====== Jurgen Appelo - Managing For Happiness ====== The research is clear: happy workers are more productive workers. And it?s best when managers enjoy their jobs as well. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to change the organization?s culture, and make it a happier place to work. This is not only relevant for managers, but for everyone who is concerned about the organization. We create a happier environment by managing ourselves, and lead by example, in an environment focused on experiments and learning. All creative workers are expected to be ?servant leaders? and ?systems thinkers?. In this session, you will learn how you can do that concretely, with a number of inspiring stories and examples. A happier organization starts with people managing themselves. ====== Summary ====== * Content rating (0-no new ideas, 5 - a new ideas/approach, 9-new ideas): 7 * Style rating (0-average presentation, 5 - my level, 9-I learned something about presenting): 8 ====== Action / Learning ====== * See Delegation-Poker as idea for how to make sure roles and responsibilities are understood * Idea of Turnover as a measure of happiness * Color poster [[https://management30.com/wp-content/uploads/2015/06/12-Steps-to-Happiness-v1.00-Poster-color.pdf|12 Steps to Happiness]] ====== Presentation ====== Original presentation is at [[https://submissions-production.s3.amazonaws.com/attachments/attachments/000/002/503/original/Managing-for-Happiness-37-Agile2016.pdf|Managing for Happiness]] My copy {{:managing-for-happiness-37-agile2016.pdf|Managing for Happiness}} {{:jurgen_appelo.jpg?direct&200|}} ====== Notes ====== Some people have long toes vs stepping on people's toes Hire me to work for your competitor - so I can crash Manage the system for happiness Offer products with meaning 7 silver bullets Change is easier when people share food Invite to dinner Made them cook the dinner People enjoyed it. Let them coach, let them be happy Nurture happiness Sales people Forget to tell ops about delivery Big sales. Sales celebrate. But no one else could Teams should have reason to celebrate. Bell "ring for any reason" Embrace playfulness This is experience Run experiments Management experiment Drop work and celebrate somethings Contacts limit people's freedoms No contracts with people Own title Make own rules See if it works Innovate management Building for meaning Trends are not for collocation Actually need mental closeness Practice personal maps Mind maps yourself Share with rest of the team Cannot present the personal map Others have to ask questions Creates bonds People expressing themselves Management from Italian word maneggiare for handling horses "There is a lot of bad management out there but no management is not the alternative" Delegation is not binary Seven levels - Tell. Dictatorships - Sell - Consult - Agreement - Advise - Inquire - Delegate Management delegate to teams and vica versa Delegation board. "We Dutch we don't care what you grow as long as you grow in straight line" Growing marijuana in rectangular rows See delegation-poker Turnover as a measure of happiness Does success lead to happiness. Or happiness lead to success Happy people produce more - "when we are happy" - study What makes people happy Thank someone Appreciate Eat well Etc 12 steps to happiness Decisions you can make Thank Exercise Meditate Give Rest Socialize Help Experience Aim Eat well Hike Smile Do as a manager Code review hike Download 12 steps to happiness Value stories Volkswagen Sustainability Or was it size Need feedback cycle Something that bothers you etc create stories that people remember Value stories channel on slack People remember story not value list Feed back Culture book Value days - how the do what they say they do "The culture of the organization is shaped by the worst behavior the leader is willing tolerate" Or best behavior that the leader is willing to amplify Merit money Praeto principle- bonus at end Alternative spread value all the time (60% people are above average drivers) How much did you contribute - 140% Peer to peer system 100 points - credit each other Bonus money over time builds up At beginning of month - throw a six - get the bonus Means don't know when the bonus will come - so not spent it before it comes as don't know when it comes Democracy arse kissing Should we celebrate failure Celebration grid Mistake experiments practices Success failure Learning Do more experiments {{tag>TeamPerformance Management Conference Agile2016 keynote}}