3. Management
3.0
A movement of innovation, leadership and management
Redefining the definition of leadership with management as a group
responsibility
About working together to find the most efficient way for a business to
achieve its goals while maintaining the happiness of workers as a priority
About actionable leadership
Includes proactive leadership games and exercises to apply with your team
immediately
Learn how work doesn’t have to feel like work, but more like enjoying the
good life
5. Workshops
• Targeted to one specific group of people: those focused on improving their approach to
management. These are the people who recognize that there is not enough employee
engagement and team collaboration in their organization.
• These are the people who won’t just complain, but are looking for proactive solutions
to change management processes.
These are people across organizations looking to answer:
• How can we motivate our workers?
• How can we change the organization’s culture?
• How can we change the mindset of managers?
• How can we get teams to take responsibility?
• How can we improve teamwork and team collaboration?
• How can we can managers to trust their teams?
• How can we develop people’s competencies?
• How can we be agile when the organization is not?
6. Workshops
• Management 3.0 is the future of management
• Management 3.0 follows the systems thinking idea that 95 percent of the performance of
an organization is the result of the whole system, not the individual.
• Management 3.0 examines how to analyze that system to come up with the right
solutions for better leadership across organizations.
• Management 3.0 workshops include solutions for:
• performance management
• competence development
• team collaboration and project management
• agile methodologies
• employee empowerment
• self-organization and delegation
• developing purpose and value inside an organization
• change management and organizational transformation
• organizational hierarchy
• extrinsic motivation vs. intrinsic motivation
8. Delegation Poker
Seven Levels of Delegation. 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
9. • Start by making a list of pre-defined cases or situations in which you want to
create a delegation policy, establishing who has what influence. This can
range from project design and authority to hiring new team members.
• Team members should be organized in groups of three to seven people. Each
teammate gets a set of cards numbered 1 through 7, signifying the Seven
Levels of Delegation (see below.)
• Team members will repeat the following steps for each pre-defined case:
• One person picks out a situation to read aloud OR he tells a story from
personal experience.
• Each player chooses one of the seven delegation cards privately, reflecting
on how she would delegate the decision in that particular situation.
• When all players have decided, they reveal their selected cards.
• Everyone earns points according to the value of their selected card, except
the players that are the “highest minority” (see below).
• Let the people with the highest and the lowest cards explain the reasoning
behind their choices.
• You can then create a Delegation Board to show the results of your
consensus
11. Moving Motivators is simple while dealing with very complicated
pieces of the motivation puzzle. Here’s how you play:
Step One: Which motivators are important to you? Place the cards
in the order from Left (least important) to Right (most important.)
Step Two: How can change affect your motivators? Move the card
Up for a positive change and Down for a negative one.
Step Three: The reflection of organizational change on your
motivators. When most of your important motivators go down or
when the least important ones go up, you may have some work to
do on your own motivation
