The document discusses using the SPACEMAP model to analyze factors that motivate employees and improve motivation in Behavior Driven Development (BDD). The SPACEMAP model identifies seven work factors - psychological safety, compensation, environment, mastery, autonomy, and purpose - that can increase intrinsic motivation. It provides examples of how BDD already enables some of these factors and suggests ways teams can further apply the SPACEMAP to improve motivation when practicing BDD, such as focusing on problems that provide autonomy and purpose. Finally, the document prompts attendees to use the SPACEMAP to identify specific motivational problems at their organizations and brainstorm solutions in breakout groups.

1. SPACEMAP in BDD
Organizing a motivational environment

2. About me
• Fin Kingma
• Agile Tester / Scrum Master
• Testing not just products  People
• Fascinated by: What drives us
Tuesday, January 16, 2018 SPACEMAP 2

3. Content
• Let’s play a game!
• Understanding our motivation with the SPACEMAP (w.
exercises)
• The theory behind motivation
• The SPACEMAP
• Motivation in BDD
• How to leverage motivation in BDD
• Brainstorming how to improve your own environment
Tuesday, January 16, 2018 SPACEMAP 3

4. Let’s play a game
Called blackstories

5. New rules
• Game master decides if questions are relevant or not
• Gain 1 point for each relevant question
• Lose 1 point for each non-relevant question
• You’re out when reaching 0 points
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6. Observations
• What did you notice?
Tuesday, January 16, 2018 SPACEMAP 6

7. The theory behind it
How does it work?

8. Internalisation of Motivation

9. Exercise: Which level of motivation is
this?
Tuesday, January 16, 2018 SPACEMAP 9

10. Tuesday, January 16, 2018SPACEMAP 10
Running

11. Tuesday, January 16, 2018SPACEMAP 11
Football

12. Cleaning

13. Work

14. Exercise: Which level of motivation is
this?
• We can never know for sure, it’s always personal
• Best way is to ask
Tuesday, January 16, 2018 SPACEMAP 14

15. External Rewards Experiment
• Experiment: give children external rewards for drawing
• Result: external if-then rewards will make people draw less
Now-that rewards can actually boost motivation
http://www.spring.org.uk/2009/10/how-rewards-can-backfire-and-reduce-motivation.php
Tuesday, January 16, 2018 SPACEMAP 15

16. How does that work?
• Our brain works with associations
• Drawing = if-then reward
Tuesday, January 16, 2018 SPACEMAP 16

17. Drawing Drawing

18. The Candle Problem
• Attach the candle unto the wall in a way that if you light it, the
candle wax will not drop unto the floor
• The group that received an external
reward, took (much) longer to solve
the puzzle
• External rewards disable us from using
our cognitive/ creative skills
Tuesday, January 16, 2018 SPACEMAP 18

19. Internalisation of Motivation
Creative ability!

20. Black
stories
Black
stories
Creative ability!

21. The Problem in IT
• For decades, our industry used externalized motivation
• Many people have become Responsive, as a result to this
• IT requires us to use our creative skills to solve complex
problems
Tuesday, January 16, 2018 SPACEMAP 21

22. Industry
Our Industry has made
us responsive, but our
job requires us to be
Self-determined!
Agile

23. How to solve this?
• Effective Agile techniques (like Scrum) already have a lot of
motivation built-in
• But what has to be built in?
Tuesday, January 16, 2018 SPACEMAP 23

24. Herzberg two factor theory
Factors for Satisfaction Factors for Dissatisfaction
Achievement
Recognition
The work itself
Responsibility
Advancement
Growth
Company policies
Supervision
Relationship with supervisor and peers
Work conditions
Salary
Status
Security
Tuesday, January 16, 2018 SPACEMAP 24
• Great theory. But too many factors

25. Drive by Dan Pink
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• Autonomy
• Mastery
• Purpose
• Great book. But forgets about blocking dissatisfactors

26. The SPACEMAP
To solve the responsiveness problem

27. SPACEMAP Context
• A new model to help us solve our responsiveness problem
• A map with what is needed for a motivational environment
• Goal: enable coaches, managers and employees to identify
motivational problems and come up with potential solutions. (no
more motivation problems, but a lack of autonomy)
Tuesday, January 16, 2018 SPACEMAP 27

