Personal maps – Management 3.0

Are you all professional at work? No chit chat, no small talk, not sharing private stuff? Well, you’re not the only one. In most projects and environments I’ve worked, there’s not much sharing of private stuff; and the most “coffee talk” I hear is about work-related topics. Then again, I do ask how was my colleague’s weekend, and if anything special happened?

Frankly, do you know your colleagues, your teammates?

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Delegation poker & authority boards – Management 3.0

In organizations, most often responsibilities and the level of authority are not clear (cf. difference between Responsibility and Authority). This concerns who’s responsible for what – who has the authority to perform certain actions, to take ownership of specific tasks, etc? Most often, one has to discover or figure out along the way what level of authority he/she has.

People who are proactive may take more ownership and proceed with actions, till that moment a superior intervenes to set some boundaries. This can be quite counter-productive and frustrating. Rarely, these boundaries are clearly set from the beginning. Some people do not really care about these blurry boundaries of authority, and will delegate all kind of “accountability” to managers higher up (in case of situations going wrong).

If you are serious about setting boundaries of authority, and you want to delegate real authority to teams in the company, action should be taken to make these boundaries clear.

A great tool to do this kind of exercise, is delegation poker by Management 3.0.

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Happiness door – Management 3.0

Imagine you’re having a meeting, a workshop, a retrospective, a training, … do you know how your attendees are feeling, how do they evaluate their experience?

The goal is to collect feedback of people both on a quantitative (what’s your rating, your score?) as a qualitative level (how do you feel, what do you like, what could be improved?, etc).

Usually this is done via “feedback forms”, which works quite well at the end of a longer session, or training. But it’s also very interesting to apply this for any kind of gathering!

You can easily integrate ways to collect feedback in any kind of meeting.

Management 3.0 proposes the feedback or “happiness” door.

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Kudo cards

Kudo Cards – Management 3.0

Receiving a thank you is great, but actually showing appreciation to colleagues, friends, family for something they’ve done for you is even more satisfying! In a professional context, showing gratitude is happening too less – because of different reasons: it’s uncommon (regarded as ‘not done’, it’s not part of the culture, etc). Although said and proven in research, showing gratitude is a great intrinsic incentive: this is essential to keep your employees motivated! Organizations should be as aware about intrinsic motivators as extrinsic motivators.

How can we achieve this?

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