Managing for Happiness by Jurgen Appelo at DCSUG on 8/9/2016

Most managers have no clue how to work with people

Managers drive the business like

a machine

Bad management

Bad performance

Everything has changed!

Change is easier when

people share food

Photo credits, with permission: Jurgen Appelo

Managethe system

Nurture happiness

Teams should have

reasons to

celebrate

Embrace playfulness

Run experiments

Accelerate learning

Contracts impose

limits on freedom

and happiness

Innovate management

Build for meaning

Innovate management

Accelerate learning

Run experiments

Embrace playfulness

Nurture happiness

Managethe system

Build for meaning

Innovate management

Accelerate learning

Run experiments

Embrace playfulness

Nurture happiness

Manage the system

Core Competencies, ROI, bla bla bla, etc.

• Build for meaning

• Innovate management

• Accelerate learning

• Run experiments

• Embrace playfulness

• Nurture happiness

• Manage the system

(something going up)

The word management is derived from the Italian word maneggiare, which means handling horses.

Giving and Taking ControlQuite often, when managers delegate work to people or teams, they don’t give them clear boundaries of control.

Delegation is not a binary thing. There are more options than being a dictator or an anarchist. The art of management is in

finding the right balance.

1. TellYou make a decision for others and you may explain your motivation. A discussion about it is neither desired nor assumed.

2. SellYou make a decision for others but try to convince them that you made the right choice, and you help them feel involved.

3. ConsultYou ask for input first, which you take into consideration before making a decision that respects people’s opinions.

4. AgreeYou enter into a discussion with everyone involved, and as a group you reach consensus about the decision.

5. AdviseYou will offer others your opinion and hope they listen to your wise words, but it will be their decision, not yours.

6. InquireYou first leave it to the others to decide, and afterwards, you ask them to convince you of the wisdom of their decision.

7. DelegateYou leave the decision to them and you don’t even want to know about details that would just clutter your brain.

The 7 Levels of Delegation is a symmetrical model.

It works in both directions.

A delegation board gives managers “something to control”. It is better that they push around the notes on a delegation board rather than the people in their organization.

m30.me/delegation-poker

Handbooks / Culture Books

In some companies, employees document espoused values and culture with a bookor video.

Values

source: © 2014 Zappos, “2014 Culture Book” http://www.zapposinsights.com/culture-book

Zappos

http://www.zapposinsights.com/culture-book

source: © 2013 IDEO, “The Little Book of IDEO” http://www.slideshare.net/timbrown/ideo-values-slideshare1 IDEO

http://www.slideshare.net/timbrown/ideo-values-slideshare1

Comparing documented values with stories of actual behaviors helps you reinforce and redefine the culture, iteratively.

Many organizations hold a yearly company-wide values day where everybody is invited […] to revisit the organization’s purpose, values, and ground rules and inquire howthey […] live up to them.- Frédéric Laloux, Reinventing Organizations

Values Day

The culture of any organization is shaped by the worst behavior the leader is willing to tolerate.- Gruenter and Whitaker (source unknown)

The culture of any organization is shaped by the best behavior the leader is willing to amplify.

A

B

C

100

100

100

100

90

100

100

100

10

10

90

100

95

100

5

10

5

90

85

95

100

15

10

5 15

75

90 125

110

200

195 235

170

320

315 305

260

320

315 305

260

€ 1000

320

315 305

260

€ 2000

320

315 305

260

€ 3000

320

315 305

260

€ 787

€ 650

€ 763

€ 800

When is it payout time?

Should we celebrate failure?

Or should we celebrate success?

The Celebration Grid compares behaviors with outcomes.

MISTAKES EXPERIMENTS PRACTICES

LEARNING

SUC

CESS

FAIL

UR

E

Good practices usually lead to success. That’s why we have them.


LEARNING

SUC

CESS

FAIL

UR

E


LEARNING

SUC

CESS

FAIL

UR

E

Though sometimes, good practices can fail.

We avoid mistakes (bad practices) because they often lead to failure.


LEARNING

SUC

CESS

FAIL

UR

E

Though sometimes, mistakes surprise us with unexpected success.


LEARNING

SUC

CESS

FAIL

UR

E


LEARNING

SUC

CESS

FAIL

UR

E

We run experiments when we don’t know if we will succeed.


LEARNING

SUC

CESS

FAIL

UR

E

With all experiments, there is a good chance of failing.

Learning is optimal when we have a 50/50 chance of succeeding.


LEARNING

SUC

CESS

FAIL

UR

E

We don’t learn anything when we just repeat good practices.


LEARNING

SUC

CESS

FAIL

UR

E

We also don’t learn anything when we repeat the same mistakes.


LEARNING

SUC

CESS

FAIL

UR

E

We do learn when good practices fail, though it doesn’t happen often.


LEARNING

SUC

CESS

FAIL

UR

E

And we learn when mistakes are successful, which is also rare.


LEARNING

SUC

CESS

FAIL

UR

E

“Celebrate failure” includes failure from mistakes. That makes no sense.


LEARNING

SUC

CESS

FAIL

UR

E

“Celebrate success” makes more sense, but this ignores learning.


LEARNING

SUC

CESS

FAIL

UR

E

We know that learning is optimal when we run experiments.


LEARNING

SUC

CESS

FAIL

UR

E

Networks are great at running experiments and exploring opportunities.


LEARNING

SUC

CESS

FAIL

UR

E

Hierarchies are good at repeating practices and exploiting successes.


LEARNING

SUC

CESS

FAIL

UR

E

Hierarchies are also good at repeating the same mistakes. ;-)


LEARNING

SUC

CESS

FAIL

UR

E

Healthy organizations make use of both networks and hierarchies.


LEARNING

SUC

CESS

FAIL

UR

E

They use networks for creativity, innovation and effectivity.


LEARNING

SUC

CESS

FAIL

UR

E

They use hierarchies for quality, predictability and efficiency.


LEARNING

SUC

CESS

FAIL

UR

E

It is important to celebrate successes, with a focus on good practices.


LEARNING

SUC

CESS

FAIL

UR

E

And it is important to celebrate learning, in safe environments.


LEARNING

SUC

CESS

FAIL

UR

E

Build for meaning

Innovate management

Accelerate learning

Run experiments

Embrace playfulness

Nurture happiness

Manage the system

m30.me/happiness

Managing for Happiness by Jurgen Appelo at DCSUG on 8/9/2016

Business

Transcript of Managing for Happiness by Jurgen Appelo at DCSUG on 8/9/2016