28. Hygiene Motivation
Psychological Assurance Compensation Environment Mastery Autonomy Purpose
Employees feel safe to fail,
admit failure and to be
vulnerable to each other.
Everything is open for
discussion.
All employees feel secure
about their job future,
within or outside of the
company. Responsibilities
and expectations are clearly
understood.
Everybody feels they are
treated fairly in their relative
compensation (salary, title,
promotion) compared to
their colleagues or the
market.
Everyone has the materials,
equipment, tools and
facilities to comfortably do
their job well.
Regular knowledge sharing
sessions are organized and
everyone wants to
continuously improve
themselves. People are
recognized for their skills.
Teams take responsibility for
they deliver. Management
facilitates the teams and
does not interfere with
operational things.
Everyone understands and
defends the vision of the
company and / or product,
and they belief that their
personal contributions help
to achieve this.
Uncomfortable topics are
avoided or lied about.
People feel excluded and
not taken seriously. Hostile
or passive reactions are
common.
People are worried about
their job, leave, or have
given up. Zombies rule the
company.
There exists tension
between colleagues because
of perceived compensation.
Laptops are shared in groups
of at least 8 employees.
The team loves to wave at
new technologies and see
them pass by.
Any operational change
must first be approved by
the entire company + the
neighbor's dog.
People have no idea why
they do the things they do.
Luckily they get paid for it.
Safety

29. SPACEMAP excludes
• Personal factors, only focuses on generic work factors
• Unbalanced teams
• Lack of specialist knowledge
Tuesday, January 16, 2018 SPACEMAP 29

30. In-depth Work Factors
Not all of them though, just the ones that require more explanation

31. Psychological Safety
• Creating a positive work environment
• Safe-to-fail environment
• Trust & Respect
Tuesday, January 16, 2018 SPACEMAP 31

32. Mastery
• Mastery or Competence
• “People are active, development-oriented organisms who
behave to encounter challenges, to toy with danger, to
experience more facets of their being, including, at times, pain
and displeasure“
Tuesday, January 16, 2018 SPACEMAP 32

33. Autonomy
• Storytime: fighting for our product
• Don’t forget responsibility
• The need to be able to do the right thing, the right way
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34. Purpose
• We want to know how our efforts can have an impact. We want
to understand how our efforts can contribute to a greater cause,
to something bigger than ourselves
Tuesday, January 16, 2018 SPACEMAP 34

35. Exercise (What is the problem?)
• Product Vision: The shopping platform for the elite
• Context: online webshop
• Refine the following user story:
• As a marketing manager
I want free delivery costs
To get more users
Tuesday, January 16, 2018 SPACEMAP 35

36. Motivation in BDD
How the two are related

37. BDD is about:
• Collaborate effectively to write the code that has the most
business value

38. Motivation is about
• We want to give meaning to our life.
• We gain meaning through others (helping others, be recognized
by others, etc)

39. Both have the same goal
• Our meaning in IT is focused on creating value for our
customers (by solving their problems)
• Both BDD and our motivation strife to create value for your
customers

40. BDD already enables motivation
• Developers are responsible for ‘how’ (Autonomy)
• Working together with Business (Purpose)
• Working together with other developers (Mastery)

41. Why is this so interesting?
• BDD focuses on the techniques to add value to our customers
• The SPACEMAP is the underlying model that explains which 7
work factors need to be addressed to make people self
determined and add the most value to our customers
• We can use the SPACEMAP to change / improve the way we
do BDD

42. How to leverage motivation in
BDD
Applying motivational work factors in BDD

43. Examples (which you might do already)
• Psychological Safety: Try and fail (and learn) a lot
• Psychological Safety: Dare to be vulnerable to each other (“I’m sorry,
I don’t know that”)
• Autonomy: Only work on user stories with a clear
problem/opportunity, and dare to think out of the box to come up with
the best possible solution
• Mastery: Regularly revise written code. Your codebase should be
used to learn from
• Purpose: Make sure a Product Vision exists. Every developer should
understand how their code can help their customers.
• Purpose: Visualize the important production metrics.

44. Brainstorming how to improve
your own environment
Let’s apply this knowledge to our own environment

45. How’s your SPACEMAP?
• Which motivational problems at your client can you map to the
SPACEMAP?
Tuesday, January 16, 2018 SPACEMAP 45

46. Let’s get cracking
• Form groups of 5-6
• Come up with a motivational problem that one of you is facing
currently
• Identify where in the SPACEMAP (which pillars) this problem
occurs
• Brainstorm for solutions
• Don’t forget to ask questions!
• Debriefing after 25 min (or whenever the group is done)

47. Thank you, questions?
Or interesting observations?