The document discusses creating inclusive environments in technology. It notes that the speaker, Meri Williams, comes from a diverse background as a woman, gay, foreign-born, disabled, and atheist individual who grew up in apartheid South Africa. Williams acknowledges her privilege from growing up white. The document advocates for moving beyond just tolerance or non-discrimination towards actively building inclusive environments where people feel respected, expected, and able to be successful and true to themselves. It provides tips for reducing fear, checking for implicit bias and systems that may disadvantage some groups, using role models, and making sure people feel someone like them can succeed.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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'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..
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.
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.
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?
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?
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
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.
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?
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 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.
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.
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.
ThinkNation: "Women quotas in tech" Meri Williams from Chromerose and M&S Dig...Lizzie Hodgson
Diversity isn’t just about the numbers. Though it’s been clearly shown that organisations with better gender representation outperform the competition, somehow this isn’t enough of a “carrot”. Do we need the “stick” of quotas, as has been somewhat successful in the Nordics? How do we build our organisations to be inclusive, so we don’t just place a meat grinder at the end of the pipeline? Meri’s talk looks at these questions and more.
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...
How to Get a Job in PR: Understand the Power of ConnectivityShelly Kramer
This presentation was initially developed for the PRSSA organization at the University of Kansas. I presented to Journalism School students about the power of connectivity and how important social networks and meaningful social media participation - and social media marketing - can impact their careers.
We spoke about the importance of taking risks, moving outside your comfort zone and going out on a limb. We discussed the importance of raising your hand, asking for opportunities, planting your flag and saying what you think and not being afraid to share opinions, and how all those things can factor greatly into your ultimate success at finding the perfect job - whether it's in Public Relations, Marketing or some other field.
The presentation also addresses the importance of understanding the web and the importance the Internet plays in business today. That includes having an understanding of and a working knowledge about the importance of things like well-constructed and optimized business websites, search engine optimization, email marketing, mobile marketing, coupon offers and others, and how these things, in conjunction with good public relations efforts is all part of an integrated marketing effort.
The last part of the presentation deals with the importance of personal branding and how things like a Google+ profile, a robust presence on LinkedIn, blogging, commenting on blogs written by others and participating on networks like Twitter, YouTube and others can go a long way toward establishing an online persona that can be a springboard to a job.
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..
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.
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.
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?
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?
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
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.
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?
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 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.
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.
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.
ThinkNation: "Women quotas in tech" Meri Williams from Chromerose and M&S Dig...Lizzie Hodgson
Diversity isn’t just about the numbers. Though it’s been clearly shown that organisations with better gender representation outperform the competition, somehow this isn’t enough of a “carrot”. Do we need the “stick” of quotas, as has been somewhat successful in the Nordics? How do we build our organisations to be inclusive, so we don’t just place a meat grinder at the end of the pipeline? Meri’s talk looks at these questions and more.
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...
How to Get a Job in PR: Understand the Power of ConnectivityShelly Kramer
This presentation was initially developed for the PRSSA organization at the University of Kansas. I presented to Journalism School students about the power of connectivity and how important social networks and meaningful social media participation - and social media marketing - can impact their careers.
We spoke about the importance of taking risks, moving outside your comfort zone and going out on a limb. We discussed the importance of raising your hand, asking for opportunities, planting your flag and saying what you think and not being afraid to share opinions, and how all those things can factor greatly into your ultimate success at finding the perfect job - whether it's in Public Relations, Marketing or some other field.
The presentation also addresses the importance of understanding the web and the importance the Internet plays in business today. That includes having an understanding of and a working knowledge about the importance of things like well-constructed and optimized business websites, search engine optimization, email marketing, mobile marketing, coupon offers and others, and how these things, in conjunction with good public relations efforts is all part of an integrated marketing effort.
The last part of the presentation deals with the importance of personal branding and how things like a Google+ profile, a robust presence on LinkedIn, blogging, commenting on blogs written by others and participating on networks like Twitter, YouTube and others can go a long way toward establishing an online persona that can be a springboard to a job.
