What Is Management 3.0 & Why You Should Pay Attention To Energize Your Teams

What Is Management 3.0 and Why You Should Pay Attention to Energize Your Teams

Jurgen Appelo is a software engineer, trainer, entrepreneur, author, speaker and traveler, who has been driving agility in companies. One of his works, Management 3.0 , condenses a team management methodology so that they can survive amid chaos and fragility.

This model, based on Edgar Morin’s so-called complexity theory, is based on the notion that a system – a company, a government, a project – is not feasible to analyze as a mere sum of its component parts; rather, it is the relationships and interactions that give it meaning and momentum. To graph this, imagine a network, with interlocking threads connecting each component. These threads are the facts, actions, decisions, and interactions that make up the world.

That is why management has been seen for several years as a system of networks and people, of dynamic relationships, and not only about areas or departments, profits and processes. It is a living system, not machines that systematically replicate the same result.

Principles for energizing and developing talent

In its 3.0 model, Appelo shares several principles that serve to support the work of leaders and teams in today’s changing world. Here are some of them:

1. Energize people

To achieve this, it is necessary to know what it is that motivates them and that is part of their life purpose: the more consistent it is with the purpose of the organization, there will be a greater individual commitment and team cooperation. For the psychologist and professor Edward Deci, there are two types of motivations:

  • Extrinsic: stimuli that are provided from outside the person (for example, a performance bonus, constant congratulations from the leader, etc.).
  • Intrinsic: those stimuli that are internal and relevant to the person, even when it is not their primary goal (for example, a project in charge). However, if you find a meaning, a why in what you do, you connect better and there is your own reward.

Author Daniel Pink offers a similar look at intrinsic motivation in his book “Drive”, where he affirms that most people are moved more by this type of impulse than by extrinsic. In other words, in the end and in essence, people care more about satisfaction than external rewards, although they should not be lacking, and he explains that there are three factors that new management leaders need to take into account to boost talent: mastery -the desire of each one to be better in what is important to him-, autonomy -the impulse to guide his own life-; let me mention self-leadership-; and purpose – intention to serve something greater than ourselves.

2. Empower teams

To achieve this, the author of Management 3.0 points out that it is entirely possible for each team to organize itself, if it has the confidence of the leaders.

At this point, it is essential that those who lead people focus on doing their job and not on micro-management and that teams participate in collective decisions on relevant issues. In addition, it is necessary for everyone to understand that they are part of a joint system, and not the mere sum of individualities, and that the knowledge of market needs is not in the hands of a single person, but that there is a broader perspective of their needs.

To empower, there are four lines of action that are strategic to generate relationships of trust:

  • Let the leader trust his team.
  • Let the team trust their leader.
  • Let team members trust each other.
  • Let the leader trust himself.

3. Development of skills

We already know that it is difficult for any company to achieve results if its members are not trained; and the leaders are responsible for enabling the conditions for this process to take place. Some ways are:

  • Leading by example: living what is preached.
  • Promote self-learning: appreciate personal maturing time.
  • Coaching and mentoring: as transversal support and support tools throughout the organization.
  • Training and certification: to raise standards against the competition.
  • Collaborative learning: internal development, where everyone learns from each other.
  • Learning from error: doing retrospectives and tests in controlled environments.
  • Measure the results: feedback in the shortest possible cycles; use of keeping metrics on information radiators; indicators agreed between those who participate.
  • Smaller teams: the author recommends no more than 10 to 12 people.

4. Improve everything and observe the team environment

It is key in the management 3.0 model to focus on real continuous improvement, for which it is necessary to facilitate change processes and model the natural resistance that may appear.

Some suggestions for leaders are to observe the team environment, what they need, and let it be known that you are available; find cracks or faults and go to their roots to promote solutions that the team implements; define clear and specific goals and have great communication skills, a key factor of every good manager.

Also, incentivize defining small victories or milestones that energize people; review achievements and not just failures; and it is also essential to recognize people.

