Karolina Jackson-Ward

© 2015 Planview, Inc. | 1 | Confidential © 2014 Planview, Inc. | 1 | Confidential © 2015 Planview, Inc. | 1 | Confidential

Effective leadership for value-driven teams

Karolina Jackson-Ward, Product Manager for Projectplace

© 2015 Planview, Inc. | 2 | Confidential


• About Projectplace• Lean and Agile principles• What motivates people and why should you care?• Shaping behavior – best practices• Metrics that matter• The role of the leader

Agenda


Have you used Projectplace?


registered usersOver 1 milj

Founded as one of the world’s first SaaS companies

1998in people-centric collaborationPioneer

uptime99.97%

Average service

183,100number of projects


Are you familiar with Lean and Agile?



• Standardization• Jidoka – right from me• Communication

• Deliver the same or more value to the customers while minimizing effort and waste• Kaizen – continuous improvement and learning• Visual management tools

Lean



Agile

• Reacting to and navigating in an uncertain and continually changing reality• Strong elements from Lean• Self-organizing teams

• Rolling-wave planning• Welcome change• Focus on value, fast learning and return on investment


The leadershipOperational• Clarify goals and

behaviour• Shape behaviours

Coaching• Ask questions• Conflict management• Enable learning

Visionary• Embody values• Motivate

Transparent• Communicate• Support Jidoka


Out of a 40 h week – how many hours are waste?


Dan Pink on Motivation

Motivation

https://www.youtube.com/watch?v=u6XAPnuFjJc


Low motivatio

n will cause

Absences

Low quality deliverables

Waste

Turn over of staffBad attitudes

Lack of communicati

on

Lack of learning

= It will effect your ROI


Motivation


Motivation

enhancers

Self-organizing

teams

Autonomy

Clear and communicate

d targetsWork purpose

Intermittent positive

reinforcement


Visual motivation


Connected to customer value


Shaping behaviors

What does it mean?


Be a role-model, use instructions and values with clear examples to trigger the desired behavior. (20%)

Intermittent positive reinforcement of the desired behavior. (80%)

Ignore undesired behaviour (it will gradually disappear)

Be cautious with negative feedback – it triggers defense mechanisms, can make people uncertain and can decrease motivation.


Anyone can be trained• Common values - triggers• Positive reinforcement• A strong foundation to facilitate negative feedback


Positive reinforcement • Why does it work?• Focus on one area• Identify good behaviors

• Often, little, public, direct• Think clicker


Negative feedback

• Build a foundation• Use the values• Choose your fights• Timing - stress


Measure and celebrate

Why and how should you measure?Yves Morieux: How too many rules at work stop you from getting things done

http://www.ted.com/talks/yves_morieux_how_too_many_rules_at_work_keep_you_from_getting_things_done





Problems• Measure the wrong thing• Too many or conflicting KPI’s• No direct link between work and KPI• No insight into what we are measured on


• Pick one KPI that is under your control• Make the connection to the target

obvious• When are you there?• Visualize

A solution


An exampleClear, under our control, visual


Your job as a leader


Know the overall goal or

vision

Understand where you are

What is the next target?

Test, learn, and

adapt

The improvement Kata“Groundhog day”


• Learn and practice coaching skills• Learn to learn• Find a coach/mentor• Understand who you are• What are your obstacles?• Test, learn, and adapt• Choose the right tools to support the way

you want to work

Develop your leadership


• Leadership over management• Visible work flows• Clear goals and targets• Communication and collaboration• Transparency

Choose a tool that supports


© 2015 Planview, Inc. | 33 | Confidential © 2014 Planview, Inc. | 33 | Confidential © 2015 Planview, Inc. | 33 | Confidential

Thank You!

Business

Karolina Jackson-Ward