Agile improves how we work, can it also improve how we manage and develop people? A look at stealing some elements of agile, and working out how best to develop & manage people who are working with agile.
Given as a conference talk at Agile on the Beach, September 2014, in Falmouth, Cornwall.
Stealing Project Management Lessons from Artificial IntelligenceMeri Williams
My keynote from the Digital Project Management Summit 2014 (http://dpm2014.com/) looking at what lessons we can steal from advances in artificial intelligence, for reapplication in project management.
Creating Space for EVERYONE to be Awesome - Agile People SwedenMeri Williams
Closing keynote from Agile People Sweden 2015.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at diversity & inclusion, and the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Creating Space to Be Awesome at QCon LondonMeri Williams
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Brilliant People Management in an Agile SettingMeri Williams
Agile people management is two things -- applying agile principles to managing people, and also figuring out how to manage people working with agile approaches. Traditional once-a-year reviews with annual targets are hardly very agile (or useful). How do we create space for our people to be awesome? Do we even need managers at all in agile?
Modern Management: Creating Space for Everyone to Be AwesomeMeri Williams
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Practical Diversity -- Expanded EditionMeri Williams
Stopping discrimination is important, but tolerance is a terrible word (who wants to be tolerated?). What can we do to create more inclusive environments? Presenting some practical, pragmatic things that really work, based on real world experiences.
Updated expanded talk, given to GE Oil & Gas Women's Network in Florence and Booking.com Annual Meeting internal tech conference in Amsterdam, both in Dec 2013.
Studies in Terror: Becoming a People ManagerMeri Williams
I was first given “people management” responsibility when I was in my 20s—and my first two “direct reports” were guys older than my Dad. As it slowly dawned on me that I was responsible not just for “people management” but for these folks’ careers—which were a major focus of their lives—I was terrified.
Once I saw through the corporate euphemisms, I realised:
1) how important being a good manager is (after all, most people don’t leave their company, they leave their boss)
2) that I was so scarred by my own poor experiences with managers that I didn’t know what “good” looked like.
Over the following years I did a bunch of research, got some great mentors, and tested a bunch of different approaches. Let’s talk about how scary and how important great people management is, and how we can get better at it.
Stealing Project Management Lessons from Artificial IntelligenceMeri Williams
My keynote from the Digital Project Management Summit 2014 (http://dpm2014.com/) looking at what lessons we can steal from advances in artificial intelligence, for reapplication in project management.
Creating Space for EVERYONE to be Awesome - Agile People SwedenMeri Williams
Closing keynote from Agile People Sweden 2015.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at diversity & inclusion, and the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Creating Space to Be Awesome at QCon LondonMeri Williams
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Brilliant People Management in an Agile SettingMeri Williams
Agile people management is two things -- applying agile principles to managing people, and also figuring out how to manage people working with agile approaches. Traditional once-a-year reviews with annual targets are hardly very agile (or useful). How do we create space for our people to be awesome? Do we even need managers at all in agile?
Modern Management: Creating Space for Everyone to Be AwesomeMeri Williams
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Practical Diversity -- Expanded EditionMeri Williams
Stopping discrimination is important, but tolerance is a terrible word (who wants to be tolerated?). What can we do to create more inclusive environments? Presenting some practical, pragmatic things that really work, based on real world experiences.
Updated expanded talk, given to GE Oil & Gas Women's Network in Florence and Booking.com Annual Meeting internal tech conference in Amsterdam, both in Dec 2013.
Studies in Terror: Becoming a People ManagerMeri Williams
I was first given “people management” responsibility when I was in my 20s—and my first two “direct reports” were guys older than my Dad. As it slowly dawned on me that I was responsible not just for “people management” but for these folks’ careers—which were a major focus of their lives—I was terrified.
Once I saw through the corporate euphemisms, I realised:
1) how important being a good manager is (after all, most people don’t leave their company, they leave their boss)
2) that I was so scarred by my own poor experiences with managers that I didn’t know what “good” looked like.
Over the following years I did a bunch of research, got some great mentors, and tested a bunch of different approaches. Let’s talk about how scary and how important great people management is, and how we can get better at it.
