by Marko van Gaans, Management 3.0 Facilitator Effective communication within a team is one of the core building blocks of the Management 3.0 Foundation Workshop’s Develop Competence view and I would argue that it is by far the most important skill set any team should aim to perfect. As we’ve been given more and more...
Read moreby Diane Brady As we move along with our daily work we focus on getting things done and finishing our deliverables and commitments. One of the ways in which I try to remember celebrating the wins and great things people do is by creating a Kudo Box and printing out Kudo Cards. These cards, which...
Read moreManagement 3.0 currently has more than 400 Facilitators worldwide. Our Facilitators hold workshops and bring Management 3.0 Practices to life. One of those Facilitators, Filipe Pacheco Souza from Brazil , today shares his experiences with our popular Delegation Poker Game. My intrinsic motivators I was studying Management 3.0 theories and practices for two years, together with agile,...
Read moreby Ralph van Roosmalen Change. Change is easy and difficult. So many books have been written about change, how to change behavior, how to change organizations, how to change people, how to change whatever. And on the other hand, almost everyone has a mobile phone nowadays. That change happened in less than 20 years and...
Read moreby Pedro Angel Serrano In today’s world, transparency is one of the most important values a company needs to display to be considered as a model of excellence from a cultural point of view. At Keepler we truly believe that transparency must guide our actions, to create a company culture that we are proud of...
Read moreby Rajesh Bihani It’s easy to talk about enhancing performance, improving efficiency and being a more influential leader. But what does it take to do that on a practical level? At Management 3.0 we don’t like to speak in abstracts, we speak in concretes. We play games to experiment with different approaches and we work...
Read moreby Jennifer Riggins The Happy Melly One team has tried OKRs three times now. I’m not a fan and this blogpost explains why. Maybe by the end you can explain to me better their value. Or offer me a more logical alternative in a never-ending search to find motivating and transparent goal-setting. What is an...
Read moreby Mary Walton There’s no doubt that employee satisfaction leads to better performance, maybe even leading to a 12 percent increase in productivity. But that doesn’t mean that measuring employee engagement and happiness at work is simple. After all, satisfaction is far from a science. Employee surveys are essential if you want to run a...
Read moreby Jennifer Riggins We are taught by our parents and then our teachers to say thank you. So it becomes an automatic thing. But is that a good thing? Nowadays, “thanks” is in our automatic email signatures. We say thanks without even making eye contact with cashiers or even those that hold doors for us....
Read moreby Dov Tsal Most team activities I know are either competitive, too darn didactic, or have nothing to do with work. This time I’d like to introduce you to a fun team activity that will get them out of their comfort zones, will tap on their creativity, and is bound to get some insights about...
Read moreby Pedro Angel Serrano BEEVA is a technology and innovation company whose mission is to help companies in their digital transformation and add value as new technologies emerge. We have grown very quickly in the last three years from around 100 people in 2013 to nowadays more than 500. That’s the reason we are working...
Read moreby Ralph van Roosmalen I started my professional career in 1997. I finished the polytechnic university and started my first job as a software developer. I loved it, talking to customers, analyzing their problems and, in the end, creating software to help them solving their problems. If it were up to me, I would be...
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...
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