The implementation of this leadership style implies a cultural change in companies that is not necessarily rapid, although it can be agile, if you have the conviction and vision to carry it out.

Ultimately, it depends on each company how far they want to go and on each leader, how much they want their teams to develop. Two questions that only they can answer.

By:

Source: What Is Management 3.0 and Why You Should Pay Attention to Energize Your Teams

.

Many teams use Mind Maps to explore certain topics. Similarly you can use Personal Maps to explore your team itself. Personal Maps facilitate team collaboration and bonding in a rather distant world. With this video, you will learn how to use Personal Maps to break down the barriers of cubicles and longer distances, and then you may even learn how silly you were when you thought you had nothing in common! Here you can learn more about this Management 3.0 Workout: https://management30.com/product/work… Here’s a trick, instead of presenting your own, spark conversations by presenting each other! What are you waiting for? Try this 7-minute exercise out and tell us below how it went!
.
.
More Contents:
.
UN Women and Standard Bank’s partnership on climate-resilient agriculture enables women farmers through access to market information | Standard Bank
[…] technical training, mentorship programmes, access to inputs including feeds, accommodation and business management skills […]
N/A
Family Business in tourism and hospitality | Emerald Publishing
[…] papers is available here Online Submission through ScholarOne: Submissions to the Journal of Family Business Management are made using ScholarOne Manuscripts, the online submission and peer review system […]
4
HOT JOBS & COOL JOBS: ENTRY LEVEL MARKETING MANAGEMENT TRAINEE NEW YORK NY USA
[…] Apply Now>> 5 Entry Level Business Management Trainee New York, NY, USA Entry Level Business Management Trainee Objective: Seeking individuals that want to excel in a  […]
N/A
Do you have what it takes to grow beyond QuickBooks?
[…] Sage VAR (Value Added Reseller) MicroAccounting helps companies select and implement Sage ERP and business management solutions that streamline processes and deliver the insight to make faster, smarter decisions […]
0
Learn About Esports: How It Is Done and Where You Can Study It | Sports-Games
[…] Esports has also been integrated into other courses like business management […]
0
New Start
[…] & BUSINESS SKILLS LEARN MORE INTRODUCTION TO FACILITIES MANAGEMENT LEARN MORE INTRODUCTION TO BUSINESS MANAGEMENT LEARN MORE WASTE IN THE CIRCULAR ECONOMY AT SCQF LEVEL 5 LEARN MORE Accelerator Courses Accelerator […]
36
Job Opening: Information Technology Senior Policy Advisor To The Secretary – Department of Administrative Services
[…] PREFERRED QUALIFICATIONS The preferred candidate will have: Knowledge of the Technology Business Management (TBM) framework; Minimum of ten (10) years of experience managing Information Technology teams […]
0
HOT JOBS & COOL JOBS: HOSPITALITY EXPERIENCE WANTED / MANAGEMENT TRAINEE HUNTINGDON VALLEY PA USA
[…] Service, Client Relations, Sales Management, Marketing, or Leadership preferred * Degree in Business Management  […]
N/A
Sap Developer resume in Centurion, Gauteng, South Africa – February 2021
[…] Centurion High 2005 Certificate in Marine Biology, Oxford Distance Learning 2006 Certificate in Business Management and Markiting, UK Online Distance Learning 2019 Certificate in SAP FIORI introduction, Udem […]
N/A
Agile Project Management: Agile, Scrum, Kanban & XP
[…] She has worked with American Express as a Product Manager with interest in business management and strategy […]
70
#MakingItHappen: Local Enterprise Week goes virtual for 2021! – Local Enterprise Office – Offaly
[…] session introducing the psychology of leadership and providing a practical toolkit for effective business management […]
0
HOT JOBS & COOL JOBS: DIGITAL MARKETING SENIOR MGR CONSUMER GOODS REMOTE UNTIL 9.2021 DALLAS TX USA
[…]  IT Service Management, HR Service Delivery, IT Financial Management, IT Business Management  […]
N/A
KaziQuest | Hotel/Restaurant Night Club Manager
kaziquest.com – Today
[…] A degree in Business Management or any related field […]
87
Esencjalista. Mniej, ale lepiej by Greg McKeown
[…] 515 users Psychology 290 users Philosophy 254 users Leadership 203 users Audiobook 189 users Business > Management 59 users See top shelves… ABOUT GREG MCKEOWN Greg McKeown 694 followers Greg McKeown is a busines […]
80
Teach Iowa, Iowa’s marketplace for education jobs
iowa.schoolspring.com – Today
[…]    A bachelor’s degree in education, business management or accounting […]
0
Master new skills
abmagazine.accaglobal.com – Today
[…] On top of this, she’s a vice president in trading business management at TD Securities in Dublin, as well as a mother to two young children, and a member of ACC […]

