by Christof Braun Change is everywhere. Change is accelerating. Change is the new normal. If you don’t change, you get left behind. Nowadays, not changing is like moving backwards. Are you scared yet? Or at least a little worried? Seriously, I believe all of the above statements are actually true, but I understand very well...
Read moreAs much as feedback is at the essence of agile product development, we often fall into the trap of Build-Build-Build and Do-Do-Do and do not seek out customer feedback.
Read moreby Sarika Kharbanda Thanks to Jurgen Appelo, author of Management 3.0 and Managing for Happiness, I learnt the technique Delegation Board. With Key Decision Areas on the Vertical and the seven levels of delegation on the horizontal axis, to me it serves as a visible, transparent matrix structure agreement between people. I’ve now used it...
Read moreby Loïc Leofold My dear friends, we are together today in honor and to celebrate the memory of Loïc, who left us too young due to a crisis of meeting. Such could have been my funeral oration. I’d learned as a quality manager that a meeting should be prepared. I used the 7Ps Framework designed by...
Read moreby Marjoke Franken I have been working on teams or with teams ever since I was 13 years old and started volunteering at school and the local coffee bar (real coffee, not that other stuff that has little to do with coffee). I’m not going to say that ever since that age I realized the...
Read moreby Management 3.0 Facilitator Stefan Nüsperling “The primary focus of any manager should be to energize people,” emphasizes Jurgen Appelo in his book Management 3.0: Leading Agile Developers, Developing Agile Leaders. One way to energize people is to stimulate interaction between individuals at the team level. But it is not always easy to have smooth...
Read moreby Jennifer Riggins At Management 3.0, we’ve already shared how we’ve identified and developed our team’s three core values: Dare to be bold. Always be kind. Make it creative. You could argue that there are certain core values that all companies share or at least should share. But businesses are made of people and people are...
Read moreby Alexander Weinhard Working Out Loud starts with making your work visible in such a way that it might help others. When you do that — when you work in a more open, connected way — you can build a purposeful network that makes you more effective and provides access to more opportunities. John Stepper: The...
Read moreby Jennifer Riggins One of the companies I worked for would offer us “surprise” half days on the days before Thanksgiving and Christmas. But once it happened one year, it was always assumed and we’d feel cheated if we didn’t get those days. Plus people who had already planned to take those days as vacation days...
Read moreby Jason Little I learned that “agile” was a thing around 2007. Before that, in the early 2000’s, the team I was working with was already following the values and principles, more or less, and we were using elements of Scrum and Kanban. We had ‘daily huddles’, we did weekly team meetings to figure out...
Read moreby Jurgen Appelo Following your feedback on the blogpost below, we have updated the Meddlers Game and you can purchase your own copy here or download, print and cut it out one here! One of the popular exercises of the Management 3.0 workshops is the Meddlers Game which facilitates discussions around organizational structure and organizational...
Read moreby Richard Atherton “Money makes the world go around,” so sang Liza Minnelli in Cabaret. Or does it? A plethora of research has now confirmed that for complex tasks, humans are simply not motivated by money. Or at least, if you do motivate them with money, they will not perform as well. This is remarkable...
Read moreby Jennifer Riggins We surely don’t believe that employee recognition should be relegated to one day a year. And we sure as heck don’t think it should be top-down. What we do know is that a lot of people are searching for—quite literally, on Google—employee appreciation ideas, but so often they aren’t involved in the...
Read moreby Jennifer Riggins How do you scale your company culture right along with your business model? This is a common quandary for culture-minded startups everywhere. The best way to learn, of course, is through experimentation and shared experiences. Typeform—the startup that’s making forms (yes, yawn, forms) interesting—is growing fast. With the corporate mission “to be a little...
Read moreby Florian Sauter This piece offers a practical way to discover the common core values in your team and how to generate a conversation about them. It’s for everyone who wants his or her team to benefit from collaboratively discovering their own common values. It’s a journey that could be triggered by a team leader, manager...
Read moreby Durgesh Kumar Mishra I am an Agile Coach by practice. I visualize everything in the agile way; where happiness and culture are two major ingredients. Happiness at work is a win-win situation. Happy, engaged people are healthier, more productive; they have more ideas, are more likely to contribute over and above the responsibilities of...
Read moreby Thomas Kuryura As our organization grows and matures, we learn not to repeat the same mistakes twice… Ha! If only that were true. Unfortunately we don’t live in a perfect world; in reality things work rather differently. Especially in agile companies where we are split into multidisciplinary teams, in which we create safe boundaries....
Read moreby Nikoletta Tatár The foundation of a great team is trust. Patrick Lencioni’s great book, The Five Dysfunctions of a Team, addresses this question in detail. Lack of trust is the biggest dysfunction. A team cannot mature without establishing it in the first place. But establishing trust is easier said than done. In certain teams, it...
Read moreby Louise Brace Our Happy Melly team created a team delegation board last year that gave each of us the authority to make decisions on most aspects of the day-to-day running of the Happy Melly One organization. Of course we can’t make decisions on everything: we can’t change the company name or purpose, we can’t...
Read moreby Vanessa Shaw When I deliver workshops the participants are always buzzing with ideas. My objective is to help them to start implementing the learning right away. A solution I’ve found helpful is to commit to micropractices. This is a concept I learned when I completed the Personal Leadership certification. A micropractice is a small...
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