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PHPNW2015 Keynote: Stealing People Lessons from Artificial Intelligence
Meri Williams discusses the importance of modern management practices that foster high performance by emphasizing purpose, autonomy, mastery, and inclusion in the workplace. She highlights predictors of success that contribute to employee motivation and satisfaction, while criticizing traditional management approaches as ineffective. The document advocates for creating an environment where employees feel valued and included, ultimately leading to better organization outcomes.
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PHPNW2015 Keynote: Stealing People Lessons from Artificial Intelligence
- 1. Meri Williams, ChromeRose@Geek_Manager STEALING PEOPLE LESSONS FROM ARTIFICIAL INTELLIGENCE PHPNW Manchester, Oct 2015
- 2. Meri Williams, ChromeRose@Geek_Manager http://www.flickr.com/photos/kodomut/3667608102/
- 3. Meri Williams, ChromeRose@Geek_Manager Artificial Intelligence Project Management MY RESEARCH
- 4. Meri Williams, ChromeRose@Geek_Manager
- 5. Meri Williams, ChromeRose@Geek_Manager https://www.flickr.com/photos/tbisaacs/4083598572/
- 6. Meri Williams, ChromeRose@Geek_Manager
- 7. Meri Williams, ChromeRose@Geek_Manager https://www.flickr.com/photos/imagesbywestfall/3658162161/
- 8. Meri Williams, ChromeRose@Geek_Manager TRADITIONAL MANAGEMENT OFTEN SEEMS OF THE OPINION THAT THE PROCESS IS SOUND AND ADHERENCE IS THE PROBLEM
- 9. Meri Williams, ChromeRose@Geek_Manager
- 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
- 12. Meri Williams, ChromeRose@Geek_Manager THE GOOD
- 13. Meri Williams, ChromeRose@Geek_Manager THE BAD
- 14. Meri Williams, ChromeRose@Geek_Manager THE UGLY
- 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. Meri Williams, ChromeRose@Geek_Manager
- 17. Meri Williams, ChromeRose@Geek_Manager
- 18. Meri Williams, ChromeRose@Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS • Clueless • Empty suits • Pointless • Seagulls
- 19. Meri Williams, ChromeRose@Geek_Manager
- 20. Meri Williams, ChromeRose@Geek_Manager https://twitter.com/Caterina/status/6715084157
- 21. Meri Williams, ChromeRose@Geek_Manager “Traditional” management beliefs are a pile of crap http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
- 22. Meri Williams, ChromeRose@Geek_Manager PUT DOWN YOUR SWORD. YOU ARE NOT A ROMAN GENERAL.
- 23. Meri Williams, ChromeRose@Geek_Manager WHAT DOES WORK? Sooo….
- 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?
- 26. Meri Williams, ChromeRose@Geek_Manager
- 27. Meri Williams, ChromeRose@Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
- 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
- 32. Meri Williams, ChromeRose@Geek_Manager CREATE SPACE FOR YOU AND OTHERS TO BE AWESOME Your mission…
- 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. Meri Williams, ChromeRose@Geek_Manager WHAT DOES THIS MEAN DAY- TO-DAY, WEEK-TO-WEEK?
- 35. Meri Williams, ChromeRose@Geek_Manager
- 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. Meri Williams, ChromeRose@Geek_Manager ENABLE AUTONOMY & MASTERY
- 38. Meri Williams, ChromeRose@Geek_Manager CLUE / SKILLS MATRIX
- 39. Meri Williams, ChromeRose@Geek_Manager What’s Needed
- 40. Meri Williams, ChromeRose@Geek_Manager HUMAN SKILL DEVELOPMENT
- 41. Meri Williams, ChromeRose@Geek_Manager
- 42. Meri Williams, ChromeRose@Geek_Manager
- 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. Meri Williams, ChromeRose@Geek_Manager
- 45. Meri Williams, ChromeRose@Geek_Manager
- 46. Meri Williams, ChromeRose@Geek_Manager
- 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?
- 51. Meri Williams, ChromeRose@Geek_Manager EVERY ROLE IS CAPABLE OF VIRTUOSITY
- 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
- 55. Meri Williams, ChromeRose@Geek_Manager
- 56. Meri Williams, ChromeRose@Geek_Manager GO! FIND/SHAPE/MAKE SPACE BE AWESOME BE INCLUSIVE And thank you for listening Any questions?
- 57. Meri Williams, ChromeRose@Geek_Manager
Editor's Notes
- #5 I was so ronrey…
- #6 At first, AI essentially doubled down on traditional PM approaches
- #8 Think of AI as having been the crash test dummies for PM practices
- #11 They were consistently recognized as one of the best places to work, and produced more leaders of companies than almost any other company
- #13 Individual focus Active investment Detailed plan
- #14 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”
- #15 Saw some crazy procrastination to see the forms avoided over the years Managers ended up running on empty, suffering from emotional burnout
- #18 Then I became a people manager … and got worried that I would revisit the sins that I had suffered
- #27 Great, now I’m drowning in questions to ask myself all the time! Thanks Meri!!
- #37 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
- #41 Learning to drive analogy
- #54 Make sure the tools, environments etc are there There is nothing more important than serving your people