Modern Leadership & Team Science: Creating Space to Be AwesomeMeri Williams
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Neurodiversity: The Next Frontier (Agile People Sweden)Meri Williams
We already know that diverse teams are more creative and deliver better results. We’ve seen this play out in repeated studies and real life. Sadly many organisations lag behind in adequately representing the population in terms of diversity, but those that are making strides are also outperforming the competition. But what about less visible diversity? The topic of neurodiversity is increasingly on our minds (if you’ll excuse the pun). How do we create work environments and cultures that embrace the full spectrum of neurodiversity and enable all our colleagues to perform at their best?
Practical Diversity at Thinking Digital Women Meri Williams
How do we build inclusive environments that can not just tolerate but positively encourage diverse teams to do their best? We'll look at some practical things you can do to make things better.
Practical Diversity: Creating Space for Everyone to be AwesomeMeri Williams
How do we create space for EVERYONE to be awesome? Some practical tips on improving diversity & representation, and building inclusive environments. From my talk at Personalverardagarna in Stockholm, April 2016.
Awesome People Management with Agile at Agile North EastMeri Williams
Agile people management is two things -- applying agile principles to managing people, and also figuring out how to manage people working with agile approaches. Traditional once-a-year reviews with annual targets are hardly very agile (or useful). How do we create space for our people to be awesome? Do we even need managers at all in agile?
Session from Women of Silicon Roundabout 2017.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Baking Accessibility In Using Agile - Fronteers 2014Meri Williams
Slides from my #fronteers14 talk in Amsterdam, October 2014.
Looking at how we bake accessibility and other good practices into how we work day-to-day, so they aren't an afterthought.
More info including links to books on blog.geekmanager.co.uk
My Monolith is Melting - PIPELINE CONF 2015Meri Williams
Bringing change to legacy systems and monolithic waterfall programs is daunting, but doable. In this session we’ll look at a real world example of how we undertook the technical, cultural and process challenges to move to continuous delivery in a big organisation. You’ll hear about the epic battles with the dreaded CAB (Change Approval Board), the fight to move architecture discussions from Word documents to the whiteboards, and the myriad smaller skirmishes along the path to delivering features to our users faster, safer & more measurably.
Practical Diversity: Creating Space to Be AwesomeMeri Williams
Practical tips for improving diversity & inclusion in your organisations, with a focus on creating environments in a broad variety of people can be themselves and be successful
Creating Space for People to Be AwesomeMeri Williams
Talk I gave at Highland Fling Sessions (19 April 2014) where I was asked to talk about people management & diversity "in the trenches" -- i.e. what really matters day-to-day, in the workplace.
5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing FestMeri Williams
In engineering we (rightly) talk a lot about how to scale our systems and our infrastructure. Yet some of our very hardest challenges come when scaling the people side of things. How do you survive your team doubling, tripling or perhaps even a 10x growth in a short period of time? What does it take to grow fast AND retain the bits of your culture as a team or organisation that made you great to begin with? How do you know when to change how you do things, without just cargo culting?
Having scaled a number of teams at different speeds, Meri talks through some of the inflection points you'll experience, how to navigate them, and reflect on all the things she wishes she'd known just a little bit earlier..
Creating Space to Be Awesome - Tech Talent EventMeri Williams
Talk given at Augmented Vacancies' Tech Talent Event on 30 June 2016, looking at how to create an environment in which your people can be high performing.
5 Things I Wish I Knew Sooner About Scaling Teams & CultureMeri Williams
Keynote at #ScaleSummit8 looking at the people side of scaling teams and organisations, with five key lessons that I wish I had learnt sooner in scaling teams & orgs & culture
DPM UK: Stealing Project Management Lessons from Artificial IntelligenceMeri Williams
Slides from today's talk at the Digital Project Management UK conference, on what project management lessons we can steal from artificial intelligence.
