2016 sim mn master series: building the it team

SIM Master Series – November 2016

Building the IT Team

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A Leadership Perspective from Douglas HegleyDirector of Media and Technology@dhegley

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Session OverviewMeWhy?The Media and Technology Team

• Hiring• Leading• Team Dynamics

Mia and Workplace CultureDiversity, Inclusion, Equity, Accessibility

Robert Delaunay , Saint-Séverin, 1909, Minneapolis Institute of Art, The William Hood Dunwoody Fund, 47.7

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Session OverviewMeWhy?The Media and Technology Team

• Hiring• Leading• Team Dynamics

Mia and Workplace CultureDiversity, Inclusion, Equity, Accessibility

These slides will be available: http://www.slideshare.net/dhegley/presentations

He talks really fast!

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Douglas Hegley

Director of Media and Technology

Minneapolis Institute of Art

@dhegley

http://www.slideshare.net/dhegley

Image Soure: http://static.comicvine.com/uploads/original/11113/111131358/3367143-road-runner3.jpg

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Psychology? This leadership strategy needs some serious

analysis

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"The secret of my success is that we have gone to exceptional lengths to hire the best people in the world."

Steve Jobs

Image Source: http://images.boomsbeat.com/data/images/full/209/jobs-jpg.jpg

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VUCAVolatilityUncertaintyComplexityAmbiguity

Winding River, (1890) Edgar Degas, Minneapolis Institute of Art , 2009.19.1

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VUCA primeVision – purpose is greater than a perfect plan

Understanding – listen so that you can respond

Clarity– see through the fog, respond to what matters

Agility – communicate and change quickly

Adapted from https://growthandprofit.me/2013/07/04/how-to-manage-volatility-uncertainty-complexity-and-ambiguity-part-2/

Leading … Leadership with a Capital L

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“One does not ‘manage’ people. The task is to lead people. And the goal is to make productive the specific strengths and knowledge of every individual.”- Peter Drucker

Image source: http://54ventures.com/demo-images/fuse-slide-4-11-1800x800.jpg

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Adapted from: http://changingminds.org/disciplines/leadership/articles/manager_leader.htm

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Adapted from: http://changingminds.org/disciplines/leadership/articles/manager_leader.htm

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Adapted from: http://changingminds.org/disciplines/leadership/articles/manager_leader.htm

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The Media and Technology Team at Mia

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IT

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20Image Source: http://thepaleodiet.co.za/wp-content/uploads/2016/04/5YrsLaterLogo3.gif

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Image Source: http://seapointcenter.com/wp-content/uploads/2014/03/Top-Down-Leaders-Pyramid.jpg

24Image Source: http://king6socialstudies.weebly.com/uploads/2/1/8/7/21875770/8409138_orig.jpg

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Image source: https://67.media.tumblr.com/f402261f3fab84f26569394ac61fbeaa/tumblr_obbx8xkk1E1vc3140o1_500.gif

GravityMovementMutual influenceOccasional

collisions!

Hiring

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Talent Strategy

Source: http://www.slideshare.net/reed2001/culture-1798664/20-Great_Workplace_isStunning_ColleaguesGreat_workplace

Source: http://media-cache-ec0.pinimg.com/736x/19/31/c4/1931c4c5bf554742059e13c69720a3

dd.jpg

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If you put fences around people, you get sheep. - William McKnight, first chairman of 3M

Charles-Emile Jacque, Shepherdess and Sheep, Fontainbleu, Minneapolis Institute of Art, 99.200.2

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Image Source: http://www.kwbwealth.com/content/team-member/KWB_managers.png

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Image Source: http://blogs.itpeoplecorp.com/wp-content/uploads/2015/09/ric-blog.jpg

Mia and Workplace Culture

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Attributed to Peter Drucker (but not found in any of his books!)

Mia Workplace Culture ValuesGenerosity - you give praise freely

Agility - you think on your feet and can turn on a dime

Emotional Intelligence - you leave the drama in the artwork

Positive Energy - your smile is infectious

Drives Results - you keep your eyes on the ball, setting goals and achieving them

@dhegley

Mia Workplace Culture Values in ActionGenerosityAgilityEmotional IntelligencePositive EnergyDrives Results

@dhegley

Job DescriptionsHiring PracticePerformance EvaluationsStaff Recognition

>

Workplace culture, appliedCollaborative work environmentSelf-organized teamsTogether, toward common goalsAlignment with strategic plan

@dhegley

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• Don't wait for a leader to assign work - greater sense of ownership and commitment• Manage their own work as a group• Benefit from mentoring & coaching, but not from command & control• Communicate most with each other - and commitments are to project teams (not

management) • Improve their own skills and suggest innovative ideas & improvements• Normally become high-performing, measure greater job satisfactionAdapted from: https://scrumalliance.org/community/articles/2013/january/self-organizing-teams-what-and-how

Principles of self-organizing teams

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Cool Blue

Red Flag

Green Light

Gray Fog

High

High(Hard)

Low

Low(Easy)

Importance,Via STRATEGY

Difficulty, via practical

REALITY

Decision-Making

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Cool BlueDo a select few

Seek funding & partners(We wish we could do them all)

Risk: Too many at once (saying yes to everything)

Red FlagDo only if necessary

Stop! (or proceed with extreme caution)

(We wish we could have none)Risk: Bogs down & exhausts resources

Green LightDo these fast

Make a prioritized list, get moving

(We wish there were fewer)Risk: Resources pulled away from Cool

Blue

Gray FogDo only if there are

resources“Busy work” or dreamy

distractions(We wish we had more time)

Risk: People fall into it , esp. in times of stress

High

High(Hard)

Low

Low(Easy)

Importance,Via STRATEGY

Difficulty, via practical

REALITY

Decision-Making

Diversity, Inclusion, Equity, Accessibility

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GenderCultureRaceEthnicityGenerational / AgeCognitive styleBackgroundAnd more …

No two people are exactly the same …

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A diverse workplace is a more-effective workplace

• Better financial outcomes• Better problem-solving• Easier access to wider array of resources• Better aligned with increasingly diverse customer base

• But: hiring just to fill quotas doesn’t work

Source: http://www.gallup.com/businessjournal/166220/business-benefits-gender-diversity.aspx

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1. Orgs want to reduce bias2. Orgs keep using the same diversity efforts to do so3. Those efforts just don’t work4. Most diversity programs focus on controlling

behaviors (in essence, policing managers)5. Some studies show that approach actually makes it

worse6. Instead, effective programs engage staff in

developing solutions, increase their contact with women and minorities, and tap into the desire to look good to others

Image Source: http://s1.dmcdn.net/Gq3Ek/1280x720-jDo.jpg

A Suggested Reading List

Thank you@dhegley

http://www.slideshare.net/dhegley/presentations

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