Closing keynote from Agile People Sweden 2015.
Bringing agile approaches into how we manage people and lead teams can have wonderful, far-reaching impact. How do we get the most out of these new ways of working and also ensure that we create an inclusive environment where all types of people can be successful? In this session we’ll take a closer look at diversity & inclusion, and the science behind great people management, to figure out how to bring these together and craft space for everyone to be awesome.
10. Meri Williams, ChromeRose @Geek_Manager
Across industries, across
countries, the best
performing teams
answer certain
questions positively
11. 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?
14. 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
15. 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?
16. 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.
17. 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
18. Meri Williams, ChromeRose @Geek_Manager
CREATE SPACE FOR EVERYONE TO
BE THE BEST THEY CAN BE
Our mission…
19. Meri Williams, ChromeRose @Geek_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)
20. 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?
INCLUSION:
• 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?
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?
23. 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
27. Meri Williams, ChromeRose @Geek_Manager
WE’RE GOOD AT WHAT WE
PRACTICE, PROVIDING WE CAN
LEARN FROM IT
28. 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.
29. Meri Williams, ChromeRose @Geek_Manager
IS THE WORK DESIGNED IN A WAY
THAT MAKES IT EFFECTIVE
DELIBERATE PRACTICE?
CHALLENGING? FEEDBACK?
LEARNING?
30. Meri Williams, ChromeRose @Geek_Manager
CULTIVATE INCLUSION
Help people to succeed as themselves.
Best predictor of recruitment AND retention?
Someone’s ability to agree with:
“Someone like me can be
successful here”
33. Meri Williams, ChromeRose @Geek_Manager
I’m A Bit of a Diversity Statistic
Woman… (working in tech)
Gay…
Foreign…
Employed (this is a bad thing if you’re foreign…)
Disabled…
Atheist…
BUT grew up hugely aware of (unasked & undeserved)
privilege I had growing up white in Apartheid South Africa.
34. Meri Williams, ChromeRose @Geek_Manager
My childhood
was FULL of
signs like these
Horrible & horrific
but impossible
to escape
35. Meri Williams, ChromeRose @Geek_Manager
I CANNOT DENY THAT PRIVILEGE
In fact, the most useful thing I can do is assess,
understanding & acknowledge that privilege
36. Meri Williams, ChromeRose @Geek_Manager
Check out the original article from Peggy McIntosh:
http://www.amptoons.com/blog/files/mcintosh.html
In Apartheid South Africa,
ALL systems were set up to
actively & blatantly give
advantage to white folks and
disadvantage non-whites.
We are less good at spotting
this when it isn’t so blatant.
37. Meri Williams, ChromeRose @Geek_Manager
“We have to aggressively, and uncompromisingly,
attack the pernicious lie that the technology
industry is a meritocracy. Perpetuating this myth
only serves to bolster the egos of those who have
succeeded already, at the expense of saying that
people who are underrepresented in tech today
aren’t present because they aren’t good”
– Anil Dash
40. Meri Williams, ChromeRose @Geek_Manager
BUT TOLERANCE IS A
TERRIBLE WORD
Would YOU want to be tolerated?
41. Meri Williams, ChromeRose @Geek_Manager
WOULDN’T A FULLY
INCLUSIVE ENVIRONMENT
BE BETTER?
PROTIP: Helps Everyone!
42. Meri Williams, ChromeRose @Geek_Manager
Diversity is a Spectrum
Active hatred &
discrimination (*isms)
Micro
aggressions
Indifference
Active inclusion
Tolerance
43. Meri Williams, ChromeRose @Geek_Manager
“A micro-aggression is
telling young boys that
they are very smart,
and telling young girls
that they are very
pretty. ”
- Faruk Ates @kurafire
44. Meri Williams, ChromeRose @Geek_Manager
So How Do We Move Right Way?
1. STOP allowing underprivileged groups to be
pushed away
(actively/deliberately OR passively/unintentionally)
2. START building actively inclusive
environments
46. Meri Williams, ChromeRose @Geek_Manager
Reduce Fear
Increasing opportunities is worthy & important.
But reducing fear is equally so.
