Management 3.0: #5 Happiness Door/Wall

As you may have mentioned i tried and wrote about some of the Management 3.0 practices before. In this blog post i am writing about my experience with the concept of having positive things publicly visible. The practice i tried out next was the Happiness Door or the Happiness Wall.

Happiness what?

You may have heard of the method of switching the focus toward positive things. This could’ve been in private live, like the positive thinking, or in professional live, like with the Kudo Cards. The Happiness Door/Wall aim on the same thing: pushing the focus towards more positivity. They try to get the positive things more into the awareness of the people around by showing them public and in written form. Everyone at your company is allowed to write something positive he or she experienced on a piece of paper and pin it at the Happiness Door. That’s it. Not much more magic here. The magic starts when you engaged enough people to write something down and your colleagues see it often enough and value it. They can take a bit of energy out of the made experiences and load their heart again with positivity. Nothing more and nothing less.

My experiences

Let me be honest at first: i didn’t found a good place in my actual company for “the Wall”. We have rooms in multiple houses and the rooms were flats before. So we have more stairs than expected and it feels really like Hogwarts if you show guys all the rooms the first time. So unfortunately i only found a movable whiteboard in one of our meeting rooms as the first point to start. In one of our company retrospectives (do you hang around once in a while with all your colleagues to inspect and adapt all the processes? No, try it, it really matters!) we filled it with positive things. It was a overwhelming moment, when more and more positive things came up in our minds. It felt great, when even the hard feeling guys brought something good. Another thing i tried was hanging out the testimonials of some of our customers in one room of developers. It was a mixed reaction: some liked it and some came up arguing why to do this and that there is no benefit in it.

Conclusion

So for me there is a absolute plus in doing things like the Happiness Door or Wall: the positivity comes into the halls. Sometimes very slowly and somtimes it is hard to push it further. But it is absolutely worth playing around with such things. I learned, that in some situations you shouldn’t force the positive energy, because it can end in resistance. And that’s a thing you want to avoid. Or maybe in the resistance lies the root cause of some other problems? I will see

What positivity techniques did you tried? Did it worked well? Were there resisting forces? What did you do about them? How did you handle those things? Thanks for reading and leave a comment if you want to connect in one or the other way!

Management 3.0: #4 Exploration Days

After we talked about the management 3.0 techniques Kudo Cards, the Moving Motivators and the Delegation Poker it is time to talk about one of my favorites: the Exploration Days!

Exploration what?

You may have never heard of the term Exploration Days, but you may know them by a different name! They’re often called slack time, hacking days, pet projects, ShipIt days and sometimes hackathons (which in my eyes is something completely different, but that’s another story :)). What’s exactly meant by this? Quite easy: giving the employees the chance to self educate or to develop something on their own. And all of this great things in and while their normal working hours. Some of the main goals are a better motivation of the individuals, a better connection between the team members among themselves and the company and more outside the box thinking team members. You can fill the time with whatever ideas come up from the crowd. Important is to make it fun for everybody who wants to join! I’ve heard and experienced a variety of implementations. For instance google lets it completely to your own what you’re doing in your twenty percent of each work week. The other side i know is, that the company (often somewhere in between your boss and the team) decides what you are allowed to do. Both have goods and bads.

My experiences

It is a bit tough for me to find the right balance between respect and full honesty. In one company we were waiting for the implementation of this kind of stuff for a longer time. When we finally were allowed to start, it was quite unclear who had to approve the topic and it was a mess. Somehow there came up big discussions what to do when and if doing some things at all. Overall it was nice to have the time to do something to develop further. On the other side all the waiting and the big discussions gave an off-taste to the whole thing. Not the greatest experience. For me some things are clear: whenever Exploration Days are implemented, it should not be talked to long about it without starting and the rules have to be crystal clear. Even if the rules are too harsh, because the company fears employees are wasting time. Reasons for this can be cultural (some kind of distrust) or business need (the business model can’t handle non earning time).

What contact to Exploration Days (or their brothers) did you have? Which experiences did you made? Did it helped to be more motivated or was there a drop in motivation caused by strange rules or bureaucracy? Let the world know it by leaving a comment!

Thanks for reading and have a good time exploring!