In this book, Marshall Goldsmith begins by examining the trouble with
success, explaining how previous accomplishments often prevent leaders
from gaining more success. He analyzes why high achievers are so resistant
to change due to their delusion of success, pointing out that they can’t see
that what got them here won’t get them there.
These are people who do one annoying thing repeatedly on the job and don’t realize that this small flaw may sabotage their otherwise golden career. Worse yet, they do not realize that it’s happening and that they can fix it. Goldsmith details the 20 habits that hold you back from the top rung of the corporate ladder. In his experience, these are the most irritating interpersonal issues in the workplace. For each habit, he gives examples
and practical solutions you can implement. He then describes the 21st habit, which stands separate from the other 20 habits –– not because it is a flaw, but because it is often the root of an annoying behavior.
Finally, Goldsmith addresses the problem of how you can change your interpersonal relationships for the better, and ensure that you make your behavioral changes permanent.
This summary reveals how you can identify which of these 20 habits apply to you, and how to choose the one or two you should focus on.
In addition, you will learn:
The four key beliefs that make you successful but also resistant to change.
Why the higher you go, the more your problems are behavioral.
Why the 21st habit, goal obsession, may be the most destructive of all.
How to get good 360-degree feedback from your colleagues on your own.
How to overcome special challenges if you’re the one in charge at the workplace.
ACTE VISION 2014 - Boomers to Zoomers: Managing and Educating Multiple Genera...TRI Leadership Resources
With five generations in today’s work force, the potential for productivity, innovation, conflict, and confusion has never been greater. In CTE, our role is to ensure today’s diverse learners are prepared for a positive multi-generational experience in their future careers. Join TRI Leadership Resources Director of Leadership Operations, Danielle Tolentino Tuason, as she takes participants on a unique and insightful journey of how members of each generation think, behave, engage and work. This session will provides participants with instructional tools, techniques, and methods that appeal to the workforce of today and tomorrow.
Presented at the 2014 ACTE VISION CONFERENCE in Nashville, TN
8 M I N U T E R E A DHow Herman Miller HasDesigned Emp.docxalinainglis
8 M I N U T E R E A D
How Herman Miller Has
Designed Employee
Loyalty
Those famous Herman Miller chairs are comfortable
—and apparently working for the company is too.
The average Herman Miller employee has 14 years of
service. Last year turnover was only 3.5 percent—and
even that was inflated by Herman Miller standards
due to a recent buyout. What makes people stick
around? In this Q&A, CEO Brian Walker explains the
company's unique approach to leadership, why
openness breeds loyalty, and why good stewardship
makes good business. He also explains how an
accountant wound up at the helm of a creative
design firm.
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ADVERTISEMENT
Ultimate Onboarding Guide
Everything You Need to Know to Engage and Retain New Hires. Go to silkroad.com/Onboarding
Ultimate Onboarding Guide
Everything You Need to Know to Engage and Retain New Hires. Go to silkroad.com/Onboarding
T E C H N O L O G Y L E A D E R S H I P M A G A Z I N E M O S T I N N O V A T I V E C O M P A N I E S M O S T C R E A T I V E P E O P L E V I D E O N E W SM E N U S U B S C R I B E
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https://www.fastcompany.com/videos?utm_source=newnavbar&utm_medium=web&utm_campaign.
Change Agents: How to Effectively Influence Intractable Corporate Cultures Keith Conway
It’s no secret that trying to change corporate culture is hard. This is primarily due to the fact that large corporations are complex systems and fundamentally averse to change. This reluctance is rooted in a systematic misalignment of shared vision, shared values, and shared culture within the organization. This talk defines a new method of business transformation by illustrating how to effectively influence corporate cultures towards collective action. To achieve that end, we outline an iterative framework along three main vectors: assess the people and environment, craft a narrative, then utilize timing to deliver your message for maximum impact. If you have ever been frustrated by a lack of political will within your own organization, come and join us. You will learn how to become a change agent yourself, how to create other change agents, then finally how to transform your corporation into a change agent.
