Management 3.0 practices brief overview

https://management30.com

“Management is about human beings. Its task is to make people capable of joint

performance, to make their strengths effective and their

weaknesses irrelevant.”Peter F. Drucker

“Management is too important to be left to

managers.”

Jurgen Appelo

https://management30.com

https://management30.com

@corporate_coach

Personal map

https://management30.com/practice/personal-maps/

STEP 1 Create a personal map MAX 15 - 20 WORDS

https://value-first.be/tag/management-3-0/

STEP 2 Introduce a person (not yourself!)

Tell a story

https://value-first.be/tag/management-3-0/

https://management30.com/practice/moving-motivators/https://value-first.be/tag/management-3-0/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

STEP 1 Order your motivators from left to right from least important to most important

STEP 1 Order your motivators from left to right from least important to most important

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

STEP 2 Move your motivators up (positive) or

down (negative)

https://value-first.be/tag/management-3-0/https://management30.com/practice/moving-motivators/

Feedback wrap

• Context

• Feedback

• Observations (= FACTS)

• Emotions

• Suggestions

https://management30.com/practice/feedback-wraps/

• Context {WHO; WHERE; WHAT; TIME; FEELINGS; …}

• Feedback {OBSERVATIONS + EMOTIONS}

• I observe… (APPRECIATION)

• I’ve seen… (INTERESTED)

• I’ve heard… (APPRECIATION)

• I’ve noticed… (SLIGHTLY ANNOYED)

• Suggestions

• I suggest…

Feedback wrap

Merit money1. Salaries should always be expected. Bonuses shouldn’t

be.

2. Earnings should be based on collaboration, not competition.

3. Peer feedback is the main performance measurement.

4. Creative thinking can grow the compensation system (not rig it.)

5. Compensation can be used to nurture intrinsic motivation.

Performance appraisals• Why More and More Companies Are Ditching

Performance Ratings

• The changing nature of work

• The need for better collaboration

• The need to attract and keep talent

• The need to develop people faster

https://hbr.org/2015/09/why-more-and-more-companies-are-ditching-performance-ratings

Merit money: rules• Management takes care of

the budget, but not the individual distribution.

• Workers take care of the distribution, but they cannot credit themselves.

• Evaluations happen at a micro-level, so there’s opportunity to iterate and adapt.

http://www.forbes.com/sites/jurgenappelo/2015/07/08/the-peer-to-peer-bonus-system/#4b605aae6121