Short overview of some examples of management 3.0 practices.

1. https://management30.com

2. “Management is
about human beings. Its task is
to make people capable of joint
performance, to make their
strengths effective and their
weaknesses irrelevant.”Peter F. Drucker
“Management is too
important to be left to
managers.”
Jurgen Appelo

3. https://management30.com

4. https://management30.com

6. @corporate_coach

8. Personal map
https://management30.com/practice/personal-maps/

9. STEP 1
Create a personal map
MAX 15 - 20 WORDS
https://value-first.be/tag/management-3-0/

10. STEP 2
Introduce a person (not yourself!)
Tell a story
https://value-first.be/tag/management-3-0/

14. https://management30.com/practice/moving-motivators/
https://value-first.be/tag/management-3-0/

15. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

16. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

17. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

18. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

19. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

20. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

21. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

22. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

23. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

24. https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

25. STEP 1
Order your motivators from left to right
from least important to most important
STEP 1
Order your motivators from left to right
from least important to most important
https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

26. STEP 2
Move your motivators up (positive) or
down (negative)
https://value-first.be/tag/management-3-0/
https://management30.com/practice/moving-motivators/

30. Feedback wrap
• Context
• Feedback
• Observations (= FACTS)
• Emotions
• Suggestions
https://management30.com/practice/feedback-wraps/

31. • Context {WHO; WHERE; WHAT; TIME; FEELINGS; …}
• Feedback {OBSERVATIONS + EMOTIONS}
• I observe… (APPRECIATION)
• I’ve seen… (INTERESTED)
• I’ve heard… (APPRECIATION)
• I’ve noticed… (SLIGHTLY ANNOYED)
• Suggestions
• I suggest…
Feedback wrap

36. Merit money
1. Salaries should always be expected. Bonuses shouldn’t
be.
2. Earnings should be based on collaboration, not
competition.
3. Peer feedback is the main performance measurement.
4. Creative thinking can grow the compensation system (not
rig it.)
5. Compensation can be used to nurture intrinsic
motivation.

37. Performance appraisals
• Why More and More Companies Are Ditching
Performance Ratings
• The changing nature of work
• The need for better collaboration
• The need to attract and keep talent
• The need to develop people faster
https://hbr.org/2015/09/why-more-and-more-companies-are-ditching-performance-ratings

38. Merit money: rules
• Management takes care of
the budget, but not the
individual distribution.
• Workers take care of the
distribution, but they cannot
credit themselves.
• Evaluations happen at a
micro-level, so there’s
opportunity to iterate and
adapt.
http://www.forbes.com/sites/jurgenappelo/2015/07/08/the-peer-to-peer-bonus-system/#4b605aae6121