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
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.
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.
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 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!
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408-784-7371
Foodservice Consulting + Design
4. Meri Williams, ChromeRose @Geek_Manager
I’m A Bit of a Diversity Statistic
Woman… (working in tech)
Gay…
Foreign…
Employed (this is a bad thing if you’re foreign…)
Disabled…
Atheist…
BUT grew up hugely aware of (unasked & undeserved)
privilege I had growing up white in Apartheid South Africa.
5. Meri Williams, ChromeRose @Geek_Manager
My childhood
was FULL of
signs like these
Horrible & horrific
but impossible
to escape
6. Meri Williams, ChromeRose @Geek_Manager
I CANNOT DENY THAT PRIVILEGE
In fact, the most useful thing I can do is assess,
understanding & acknowledge that privilege
7. Meri Williams, ChromeRose @Geek_Manager
Check out the original article from Peggy McIntosh:
http://www.amptoons.com/blog/files/mcintosh.html
In Apartheid South Africa,
ALL systems were set up to
actively & blatantly give
advantage to white folks and
disadvantage non-whites.
We are less good at spotting
this when it isn’t so blatant.
8. Meri Williams, ChromeRose @Geek_Manager
“We have to aggressively, and uncompromisingly,
attack the pernicious lie that the technology
industry is a meritocracy. Perpetuating this myth
only serves to bolster the egos of those who have
succeeded already, at the expense of saying that
people who are underrepresented in tech today
aren’t present because they aren’t good”
– Anil Dash
11. Meri Williams, ChromeRose @Geek_Manager
BUT TOLERANCE IS A
TERRIBLE WORD
Would YOU want to be tolerated?
12. Meri Williams, ChromeRose @Geek_Manager
WOULDN’T A FULLY
INCLUSIVE ENVIRONMENT
BE BETTER?
PROTIP: Helps Everyone!
13. Meri Williams, ChromeRose @Geek_Manager
Diversity is a Spectrum
Active hatred &
discrimination (*isms)
Micro
aggressions
Indifference
Active inclusion
Tolerance
14. Meri Williams, ChromeRose @Geek_Manager
“A micro-aggression is
telling young boys that
they are very smart,
and telling young girls
that they are very
pretty. ”
- Faruk Ates @kurafire
15. Meri Williams, ChromeRose @Geek_Manager
So How Do We Move Right Way?
1. STOP allowing underprivileged groups to be
pushed away
(actively/deliberately OR passively/unintentionally)
2. START building actively inclusive
environments
17. Meri Williams, ChromeRose @Geek_Manager
WE NEED TO STOP LEVELLING
PEOPLE OUT TO EQUAL
CONSISTENT MEDIOCRITY
AND INSTEAD
FOCUS ON GETTING THE MOST OUT
OF DIFFERENCE
26. Meri Williams, ChromeRose @Geek_Manager
Craft Inclusive Environments
1. Am I EXPECTED here?
2. Am I RESPECTED here?
3. Can I BE MYSELF and BE SUCCESSFUL
here?
27. Meri Williams, ChromeRose @Geek_Manager
IT’S TEMPTING TO FOCUS
EXTERNALLY, BUT STRIVE TO GET
YOUR HOUSE IN ORDER FIRST
(AUDIT & UPDATE POLICIES,
TRAININGS, ETC)
29. Meri Williams, ChromeRose @Geek_Manager
Check the Signals You Send
• Logistics matter – do all your events exclude
people in particular groups? (e.g. those with
caring responsibilities)
• People can’t judge your intent – only your
actions (you can harm without meaning to)
• Language matters (what default are you
assuming?)
30. Meri Williams, ChromeRose @Geek_Manager
Reduce Fear
Increasing opportunities is worthy & important.
But reducing fear is equally so.
