management 3.0 workout
TRANSCRIPT
Management 3.0
31/12/2014
About Jurgen Appelo• Jurgen Appelo is a Dutch blogger and writer, who is particularly interested in
new management practices. He has written several books among which:– « How to change the world »,
– « Management 3.0 »,
– and the most recent « Management 3.0 Workout » suggesting concrete practices to implement Management 3.0 principles.
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What is Management 3.0?• Management 1.0 is bad management, or doing exactly the wrong thing.
• Management 2.0 is trying to do the right thing, but failing due to a lack of understanding of social systems.
• Management 3.0 is doing the right thing, thanks to good understanding.
• A Management practice is a good practice when:
1. It engages people and their interactions
2. It enables them to improve the system
3. It helps to delight all clients.
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Why does it matter to each of us?• Management of an organization is everyone’s responsibility.
• Management is too important to leave only to managers. Everybody is at some level or at some point responsible for management stuff.
• Also do we really need managers?
• It is not about the role, it is about someone defining the purpose of the system, someone caring about the organization and making it better.
• Better management practices means engaging people, improving the whole system and increasing values for all clients.
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Management Workouts• Principles are not enough.
• Most people need concrete practices, or regular workout exercises.
• Jurgen Appelo suggests 17 workout themes supporting various management principles.
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1. Kudo Box and Kudo Cards• Ideas to reward people, out of bonus or financial motivators.
• Kudo box and Kudo cards fulfils the 6 principles of rewards:
1. Don’t promise rewards in advance
2. Keep anticipated rewards small
3. Reward continuously not once
4. Reward publicly, not privately
5. Reward behavior, not outcome
6. Reward peers, not subordinates.
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2. Personal Maps• Better understand people and what you know about them.
• Decrease the distance of yourself to others, to increase communication and creativity.
• Improve collaboration.
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3. Delegation Boards & Delegation Poker• Enable management to clarify delegation and foster empowerment for both
management and workers.
• Define boundaries, balance authority.
• Delegation is an investment and an achievement, where you are aiming for distributed control.
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4. Work Expo• Expose your work.
• Find ways to explain what you’re doing and why, and visualize these stories with pictures, videos and other artifacts.
• Work is not only about getting things done, it’s also about making things better.
• Solve problems like:
1. Client Focus
2. Goal Setting
3. Mission Statement
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5. Value Stories & Culture Books• There are 2 kind of values:
– Core Values, that come naturally to you
– Wish Values, are the ones you aspire to have
• For best effect, you should spin your values into a personal story.
• What about team values? Employee handbook? Living your values?
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6. Identity Symbols• Identities are crucial for teams or companies to define a purpose and create
value. They allow people to associate themselves with its symbols.
• Management can take an active role inviting group of workers to create symbols that represent their shared identities.
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7. Exploration Days & Internal Crowdfunding
• A very effective way to make learning enjoyable is for people to organize exploration days. These days are meant to invite employees to learn and develop themselves by running experiments and exploring new ideas.
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8. Business Guilds & Corporate Huddles• Many organizations need to harmonize practices across teams and
departments.
• They need people to share knowledge and develop their craft by communicating across traditional organizational boundaries.
• This is the purpose and role of guilds and huddles.
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9. Feedback Wraps & Unlimited Vacation
• As people work more and more remotely, and face-time happens less often, we need to learn to give each other constructive feedback in a way that is fast, easy, and…written.
• About flextime, remote working, unlimited vacation
• Developing trust
• Performance appraisals
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10. Improvement Dialogs & Copilot Programs• Personal coaching, one-on-ones, and pair working are 3 examples of people
helping employees and colleagues learn how to do better work.
• Employees can play the role of catalyst for others, helping them to do better work and enhance their performance.
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11. Problem Time
• By measuring total problem time and average problem time, workers can train themselves to keep solving problems, improve their work, and make all clients and stakeholers happy.
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12. Metrics Ecosystem
• The way people measure performance is often just plain wrong.
• Everyone should learn the 12 rules of good metrics, to establish a culture in which people see measurement as a way to learn and improve, and create an organization where all workers participate in the metrics ecosystem.
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13. Work Profiles & Project Credits
• By publishing work profiles and project credits, people pay attention to actual services offered and reputation earned, instead of focusing on official titles and office politics.
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14. Salary Formula• Money is a sensitive topic, therefore payment of employees must be treated
carefully.
• A good compensation plan is not only fair, but also supports the culture of the organization.
• A salary formula can help keep the trust, prevent demotivation and pave the way to total transparency.
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15. Merit Money• Paying people for work, without destroying their motivation, is one of the
most difficult challenges for management.
• Regrettably, most compensation systems are considered unfair by employees.
• That’s why it would be wise to consider alternatives based on real merits instead of imagined performance.
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16. Yay! Questions & Celebration Grids• Do you take note of good things that happened? Does your organization
appreciate the things you’ve done or learnt and celebrate them?
• About success and failure, experimental learning.
• Celebrate Work.
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17. Champfrogs checklist & MovingMotivators
• To thrive businesses need to change and professional must become transformers.
• How can we influence change?
• The Champfrog checklist helps you understand how to target people’s intrinsic motivation.
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What now?• Pick a theme by pair.
• Read, think and adapt to our needs and context.
• Discuss with me then “you” try to implement your ideas.
• This is now up to all of us to make our management practices evolve.
• Keep in mind the principles of engaging people, improving the system, and delighting all clients.
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References• http://www.jurgenappelo.com/
• http://www.management30.com/
• http://www.management30.com/workouts/
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