Facebook Business Briefing with Mari Smith - March 2018Mari Smith
The Future of Facebook: What Marketers Need To Know for 2018 and Beyond
Watch the companion Facebook Live here:
https://www.facebook.com/marismith/videos/10155226323975009/
5 Things I Wish I'd Known Sooner About Scaling Teams & CultureMeri Williams
In engineering we (rightly) talk a lot about how to scale our systems and our infrastructure. Yet some of our very hardest challenges come when scaling the people side of things. How do you survive your team doubling, tripling or perhaps even a 10x growth in a short period of time? What does it take to grow fast AND retain the bits of your culture as a team or organisation that made you great to begin with? How do you know when to change how you do things, without just cargo culting? Having scaled a number of teams at different speeds, Meri will talk through some of the inflection points you'll experience, how to navigate them, and reflect on all the things she wishes she'd known just a little bit earlier...
Managers, responsible for leading change in organizations are struggling to adapt. Many are failing. Individual workers need and deserve better support to be productive. This talk addresses how to use a Lean DevOps philosophy to influence change to salvage ITOps reputations.
Modern Leadership & Team Science: Creating Space to Be AwesomeMeri Williams
Our role as technology leaders is changing. And somehow also staying the same. Though we work in new ways – for instance using Agile & Lean – we are still trying to achieve the same thing. Our mission is to create high performing teams to deliver high quality products that help our users and organizations to succeed.
So how do we go about it? First of all, we steal the best lessons we can from psychology, management science, and other fields including sports. Then we focus on how to create an environment in which a diverse range of people can be themselves and be successful.
In this keynote we’ll take a whistle-stop tour of the relevant science, then focus on how to use it in our day-to-day – to create inclusive and effective work environments in which everyone can be awesome.
Neurodiversity: The Next Frontier (Agile People Sweden)Meri Williams
We already know that diverse teams are more creative and deliver better results. We’ve seen this play out in repeated studies and real life. Sadly many organisations lag behind in adequately representing the population in terms of diversity, but those that are making strides are also outperforming the competition. But what about less visible diversity? The topic of neurodiversity is increasingly on our minds (if you’ll excuse the pun). How do we create work environments and cultures that embrace the full spectrum of neurodiversity and enable all our colleagues to perform at their best?
Practical Diversity at Thinking Digital Women Meri Williams
How do we build inclusive environments that can not just tolerate but positively encourage diverse teams to do their best? We'll look at some practical things you can do to make things better.
Practical Diversity: Creating Space for Everyone to be AwesomeMeri Williams
How do we create space for EVERYONE to be awesome? Some practical tips on improving diversity & representation, and building inclusive environments. From my talk at Personalverardagarna in Stockholm, April 2016.
Awesome People Management with Agile at Agile North EastMeri Williams
Agile people management is two things -- applying agile principles to managing people, and also figuring out how to manage people working with agile approaches. Traditional once-a-year reviews with annual targets are hardly very agile (or useful). How do we create space for our people to be awesome? Do we even need managers at all in agile?
Session from Women of Silicon Roundabout 2017.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
Baking Accessibility In Using Agile - Fronteers 2014Meri Williams
Slides from my #fronteers14 talk in Amsterdam, October 2014.
Looking at how we bake accessibility and other good practices into how we work day-to-day, so they aren't an afterthought.
More info including links to books on blog.geekmanager.co.uk
My Monolith is Melting - PIPELINE CONF 2015Meri Williams
Bringing change to legacy systems and monolithic waterfall programs is daunting, but doable. In this session we’ll look at a real world example of how we undertook the technical, cultural and process challenges to move to continuous delivery in a big organisation. You’ll hear about the epic battles with the dreaded CAB (Change Approval Board), the fight to move architecture discussions from Word documents to the whiteboards, and the myriad smaller skirmishes along the path to delivering features to our users faster, safer & more measurably.
Practical Diversity: Creating Space to Be AwesomeMeri Williams
Practical tips for improving diversity & inclusion in your organisations, with a focus on creating environments in a broad variety of people can be themselves and be successful
Creating Space for People to Be AwesomeMeri Williams
Talk I gave at Highland Fling Sessions (19 April 2014) where I was asked to talk about people management & diversity "in the trenches" -- i.e. what really matters day-to-day, in the workplace.
