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PHPNW2015 Keynote: Stealing People Lessons from Artificial Intelligence

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Keynote from PHPNW 2015 conference, looking at what we can learn and lessons we can steal from artificial intelligence.

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PHPNW2015 Keynote: Stealing People Lessons from Artificial Intelligence

  1. 1. Meri Williams, ChromeRose @Geek_Manager STEALING PEOPLE LESSONS FROM ARTIFICIAL INTELLIGENCE PHPNW Manchester, Oct 2015
  2. 2. Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/kodomut/3667608102/
  3. 3. Meri Williams, ChromeRose @Geek_Manager Artificial Intelligence Project Management MY RESEARCH
  4. 4. Meri Williams, ChromeRose @Geek_Manager
  5. 5. Meri Williams, ChromeRose @Geek_Manager https://www.flickr.com/photos/tbisaacs/4083598572/
  6. 6. Meri Williams, ChromeRose @Geek_Manager
  7. 7. Meri Williams, ChromeRose @Geek_Manager https://www.flickr.com/photos/imagesbywestfall/3658162161/
  8. 8. Meri Williams, ChromeRose @Geek_Manager TRADITIONAL MANAGEMENT OFTEN SEEMS OF THE OPINION THAT THE PROCESS IS SOUND AND ADHERENCE IS THE PROBLEM
  9. 9. Meri Williams, ChromeRose @Geek_Manager
  10. 10. Meri Williams, ChromeRose @Geek_Manager I SPENT MY FIRST 10 YEARS OF MY CAREER IN A BIG CORP… … FAMOUS FOR INVESTING HEAVILY IN ITS PEOPLE AND FOR DEVELOPING LEADERS
  11. 11. Meri Williams, ChromeRose @Geek_Manager MATURE PEOPLE DEVELOPMENT Everyone had: – A workplan – A personal development plan – A career plan, complete with skills matrices – A manager (most of whom did give a crap) – A coach and often a mentor too – Monthly 1:1s, quarterly reviews, annual reviews – 10 days a year to spend on training, etc etc
  12. 12. Meri Williams, ChromeRose @Geek_Manager THE GOOD
  13. 13. Meri Williams, ChromeRose @Geek_Manager THE BAD
  14. 14. Meri Williams, ChromeRose @Geek_Manager THE UGLY
  15. 15. Meri Williams, ChromeRose @Geek_Manager ROBOTS/AGENTS HAVE NO PROBLEMS BEING PATIENT, LOGICAL OR RATIONAL, AND CAN WORK 24/7/365… … BUT IT STILL DOESN’T WORK
  16. 16. Meri Williams, ChromeRose @Geek_Manager
  17. 17. Meri Williams, ChromeRose @Geek_Manager
  18. 18. Meri Williams, ChromeRose @Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS • Clueless • Empty suits • Pointless • Seagulls
  19. 19. Meri Williams, ChromeRose @Geek_Manager
  20. 20. Meri Williams, ChromeRose @Geek_Manager https://twitter.com/Caterina/status/6715084157
  21. 21. Meri Williams, ChromeRose @Geek_Manager “Traditional” management beliefs are a pile of crap http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
  22. 22. Meri Williams, ChromeRose @Geek_Manager PUT DOWN YOUR SWORD. YOU ARE NOT A ROMAN GENERAL.
  23. 23. Meri Williams, ChromeRose @Geek_Manager WHAT DOES WORK? Sooo….
  24. 24. Meri Williams, ChromeRose @Geek_Manager Across industries, across countries, the best performing teams answer certain questions positively
  25. 25. 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?
  26. 26. Meri Williams, ChromeRose @Geek_Manager
  27. 27. Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
  28. 28. 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
  29. 29. 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?
  30. 30. 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.
  31. 31. 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
  32. 32. Meri Williams, ChromeRose @Geek_Manager CREATE SPACE FOR YOU AND OTHERS TO BE AWESOME Your mission…
  33. 33. Meri Williams, ChromeRose @Geek_Manager Ask Yourself • Do we know WHY we are doing this? • Do we get a say in the WHAT? In doing the right thing? • Do we get opportunities to do the thing right? And to get better at the HOW? • Do we do a good job of making all different folks feel included & like they BELONG HERE? (PURPOSE) (AUTONOMY) (MASTERY) (INCLUSION)
  34. 34. Meri Williams, ChromeRose @Geek_Manager WHAT DOES THIS MEAN DAY- TO-DAY, WEEK-TO-WEEK?
  35. 35. Meri Williams, ChromeRose @Geek_Manager
  36. 36. 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
  37. 37. Meri Williams, ChromeRose @Geek_Manager ENABLE AUTONOMY & MASTERY
  38. 38. Meri Williams, ChromeRose @Geek_Manager CLUE / SKILLS MATRIX
  39. 39. Meri Williams, ChromeRose @Geek_Manager What’s Needed
  40. 40. Meri Williams, ChromeRose @Geek_Manager HUMAN SKILL DEVELOPMENT
  41. 41. Meri Williams, ChromeRose @Geek_Manager
  42. 42. Meri Williams, ChromeRose @Geek_Manager
  43. 43. Meri Williams, ChromeRose @Geek_Manager MACHINE LEARNING IS FASCINATING • Supervised (teacher-student model) • Unsupervised (learn-from-data model) • Reinforcement (learn-by-doing model) • Developmental (learn-enough-to-set- up-more-learning-for-yourself model)
  44. 44. Meri Williams, ChromeRose @Geek_Manager
  45. 45. Meri Williams, ChromeRose @Geek_Manager
  46. 46. Meri Williams, ChromeRose @Geek_Manager
  47. 47. Meri Williams, ChromeRose @Geek_Manager WE’RE GOOD AT WHAT WE PRACTISE, PROVIDING WE CAN LEARN FROM IT
  48. 48. 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.
  49. 49. 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
  50. 50. Meri Williams, ChromeRose @Geek_Manager IS THE WORK DESIGNED IN A WAY THAT MAKES IT EFFECTIVE DELIBERATE PRACTICE? CHALLENGING? FEEDBACK? LEARNING? HOW CAN YOU HELP OTHERS MAKE IT SO?
  51. 51. Meri Williams, ChromeRose @Geek_Manager EVERY ROLE IS CAPABLE OF VIRTUOSITY
  52. 52. 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”
  53. 53. 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
  54. 54. 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
  55. 55. Meri Williams, ChromeRose @Geek_Manager
  56. 56. Meri Williams, ChromeRose @Geek_Manager GO! FIND/SHAPE/MAKE SPACE BE AWESOME BE INCLUSIVE And thank you for listening  Any questions?
  57. 57. Meri Williams, ChromeRose @Geek_Manager

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