50. 50. Meri Williams, ChromeRose @Geek_Manager I CANNOT DENY THAT PRIVILEGE In fact, the most useful thing I can do is assess, understanding & acknowledge that privilege … and then do something with it
  51. 51. Meri Williams, ChromeRose @Geek_Manager Check out the original article from Peggy McIntosh: http://www.amptoons.com/blog/files/mcintosh.html In Apartheid South Africa, ALL systems were set up to actively & blatantly give advantage to white folks and disadvantage non-whites. We are less good at spotting this when it isn’t so blatant.
  52. 52. Meri Williams, ChromeRose @Geek_Manager NOT DISCRIMINATING IS IMPORTANT Legally, if nothing else
  53. 53. Meri Williams, ChromeRose @Geek_Manager BUT TOLERANCE IS A TERRIBLE WORD Would YOU want to be tolerated?
  54. 54. Meri Williams, ChromeRose @Geek_Manager WOULDN’T A FULLY INCLUSIVE ENVIRONMENT BE BETTER? PROTIP: Helps Everyone!
  55. 55. Meri Williams, ChromeRose @Geek_Manager Diversity is a Spectrum Active hatred & discrimination (*isms) Micro aggressions Indifference Active inclusion Tolerance
  56. 56. Meri Williams, ChromeRose @Geek_Manager “A micro-aggression is telling young boys that they are very smart, and telling young girls that they are very pretty. ” - Faruk Ates @kurafire
  57. 57. Meri Williams, ChromeRose @Geek_Manager So How Do We Move Right Way? 1. STOP allowing underprivileged groups to be pushed away (actively/deliberately OR passively/unintentionally) 2. START building actively inclusive environments
  58. 58. Meri Williams, ChromeRose @Geek_Manager Craft Inclusive Environments 1. Am I EXPECTED here? 2. Am I RESPECTED here? 3. Can I BE MYSELF and BE SUCCESSFUL here?
  59. 59. Meri Williams, ChromeRose @Geek_Manager Am I EXPECTED? • Does it look like a wide range of people are expected here? • Do the pictures reflect me? • Do the policies and benefits include me? • Does it seem like anyone has ever thought about someone like me joining? • Can I see indicators of inclusion? Or exclusion?
  60. 60. Meri Williams, ChromeRose @Geek_Manager Am I RESPECTED? • Are my superpowers valuable here? • Will I get to focus on the things I am brilliant at? Or will people stereotype me? • Do people understand and respect difference? • Does this place value diversity, rather than just tolerate it? • Am I experiencing any harassment or micro- aggressions when interacting with people?
  61. 61. Meri Williams, ChromeRose @Geek_Manager Can I BE MYSELF and BE SUCCESSFUL? • Does this culture reward people like me? • Are there any role models for me here? • Do I have to change who I am to succeed here? Is there someone like me at the top? • How much energy do I have to spend pretending / adjusting? • Are there multiple visible routes to success?
  62. 62. Meri Williams, ChromeRose @Geek_Manager SWEAT THE “SMALL” STUFF Autonomy, mastery & purpose can’t overrule or compensate for poor tools / environment / lack of inclusion / lack of caring forever
  63. 63. Meri Williams, ChromeRose @Geek_Manager SPACE TO BE AWESOME = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?) + MASTERY (Am I proud of HOW?) + INCLUSION (Do I BELONG HERE?) - ANY NEGATIVE FACTORS THAT DETRACT
  64. 64. Meri Williams, ChromeRose @Geek_Manager EVERY ROLE IS CAPABLE OF VIRTUOSITY
  65. 65. Meri Williams, ChromeRose @Geek_Manager GO! SHAPE/MAKE SPACE BE AWESOME BE INCLUSIVE And thank you for participating  Need help? meri@chromerose.co.uk
  66. 66. Meri Williams, ChromeRose @Geek_Manager
  67. 67. Meri Williams, ChromeRose @Geek_Manager

Editor's Notes

  • Then I became a people manager … and got worried that I would revisit the sins that I had suffered
  • Great, now I’m drowning in questions to ask myself all the time! Thanks Meri!!
  • And connect the desires & skills of your people to the overall purpose of the company

    Be a matchmaker between purpose and people

    If the strategy & direction don’t make sense, or don’t map to the purpose – push back until they do
  • Make sure the tools, environments etc are there
    There is nothing more important than serving your people

×