5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing FestMeri Williams
In engineering we (rightly) talk a lot about how to scale our systems and our infrastructure. Yet some of our very hardest challenges come when scaling the people side of things. How do you survive your team doubling, tripling or perhaps even a 10x growth in a short period of time? What does it take to grow fast AND retain the bits of your culture as a team or organisation that made you great to begin with? How do you know when to change how you do things, without just cargo culting?
Having scaled a number of teams at different speeds, Meri talks through some of the inflection points you'll experience, how to navigate them, and reflect on all the things she wishes she'd known just a little bit earlier..
Creating Space to Be Awesome - Tech Talent EventMeri Williams
Talk given at Augmented Vacancies' Tech Talent Event on 30 June 2016, looking at how to create an environment in which your people can be high performing.
5 Things I Wish I Knew Sooner About Scaling Teams & CultureMeri Williams
Keynote at #ScaleSummit8 looking at the people side of scaling teams and organisations, with five key lessons that I wish I had learnt sooner in scaling teams & orgs & culture
DPM UK: Stealing Project Management Lessons from Artificial IntelligenceMeri Williams
Slides from today's talk at the Digital Project Management UK conference, on what project management lessons we can steal from artificial intelligence.
Facebook Business Briefing with Mari Smith - March 2018Mari Smith
The Future of Facebook: What Marketers Need To Know for 2018 and Beyond
Watch the companion Facebook Live here:
https://www.facebook.com/marismith/videos/10155226323975009/
5 Things I Wish I'd Known Sooner About Scaling Teams & CultureMeri Williams
In engineering we (rightly) talk a lot about how to scale our systems and our infrastructure. Yet some of our very hardest challenges come when scaling the people side of things. How do you survive your team doubling, tripling or perhaps even a 10x growth in a short period of time? What does it take to grow fast AND retain the bits of your culture as a team or organisation that made you great to begin with? How do you know when to change how you do things, without just cargo culting? Having scaled a number of teams at different speeds, Meri will talk through some of the inflection points you'll experience, how to navigate them, and reflect on all the things she wishes she'd known just a little bit earlier...
Managers, responsible for leading change in organizations are struggling to adapt. Many are failing. Individual workers need and deserve better support to be productive. This talk addresses how to use a Lean DevOps philosophy to influence change to salvage ITOps reputations.
2020 06 MIT Enterprise Forum - Assets & Attributes of Successful Companies & ...Gillian Muessig
A look at the assets and attributes of the most successful companies and ceos in the technology sector. Remember: correlation is NOT causation, but the data is informative.
Enterprise social-what is the real value to the business - SPFest DC - April ...Ruven Gotz
Learn about real-world reasons to use Enterprise Social Tools like Yammer. This presentation is about how social tools can help to set the stage for Frictionless Collaboration.
Are you a business owner and/or decision maker?
Tired of carrying the load and recognize you need help reaching your business goals?
Need a team? A “Growth Team”?
Growth Teams are for those business owners who can’t remember what business they're really in because they're focused more on their business than their passions.
Growth Teams are also for the business and/or business owner who is ready to reach the next level and really thrive and compete!
Growth Team:
Business Services + A Network of Experts < Selected by YOU and delivered through ONE voice
Here’s How it Works:
Step 1: You Can create a package from a list of services
Step 2: We Can develop a strategy
Step 3: Together, we can grow your business
So What Are You Waiting For?
www.Opportunities2Serve.com
Are you a business owner and/or decision maker?
Tired of carrying the load and recognize you need help reaching your business goals?
Need a team? A “Growth Team”?
Growth Teams are for those business owners who can’t remember what business they're really in because they're focused more on their business than their passions.
Growth Teams are also for the business and/or business owner who is ready to reach the next level and really thrive and compete!
Growth Team:
Business Services + A Network of Experts < Selected by YOU and delivered through ONE voice
Here’s How it Works:
Step 1: You Can create a package from a list of services
Step 2: We Can develop a strategy
Step 3: Together, we can grow your business
So What Are You Waiting For?
www.Opportunities2Serve.com
Are you a business owner and/or decision maker?
Tired of carrying the load and recognize you need help reaching your business goals?