Management 3.0: #3 Delegation Poker

A while ago i presented the first management 3.0 technique, the Kudo Cards and Box, in an earlier post and the Moving Motivators in the second post of this little series. Now i will write about the next technique: the Delegation Poker. Have you ever delegated to someone else? If so, you maybe have found yourself in a situation where you not knew how the status of the delegated job is or where you were not satisfied with the quality of the result. This two examples point out things which can happen, if you miss to make things clear. If you delegate, you should try to make the what, how and why as clear as crystal! Lets have a short look from the other side: have you ever had a boss who complained or even worse redone your work after you finished a job for him? There we have the unclear expectations again! The Delegation Poker tries to solve this problems and to make aware how much the person who receives the delegated jobs can and wants to handle them. This last point is reached by giving the chance of saying “i want you to do more in this particular case”.

As you see, delegation is more a scale than just a binary thing. Not only you or me, but little nuances like i will ask you or i will discuss with you. With this in mind we are able to find compromisses and negotiate where both of us see the job and the responsibility. Lets have a look at the actual cards we have in the Delegation Poker! There are the following:

  • tell
  • sell
  • consult
  • agree
  • advise
  • inquire
  • delegate

Now that we know the cards, we can have a look at the game itself. First we need a set of scenarios we want to decide who should have what responsibility. This can be easy little jobs or complex and complicated things like leading a whole department. We pick one after another of this scenarios and everybody selects secretly which card is nearest to his wished delegation level. All cards are revealed together, when every player decided for a card. If everybody has the same card, it is clear and decided, which level of delegation is chosen. If there are different cards, than it is obvious that there is a need to talk about the diverging ideas and wishes. After a short discussion there is the next round for the same topic, until there is a consensus. The results are noted on the delegation board: horizontal are the tasks to delegate (or not) and vertical are the seven cards. We make a mark on every line for which level of delegation we agreed on.

My experience

In the receiving position it was really fun and helpful to play Delegation Poker! It helped making clear to me which priorities we as a department have. Afterwards there was a motivation boost and i felt heard and valued. Even if there was not everything what i would liked to have in my direct influence. When i first wanted to play the Delegation Poker game it was a hard time. I chose an emotionally really charged situation. We had to put the cards aside to get out of the stressful area. Afterwards we found, that we can’t decide, if not also everybody is there to make all the decisions. So giving the Delegation Poker has some easily assessable conditions. Make sure there are no big emotional stress points open and that every decision maker is aware what you are going to do and even better: they are in the room and want to join too.

What are your experiences with delegating? Did you talked about it or was there just a “Hey, could you do this?”? Did you used the Delegation Poker and the Delegation Board? Just leave a comment and let the world and me know what you learned!

Thanks for reading and have fun delegating and being delegated!

Management 3.0: #2 Moving Motivators

In an earlier blog post i wrote about the Management 3.0 technique of the Kudo Cards and what i’ve learned using them.

Today we’re going to have a look at my experiences with the Moving Motivators, as you guessed it right, also a Management 3.0 technique. The key question the Moving Motivators try to solve is the following: what are the intrinsic motivations of a person and what does she win or lose if something changes? So it is a tool to become aware of the things the player thinks are most important to herself and make them transparent. That said, we can have a look at the motivators one can choose from. They are the following:

  • Curiosity
  • Honor
  • Acceptance
  • Mastery
  • Power
  • Freedom
  • Relatedness
  • Order
  • Goal
  • Status

Note, that the first letters form the word CHAMPFROGS, which reminds me of the great book Eat That Frog! – you don’t know it? My recommendation: read it, its full of entertaining small pieces of daily usable wisdom!

Lets have a look on the overall process: we have a facilitator, a player and the deck of motivator cards. The facilitator explains the steps and asks further questions to point out insecurities and make things clearer. First step is, that the player sorts the motivators in descending order of how important they are for her. Second step is to ask a question to have a closer look at. This can be as simple as “How will my life change, if i take the next step in my carreer and go to XYZ?”. With this question in mind you now have a look at each of the motivators. Will this motivator change to the good or to the bad? If its getting better with this decision, you move the motivator card upwards as much as you feel. If the motivator will be damped or you feel it will go down, you move the motivator card downwards as much as necessary. If you want to decide between several options, you can play the game multiple times, till you have a complete set of “How my life will change”-situations. You than can compare the options from another point of view.

