The New Work Order

Heather Fleming@hfleming

Disclaimer:My opinions are my own and may or may not be

reflective of those of my employer.

Fun Facts� VP, People Operations &

Product Delivery PMO� Likes wine...� BA in Theatre� Reality TV Junkie� MBTI® Freak� Karaoke Queen!

2007 2009 2011 2013 20172015

Startup: yay!

Business-driven Development.

Boo!

KPI driven development.

Embrace autonomy.Team-oriented.

Yay!

Nailin’ it. e=60Yay!

Scalin’ it.e=180

Slide courtesy of Ade Trenaman

What do all companies, regardless of size want to do?

What do all companies, regardless of size want to do?

Get more done with less.

But they’re doing it wrong!

Old Way:

“How can we create a sense of urgency and hold people accountable

for their work?”

New Way!

“How can we create a sense of purpose and help people

develop a sense of ownership for their work?”

“There is a mismatch between

what science knows and

what business does.”

- Daniel Pink, Drive (2009)

Autonomy

Mastery

Purpose

Daniel Pink’s Principles of Motivation

AutonomyHaving control over your work.

Managing your own time.Making decisions on what you do and when.

Daniel Pink’s Principles of Motivation

MasteryThe ability to use and improve

the skills you enjoy.

Daniel Pink’s Principles of Motivation

PurposeMaking a difference.

Understanding how the work you do adds value.

Daniel Pink’s Principles of Motivation

Work Self -or- Whole Self?

Imagine you have been invited tojoin one of two groups...

Team A

Team B

Which would you choose?

“Team A may be filled with smart people, all optimized for peak individual efficiency. But the group’s norms discourage equal speaking; there are few exchanges of the kind of personal information that lets teammates pick up on what people are feeling or leaving unsaid. There’s a good chance the members of Team A will continue to act like individuals once they come together, and there’s little to suggest that, as a group, they will become more collectively intelligent.”

“In contrast, on Team B, people may speak over one another, go on tangents and socialize instead of remaining focused on the agenda. The team may seem inefficient to a casual observer. But all the team members speak as much as they need to. They are sensitive to one another’s moods and share personal stories and emotions. While Team B might not contain as many individual stars, the sum will be greater than its parts.”

So what’s the “secret sauce” to developing high-performing teams?

Empathy & Communication

Forging Real Connections

Authentic Self

Psychologically Safe Environments

Old: Urgency & AccountabilityNew: Purpose & Ownership

Old: Professional “Work Self”New: Authentic “Whole Self”

Team Ingredients

The New Work Order:

We value an individual’s strengths and what they bring to the team and

believe an individual should be able to contribute to the team using those

strengths -- regardless of their job role or title.

Okay but... how does this contribute to motivation, authenticity and

high-performing teams?

Sense of Purpose:

� Facilitates team discussion regarding the product’s value and...

� What we need for the team to be successful in developing the product.

Autonomy, Mastery & Ownership:

� Gives the team ownership and autonomy in their personal areas of strength

� Encourages growth in areas of interest

Authentic Self, Empathy & Communication:

� Allows team members to bring their authentic-self to work

� Creates discussion on skills, interests and responsibilities

� Creates an environment of empathy and trust through explicitly addressing expectations.

Let’s give it a try!

Ingredient 1 Ingredient 2 Ingredient 3 Ingredient 4 ...

Team Member

Team Member

Team Member

Team Member

Team Member

...

Green – I know it pretty well, I can teach.Orange – I can do it.Yellow – I want to learn this.Pink – Not my cup of tea, I’ll pass.

INSTRUCTIONS...

1. Draw the chart on your paper and put in your Team Members.

2. Listen to the ingredient description.3. Write the ingredient name at the top of the column.4. Put the color name into the corresponding box.

Green – I know it pretty well, I can teach.Orange – I can do it.Yellow – I want to learn this.Pink – Not my cup of tea, I’ll pass.

FAQs...

1. Yes, these ingredients have changed over time! #agile2. No, you don’t have to use them all. Some can be N/A.3. Yes, you can make up your own - every organization

has different ingredient needs!4. Yes, you should make this a game! @DanaPylayeva

Green – I know it pretty well, I can teach.Orange – I can do it.Yellow – I want to learn this.Pink – Not my cup of tea, I’ll pass.

Things to Discuss!

1. GAPS! How will you address?2. EXPECTATIONS! Who will do what?3. DEVELOPMENT! What are the learning opportunities?

Old Way: The Expert-Specialist

New Way: Role-Blending & Continuous Development

The Bottom Line$$$

Getting more done with less!(and with happier people)

If you want to build a ship,don't drum up the peopleto gather wood, divide thework, and give orders.

Instead, teach them to yearnfor the vast and endless sea.

- Antoine De Saint-Exupery, Author of The Little Prince

THANK YOU!Heather Fleming

@hfleming