Need a team? A “Growth Team”?
Growth Teams are for those business owners who can’t remember what business they're really in because they're focused more on their business than their passions.
Growth Teams are also for the business and/or business owner who is ready to reach the next level and really thrive and compete!
Growth Team:
Business Services + A Network of Experts < Selected by YOU and delivered through ONE voice
Here’s How it Works:
Step 1: You Can create a package from a list of services
Step 2: We Can develop a strategy
Step 3: Together, we can grow your business
So What Are You Waiting For?
Managing Design 2016 - building a respectful design team cultureCameron Rogers
In this presentation, I’ll discuss in detail how a less-than-respectful culture of design can unintentionally evolve. I’ll touch briefly on some of the established tools, techniques, and gurus you can call upon to set up your own respectful design culture. Finally I’ll discuss the hard yards you, as a Design Leader, need to put in to avoid or change this culture from crippling your company, and the continual steps you’ll need to take to ensure your respectful design culture remains intact for the long haul.
How to Drive Adoption and Engagement within an Employee Advocacy ProgramDynamic Signal
Presentation entitled How to Drive Adoption and Engagement within an Employee Advocacy Program from Tuesday, September 23rd, 2014. Alex Cramer from Dynamic Signal, Lori Grey, head of Deloitte’s employee ambassador program, and Susan Emerick, CEO & Founder at Brands Rising, explore best practices, strategies and examples for launching an employee advocacy program that your employees really use and love.
This presentation was on social fails and things to avoid, with tools and tips to help attendees avoid a potential nightmare. A few slides were deleted because they were for Pubcon attendees only.
Six Weeks to Success: How to double your output and half your stress by using...KaiNexus
Final version
Presented by Simon Murray, Founder @Your Maintenance Coach
Ultimately the value of any trainer, coach, or leader is in their ability to deliver fully implemented projects on time to budget.
So many things in our modern world make this a real challenge; from remote teams to disengaged staff and conflicting priorities, there are obstacles every step of the way.
In this session, Simon will share his learnings from adopting a 6 week project cycle in both his own business and with clients. This cycle has led to a massive increase in team engagement and also a surprising rise in completed works.
In addition to sharing the results, Simon will walk attendees through all of the steps and templates that he has adapted from the software development industry to better support the CI program in any organization.
Similar to Awesome People Management with Agile (14)
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
3. I SPENT MY FIRST 10 YEARS OF MY
CAREER IN A BIG CORP…
… FAMOUS FOR INVESTING HEAVILY
IN ITS PEOPLE
AND FOR DEVELOPING LEADERS
Meri Williams, ChromeRose @Geek_Manager
4. 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
Meri Williams, ChromeRose @Geek_Manager
8. YOU CAN ADJUST THIS KIND OF
APPROACH WHEN YOU WORK
IN AN AGILE WAY …
BUT IT STILL DOESN’T FEEL
QUITE RIGHT
Meri Williams, ChromeRose @Geek_Manager
9. SOME WOULD ARGUE THAT WE
DON’T NEED MANAGERS AT ALL
IN AGILE.
I ARGUE WE NEED GOOD
MANAGERS, AND TO BANISH
BAD BOSSES
Meri Williams, ChromeRose @Geek_Manager
10. WE ALL HATE BAD
BOSSES
WE DESCRIBE THEM AS
• Clueless
• Empty suits
• Pointless
• Seagulls
Meri Williams, ChromeRose @Geek_Manager
16. Across industries, across
countries, the best
performing teams
answer certain
questions positively
Meri Williams, ChromeRose @Geek_Manager
17. 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?
Meri Williams, ChromeRose @Geek_Manager
20. 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
Meri Williams, ChromeRose @Geek_Manager
21. 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?
Meri Williams, ChromeRose @Geek_Manager
22. 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.