(tips: reduce impact of failure, risk of
humiliation, acknowledge risk IS DIFFERENT for
those in underprivileged groups)
47. Meri Williams, ChromeRose @Geek_Manager
EDUCATE YOURSELF & OTHERS
ABOUT PRIVILEGE & IMPLICIT BIAS
If you keep doing what you always did, you’ll keep
getting what you always got
49. Meri Williams, ChromeRose @Geek_Manager
Privilege = Difficulty Setting of Game of Life
http://whatever.scalzi.com/2012/05/15/straight-white-male-the-lowest-difficulty-setting-there-is/
51. Meri Williams, ChromeRose @Geek_Manager
Implicit Bias
Very interesting Harvard research into implicit
bias – we don’t realise it, are not ACTIVELY but
rather PASSIVELY discriminating
There is a site with tests you can do that reveal
your bias: https://implicit.harvard.edu/implicit/
53. Meri Williams, ChromeRose @Geek_Manager
Check the Signals You Send
• Logistics matter – do all your events exclude
people in particular groups? (e.g. those with
caring responsibilities)
• People can’t judge your intent – only your
actions (you can harm without meaning to)
• Language matters (what default are you
assuming?)
54. Meri Williams, ChromeRose @Geek_Manager
Check If Systems are Loaded
Companies that assess effectiveness / performance and then
AUTOMATE pay rises based on this tend to reduce the gender
pay gap.
One interpretation:
“Pitching for a pay rise” inherently favours men, who tend to be
more confident in their abilities and more comfortable talking up
their results.
Shy/humble guys suffer too.
55. Meri Williams, ChromeRose @Geek_Manager
Johnny Clegg
They taught us to forget our past
And live the future in their image
…
They said
“Learn to speak a little bit of English,
Don’t be scared of a suit and tie.”
Learn to walk in the dreams of the foreigner.
I am a third world child.
56. Meri Williams, ChromeRose @Geek_Manager
MOST ADVICE READS AS
“BE MORE LIKE A STRAIGHT CIS
AMERICAN WHITE GUY”
Finding a way to be successful and still be yourself is
important
59. Meri Williams, ChromeRose @Geek_Manager
Frame Guidance Altruistically
• Advice which focuses on how to “do better for
yourself” has a very limited appeal. (a la
“steal more pie”)
• Altruistic advice (a la “bake more pie”) appeals
to a much broader audience (including non-
individualistic cultures…)
61. 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”
62. Meri Williams, ChromeRose @Geek_Manager
VALUE THE WHAT OVER THE HOW
Know when people need telling what to do
(Hint: it’s not often)
Help them get what they need the rest of the
time (Hint: not just someone else telling them what to do)
Learn, practise, use coaching skills
63. Meri Williams, ChromeRose @Geek_Manager
As much as 40% better
Much energy is spent
if you have to hide
your private life, or
pretend to be
something you’re not
64. Meri Williams, ChromeRose @Geek_Manager
Role Modeling Matters
• When a woman presents/represents at
recruitment events, more women apply
• When you present a monoculture, people
make assumptions you won’t like
65. Meri Williams, ChromeRose @Geek_Manager
“Did You Always Know You Wanted to
Be So Senior?”
Men leaders tend to say:
“Yes, I always knew I could do more.”
Women leaders tend to say:
“No, but my mentors believed in me, and I
trusted they were right.”
66. Meri Williams, ChromeRose @Geek_Manager
Practical Diversity
1) Assume fear. Understand risk. Then focus on reducing.
2) Advise people to bake more pie, not steal more pie.
3) Understand & educate about privilege & implicit bias.
4) Connect people with role models.
5) Grow more role models. Encourage them to be visible.
6) “Someone like me can be successful here?”
7) Tell people you believe in that they can.
8) Tell people you believe in that they are there because of their
skills. (no one likes being a diversity stat)
9) Find ways for ALL to be true to self AND successful.
10) Look at whether your processes/systems discriminate. Fix.
67. 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
68. 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
70. Meri Williams, ChromeRose @Geek_Manager
GO!
SHAPE/MAKE SPACE
BE AWESOME
BE INCLUSIVE
And thank you for participating
Need help? meri@chromerose.co.uk
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 company
Be a matchmaker between purpose and people
If the strategy & direction don’t make sense, or don’t map to the purpose – push back until they do
Rachel in Friends
Make sure the tools, environments etc are there
There is nothing more important than serving your people