(tips: reduce impact of failure, risk of
humiliation, acknowledge risk IS DIFFERENT for
those in underprivileged groups)
31. Meri Williams, ChromeRose @Geek_Manager
EDUCATE YOURSELF & OTHERS
ABOUT PRIVILEGE & IMPLICIT BIAS
If you keep doing what you always did, you’ll keep
getting what you always got
33. Meri Williams, ChromeRose @Geek_Manager
Privilege = Difficulty Setting of Game of Life
http://whatever.scalzi.com/2012/05/15/straight-white-male-the-lowest-difficulty-setting-there-is/
34. Meri Williams, ChromeRose @Geek_Manager
Implicit Bias
Very interesting Harvard research into implicit
bias – we don’t realise it, are not ACTIVELY but
rather PASSIVELY discriminating
There is a site with tests you can do that reveal
your bias: https://implicit.harvard.edu/implicit/
36. Meri Williams, ChromeRose @Geek_Manager
Check If Systems are Loaded
Companies that assess effectiveness / performance and then
AUTOMATE pay rises based on this tend to reduce the gender
pay gap.
One interpretation:
“Pitching for a pay rise” inherently favours men, who tend to be
more confident in their abilities and more comfortable talking up
their results.
Shy/humble guys suffer too.
37. Meri Williams, ChromeRose @Geek_Manager
Johnny Clegg
They taught us to forget our past
And live the future in their image
…
They said
“Learn to speak a little bit of English,
Don’t be scared of a suit and tie.”
Learn to walk in the dreams of the foreigner.
I am a third world child.
38. Meri Williams, ChromeRose @Geek_Manager
MOST ADVICE READS AS
“BE MORE LIKE A STRAIGHT CIS
AMERICAN WHITE GUY”
Finding a way to be successful and still be yourself is
important
41. Meri Williams, ChromeRose @Geek_Manager
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, practise, use coaching skills
42. Meri Williams, ChromeRose @Geek_Manager
Frame Guidance Altruistically
• Advice which focuses on how to “do better for
yourself” has a very limited appeal. (a la
“steal more pie”)
• Altruistic advice (a la “bake more pie”) appeals
to a much broader audience (including non-
individualistic cultures…)
44. Meri Williams, ChromeRose @Geek_Manager
As much as 40% better
Much energy is spent
if you have to hide
your private life, or
pretend to be
something you’re not
45. Meri Williams, ChromeRose @Geek_Manager
Role Modeling Matters
• When a woman presents/represents at
recruitment events, more women apply
• When you present a monoculture, people
make assumptions you won’t like
46. Meri Williams, ChromeRose @Geek_Manager
“Did You Always Know You Wanted to
Be So Senior?”
Men leaders tend to say:
“Yes, I always knew I could do more.”
Women leaders tend to say:
“No, but my mentors believed in me, and I
trusted they were right.”
47. Meri Williams, ChromeRose @Geek_Manager
The Most Important Question
Best predictor of recruitment AND retention?
Someone’s ability to agree with:
“Someone like me can be
successful here”
48. Meri Williams, ChromeRose @Geek_Manager
Practical Diversity
1) Assume fear. Understand risk. Then focus on reducing.
2) Advise people to bake more pie, not steal more pie.
3) Understand & educate about privilege & implicit bias.
4) Connect people with role models.
5) Grow more role models. Encourage them to be visible.
6) “Someone like me can be successful here?”
7) Tell people you believe in that they can.
8) Tell people you believe in that they are there because of their
skills. (no one likes being a diversity stat)
9) Find ways for ALL to be true to self AND successful.
10) Look at whether your processes/systems discriminate. Fix.
49. Meri Williams, ChromeRose @Geek_Manager
Craft Inclusive Environments
1. Am I EXPECTED here?
2. Am I RESPECTED here?
3. Can I BE MYSELF and BE SUCCESSFUL
here?
50. Meri Williams, ChromeRose @Geek_Manager
GO!
SHAPE/MAKE SPACE
BE AWESOME
BE INCLUSIVE
And thank you for participating
Need help? meri@chromerose.co.uk