4 Hard Truths About Why Your Key Team Members Quit

A while back we talked about the real reasons why you weren’t hiring new employees, and shared the hard truths behind why you might be hesitant to find and hire new talent despite a need for help. Today, I wanted to share a little more hard truth- this time surrounding the reasons why your employees quit. As a business owner, you may have an idea of why you have turnover, but it generally boils down to four main categories.

1. Lack of Recognition

One of the main reasons that employees look for another position has to do with lack of recognition from management. They think “I have been busting my hump for these people for the last ten years and I haven’t had a raise in three and all they ever do is give praise to Julie and I have done twice as much as Julie….etc” Really taking the time to celebrate victories with your employees and recognize their hard work goes a long way to keeping them happy in their current position. And it’s important to think outside of the “employee of the month” box and really get to the heart of recognizing hard work and talent on your team.
Hiring Tip: If your job opening has growth opportunities make sure to list that in the listing. A lot of job seekers are looking for this specifically and will help you stand out amongst the crowd.

2. Lack of Growth

Does the position have the opportunity for promotion? Employees that have no promotion opportunities, are already at the top of their pay grade and have no coaching or mentorship opportunities available to them are the most likely to leave to look for something else. Depending on your company, you may not be able to offer up a promotion in the traditional sense but mentoring or coaching your key team members to grow in their field can go a long way to keeping them interested and engaged.

Hiring Tip: Instead of hiring for a project manager right out of the gate consider hiring for a project manager level 1 or level 2, allowing the candidate room to be promoted over time.

3. Lack of Management

We have all heard the phrase, “people don’t quit jobs, they quit managers.” And this is very true. If they aren’t getting recognition, training or advancement opportunities it’s usually because of a manager. You want to make sure that your managers know what they’re doing and value their team and are doing all those things that are important to be able to keep those people.

4.Money

Everyone has economic needs and it’s important to pay your employees fairly. This should be a given. But when we talk about money and compensation it really comes down to two things.

  1. Are you being fair? Are you paying the person what they are worth to the company?
  2. Are you being respectful? Are you paying them what the market values their skill set at?

We can’t all compete to pay the highest wage, but you can make sure that you are being fair and respectful of your employees and their economic needs.

Hiring Tip: It’s also important to note here that often times when an employee comes to you asking for more money, what they really mean is that they want more independence, autonomy or growth opportunities. Those things can often be achieved with a larger salary, but there are other ways to make an employee feel appreciated without offering up more money. So if you are paying a fair wage, it might be a good idea to look at other factors that are at play here.

