Personal maps – Management 3.0

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

Frankly, do you know your colleagues, your teammates?

Continue reading →

Delegation poker & authority boards – Management 3.0

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

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

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

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

Continue reading →

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.

Continue reading →

Kudo Cards – Management 3.0

Receiving a thank you is great, but 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 little for 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 tremendous intrinsic incentive: this is essential to keep your employees motivated! Organizations should be as aware of intrinsic motivators as extrinsic motivators.

How can we achieve this?

Continue reading →