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Meri Williams, ChromeRose @Geek_Manager
STEALING MANAGEMENT LESSONS
FROM ARTIFICIAL INTELLIGENCE
Thinking Digital
Newcastle, May 2014
Meri Williams, ChromeRose @Geek_Manager
http://www.flickr.com/photos/kodomut/3667608102/
Meri Williams, ChromeRose @Geek_Manager
Artificial
Intelligence
Project
Management
MY RESEARCH WAS IN THIS INTERSECTION
Meri Williams, ChromeRose @Geek_Manager
PM THOUGHT PROBLEM WAS LACK OF
HUMAN COMPLIANCE…
BUT AI SHOWED THE BASE APPROACH
WAS FLAWED
Meri Williams, ChromeRose @Geek_Manager
ENABLING AGENTS TO MAKE
DECISIONS AND ACT INDEPENDENTLY
BUT ALWAYS TOWARDS A COMMON
GOAL LEADS TO COMPLEX, SUCCESSFUL
ACTION
Meri Williams, ChromeRose @Geek_Manager
(SOUNDS A LOT LIKE AGILE,
DOESN’T IT?)
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager
WE ALL HATE BAD BOSSES
WE DESCRIBE THEM AS
• Clueless
• Empty suits
• Pointless
• Seagulls
Meri Williams, ChromeRose @Geek_Manager
https://twitter.com/Caterina/status/6715084157
Meri Williams, ChromeRose @Geek_Manager
GOOD MANAGERS ARE BULLSHIT
UMBRELLAS.
BUT THEY ARE ALSO A LOT MORE
THAN THAT.
Meri Williams, ChromeRose @Geek_Manager
Traditional management beliefs are
a pile of crap
http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
Meri Williams, ChromeRose @Geek_Manager
WHAT DOES WORK?
Sooo….
Meri Williams, ChromeRose @Geek_Manager
ENABLING AGENTS TO MAKE
DECISIONS AND ACT INDEPENDENTLY
BUT ALWAYS TOWARDS A COMMON
GOAL LEADS TO COMPLEX, SUCCESSFUL
ACTION
Meri Williams, ChromeRose @Geek_Manager
Across industries, across
countries, the best
performing teams
answer certain
questions positively
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?
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager
UNDERSTAND
MOTIVATION
• Purpose
• Autonomy
• Mastery
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
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?
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.
Meri Williams, ChromeRose @Geek_Manager
CREATE SPACE FOR YOUR PEOPLE
TO BE THE BEST THEY CAN BE
Your job as a manager…
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…
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)
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)
Meri Williams, ChromeRose @Geek_Manager
SO WHAT’S NEEDED FOR SPACE TO BE
AWESOME?
Meri Williams, ChromeRose @Geek_Manager
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
Meri Williams, ChromeRose @Geek_Manager
ENABLE AUTONOMY & MASTERY
Meri Williams, ChromeRose @Geek_Manager
CLUE / SKILLS MATRIX
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager
http://www.flickr.com/photos/8250578@N06/8625641442/
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager
http://www.flickr.com/photos/provoost/2246718091/
Meri Williams, ChromeRose @Geek_Manager
SKILL DEVELOPMENT
Meri Williams, ChromeRose @Geek_Manager
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.
Meri Williams, ChromeRose @Geek_Manager
IS YOUR WORK DESIGNED IN A WAY
THAT MAKES IT EFFECTIVE DELIBERATE
PRACTICE?
Ask yourself…
Meri Williams, ChromeRose @Geek_Manager
HELP PEOPLE FIND COACHES AND
MENTORS TO HELP THEM BE
SUCCESSFUL IN THEIR OWN WAY
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.
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.
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”
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
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
Meri Williams, ChromeRose @Geek_Manager
GO!
FIND/SHAPE/MAKE SPACE
BE AWESOME
BE INCLUSIVE
And thank you for listening  Any questions?

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Stealing Management Lessons from Artificial Intelligence - TDC14

  • 1. Meri Williams, ChromeRose @Geek_Manager STEALING MANAGEMENT LESSONS FROM ARTIFICIAL INTELLIGENCE Thinking Digital Newcastle, May 2014
  • 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 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
  • 6. Meri Williams, ChromeRose @Geek_Manager (SOUNDS A LOT LIKE AGILE, DOESN’T IT?)
  • 8. Meri Williams, ChromeRose @Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS • Clueless • Empty suits • Pointless • Seagulls
  • 9. Meri Williams, ChromeRose @Geek_Manager https://twitter.com/Caterina/status/6715084157
  • 10. Meri Williams, ChromeRose @Geek_Manager GOOD MANAGERS ARE BULLSHIT UMBRELLAS. BUT THEY ARE ALSO A LOT MORE THAN THAT.
  • 11. Meri Williams, ChromeRose @Geek_Manager Traditional management beliefs are a pile of crap http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG
  • 12. Meri Williams, ChromeRose @Geek_Manager WHAT DOES WORK? Sooo….
  • 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?
  • 16. Meri Williams, ChromeRose @Geek_Manager
  • 17. Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
  • 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)
  • 25. Meri Williams, ChromeRose @Geek_Manager SO WHAT’S NEEDED FOR SPACE TO BE AWESOME?
  • 26. Meri Williams, ChromeRose @Geek_Manager
  • 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
  • 28. Meri Williams, ChromeRose @Geek_Manager ENABLE AUTONOMY & MASTERY
  • 29. Meri Williams, ChromeRose @Geek_Manager CLUE / SKILLS MATRIX
  • 30. Meri Williams, ChromeRose @Geek_Manager
  • 31. Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/8250578@N06/8625641442/
  • 32. Meri Williams, ChromeRose @Geek_Manager
  • 33. Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/provoost/2246718091/
  • 34. Meri Williams, ChromeRose @Geek_Manager SKILL DEVELOPMENT
  • 35. Meri Williams, ChromeRose @Geek_Manager
  • 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

  1. Then I became a people manager … and got worried that I would revisit the sins that I had suffered
  2. Great, now I’m drowning in questions to ask myself all the time! Thanks Meri!!
  3. 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
  4. 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
  5. And if shit gets in their way? Be a BULLDOZER
  6. Direction giver, pair them up with those they can learn fromThose lacking direction and skills need maps, community, peers to learn from
  7. Learning to drive analogy
  8. Make sure the tools, environmentsetc are thereThere is nothing more important than serving your people