Agile improves how we work, can it also improve how we manage and develop people? A look at stealing some elements of agile, and working out how best to develop & manage people who are working with agile. Given as a conference talk at Agile on the Beach, September 2014, in Falmouth, Cornwall.
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1. AWESOME PEOPLE MANAGEMENT WITH AGILE Agile on the Beach
Falmouth, Sept 2014 Meri Williams, ChromeRose @Geek_Manager
2. http://www.flickr.com/photos/kodomut/3667608102/ Meri
Williams, ChromeRose @Geek_Manager
3. I SPENT MY FIRST 10 YEARS OF MY CAREER IN A BIG CORP FAMOUS
FOR INVESTING HEAVILY IN ITS PEOPLE AND FOR DEVELOPING LEADERS Meri
Williams, ChromeRose @Geek_Manager
4. MATURE PEOPLE DEVELOPMENT Everyone had: A workplan A
personal development plan A career plan, complete with skills
matrices A manager (most of whom did give a crap) A coach and often
a mentor too Monthly 1:1s, quarterly reviews, annual reviews 10
days a year to spend on training, etc etc Meri Williams, ChromeRose
@Geek_Manager
5. THE GOOD Meri Williams, ChromeRose @Geek_Manager
6. THE BAD Meri Williams, ChromeRose @Geek_Manager
7. THE UGLY Meri Williams, ChromeRose @Geek_Manager
8. YOU CAN ADJUST THIS KIND OF APPROACH WHEN YOU WORK IN AN
AGILE WAY BUT IT STILL DOESNT FEEL QUITE RIGHT Meri Williams,
ChromeRose @Geek_Manager
9. SOME WOULD ARGUE THAT WE DONT NEED MANAGERS AT ALL IN AGILE.
I ARGUE WE NEED GOOD MANAGERS, AND TO BANISH BAD BOSSES Meri
Williams, ChromeRose @Geek_Manager
10. WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS Clueless Empty
suits Pointless Seagulls Meri Williams, ChromeRose
@Geek_Manager
11. Meri Williams, ChromeRose @Geek_Manager
12. https://twitter.com/Caterina/status/6715084157 Meri
Williams, ChromeRose @Geek_Manager
13. GOOD MANAGERS ARE BULLSHIT UMBRELLAS. BUT THEY ARE ALSO A
LOT MORE THAN THAT. Meri Williams, ChromeRose @Geek_Manager
14. Traditional management beliefs are a pile of crap
http://commons.wikimedia.org/wiki/File:Elephant_Dung.JPG Meri
Williams, ChromeRose @Geek_Manager
15. Sooo. WHAT DOES WORK? Meri Williams, ChromeRose
@Geek_Manager
16. Across industries, across countries, the best performing
teams answer certain questions positively Meri Williams, ChromeRose
@Geek_Manager
17. 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
18. Meri Williams, ChromeRose @Geek_Manager
19. UNDERSTAND MOTIVATION Purpose Autonomy Mastery Meri
Williams, ChromeRose @Geek_Manager
20. 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
21. 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
22. 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
23. Your job as a manager CREATE SPACE FOR YOUR PEOPLE TO BE
THE BEST THEY CAN BE Meri Williams, ChromeRose @Geek_Manager
24. Maybe youre not a manager. As an individual, you need to
FIND & SHAPE SPACE WHERE YOU CAN BE THE BEST YOU CAN BE Meri
Williams, ChromeRose @Geek_Manager
25.
