1. @danberger | #MESworks May 2014
Hacking Management
Best practices and tools to start, scale, and sustain your business
2. @danberger | #MESworks May 2014
Audience-Presenter Agreement
• Engage me (@danberger) and others via twitter #MESWorks.
• Take as many notes/photos and share as you please.
3. @danberger | #MESworks May 2014
Come up with 3 operating principles that will guide how your run your org.
(e.g. “Become an employer of choice”)
4. @danberger | #MESworks May 2014
Crowdsource your core values to your teammates from an early stage.
5. @danberger | #MESworks May 2014
Source: McKinsey
Core values are important because they align with everything else in the org
6. @danberger | #MESworks May 2014
Crowdsource your mission by asking your teammates to vision your company out 5 years
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Use Objectives and Key Results (OKRs) to drive goals quarter by quarter.
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Weekly Surveys
(Standardized)
Regular Meetings
Surveys
(Not standardized)
These are the tools we use to manage effectively and continulously measure performance.
9. @danberger | #MESworks May 2014
Source: HBR IdeaCast
As a manager, your #1 rule is to remove obstacles so you individual contributors are successful.
10. @danberger | #MESworks May 2014
Source: The Charisma Myth
Charisma can be hacked, mostly through body language. Focus on eye contact, smiling, mirroring
the posture of those you talk to and staying still.
12. @danberger | #MESworks May 2014
The Qualities of a Great Manager
They motivate
They are assertive
They are accountable
They build relationships
They make decisions
Source: Gallup
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Delegating is a test of your will. Start empowering others now and place a $$ value on your time to justify it.
Exercise: Separate your tasks b/w Delegate, Do, Dump
14. @danberger | #MESworks May 2014
Feedback is tough because it presents tension between our need to learn and our desire to be accepted.
Remember: negative interactions with supervisors cause a 6x stronger reaction than positive ones
Before giving feedback, ask yourself: “Do I really need to give feedback in this situation?
15. @danberger | #MESworks May 2014
Effective Communication
Emotions
Source: Interview w/ Dick Costolo
Manage along the x-axis, not the y-axis.
Never leave a 1-on-1 with todo’s.
16. @danberger | #MESworks May 2014
Become a deliberately developmental organization that makes your employees better people.
17. @danberger | #MESworks May 2014
Source: 5 Dysfunctions of a
Team
These are the 5 dysfunctions of a team. It all starts with Trust.
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Motivation 2.0
Source: Drive
Learning is part of the “New Incomes”
19. @danberger | #MESworks May 2014
Meetings are awesome. Make sure you have objectives, agendas, minutes, and next steps.
If they don’t add value. Don’t have them.
Always Be Capturing.
20. @danberger | #MESworks May 2014
Source: The Extraordinary
Leader
Eliminate fatal flaws and focus on strengths. This is how you become extraordinary.
Come up with your operating principles
These are mine. What are yours?
Come up with your core values
Tell the story of how we came up with ours.
Alignment (McK 7S)
Everything has to align... and this is why core value are important.
Come up with your vision
Tell the story of how we came up with our mission.
OKRs and management by objectives
What are OKRs... started w/ Drucker... developed at Intel... perfected by Google.
These are the tools we use to regularly check in on engagement
Your most important job is to remove obstacles. This makes people more successful in their work.
Charisma = presence, power, and warmth
These can all be projected through your body language.
The outcome of negotiations, sales calls, and business plan pitches could be predicted 87% of the time by strictly analyzing participants’ body language.
Eye contact + mirroring + smile + don’t head nod too much + no fidgeting
Manager vs. Leader
Leadership is scaleable; management is not
From Gallup:
They motivate every single employee to take action and engage them with a compelling mission and vision.
They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.
They create a culture of clear accountability.
They build relationships that create trust, open dialogue, and full transparency.
They make decisions that are based on productivity, not politics.
Delegating is really important and is an aspect of a great manager
Exercise you can do: Delegate, Do, Dump
Start by placing money on your time
Start training your people now
Give them ownership and accept the fact there’s a risk
Feedback is tough because it presents tension between our need to learn and our desire to be accepted.
Remember: negative interactions with supervisors cause a 6x stronger reaction than positive ones
Before giving feedback, ask yourself: “Do I really need to give feedback in this situation?
Immediate unless not urgent... which can be saved for one-on-one
Ask for preferred mode of communication
Managing to the Y-Axis
Dont leave one on one’s with todo’s!
A deliberately developmental organization (DDO) is an org that makes you a better person.
Continuous development is assumed to be the critical ingredient for a company’s success.
“You will be here as long as you grow as fast as the company does.”
Here is how teams fail. Starts without having any trust... [work your way up]
Who loves meetings?
Take meetings seriously.
Objective. Agenda. Minutes. Next Steps.
If you don’t add value, leave.
If you’re not getting value, leave.
Make them interactive with gamestorming.
So how do you get better?
Identify your fatal flaws (using a 360, for example)
Kill them
Then focus on your strengths and get better
You will get a halo effect.