managing for happiness | jurgen appelo | agile greece summit 2016
TRANSCRIPT
Most managers have no clue how to work with people
Managers drive the business like
a machine
Bad management
Bad performance
Everything has changed!
Change is easier when
people share food
Photo credits, with permission: Jurgen Appelo
Managethe system
Nurture happiness
Teams should have
reasons to
celebrate
Embrace playfulness
Run experiments
Accelerate learning
Contracts impose
limits on freedom
and happiness
Innovate management
Build for meaning
Build for meaning
Innovate management
Accelerate learning
Run experiments
Embrace playfulness
Nurture happiness
Managethe system
Build for meaning
Innovate management
Accelerate learning
Run experiments
Embrace playfulness
Nurture happiness
Manage the system
Core Competencies, ROI, bla bla bla, etc.
• Build for meaning
• Innovate management
• Accelerate learning
• Run experiments
• Embrace playfulness
• Nurture happiness
• Manage the system
(something going up)
The word management is derived from the Italian word maneggiare, which means handling horses.
Giving and Taking ControlQuite often, when managers delegate work to people or teams, they don’t give them clear boundaries of control.
Delegation is not a binary thing. There are more options than being a dictator or an anarchist. The art of management is in
finding the right balance.
1. TellYou make a decision for others and you may explain your motivation. A discussion about it is neither desired nor assumed.
2. SellYou make a decision for others but try to convince them that you made the right choice, and you help them feel involved.
3. ConsultYou ask for input first, which you take into consideration before making a decision that respects people’s opinions.
4. AgreeYou enter into a discussion with everyone involved, and as a group you reach consensus about the decision.
5. AdviseYou will offer others your opinion and hope they listen to your wise words, but it will be their decision, not yours.
6. InquireYou first leave it to the others to decide, and afterwards, you ask them to convince you of the wisdom of their decision.
7. DelegateYou leave the decision to them and you don’t even want to know about details that would just clutter your brain.
The 7 Levels of Delegation is a symmetrical model.
It works in both directions.
A delegation board gives managers “something to control”. It is better that they push around the notes on a delegation board rather than the people in their organization.
Photos: © 2015 Jürgen Dittmar
m30.me/delegation-poker
Handbooks / Culture Books
In some companies, employees document espoused values and culture with a bookor video.
Values
source: © 2014 Zappos, “2014 Culture Book” http://www.zapposinsights.com/culture-book
Zappos
source: © 2014 Zappos, “2014 Culture Book” http://www.zapposinsights.com/culture-book
Zappos
source: © 2013 IDEO, “The Little Book of IDEO” http://www.slideshare.net/timbrown/ideo-values-slideshare1 IDEO
source: © 2013 IDEO, “The Little Book of IDEO” http://www.slideshare.net/timbrown/ideo-values-slideshare1 IDEO
Comparing documented values with stories of actual behaviors helps you reinforce and redefine the culture, iteratively.
Many organizations hold a yearly company-wide values day where everybody is invited […] to revisit the organization’s purpose, values, and ground rules and inquire howthey […] live up to them.- Frédéric Laloux, Reinventing Organizations
Values Day
The culture of any organization is shaped by the worst behavior the leader is willing to tolerate.- Gruenter and Whitaker (source unknown)
The culture of any organization is shaped by the best behavior the leader is willing to amplify.
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When is it payout time?
Yay!
Should we celebrate failure?
Or should we celebrate success?
The Celebration Grid compares behaviors with outcomes.
MISTAKES EXPERIMENTS PRACTICES
LEARNING
SUC
CESS
FAIL
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Good practices usually lead to success. That’s why we have them.
MISTAKES EXPERIMENTS PRACTICES
LEARNING
SUC
CESS
FAIL
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MISTAKES EXPERIMENTS PRACTICES
LEARNING
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Though sometimes, good practices can fail.
We avoid mistakes (bad practices) because they often lead to failure.
MISTAKES EXPERIMENTS PRACTICES
LEARNING
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Though sometimes, mistakes surprise us with unexpected success.
MISTAKES EXPERIMENTS PRACTICES
LEARNING
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MISTAKES EXPERIMENTS PRACTICES
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We run experiments when we don’t know if we will succeed.
MISTAKES EXPERIMENTS PRACTICES
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With all experiments, there is a good chance of failing.
Learning is optimal when we have a 50/50 chance of succeeding.
MISTAKES EXPERIMENTS PRACTICES
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We don’t learn anything when we just repeat good practices.
MISTAKES EXPERIMENTS PRACTICES
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We also don’t learn anything when we repeat the same mistakes.
MISTAKES EXPERIMENTS PRACTICES
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We do learn when good practices fail, though it doesn’t happen often.
MISTAKES EXPERIMENTS PRACTICES
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And we learn when mistakes are successful, which is also rare.
MISTAKES EXPERIMENTS PRACTICES
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“Celebrate failure” includes failure from mistakes. That makes no sense.
MISTAKES EXPERIMENTS PRACTICES
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“Celebrate success” makes more sense, but this ignores learning.
MISTAKES EXPERIMENTS PRACTICES
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We know that learning is optimal when we run experiments.
MISTAKES EXPERIMENTS PRACTICES
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Networks are great at running experiments and exploring opportunities.
MISTAKES EXPERIMENTS PRACTICES
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Hierarchies are good at repeating practices and exploiting successes.
MISTAKES EXPERIMENTS PRACTICES
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Hierarchies are also good at repeating the same mistakes. ;-)
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Healthy organizations make use of both networks and hierarchies.
MISTAKES EXPERIMENTS PRACTICES
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They use networks for creativity, innovation and effectivity.
MISTAKES EXPERIMENTS PRACTICES
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They use hierarchies for quality, predictability and efficiency.
MISTAKES EXPERIMENTS PRACTICES
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It is important to celebrate successes, with a focus on good practices.
MISTAKES EXPERIMENTS PRACTICES
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And it is important to celebrate learning, in safe environments.
MISTAKES EXPERIMENTS PRACTICES
LEARNING
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Build for meaning
Innovate management
Accelerate learning
Run experiments
Embrace playfulness
Nurture happiness
Manage the system
m30.me/happiness
m30.me/happiness