3. Meri Williams, ChromeRose @Geek_Manager
Artificial
Intelligence
Project
Management
MY RESEARCH WAS IN THIS INTERSECTION
4. Meri Williams, ChromeRose @Geek_Manager
PM THOUGHT PROBLEM WAS LACK OF
HUMAN COMPLIANCE…
BUT AI SHOWED THE BASE APPROACH
WAS FLAWED
5. Meri Williams, ChromeRose @Geek_Manager
ENABLING AGENTS TO MAKE
DECISIONS AND ACT INDEPENDENTLY
BUT ALWAYS TOWARDS A COMMON
GOAL LEADS TO COMPLEX, SUCCESSFUL
ACTION
13. Meri Williams, ChromeRose @Geek_Manager
ENABLING AGENTS TO MAKE
DECISIONS AND ACT INDEPENDENTLY
BUT ALWAYS TOWARDS A COMMON
GOAL LEADS TO COMPLEX, SUCCESSFUL
ACTION
14. Meri Williams, ChromeRose @Geek_Manager
Across industries, across
countries, the best
performing teams
answer certain
questions positively
15. 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?
18. 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
19. 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?
20. 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.
21. Meri Williams, ChromeRose @Geek_Manager
CREATE SPACE FOR YOUR PEOPLE
TO BE THE BEST THEY CAN BE
Your job as a manager…
22. Meri Williams, ChromeRose @Geek_Manager
FIND & SHAPE SPACE WHERE YOU
CAN BE THE BEST YOU CAN BE
Maybe you’re not a manager. As an individual, you
need to…
23. Meri Williams, ChromeRose @Geek_Manager
As An Individual, Ask Yourself
• Do I believe in WHY we are doing this
work?
• How can I shape WHAT we/I do here?
• How am I getting better at HOW I do
things?
• Do I BELONG HERE?
(PURPOSE)
(AUTONOMY)
(MASTERY)
(INCLUSION)
24. Meri Williams, ChromeRose @Geek_Manager
As A Manager, Ask Yourself
• Do my people know WHY we are doing
this?
• Do my people get a say in the WHAT? In
doing the right thing?
• Do my people get opportunities to do the
thing right? And to get better at the HOW?
• Do we do a good job of making all our
different people feel included & like they
BELONG HERE?
(PURPOSE)
(AUTONOMY)
(MASTERY)
(INCLUSION)
27. 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
36. 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.
37. Meri Williams, ChromeRose @Geek_Manager
IS YOUR WORK DESIGNED IN A WAY
THAT MAKES IT EFFECTIVE DELIBERATE
PRACTICE?
Ask yourself…
38. Meri Williams, ChromeRose @Geek_Manager
HELP PEOPLE FIND COACHES AND
MENTORS TO HELP THEM BE
SUCCESSFUL IN THEIR OWN WAY
39. Meri Williams, ChromeRose @Geek_Manager
What’s the Difference?
A MENTOR is someone with more experience either
generally or in a specific area, who can give you advice.
Often on big, long term topics.
A COACH is someone who is helping you to find the
best way forward based on what you already know.
Usually more immediate focus.
40. Meri Williams, ChromeRose @Geek_Manager
CULTIVATING INCLUSION
• If you’ve got Purpose, Autonomy &
Mastery, then what else matters?
• Making sure that all different kinds of people
are able to succeed as
themselves, authentically, is what cultivating
inclusion is about.
41. 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”
42. 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
43. 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
44. Meri Williams, ChromeRose @Geek_Manager
GO!
FIND/SHAPE/MAKE SPACE
BE AWESOME
BE INCLUSIVE
And thank you for listening Any questions?
Notas do Editor
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 companyBe a matchmaker between purpose and peopleIf the strategy & direction don’t make sense, or don’t map to the purpose – push back until they do
If someone knows what to do and has the skills to do it, your job is to be a cheerleaderEncourage them, make sure others know they are doing the right thing, get them the support they need
And if shit gets in their way? Be a BULLDOZER
Direction giver, pair them up with those they can learn fromThose lacking direction and skills need maps, community, peers to learn from
Learning to drive analogy
Make sure the tools, environmentsetc are thereThere is nothing more important than serving your people