Pactify offers proprietary moderation approaches and a specific web platform to help companies develop effective organizational responses to increased complexity in their market environments. The approach and methodology is aimed at developing more “appetite” for results in a larger group, which triggers the autonomy and co-operation that is critically needed to become more effective, and deliver more than what only (static) structures and incentives can achieve. The team consists of highly seasoned IT and management consulting professionals and relies on a scalable IT development staff (both on- and offshore). Key principles: - Essentially simple methodology and platform, which allows the large group to adopt (and participate in co-operation) - Sustained and strong focus on goals and actions only, away from constraints, distractions or excuses not to act - Direct communication channel from team members to CEO (no complicating interfaces) - Specific design (including gamification techniques) to fuel positive behavior in teams: autonomy and co-operation

1. A new approach to improve impact
and speed of organisations

2. Our objective
Help organizations learn to cope more effectively with the speed and complexity of the
market environments they operate in …
… by enabling a stronger, goal and action based response with more people involved,
… through stimulating a stronger appetite for execution and results,
which drives more autonomy and co-operation, away from constraints that inhibit action
(constraints such as: complexity inside, distraction from goals, bottlenecks at the top…)
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© 2015 Pactify Software. All rights reserved.
Essentially because this own appetite for execution and results, is the only motivation
that allows both
highest possible performance AND personal satisfaction,
a combination that is not achievable by “carrot and stick”

3. The overall logic of our approach
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© 2015 Pactify Software. All rights reserved.
Trigger more autonomy and co-operation from within the group (as these behaviors generate more
action, because it means going “beyond” what structures –rules, roles, incentives,… - can generate)
Shift the “appetite for execution and results” down in the group (appetite for results is the real driver
for autonomy and co-operation)
Let organisations develop more effective responses to the growing complexity outside (opportunities/
challenges)
Mobilise and steer a stronger flow of goal-based action in a larger group (to generate the response)
How ?
How ?
How ?

4. Shifting the “appetite for results” down: how not to do it ?
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© 2015 Pactify Software. All rights reserved.
The appetite
for results
How NOT to do it?
• Top-down orders
• More structures, boxes, KPIs, incentives, …
• Fully worked out plans, “only” to execute
• Over-thinking it
• Trying to get aligned in 1 go, instead of gradually
Otherwise …
• You create complexity inside
• Results don’t stick, (predictable) escalations
occur after a while
• You miss the opportunity to tap into more energy
and intelligence when problems become
complex
?
The appetite is
(almost)
always here,
but how to get
it down ?
?
Co-operation?Co-operation?
Autonomy?
Co-operation? Co-operation?

5. There are 3 drivers that give more appetite for results, and really
change behavior towards more autonomy and co-operation
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© 2015 Pactify Software. All rights reserved.
Drivers for
positive
behavior
change
How we tap
into the
driver?
Going for goals that
you find (minimally)
meaningful
Experience making
progress towards goal,
together
Being in control of how you
want to achieve goals (not
being told how)
And a little bit of
carrot and stick
• A specific moderation
process (“Coupling”)
to …
‒ Shape idea’s into
projects together
(not: drop plans on
a desk “for
execution”)
‒ Trigger appetite
and curiosity to
really get involved
in the shaping of
the target solution
• A simple web platform
and specific moderation
approach to …
‒ Make all individual
contributions to the
result transparent
‒ Provide immediate
goal based feedback,
from within the action
‒ Facilitate making
explicit engagements
to help each other
progress
• A simple web platform and
specific moderation
approach to …
‒ Flip the direction of
communication: the
teams tell the sponsor,
not vice versa, how they
want to achieve goal
‒ Allow focus only on goals
and actions (away from
distractions not to act)
‒ Make mutual
engagements for action in
the team transparent and
specific
1 2 3

6. The essence of our approach to get more drive to
get more things done (in the right direction)
The goal
setting
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The
execution
Leadership
Teams
Telling how to plan, adjust
and do it
The actual doing
Ask teams how to plan and do it
(guiding if needed)
Experience making progress
towards goal, together
Being in control of
how you want to achieve goals
(not being told how)
Trying to solve problems/
identify opportunities together,
will get autonomy accepted
more effectively
Telling it yourself, not being
told, give you control, keeps
you alerts& active at all times
When autonomy is accepted,
there us more “doing” and more
co-operation. When using
transparency and feedback,
focus can be sustained and
teams experience their
progress more strongly, which
fuels drive even more
Common approaches Our approach
Asking is more powerful: puts
the group at work not the leader
How more appetite is
created in the group
Communicating
vessels
(unfortunately)
Cannot be only an intention, needs to get embedded in everyday work
(even every next 5 minutes), so requires a specific (learning) approach
Going for goals that you find
(minimally) meaningful
1
2
3

7. We apply all principles through a transparently growing network of
people, goals& actions (I/II)
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© 2015 Pactify Software. All rights reserved.
• A web platform to anchor all
principles for behavior change
more effectively
• The network takes people away
from constraints (distractions,
excuses, …) in the organisation
that prevent goal based action

8. We apply all principles through a transparently growing
network of people, goals& actions (II/II)
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Milestones
Actions
The transformation network
Growth
Organisational
effectiveness Operational
excellence
1
2 3 4
CONCRETE
PROJECTS
(Focus on
execution drive
through
autonomy &
co-operation)
“COUPLING”
From objectives/
mandates/ idea’s
… to accepted
projects
Im
De
Ju
De
Ju
Im
Im
De
Do
Do
Do
Ju
NETWORK
NODES &
OBJECTIVES
(Structured
direction setting)
TODAY
PROGRESS
PLAN
…5
Strategy
definition
• Simple platform so everyone is on
• Specific ideation & coupling process
‒ Transferring autonomy when shaping
ideas into projects together
• All team members communicate them-
selves, not done for them
• Sustained focus on goals and actions only
• Full transparency (on contributions, …)
• Techniques to achieve “flow” in execution
Key principles to set-up and grow:

9. Where the 3 drivers of behavior change work in the network
-9-© 2015 Pactify Software. All rights reserved.
Milestones
Actions
The transformation network
Org.
effectiveness
Strategy
definition
Growth Operational
excellence
1 2 3 4
I³ team
Im
De
Ju
De
Ju
Im Im
De
Do
Do
Do
Ju
TODAY
PROGRESS
PLAN
Going for goals that
you find (minimally)
meaningful
1
Being in control of
how you want to
achieve goals (not
being told how)Experience making
progress towards
goal, together
3
“COUPLING”
From objectives/
mandates/ idea’s
… to accepted
projects
NETWORK
NODES &
OBJECTIVES
(Structured
direction
setting)
CONCRETE
PROJECTS
(Focus on
execution
drive through
autonomy &
co-operation)
2
…5

10. How do we concretely bring the appetite for results down
into the group
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© 2015 Pactify Software. All rights reserved.
On board the group Trigger the appetite
Sustain focus on
goals and actions
Let teams
experience their
progress
• Everyone (50-60+ per
program) on a simple
platform
• All equal in
contributing to co-
operation
• 1 simple language of
goals and actions
• Web based, real time
• Present agenda/
problems in the group
• Transfer autonomy by
going trough problem
solving together
• Avoid distraction (separate
focused platform)
• Always a clear, next
milestone in team
• Avoid being stuck: balance
difficulty with skill in team
• Timely pace milestones
• Make all contributions to
result transparent
• Feedback from group’s
own direct input as
• Let the group communicate autonomously on plan and
progress (give them first shoot before “ordering how”)
Sustained drive for execution and results in a large group
More autonomy and co-operation
Stronger flow of goal-based action in the group, to respond more effectively to challenges
1 2 3 4

11. Initial screens: navigation from program to sub-programs and
their sponsor and description
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12. Subprogram overview: what are projects, what is last achievement,
what is next milestone and recommendation of team ?
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13. Milestone heat map, per project
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14. The project section: objective, summary, plan and progress,
budget& impact, attachments, gamification and flow
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15. Workplace for the teams: the project timeline – add, modify or
change time directly in the graph (clicking, dragging)
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16. Screenshot – My Progress, emailed weekly
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17. Screenshot – Flow analysis of all tasks
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18. Screenshots: “Pact Value” – immediate goal based feedback
system
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© 2015 Pactify Software. All rights reserved.