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Autonomy Mastery Purpose
The document discusses the importance of fostering a positive workplace culture through the principles of autonomy, mastery, and purpose (AMP). It emphasizes that a supportive environment can lead to innovation and employee retention by empowering team members, encouraging ownership, and promoting professional development. Additionally, it provides practical strategies for implementing these principles, such as hiring self-starters, prioritizing learning, and celebrating successes.
Autonomy Mastery Purpose
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- 3. I’ve seen goodand bad cultures at work VideoBlocks Company: ~15→~80 Eng Team: ~3→~20 Applied Predictive Technologies Company: ~60→~120 Eng Team: ~15→~25 Opower Company: ~150→~170 Eng Team: ~25→~25
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- 8. “Culture eats strategy forbreakfast” - Peter Drucker
- 9. AUTONOMY - Desireto be self directed MASTERY - Desire to get better PURPOSE - Desire to do something that has meaning “AMP”
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- 14. 1945 - Hintsof AMP No Prize Prize 1.0: Tacks in Box Faster Slower 2.0: Tacks out of Box Slower Faster
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- 19. Transformations driven by AMP welldocumented
- 20. AMP Creates aCulture of Innovation
- 21. Majority of employeeswho leave a company, are “quitting their managers”
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- 23. AUTONOMY ∎ Hire Self-Starters ∎Foster Ownership ∎ Provide Guardrails ∎ Tolerate Failure ∎ Ensure Social Safety Net ∎ Loosely Defined Job Roles
- 24. MASTERY ∎ Match ProjectsWith Interests ∎ Prioritize Learning ∎ Push Outside Comfort Zone ∎ Encourage “Scaffolding”
- 25. PURPOSE ∎ Engage atHigh Level ∎ Foster Trust ∎ Transparency ∎ Celebrate Wins ∎ Say Thanks
- 26. “Autonomy, Mastery, and Purposeeats strategy for breakfast” - Aaron Silverman
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- 36. Hire Self Starters ∎Self starters have a track record of having the internal drive and motivation to begin and continue tasks without external prodding or extra rewards ∎ Indications of self starters include extracurricular activities, participation and speaking at meetups and conferences, self study, and side projects ∎ When asked about a favorite project, self starters often give an example of when they had to come up to speed with a new technology or process and learn on the job
- 37. Foster Ownership ∎ Allowteam members to own problems ∎ Communicate the high level problem to be solved and give owners the whole picture ∎ Step back and let owners decide how they want to best solve the problem ∎ Listen to and Trust owners--do not micromanage or dominate decisions
- 38. Provide Guardrails ∎ Clearlycommunicate expectations and desired outcomes ∎ Break large projects into major milestones ∎ Provide timely feedback (positive and negative) as work is completed ∎ If something isn’t going well, offer to work on it together rather than take it over
- 39. Tolerate Failures ∎ Fostera culture of innovation, experimentation, and calculated risks ∎ Remind the team that some failures are inevitable ∎ Don’t point fingers or witch hunt ∎ Conduct blameless retrospectives that include lessons learned and recommendations going forward to minimize the chance of a similar failure
- 40. Ensure Social Safety Net ∎Do not embarrass, reject, or punish somebody for speaking up ∎ When discussing or brainstorming, strive for equal participation among team members regardless of seniority or expertise ∎ Get to know each other beyond work (e.g. lunch, coffee breaks, small talk, offsites, happy hours, etc.)
- 41. Loosely Defined Job Roles ∎Encourage framing discussions around what is best for the company as a whole, not just the team ∎ Allow employees to contribute where interested and productive regardless of their official job description ∎ Break down barriers to inter-team interactions ∎ Proactively seek out ideas and feedback from other teams
- 42. Match Projects With Interests ∎Prioritize interest when assigning projects ∎ Focus on the strengths of team members ∎ Ensure all team members get an equal chance at projects that interest them ∎ Allow team members to take on small side projects of their choice
- 43. Prioritize Learning ∎ Activelyparticipate in the development of your team members ∎ Tie professional development to business goals ∎ Be on the lookout and adopt new trends, technologies, and tools that would excite your team to use ∎ Factor in professional development when prioritizing and assigning tasks
- 44. Push Outside Comfort Zone ∎Encourage team members to take on projects different and more challenging than those they’ve tackled before ∎ Involve team members in tasks tangential to their typical responsibilities ∎ Explain why you think they will succeed and how you will support them
- 45. Encourage “Scaffolding” ∎ Encourage teammembers to network and learn outside the company ∎ Suggest conferences and meetups your team members should consider attending ∎ Recommend and discuss books that will help professional development ∎ Share good articles and blog posts ∎ Leverage applicable online classes and workshops
- 46. Engage at High Level ∎Communicate overarching company strategic vision ∎ Connect personal and team goals to the strategic vision ∎ Ask team members for input and advice in achieving goals and vision ∎ Ensure team members feel like their ideas are welcome and will be factored into strategic decisions
- 47. Foster Trust ∎ Consistentlycommunicate honestly and openly ∎ Lead by example ∎ Deliver on the commitments you make ∎ Be vulnerable and acknowledge your own mistakes ∎ Give out credit, take the blame ∎ Step in and help when team members encounter problems ∎ Seek to improve your team’s quality of life
- 48. Transparency ∎ Openly sharecompany and team performance ∎ Allow those interested in a meeting or slack channel to join ∎ Avoid indirect communication ∎ Explain why decisions were made as well as other options considered ∎ Solicit and give timely feedback
- 49. Celebrate Wins ∎ Takethe time to celebrate wins small and large ∎ Broadcast bigger victories ∎ Name those most involved ∎ Share positive customer feedback ∎ Celebrate big wins in a meaningful and memorable way (e.g. fancy lunch, designated happy hour, swag, team outing)
- 50. Say Thanks ∎ Ensureteam members know their good work was appreciated ∎ Be sincere and personalize the message ∎ Be prompt and spontaneous ∎ Establish a culture of peer recognition
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