Security for Saas/Cloud (and InnerSpace) Roy Ellis [email protected].
RideCell / InnerSpace Communication Workshop
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Transcript of RideCell / InnerSpace Communication Workshop
Who am I?
Most recently…• Co-founder/CEO of PlayTell
Previously…• Director, Product Mgmt @ Guidewire (IPO 2010, $2.5B+ market cap)• UX Designer @ Vividence (Acq by Keynote)• Harvard Ed.M; Stanford Computer
Science
Semira RahemtullaCofounder of InnerSpace
Photo by Theresa Thompson [link]
Disclosure & Vulnerability 40 mins
Feedback & Influence, part 1 60 mins
Break 10 mins
Feedback & Influence, part 2 50 mins
Closing 10 mins
TOTAL ~3 hrs
Agenda
I will…– Give you my best– Take breaks– End on time– Send you slides & further reading
What else would be helpful for you?
Working AgreementsWorking Agreements
I ask you to…
Respectconfidentiality
Photo by Vox Efx [link]
Working Agreements
I ask you to…
Challenge yourself
Photo by Daniel Oines [link]
Working Agreements
I ask you to…
Minimizedistractions
Photo by Robert S. Donovan [link]
Working Agreements
Photo by Luz Adriana Villa [link]
I ask you to…
Wait for breaks &Return on time
Working Agreements
I ask you to…– Challenge yourself– Respect confidentiality– Minimize distractions– Wait for breaks & return on time
Can we all commit to this?
Working AgreementsWorking Agreements
INTENTNeeds
MotivesStories
Reality #1
BEHAVIORVerbal
Non-Verbal
Reality #2Common
IMPACTAssumptions
FeelingsResponsesReality #3
The Net
3 Realities (The “Net” Model)
Feelings & Emotions – Why??
Everyone feels them; we just pretend we
don’t.
Convey crucial information; absence of emotion leaves out
half the story.
Emotions indicate importance. Most
powerful motivator?
They are an early warning
system
Feelings & Emotions – Why??
Self-Disclosure
Will I be less liked,
respected, influential
(leader-like)?
Is it relevant? Will it further the discussion – the
relationship?
Will others use this
information against me?
How will others
see/assess/ judge me?
“What in my ‘bubble’
should I share?”
Self-Disclosure
Working AgreementsJohari Window
OPEN/PUBLIC
PRIVATE UNKNOWN
I know I don’t know
You know
You don’t know
Reactions/Feedback
Disclosure
BLIND
Benefits of Self-Disclosure / VulnerabilityWhy is Feedback Important?
1. Personal Development2. Team Effectiveness3. Stronger Relationships
Bottom Line: Feedback is how we grow
Photo by State Farm [link]Social situations ≈ Physical threats
Threat Response
Photo by Andrew Vargas [link]
David RockWhat social situations triggera threat response?
StatusCertaintyAutonomyRelatednessFairness
SCARF Model
INTENTNeeds
MotivesStories
Reality #1
BEHAVIORVerbal
Non-Verbal
Reality #2Common
IMPACTFeelings
ReactionsResponsesReality #3
The Net
The Net (again)
Feedback
Benefits of Self-Disclosure / VulnerabilityHow to Give Effective Feedback
• Focus on specific, observable behaviorWhen you do [x]…
• Describe the impact of that behavior on youI feel [y]…
• Ask about the other person’s motives or intentions
Can you tell me what’s going on for you?
Stay on your side of the net!
Benefits of Self-Disclosure / VulnerabilityLet’s try some examples…
1. Aarjav, you clearly don’t care about this presentation.
2. Aarjav, I noticed that you are looking at your phone. You are clearly bored with this presentation.
3. Aarjav, I noticed that you are looking at your phone. I am feeling anxious about whether I am doing a good job with this presentation.
Benefits of Self-Disclosure / VulnerabilityTips for Receiving Feedback
• Look for “Grains of Truth”– Learning is better than being right– Goal is understanding, not winning
• Listen and ask clarifying questions• Acknowledge your feelings• Gift mentality
– Say “Thank you!”
Benefits of Self-Disclosure / VulnerabilityTips for Complimentary Feedback
• Give more!!!• Do not praise to buffer criticism
– Avoid “The Sandwich”• Do not praise to overcome resistance• Avoid platitudes. Be specific:
– Weak: “Joe, you’re killing it.”– Strong: “Joe, I’ve noticed you’ve been on time to almost
every meeting this week. I feel grateful for the extra effort.”
Benefits of Self-Disclosure / VulnerabilityTips for Constructive Feedback
• Assume good intent; be curious• Use a soft start
– Emphasize mutual goals & positive intent:My intention is…When you do [x], I feel [y].
• Be aware of your own stress• Goal is joint problem solving
Benefits of Self-Disclosure / VulnerabilitySuggested Topics For Feedback
• Work Product– Timeliness, quality, quantity, focus area
• Communication & Management– Too much/ little, choice of format, email etiquette, language choices,
communication style in front of others, transparency of project status, hiring/firing/promotions
• Role Modeling & Presence– What energy do you feel from this person, How do they impact
others? What do they model well? Anything you worry about? Arrival/departure times, attire, how they speak/listen/act?