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