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.
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.
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?
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.
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.
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.
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.
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.
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.
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?
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.
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.
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.
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.
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?
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.
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.
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.
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.
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.
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?
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.
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.
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
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.
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..
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.
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
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
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...
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.
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?
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.
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.
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.
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.
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.
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?
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.
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.
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
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.
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..
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.
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
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
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...
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.
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.
Scrum and Personal Agility are simple frameworks for getting good at getting the right things done. Scrum is team-based framework, Personal Agility is an individual or pair-oriented framework. How are they similar? And how does Personal Agility help you in contexts where Scrum is not appropriate?
What is the rulebook for being a successful talent leader during a crisis like the COVID 19 pandemic? How can you arm yourself with the right tools, and cultivate the right skills to help both yourself and your team? That is what our speaker for this webinar, Morgan Massie, discusses in this session.
The 7 Day Job Search, Day 7 - SPIN SellingMichael Peggs
Why wait six months to find a job? I can jumpstart your job search in one week. Learn how to find a job in 7 days!
On Day 7 we explore how to sell yourself to recruiters and hiring managers using SPIN Selling.
Get full access to the free 7 Day Job Search course at http://www.michaelpeggs.com/7dayjobsearch/
Building Your Personal Brand/Online Presence - For College and High School St...Kelly Barrett
I spoke with college and high school students about how to build their personal brand online, using the web and social media. With humor, this presentation accessibly covers everything from building a website to maintaining appropriate/clean social media platforms and touches on how students can use these tools to increase their professional opportunities and position themselves as a successful leader at their organizations and eventually, an ideal candidate for their future dream job.
Designing for Users: A Primer on Using UX Principles for Effective DesignKate Bagoy
I created this presentation for graphic design students, with the hope of distilling down some principles of UX design that can be applied to any media. The idea is that a goal-oriented, user-focused approach results in more effective design.
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
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. 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
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
21. Meri Williams, ChromeRose @Geek_Manager
“Traditional” management
beliefs are a pile of crap
http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
24. Meri Williams, ChromeRose @Geek_Manager
Across industries, across
countries, the best
performing teams
answer certain
questions positively
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?
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. 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. 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. 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
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)
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
47. Meri Williams, ChromeRose @Geek_Manager
WE’RE GOOD AT WHAT WE
PRACTISE, PROVIDING WE CAN
LEARN FROM IT
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. 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. 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?
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. 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. 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
At first, AI essentially doubled down on traditional PM approaches
Think of AI as having been the crash test dummies for PM practices
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
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
Learning to drive analogy
Make sure the tools, environments etc are there
There is nothing more important than serving your people