https://www.flickr.com/photos/psd/8451589322/in/set-72157633230231221
Meri Williams, ChromeRose @Geek_Manager
26. 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
27. REMINISCENT OF AGILE MANIFESTO? Individuals and
interactions over processes and tools Working software over
comprehensive documentation Customer collaboration over contract
negotiation Responding to change over following a plan
http://agilemanifesto.org/ Meri Williams, ChromeRose
@Geek_Manager
28. VALUE INDIVIDUALS & INTERACTIONS Do great 1:1s Make
them more like personal retrospectives They are about the
individual & their skills, growth & development. Not a
status update. Care about the whole person. Everyone needs to be
themselves at work. Meri Williams, ChromeRose @Geek_Manager
29. CULTIVATE INCLUSION Help people to succeed as themselves.
Best predictor of recruitment AND retention? Someones ability to
agree with: Someone like me can be successful here Meri Williams,
ChromeRose @Geek_Manager
30. OK, BUT HOW ARE YOU GOING TO BEND WORKING SOFTWARE TO BE
ABOUT PEOPLE, MERI? Meri Williams, ChromeRose @Geek_Manager
31. Meri Williams, ChromeRose @Geek_Manager
32. WHY DO WE VALUE WORKING SOFTWARE OVER COMPREHENSIVE
DOCUMENTATION? Meri Williams, ChromeRose @Geek_Manager
33. To horribly misquote Joni Mitchell WE DONT KNOW WHAT WE
WANT TIL ITS DONE. Meri Williams, ChromeRose @Geek_Manager
34. WE NEED THE FEEDBACK LOOP. WE HAVE TO ITERATE AND LEARN.
Meri Williams, ChromeRose @Geek_Manager
35. Meri Williams, ChromeRose @Geek_Manager
36. 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
37. Ask yourself IS YOUR WORK DESIGNED IN A WAY THAT MAKES IT
EFFECTIVE DELIBERATE PRACTICE? CHALLENGING? FEEDBACK? LEARNING?
Meri Williams, ChromeRose @Geek_Manager
38. AGILE MANIFESTO Individuals and interactions over processes
and tools Working software over comprehensive documentation
Customer collaboration over contract negotiation Responding to
change over following a plan http://agilemanifesto.org/ Meri
Williams, ChromeRose @Geek_Manager
39. PUT DOWN YOUR SWORD. YOU ARE NOT A ROMAN GENERAL. Meri
Williams, ChromeRose @Geek_Manager
40. VALUE THE WHAT OVER THE HOW Know when people need telling
what to do (Hint: its not often) Help them get what they need the
rest of the time (Hint: not just someone else telling them what to
do) Learn coaching skills (Hint: start with GROW:
http://blog.geekmanager.co.uk/2014/01/20/stealing-from-sports-really-useful-
coaching-dareconf-mini/) Meri Williams, ChromeRose
@Geek_Manager
41. CLUE / SKILLS MATRIX Meri Williams, ChromeRose
@Geek_Manager
42. Meri Williams, ChromeRose @Geek_Manager
43. http://www.flickr.com/photos/8250578@N06/8625641442/ Meri
Williams, ChromeRose @Geek_Manager
44. Meri Williams, ChromeRose @Geek_Manager
45. http://www.flickr.com/photos/provoost/2246718091/ Meri
Williams, ChromeRose @Geek_Manager
46. SKILL DEVELOPMENT Meri Williams, ChromeRose
@Geek_Manager
47. https://www.flickr.com/photos/psd/9613972159/ Meri
Williams, ChromeRose @Geek_Manager
48. Meri Williams, ChromeRose @Geek_Manager
49. https://www.flickr.com/photos/psd/8642795506/ Meri
Williams, ChromeRose @Geek_Manager
50. Meri Williams, ChromeRose @Geek_Manager
51. 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
52. AGILE PEOPLE MANAGEMENT Do awesome 1:1s = personal
retrospectives Cultivate inclusion Help make work deliberate
practice Figure out where people are on the clue/skills matrix, and
help accordingly Learn to coach Remember the bigger picture, help
people have a fulfilling career Meri Williams, ChromeRose
@Geek_Manager
53. GO! FIND/SHAPE/MAKE SPACE BE AWESOME BE INCLUSIVE And thank
you for listening Any questions? Meri Williams, ChromeRose
@Geek_Manager