by Jennifer Riggins Yes, there are some truly awful managers out there. Truth is, many startups I’ve worked with are run by people who wanted to run their own business, but didn’t seem to have any interest in managing a team. And the typical startup owner isn’t the MBA type, so they aren’t even getting…
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by Louise Brace How well do you know your work colleagues? Their hobbies, ambitions or personal background? Forming closer connections with your team members, leads to improved team collaboration. You’ll learn what fires their ambition and keeps them motivated. As a manager, you can sometimes feel disconnected with the pulse of your team. So how…
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The prep work for competency development is identifying gaps within our individual professional experience, our expertise and within our teams. You need to know what your employees wants to learn and how that does or doesn’t fit with the goals of the company. First, of course, you need to identify those objectives. Then you need to work…
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by Louise Brace At Management 3.0 we believe feedback in the workplace is key to bringing out the best in your coworkers. We also believe in rewarding employees who do great things. What we don’t believe is traditional bonus schemes i.e. paying for results, are the best way to reward someone. How many of you strive…
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Meddlers, named after a popular German board game, is a great change management practice played at the Management 3.0 Foundation Workshops. The exercise allows players to visualize and discuss organizational structure in a way that matches the concept of value networks. It lets you work together as a team to determine your own roles as you’re…
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Welcome to one of the most controversial topics in management: Who should be paid what. Paying people for work without destroying their motivation is one of the most difficult challenges for management and regrettably, most compensation systems are considered unfair by employees and unscientific by experts. That’s why it would be wise to consider some…
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At Management 3.0 we talk about salary formulas a lot and are constantly experimenting with new ideas that might work. The most important thing about having a good compensation plan is that it’s not only fair but it supports the culture of an organization. Done well, a salary formula can help you keep the trust,…
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by Louise Brace It seems lately the world is becoming more focused on how to be happier. Studies are being published on the happiest countries, happiest companies, happiest ways to live, happiest pets, best ways to be happy. And hey, that’s a great thing! We love to see people happy. The world is definitely a…
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Collective happiness and collaboration comes from being able to share the good, the bad and the ugly. That’s why at Management 3.0 we’re all about asking for timely, specific and honest feedback. Some companies place importance on measuring the happiness of their employees and they often do this by conducting detailed monthly surveys or asking…
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by Jennifer Riggins Lately, I’ve been obsessed with listening to the National Public Radio (NPR), particularly the interviews of authors on topics I would never think of researching myself. A couple weeks ago, scientist Yuval Noah Harari, author of Sapiens: A Brief History of Humankind, was talking about how us homo sapiens have surfaced to…
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Personal coaching, one-on-ones, and pair working are three examples of people helping employees and colleagues learn how to do better work. Using inquisitive statements instead of traditional coaching questions, you can improve a person’s performance using principles taken from Appreciative Inquiry, Powerful Questions, and Improvisational Theater. The easiest kind of relationship for me is with…
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People should get closer to the work of others in order to better understand what is going on. They can do this by moving their feet, moving their desk, or moving their microphone. Decreasing the distance between yourself and others helps increase communication and creativity. A great exercise for a better understanding of people is…
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Life and work isn’t always smooth sailing, which is why at Management 3.0 we recognize that it’s important to know what to do when problems arise. While it’s common for organizations to focus on delivery times, they should be focusing on their queues and work-in-progress. Why? In a nutshell, by measuring total problem time and…
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Forget the compliment sandwich and try the Feedback Wrap! This Management 3.0 Practice addresses a challenge many of us are trying to overcome with our teams today: Giving actionable feedback, the kind that leads to positive, self-motivated action, not disgruntled teammates. Annual and quarterly performance appraisals are rather useless, out of context and are dreaded by both…
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Define your organizational culture by sharing stories: Turn your team values and organizational purpose into action! Create your value story! When it comes to Value Stories, let’s start with looking at what your, your team’s or your organization’s values are: The question is, do you know what you consider to be valuable? Does your team…
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Some companies call them HERO awards, others Rippas or Hugs, we call them Kudos. It is a written and public recognition of a colleague for something she has contributed to the team. A Kudo is not just given from the top down, but peer-to-peer and bottom-up. Across departments and organizations, anyone can recognize someone else’s work. It’s…
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Many organizations struggle with self-education of employees. A very effective way to make learning enjoyable is for people to organize exploration days. Sometimes called hackathons or ShipIt days, they’re meant to invite employees to learn and develop themselves by running experiments and exploring new ideas. Continuous learning and development and its key to the success…
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As you might have noticed while browsing through our website, the team behind Management 3.0 is quite a small team. This means, while we are always happy to hear from you, while we welcome your questions and suggestions, we need to filter them to maintain a good response time. I want to contact you because…
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Use Delegation Poker to clarify who’s responsible for what and to what level. This is a method where you can encourage employee engagement through controlled self-organization and clarified value and decision-making. The objective of Delegation Poker is to drive home the idea of delegating decisions and tasks to your team within a controlled environment. It also is a good collaboration…
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What do you do when you need to make a decision? How do you know what makes your new hire tick? How do you know what gets under your own skin? One of the easiest and definitely most fun ways to delve into both your motivations (more on that below) is to play Moving Motivators!…
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