Presentation of the 23th Agile Connect, about Management 3.0

1. Manage the System not the Person!

2. Ilídio Faria
Consultant, Trainer, Agile Coach, ScrumMaster, Project Manager,
Program Manager @Winning Scientific Management

3. Ilídio Faria

4. Ilídio Faria

5. ▪ It’s a combination between Feedback
Wall and Hapiness Index
▪ It’s a way to ask participants to give
you immediate feedback during or after
a event
▪ Put one post-it in “5” if you are very
happy and “1” if you want to improve
someting
▪ Please write your messages in capital
letters
General Rules
Happiness Door

6. The most efficient and effective
method of
conveying information to and within
a development
team is face-to-face conversation.

7. Personal Maps
Why collocated teams communicate better?

8. Personal Maps

9. Personal Maps

10. Build projects around motivated
individuals.
Give them the environment and
support they need,
and trust them to get the job done.

11. Moving Motivators

12. Moving Motivators
You can use this motivator
in your organization by
ensuring that discovery
and invention are an
essential part of
everyone's job. Get people
to try new tools,
experiment with different
processes, and invent
their own solutions to their
team's problems.
The need for acceptance
is often associated with
people who are lacking in
their sense of self-worth. It
is said that such people
are motivated to
purposefully avoid conflict
and criticism. They fear
rejection and will do
anything to seek the
approval of parents,
partners, or peers.
Honor is about loyalty to a
group of people and
integrity of one's behaviors
according to a moral code
or a system of values.
Can you apply this
motivator in your
organization? Of course!
Develop and grow a clear
code of conduct or value
system in the organization.

13. Moving Motivators
People must feel free in
the self-organizing teams
in which they are working.
When some team
members insist that all
decisions are made
collaboratively and that
rules are necessary to
keep order in the team,
those who are motivated
by freedom may feel that
their environment is
suffocating them.
Mastery is about the
challenge behind the work
that people do.
You should make sure that
repetitive and boring tasks
are stripped from your
business model and either
automated or handed over
to another business where
people know how to thrive
on that kind of work.
Power is about being able
to change things around
oneself and make a
difference in the world.
You can set up the
environment in such a way
that people feel
empowered to take
responsibility and become
leaders and change
agents, without having to
ask someone's permission.

14. Moving Motivators
With relatedness, we
clearly refer to those who
like socializing for the sake
of not being alone.
All human beings need a
sense of order and
certainty.
In an agile context, with
organizations facing
accelerated change and
more frequent disruption,
it is not easy to offer
people a sense of
certainty.
Many people want more
out of their work than just
a job or a career. They
would like their work to be
part of their calling.
Motivate your employees
by clarifying what the
company stands for and
what it tries to achieve in
the world.

15. Moving Motivators
You can nurture people's
need for status by offering
them opportunities to
make progress in the
directions that matter to
them. But you should aim
for company-wide
recognition of people's
achievements in a fair and
transparent way.
THE GAME
By shifting cards to the left or to the right, the player indicates that
specific motivators feel either more or less important than others. By
moving cards up or down, the player indicates that a change in the
environment is having either a positive or a negative effect on
motivation.

16. Moving Motivators
Can You Analyze The Data?

17. Coffee Break

18. A salary
formula can help you
keep the trust, prevent
demotivation, and pave the
way to total transparency.

19. Salary Formula

20. Salary Formula
Five reasons for a well defined approach to a salary structure
We want a good compensation plan so that everyone knows we pay people fairly for the
value they create for the organization.
A good plan enables us to attract and keep the right people (and maybe get rid of the
wrong ones too).
A compensation strategy can help us navigate the organization through an uncertain
environment, in good times and bad times.
Money influences motivation; therefore a good compensation plan helps ensure we don’t
inadvertently destroy people’s joy and productivity.
With a good plan, we are able to reinforce a culture of trust, instead of feeding a
dysfunctional one full of distrust.

21. Salary Formula
Categories and tags

22. Salary Formula
Job Levels inside categories
Trainee
Junior
Medior
Senior
Master

23. Salary Formula
C - job categories
T - job tags
L - job levels
A - employee’s age
P - the period of time you have employed her
W - the years of work experience she had before you hired her
E - the years of relevant education
G- location or geographic area
O - stock options
M - bonus or merits system
N - prize winners or writers
K - indicates how well connected a person is on social networks

24. Salary Formula
𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑏𝑖𝑙𝑙𝑎𝑏𝑙𝑒 ℎ𝑜𝑢𝑟𝑠
𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 ℎ𝑜𝑢𝑟𝑠 𝑜𝑓 𝑡ℎ𝑒 𝑚𝑜𝑛𝑡ℎ
∗ % 𝐶𝑢𝑠𝑡𝑜𝑚𝑒𝑟 𝑅𝑎𝑡𝑖𝑛𝑔 + 𝑇𝑟𝑎𝑖𝑛𝑖𝑛𝑔 + 𝐿𝑒𝑎𝑑 + 𝑃𝑟𝑜𝑏𝑙𝑒𝑚 𝑆𝑜𝑙𝑣𝑖𝑛𝑔 *QPI
QPI
Timesheet report (25%)
Case study (25%)
Business Plan (25%)
Dress Code (25%)
40% 20% 20% 20%
Example for a variable salary

25. For the best salary formula we
have a prize ;-)

26. Use the code Agile18 and get 10%
discount in one Winning Training
during 2018. Contact us:
jorge.correia@winning.pt
ilidio.faria@winning.pt

27. Porto, 24 e 25 de Março de 2018
Local: Edifício Porto Inova - Rua Eng. Ferreira Dias 728 • Fração 1.01.01 • 4250-
246 Porto

28. Thank You