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The New Work Order: Team Ingredients and Role Blending

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Heather Fleming's Keynote from The Future of Work Summit in Austin, TX talks through the differences between "Old Work" and "New Work" including a framework to unlock your team's full potential using "Team Ingredients".

Veröffentlicht in: Leadership & Management
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The New Work Order: Team Ingredients and Role Blending

  1. 1. The New Work Order Heather Fleming @hfleming
  2. 2. Disclaimer: My opinions are my own and may or may not be reflective of those of my employer.
  3. 3. Fun Facts VP, People Operations & Product Delivery PMO Likes wine... BA in Theatre Reality TV Junkie MBTI® Freak Karaoke Queen!
  4. 4. 2007 2009 2011 2013 20172015 Startup: yay! Business-driven Development. Boo! KPI driven development. Embrace autonomy. Team-oriented. Yay! Nailin’ it. e=60 Yay! Scalin’ it. e=180 Slide courtesy of Ade Trenaman
  5. 5. What do all companies, regardless of size want to do?
  6. 6. What do all companies, regardless of size want to do? Get more done with less.
  7. 7. But they’re doing it wrong!
  8. 8. Old Way: “How can we create a sense of urgency and hold people accountable for their work?”
  9. 9. New Way! “How can we create a sense of purpose and help people develop a sense of ownership for their work?”
  10. 10. “There is a mismatch between what science knows and what business does.” - Daniel Pink, Drive (2009)
  11. 11. Autonomy Mastery Purpose Daniel Pink’s Principles of Motivation
  12. 12. Autonomy Having control over your work. Managing your own time. Making decisions on what you do and when. Daniel Pink’s Principles of Motivation
  13. 13. Mastery The ability to use and improve the skills you enjoy. Daniel Pink’s Principles of Motivation
  14. 14. Purpose Making a difference. Understanding how the work you do adds value. Daniel Pink’s Principles of Motivation
  15. 15. Work Self -or- Whole Self?
  16. 16. Imagine you have been invited to join one of two groups...
  17. 17. Team A
  18. 18. Team B
  19. 19. Which would you choose?
  20. 20. “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.”
  21. 21. “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.”
  22. 22. So what’s the “secret sauce” to developing high-performing teams?
  23. 23. Empathy & Communication Forging Real Connections Authentic Self Psychologically Safe Environments
  24. 24. Old: Urgency & Accountability New: Purpose & Ownership Old: Professional “Work Self” New: Authentic “Whole Self”
  25. 25. Team Ingredients The New Work Order:
  26. 26. 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 those strengths -- regardless of their job role or title.
  27. 27. Okay but... how does this contribute to motivation, authenticity and high-performing teams?
  28. 28. Sense of Purpose: Facilitates team discussion regarding the product’s value and... What we need for the team to be successful in developing the product.
  29. 29. Autonomy, Mastery & Ownership: Gives the team ownership and autonomy in their personal areas of strength Encourages growth in areas of interest
  30. 30. Authentic Self, Empathy & Communication: Allows team members to bring their authentic-self to work Creates discussion on skills, interests and responsibilities Creates an environment of empathy and trust through explicitly addressing expectations.
  31. 31. Let’s give it a try!
  32. 32. Ingredient 1 Ingredient 2 Ingredient 3 Ingredient 4 ... Team Member Team Member Team Member Team Member Team Member ... Green – I know it pretty well, I can teach. Orange – I can do it. Yellow – I want to learn this. Pink – Not my cup of tea, I’ll pass.
  33. 33. INSTRUCTIONS... 1. Draw the chart on your paper and put in your Team Members. 2. Listen to the ingredient description. 3. Write the ingredient name at the top of the column. 4. Put the color name into the corresponding box. Green – I know it pretty well, I can teach. Orange – I can do it. Yellow – I want to learn this. Pink – Not my cup of tea, I’ll pass.
  34. 34. FAQs... 1. Yes, these ingredients have changed over time! #agile 2. No, you don’t have to use them all. Some can be N/A. 3. Yes, you can make up your own - every organization has different ingredient needs! 4. Yes, you should make this a game! @DanaPylayeva
  35. 35. Green – I know it pretty well, I can teach. Orange – I can do it. Yellow – I want to learn this. Pink – Not my cup of tea, I’ll pass.
  36. 36. Things to Discuss! 1. GAPS! How will you address? 2. EXPECTATIONS! Who will do what? 3. DEVELOPMENT! What are the learning opportunities?
  37. 37. Old Way: The Expert-Specialist New Way: Role-Blending & Continuous Development
  38. 38. The Bottom Line $$$ Getting more done with less! (and with happier people)
  39. 39. 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
  40. 40. THANK YOU! Heather Fleming @hfleming