Meri Williams, ChromeRose @Geek_Manager
23. Your job as a manager…
CREATE SPACE FOR YOUR PEOPLE
TO BE THE BEST THEY CAN BE
Meri Williams, ChromeRose @Geek_Manager
24. Maybe you’re not a manager. As an individual, you
need to…
FIND & SHAPE SPACE WHERE YOU
CAN BE THE BEST YOU CAN BE
Meri Williams, ChromeRose @Geek_Manager
26. 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
Meri Williams, ChromeRose @Geek_Manager
27. REMINISCENT OF AGILE MANIFESTO?
Individuals and interactions over processes and
tools
Working software over comprehensive
documentation
Customer collaboration over contract
negotiation
Responding to change over following a plan
http://agilemanifesto.org/
Meri Williams, ChromeRose @Geek_Manager
28. VALUE INDIVIDUALS & INTERACTIONS
Do great 1:1s
Make them more like personal retrospectives
They are about the individual & their skills, growth
& development. Not a status update.
Care about the whole person. Everyone needs to
be themselves at work.
Meri Williams, ChromeRose @Geek_Manager
29. 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”
Meri Williams, ChromeRose @Geek_Manager
30. “OK, BUT HOW ARE YOU GOING
TO BEND ‘WORKING SOFTWARE’
TO BE ABOUT PEOPLE, MERI?”
Meri Williams, ChromeRose @Geek_Manager
36. 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.
Meri Williams, ChromeRose @Geek_Manager
37. Ask yourself…
IS YOUR WORK DESIGNED IN A WAY
THAT MAKES IT EFFECTIVE
DELIBERATE PRACTICE?
CHALLENGING? FEEDBACK?
LEARNING?
Meri Williams, ChromeRose @Geek_Manager
38. AGILE MANIFESTO
Individuals and interactions over processes and
tools
Working software over comprehensive
documentation
Customer collaboration over contract
negotiation
Responding to change over following a plan
http://agilemanifesto.org/
Meri Williams, ChromeRose @Geek_Manager
39. PUT DOWN YOUR SWORD.
YOU ARE NOT A ROMAN GENERAL.
Meri Williams, ChromeRose @Geek_Manager
40. VALUE THE WHAT OVER THE HOW
Know when people need telling what to do
(Hint: it’s not often)
Help them get what they need the rest of the
time (Hint: not just someone else telling them what to do)
Learn coaching skills
(Hint: start with GROW:
http://blog.geekmanager.co.uk/2014/01/20/stealing-from-sports-really-useful-
coaching-dareconf-mini/)
Meri Williams, ChromeRose @Geek_Manager
41. CLUE / SKILLS MATRIX
Meri Williams, ChromeRose @Geek_Manager
51. 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
Meri Williams, ChromeRose @Geek_Manager
52. AGILE PEOPLE MANAGEMENT
• Do awesome 1:1s = personal retrospectives
• Cultivate inclusion
• Help make work deliberate practice
• Figure out where people are on the clue/skills
matrix, and help accordingly
• Learn to coach
• Remember the bigger picture, help people
have a fulfilling career
Meri Williams, ChromeRose @Geek_Manager
53. GO!
FIND/SHAPE/MAKE SPACE
BE AWESOME
BE INCLUSIVE
And thank you for listening Any questions?
Meri Williams, ChromeRose @Geek_Manager
Editor's Notes
They were consistently recognized as one of the best places to work, and produced more leaders of companies than almost any other company
Individual focus
Active investment
Detailed plan
Fragile / static
Needed constant revisiting to keep workplan in particular up-to-date
Focus on workplan changes meant development plan often overshadowed
Overly structured, so some managers ended up “going through the motions”
Saw some crazy procrastination to see the forms avoided over the years
Managers ended up running on empty, suffering from emotional burnout
Great, now I’m drowning in questions to ask myself all the time! Thanks Meri!!
One of the main reasons we value working software over comprehensive documentation is that we learnt along the way that however hard we worked, however good we were, we simply could not write the correct spec upfront.
This is because until we build it we don’t really know what is needed …
The people development side of this is that you need to grow, and learn, and get feedback to understand how and what you need to change.
If someone knows what to do and has the skills to do it, your job is to be a cheerleader
Encourage them, make sure others know they are doing the right thing, get them the support they need
And if shit gets in their way? Be a BULLDOZER
Direction giver, pair them up with those they can learn from
Those lacking direction and skills need maps, community, peers to learn from