More than 100 management coaches around the world are now facilitating the future of management through these two-day, hands-on workshops that offer games, tools and best practices that project managers, team leaders, middle management and C-level execs can take back and use immediately to start increasing employee engagement and instigating change management today.
Who should attend a Management 3.0 workshop?
Anyone who wants to be a better leader! We believe that management is not only the managers’ responsibility. It is everyone’s job!
If you’re a team leader, development manager, delivery manager, middle manager, CEO, human resources manager, project manager, product owner, agile developer, scrum master, or want to be a great people leader regardless of title, this workshop is for you!
Workshops are adapted to sector and attendees’ needs. Topics covered often include:
- employee engagement
- project management
- intrinsic motivation
- organizational structures
- complexity thinking
- agile methodology
- self organization
- goal setting
- competence development
- team decision making
- change management
- performance management vs. performance appraisal
Where are Management 3.0 Workshops held? In which languages?
Management 3.0 is a world management revolution and these techniques can be implemented anywhere in the world for almost every business. Last year, we held workshops in 24 countries in about a dozen languages. We hope to bring the movement to every country eventually, with now well over 150 facilitators running hands-on workshops in 80 different countries!
While much of the workshop materials is in English, workshops are often taught in the native language of the location. Management 3.0 the book is available in both English and Chinese.
To learn more about where upcoming Management 3.0 workshops will be and where, check out our Events Page. And don’t forget to meet our ever-growing team of insightful and creative licensed Management 3.0 business coaches!
Management 3.0 Games and Exercises
Each of these eight topics includes at least one game or exercise. In groups of four to six people, attendees put into practice the ideas they’ve just learned. Sometimes the attendees play as different managers against each other. Sometimes they act together as one manager, sharing their thoughts while working on a problem.
Every social activity ends with a debrief and a discussion, so that people can relate what they’ve learned to their own situation, and bring up questions and experiences to be addressed by the whole group.
Then, you can take these games and exercises right back to your team. Let the transformation begin!
Now, are you ready to sign up for a Management 3.0 Two-Day Workshop near you?
Don’t think you can offer two days to better management? We have a one-day Workshop with different proactive tricks for you!
“While this is a management class, the content is important regardless of your role in the organization – management is by definition a two-way relationship, and it’s important that people who work in a company understand what good management practice looks like and how their organization is designed to support–or block–it, regardless of what their title might be.”
– ELLEN GROVE, two-day workshop attendee, from Agile Partnership.
A Management 3.0 Two-Day Workshop Schedule Example
There’s no doubt that each workshop is as unique as the managers and team leaders that attend. But while companies and employees differ, many of the challenges are shared. Here is an example of what a typical Management 3.0 two-day workshop might look like, but, rest assured, classes are customized for each group.
Management 3.0 Topics: Day 1
- Agile management is a proven approach to leadership and governance of creative teams and people. You will learn about different methods, popular practices, challenges in Agile adoption around the world, and the contribution of the manager and team leader in Agile organizations.
- Complexity thinking is the cornerstone of an Agile mindset. You will learn what complexity theory is, how to think in terms of systems, about the difference between complex and complicated, about fallacies of traditional linear thinking, and suggestions for complexity thinking.
- Intrinsic motivation is the reason people get out of bed in the morning. Since people are the most important parts of an organization and managers must do all they can to keep people active, creative, and motivated. You will learn about the difference between extrinsic motivation vs. intrinsic motivation, the ten intrinsic desires, and common techniques for understanding what is important to the people in your teams, such as one-on-one meetings, personal assessments, the 12 most important questions, and 360 degree evaluations.
- Self-organization can offer many answers when it comes to good management. Teams are able to self-organize, but this requires employee empowerment, authorization, and trust from management. You will learn how to make self-organization work, how to distribute authorization in an organization, the challenges of empowerment, how to grow relationships of trust, and several techniques for distributed control, such as the 7 levels of delegation, and authority boards.
Management 3.0 Topics: Day 2
- Goal setting is important, since self-organization can lead to anything. Therefore it’s necessary to protect people and shared resources, and to give people a clear purpose and defined goals. You will learn when to manage and when to lead, how to use different criteria to create useful goals, about the challenges around management by objectives, and how to protect people and shared resources from any bad effects of self-organization.
- Competence development is key when it comes to doing a good job. Teams are only able to achieve their goals if team members are capable enough, and managers must therefore contribute to the development of competence. You will learn how and when to apply the seven approaches of competence development, how to measure progress in a complex system, the effect of sub-optimization, and several tips for useful metrics.
- Organizational structures significantly impact how an organization works. Many teams operate within the context of a complex organization, and thus it is important to consider structures that enhance communication. You will learn how to grow an organizational structure as a fractal, how to balance specialization and generalization, how to choose between functional and cross-functional teams, about informal leadership and widening job titles, and about treating teams as value units in a value network.
- Change management is one of the things people in all kinds of organizations struggle with most. People, teams, and organizations need to improve continuously, in order to defer failure for as long as possible. In practice this means that managers and leaders must act as change agents, trying to change the social complex systems around them. You will learn about the 4 facets of change management, which address the system, the individuals, the interactions, and the boundary of the system.