David Finkel Author, ‘The Freedom Formula: How to Succeed in Business Without Sacrificing Your Family, Health, or Life’

Source: 4 Hard Truths About Why Your Key Team Members Quit

63.3K subscribers
What To do When Your Network Marketing Team Members Quit ***Download my Guide to Generating Business & Sales Online here: http://www.tanyaaliza.com/40download In this episode, I share my best network marketing training tips on how to get past the frustration and disappointment that can linger on when someone quits your network marketing team. What’s your initial reaction when someone in your team decides to quit your network marketing team? Do you turn around and say, “Have you gone mad?!”  Or do you wish them well and mean it? Despite your best efforts to coach and support team members, there will always be some that leave. Everyone has their own theory on why people quit network marketing, but generally, people quit things all the time. They quit their job, their marriage, college, their dreams and every industry imaginable. It’s a fact of life and it’s inevitable. However, for most people, this kind of event shakes them up and leaves them feeling frustrated and disappointed. It may have already happened to you, and it’ll most certainly happen to all network marketers. So, if you’re stuck on an emotional roller coaster every time someone in your network marketing team decides to take a hiatus, then this network marketing training is for you. In this episode, I’ll be sharing some tools and strategies I use that will help you prepare for this type of situation and not allow it to detract you or prevent you from growing your business ****Download the FREE Resource mentioned in this video – My Guide to Generating Business, Leads and Sales Online – http://www.tanyaaliza.com/40download ———Connect With Tanya———— Tanya Aliza on Social Media: http://www.tanyaaliza.com http://www.facebook.com/tanyaaliza http://instagram.com/tanyaaliza http://twitter.com/tanyaaliza Share this video – https://youtu.be/6yUaFH23DC0 About this video: In this episode I share with you some of my Network Marketing Team training tips so that you know what to do if you have a teammate quit or cancel. In this network marketing training I also share so network marketing tips so you can understand why people quit. I hope you find this one of your most best network marketing training.

The 80/20 Rule And How It Can Change Your Life

4.jpg

What is the 80/20 Rule and could it actually make 80% of your work disappear?

If you’ve studied business or economics, you’re well familiar with the power of the Pareto Principle.

The Man Behind The Concept

Vilfredo Federico Damaso Pareto was born in Italy in 1848. He would go on to become an important philosopher and economist. Legend has it that one day he noticed that 20% of the pea plants in his garden generated 80% of the healthy pea pods. This observation caused him to think about uneven distribution. He thought about wealth and discovered that 80% of the land in Italy was owned by just 20% of the population. He investigated different industries and found that 80% of production typically came from just 20% of the companies. The generalization became:

80% of results will come from just 20% of the action:

Pareto’s 80/20 Rule

This “universal truth” about the imbalance of inputs and outputs is what became known as the Pareto principle, or the 80/20 rule. While it doesn’t always come to be an exact 80/20 ratio, this imbalance is often seen in various business cases:

• 20% of the sales reps generate 80% of total sales.

• 20% of customers account for 80% of total profits.

• 20% of the most reported software bugs cause 80% of software crashes.

• 20% of patients account for 80% of healthcare spending (and 5% of patients account for a full 50% of all expenditures!)

On a more personal note, you might be able to relate to my unintentional 80/20 habits.

I own at least five amazing suits, but 80% of the time or more I grab my black, well-tailored, single-breasted Armani with a powder blue shirt. (Ladies, how many shoes do you own, and how often do you grab the same 20%?)

I have 15 rooms in my house, but I spend about 80% of my time in just my bedroom, family room, and office (exactly 20%).

I’m not sure how many miles of roads are in the small town where I live, but I bet I only drive on 20% or less of them, as I make daily trips to my kids’ schools, the grocery store, the bank and gas station.

On my smartphone, I have 48 different mobile apps pinned to the tiles, but 80% of the time I’m only using the eight on my home screen.

When I go grocery shopping, I definitely spend the most time in the aisles that are around the edges of the store: produce, the fish market, dairy, breads—and generally skip the aisles in the middle of the store (except for health and beauty).

As a massive introvert, I don’t actually socialize too much, but when I do, 80% of my time is spent with the same 20% of my friends and family members.

In my research into the productivity habits of high achievers, I interviewed hundreds of self-made millionaires, straight-A students and even Olympic athletes. For them, handling every task that gets thrown their way—or even every task that they would like to handle—is impossible. They use Pareto to help them determine what is of vital importance. Then, they delegate the rest, or simply let it go.

