Walkthrough of a self-estimate of your MBTI type and our "Team Ingredients" framework. Practical exercises you can use to unlock your personal potential and your team's productivity.

1. Unlocking the “Secret Sauce” of
Great Teams
Heather Fleming
@hfleming

2. https://www.youtube.com/watch?v=ddTbNKWw7Zs

4. Imagine you have been invited to
join one of two groups...

5. Team A

6. Team B

7. Which would you choose?

8. “Team A may be filled with smart people, all optimized
for peak individual efficiency. But the group’s norms
discourage equal speaking; there are few exchanges of
the kind of personal information that lets teammates
pick up on what people are feeling or leaving unsaid.
There’s a good chance the members of Team A will
continue to act like individuals once they come together,
and there’s little to suggest that, as a group, they will
become more collectively intelligent.”

9. “In contrast, on Team B, people may speak over one
another, go on tangents and socialize instead of
remaining focused on the agenda. The team may seem
inefficient to a casual observer. But all the team
members speak as much as they need to. They are
sensitive to one another’s moods and share personal
stories and emotions. While Team B might not contain
as many individual stars, the sum will be greater than its
parts.”

10. So what’s the “secret sauce”?

11. Empathy &
Communication
Forging Real Connections
Authentic Self
Psychologically Safe Environments

12. How do you create a sense of urgency
and motivate people to work?

13. “There is a mismatch between
what science knows and
what business does.”
- Daniel Pink, Drive (2009)

14. Autonomy
Mastery
Purpose
Daniel Pink’s Principles of Motivation

15. Autonomy
Having control over your work.
Managing your own time.
Making decisions on what you do and when.
Daniel Pink’s Principles of Motivation

16. Mastery
The ability to use and improve
the skills you enjoy.
Daniel Pink’s Principles of Motivation

17. Purpose
Making a difference.
Understanding how the work you do adds
value.
Daniel Pink’s Principles of Motivation

18. What if we just incentivized people with
rewards?

19. Rewards narrow our focus and restrict
creativity.
They also become expected.

20. Is the
task
mostly
routine?
Yes
Can you
increase the
task’s
challenge or
variety, make it
less routine, or
connect it to a
larger
purpose?
That’s
pretty
hard.
Concentrate on building a healthy,
long-term motivational environment
that pays people fairly and that fosters
autonomy, mastery and purpose.
Avoid “if-then” rewards in almost all
circumstances. Consider
unexpected, noncontingent, “now-
that” rewards. And remember that
these rewards will be more effective if:
Use
rewards,
even “if-
then”
rewards,
but be
sure to:
1. Offer a
rationale for why
the task is
necessary.
2. Acknowledge
that the task is
boring.
3. Allow people
to complete the
task in their
own way.
1. They offer
praise and
feedback rather
than things people
can touch or
spend.
2. They provide
useful information
rather than an
attempt to control.
No
Sure, I can
do that.
Rewards Flowchart
Drive - Daniel Pink

21. “Leadership: The art of getting someone else to do
something you want done because he wants to do it.”
~ Dwight D. Eisenhower
“There is only one way… to get anybody to do anything.
And that is by making the other person want to do it”
~ Dale Carnegie

22. So what can we do?

23. Mazlow’s Hierarchy of Needs

24. Goal is to keep each employee at top of market for that
person
Pay them more than anyone else likely would
Pay them as much as a replacement would cost
Pay them as much as we would pay to keep them if they
had higher offer from elsewhere
Netflix: “Pay Top of Market”
Netflix Culture: Freedom & Responsibility

25. To what degree do you feel you...
1. ...are doing meaningful work that comes to fruition on our sites/apps and systems?
2. ...are allowed to do what’s best for your work by focusing on one thing at a time?
3. ...have direct influence on how we work and solve problems?
4. ...work in a group/team where people support and challenge each other?
5. ...have been able to learn new skills at work?
6. ...can be creative at work through success and failure?
7. Is there anything specific that has affected your scores?
David Mole: Author of Creating Great Teams - How Self-Selection Lets People Excel
Measure Happiness!

26. Spotify: Health Check Model

27. We value an individual’s strengths and what they bring to
the team and believe an individual should be able to
contribute to the team using these strengths -
regardless of their job role or title.
Gilt: Team Ingredients Framework

28. External Relationship Manager:
Provides regular updates on status and team
achievements. Develops relationships with external
stakeholders. Leads productive meetings. Creates and
delivers excellent presentations for the team.

29. Motivator:
Excites and motivates through an understanding of
individual and team dynamics. Clearly articulates why
the work the team is doing is important. Develops an
environment of highly engaged individuals by
demonstrating passion and enthusiasm. Inspires the
team to achieve their goals.

30. Cruise Director:
Makes things fun. Creates a sense of team spirit. Sets up
team events, lunches, happy hours, etc. Decorates team
area. Helps with stickers, team swag.

31. Empathy &
Communication
Forging Real Connections
Authentic Self
Psychologically Safe Environments

32. Unlock Yourself.
Unlock Your Team.

33. If you want to build a ship,
don't drum up the people
to gather wood, divide the
work, and give orders.
Instead, teach them to yearn
for the vast and endless sea.
- Antoine De Saint-Exupery,
Author of The Little Prince