When i played the game myself, i found some helpful things for myself: first i loved finding out what my motivators are. Being aware about what i need and want a bit more clearly made my expectations more realistic. Seeing that some things can be better, while other things go worse, gave me a deeper understanding of the complexity. When seeking for the next job it helped me and still helps me to figure out what i really want and where to go and where not.

When i played the game as facilitator i found, that this little game is a powerful tool for many people to find their way. On top it is a great structure to get in touch with the deeper feelings of one another. Whenever two people need to find out the real intention and motivation of one another it is a good starting point to have a look at the cards and open up. This is easier than with the direct question, because the cards and fun of a game is making the situation not looking to serious. But: you can handle really serious situations, don’t be fooled by the nice looking cards!

As a bonus i developed a nice little browser tool, with which you can play the Moving Motivators online. You can even save and load your results to have a look later on (have a look in the lower right corner for the icons ;)!

Did you ever heard from the Moving Motivators? What are your experiences with them? In which role did you played them? And what did you learned while plaing it? If you never heard of it: did this post animated you to try it out?

Thanks for reading and have a successful day!

Management 3.0: #1 Kudo Cards

You may have heard about the Management 3.0 system. It is a set of games, tools and practices, which helps managing oneself and organisations. In this little series i am explaining one by one some of these parts of the system and share my experiences with them. Lets dive right into the first part: the Kudo Cards!

Kudo Cards & Kudo Box

The Kudo Cards are a set of cards (you guessed it right ;)). On those cards some kind of compliment sentences are started and there are some empty lines to fill. Example compliments are “Well done …” or “Great job …”. Thats it. Your job is now to think of your colleagues and pick an event or quality which you really like and fill the empty space with your own words. Afterwards you can either hand it over directly or anonymously. For the anonymous way there is a Kudo Box. It is like a mailbox, where you can throw in your mail and then it is up to your organisation how to ritualise the handover. In our company we do it as one point to hand out the Kudo Card to the adressee. But he is free to only read it alone or to say thanks how he want.

Our Kudo Box with the great Kudo 2.0 QR Code Video Kudo Card.

My experience

When i introduced the Kudo Cards, i was just thinking, that they are a great idea. As i am, i handed my first set directly to the recipients and did not think about what they could think about it. So i didn’t installed a Kudo Box or a ritual, because in my eyes it was like positive things could be told face to face. Damn was i wrong. As a direct reaction to my announcement three guys came to me and asked why there is no Kudo Box. Asking them why they want one, brought up, that they are shy and don’t want to hand them directly. So our Kudo Box was born and the ritual was introduced, which made these shy ones happy.

To accelerate the usage of these ideas i started writing cards for the ones who deserved it before the company retrospective. Everyone who got one card was happy and proud in this moment. It was a great experience to see, what a little compliment in front of everybody else can do. Some where infected by the idea and also wrote compliments for others too. They mostly gave them directly or brought them to the desk when the recipient wasn’t there. One great idea was a “Kudo Card 2.0” with a QR code. Behind the QR code was a link to a YouTube video with an old german ad celebrity telling you what a marvelous colleague you are. At the moment the Kudo Cards are somehow in a hibernation. Since more than two months there is no card in our box. But i don’t stop to remind my colleagues and hold up the ritual of opening the Kudo Box while the company retrsopective.some gave the Kudo Cards directly to each other some over the Kudo Box

Conclusion

First of all i really love the Kudo Cards. Having a little positive wall near my desk keeps up my moral and helps over heavy situations! This experiment helped me learning things too! First a real obvious one: not everybody is as extrovert as me with compliments and feedback. Second they last much longer than the short term experience of a spoken compliment. Don’t get me right, if there’s something working well your rule of thumb should be to speak it out loud as fast as you can. Last but not least there is a big influence of just having this instrument in your company, organisation or tribe towards a positive way of thinking. Only some cards make a difference for those who get them. They walk around with a better mood for a while and give this happiness into a virtuos circle.

I absolutely recommend Kudo Cards for you! 🙂

Do you have any experiences or want to say anything about this topic? Just leave a comment, thanks for reading!