How You Can Use It

So how can you apply Pareto’s principle to gain more time in your life?

Are you an executive? You’re surely faced with the constant challenge of limited resources. It’s not just your time you need to maximize, but your entire team’s. Instead of trying to do the impossible, a Pareto approach is to truly understand which projects are most important. What are the most important goals of your organization, or boss, and which specific tasks do you need to focus on to align with those goals. Delegate or drop the rest.

Are you a freelancer? It’s important to identify your best (and highest-paying) clients. Of course, you don’t want all your eggs in one basket. But too much diversification will quickly lead to burnout. Focus on the money makers and strengthening those long-term relationships.

Are you an entrepreneur? The temptation always exists to try the new and exciting. There’s nothing inherently wrong with that, but it boils down to your goals. Are you trying to grow your current business? Would an 80/20 mindset help you to stay focused on your strategic plan and spend less time chasing endless new opportunities?

No matter what your situation, it’s important to remember that there are only so many minutes in an hour, hours in a day, and days in a week. Pareto can help you to see this is a good thing; otherwise, you’d be a slave to a never-ending list of things to do.

So, what 20% of your work drives 80% of your outcomes?

 

List Mailer Pro

Want to Build Your List and fast?

“Build YOUR List 1st! Get Tips, Techniques, Resources & Top Sites for Increasing Your Traffic & Success with our List Building System!”

…in the next 10 minutes you can be completely setup and ready to
start building your list with our 100% FREE List Building System.

Your Member Benefits Include:

FREE lifetime access to our unique list building system
Referrals Will Be Joining YOUR List First!
Autoresponder tips and tricks for success
Learn from 100 successful list building tips
List of the top recommended solo ad sites
Plus many more features waiting for you on the inside

You earn commissions on anyone who joins your network 10 levels below you, and each person can only sponsor 3 people directly below them.

For example, when the Traffic Wave System automatically recruits 4 people into your TrafficWavenetwork, the first 3 go on your first level (Level 1), and the 4th recruit goes under one of the 3 people in your level 1.

IMPORTANT YOU NEED to have one sign up in your team to start earning from the spill over you will receive. That’s called “spillover, and it means I am very interested in putting people in your organization. I promote daily introducing new members to Traffic Wave. If you’re on my level 1, and I put someone underneath you, then that person is on your level 1 and my level 2, and you and I both make an override commission each month.

The Matrix Buster “The money is in the list” to a whole new level!

Log into T Wave Click affil Manager then at the left Matrix Buster. FREE to register.

Imagine if you had 1,000 people on your list at Traffic Wave … If you send out an offer for a new product to your list and 1 out of 100 buys, that’s 100 sales. (Great if you have an Online Store)… If your profit per product is $10, you could make $1,000 over night.

But how do you get people on you list?

And where exactly do you keep your list?

Trafficwave is where you keep your list … And the Fast Matrix Buster gets people on your list! Plus the promoting of your SFI Splash with Campaign capturing emails. But that’s not all …

When they do that, you make money!

Lets get really creative now and design your splash.

Lead Simplify – THE WORLD’S MOST POWERFUL LEAD MANAGEMENT PLATFORM

Lead Simplify is the only system on the planet that can collect, sort, distribute and then sell your leads on complete autopilot without you ever seeing or touching them. Lead Simplify enables you to:Collect 100s, 1000s or even 10s of 1000s of incoming leads every single month, Then automatically sort those leads into the correct segments, Then automatically distribute those leads to the correct lead buyers, Then automatically sell those leads without you ever seeing or touching them. Just the way companies like Home Advisor and other top level lead generation companies do..You could try to go it alone, but Lead Simplify really is the best way to scale your lead generation business with a hands free approach and Lead Simplify is the only tool on the planet that can offer you this..Read more..

%d bloggers like this: