Management 3.0 : An Oveview about Agile Leadership

www.management30.com
Swiss PMI Chapter
version 1.00

What
is
the
optimal
group
size?

Swiss PMI Chapter 2013
2

What
is
the
optimal
group
size?

ﬁve
plus
or
minus
two

http://en.wikipedia.org/wiki/The_Magical_Number_Seven,_Plus_or_Minus_Two
3

What
is
the
optimal
group
size?

5,
15
and
150

http://www.cognitive-edge.com/blogs/dave/2006/12/logn_0093_3389_logcr_1_r20764.php
4

What
is
the
optimal
group
size?

anything
up
to
20,
except
8

http://www.newscientist.com/article/mg20126901.300-explaining-the-curse-of-work.html
5

What
is
the
optimal
group
size?

four
point
six

http://www.amazon.com/Leading-Teams-Setting-Stage-Performances/dp/1578513332/
6

What
is
the
optimal
group
size?

The best size for a team is between
three and seven, preferably five.

http://www.amazon.com/Favorite-Pfeiffer-Essential-Resources-Professionals/dp/0787981990/
7

11
Tribe Tribe
Tribe between 20 to 150 Persons
Tribe of Tribe

Alexandre Cuva
•  CIO for a Swiss Financial Company
•  Agile Transition Coach, Scrum Master, Product Owner
•  Management 3.0 & Certified Scrum Developer Trainer
•  Event speaker
•  Hermes Swiss Project Team Professional
•  ITIL V3
“I coach teams and organization to become highly productive.”
E-mail : alexandre.cuva@gmail.com
http://www.slideshare.net/GToronto
Culture Transition Coach
13

Source from Ken LumSwiss PMI Chapter 2013
14

Hue, ancient Vietnam imperial palace : http://www.travelloops.com
For thousand years, we were ruled from a
Central Authority
17

Self-organization is the
default behavior
in complex adaptive systems
18

Ho Chi Minh City is a is a complex adaptive system (CAS),
because it consists of parts (people) that form a system (city),
which shows complex behavior while it keeps adapting to a
changing environment.
19

A team is a Complex Adaptive System (CAD)
Sources : http://rafrogblogus.wordpress.com/2012/10/11/inside-the-nescafe-plan-in-vietnam/
20

Sources : http://rafrogblogus.wordpress.com/2012/10/11/inside-the-nescafe-plan-in-vietnam/
Managers are ordinary people with special power
21

http://www.fastcompany.com/1835578/sharp-drop-worker-happiness-and-what-your-company-can-do-about-it
Tribal Leadership
22Tribal Leadership by Dave Logan : http://www.culturesync.net/

http://www.rework365.com/
23
2%
25%
49%
22%
2%

Tribal Leadership verse Schneider Model
24
http://www.bigvisible.com/2012/06/organizational-culture-a-map-or-a-maturity-model/
My Life
Sucks!
I’m Great!
We are
Great!
Life is
Great!

http://www.angelesarrien.com/index.php/four-fold-way/
25
Warrior
Teacher Visionary
Healer
Four-Fold Way

1.  Tell:
make
decision
as
the
manager

2.  Sell:
convince
people
about
decision

3.  Consult:
get
input
from
team
before
decision

4.  Agree:
make
decision
together
with
team

5.  Advise:
inﬂuence
decision
made
by
the
team

6.  Inquire:
ask
feedback
after
decision
by
team

7.  Delegate:
no
inﬂuence,
let
team
work
it
out

The Seven Levels of Authority
28

Managers are like leaders, they defines constraints, the
employees defines the rules
29

Managers need to share their objectives
30

Teams need to have an identity to identify their self
31

Managers need to found way so they employees learn
33

Référence
•  Ariely, Dan. predictably irrational: the Hidden Forces that Shape our Decisions. new york: Harper perennial,
2010. print.
•  Bogsnes, Bjarte. implementing Beyond Budgeting: unlocking the performance potential. Hoboken, n.J: John
Wiley & Sons, 2009. print.
•  Bomann, nikolaj. “Bonus Schemes Should Be Handled with care” <http://bit.ly/roavfl> pointbeing.net, 27
June 2009. Web 3 January 2013.
•  Boyd, e.D. “at ign, employees use a “Viral pay” System to Determine each other’s Bonuses” <http://bit.ly/
11q83g7> Fast company, 16 December 2011. Web 3 January 2013.
•  Fleming, nic. “the Bonus myth: How paying for results can Backfire” <http://bit.ly/fk7uXJ> newScientist,
12 april 2011. Web 3 January 2013.
•  Haidt, Jonathan. the Happiness Hypothesis: Finding modern truth in ancient Wisdom. new york: Basic
Books, 2006. print.
•  Kohn, alfie. punished by rewards: the trouble with gold Stars, incentive plans, a’s, praise, and other Bribes.
Boston, mass: Houghton mifflin co, 1999. print.
•  Markowitz, eric. “3 Weird, game-changing Ways to make employees Happy” <http://bit.ly/Jqa1fj> inc.com,
11 may 2012. Web 3 January 2013.
•  Pink, Daniel. Drive: the Surprising truth about What motivates us. new york, ny: riverhead Books, 2009.
print.
•  Spolsky, Joel. “incentive pay considered Harmful” <http://bit.ly/11q4czh> Joel on Software, 3 april 2000.
Web 3 January 2013.
35

Upcoming Events Romandie
1er Symposium International en Business Analysis (IIBA) July 4th 2013
Among the speaker : Kathleen Barret (President)
Hotel Ramada Encore, Genève
Change Management Sept 12th 2013
Speaker : Christian Deloes
Hotel Bristol, Genève
Emotional Intelligence
Oct. 17th 2013
Speaker: M. Reidi
Hotel Continental, Lausanne

Management 3.0 : An Oveview about Agile Leadership

Recomendados

Recomendados

Mais conteúdo relacionado

Destaque

Destaque (12)

Semelhante a Management 3.0 : An Oveview about Agile Leadership

Semelhante a Management 3.0 : An Oveview about Agile Leadership (20)

Mais de Alexandre Cuva

Mais de Alexandre Cuva (12)

Último

Último (20)

Management 3.0 : An Oveview about Agile Leadership