68Contributions

This sprint ends October 14.

In Sprint 1, we provided new labels for what might replace performance management in a Management 2.0 world and described the key characteristics of our new visions.

In a recent blog post MIX Community member Bjarte Bogsnes has analyzed many of the submissions from Sprint 1 and offers up some of his perspectives here.

Now we want to hear from you. For Sprint 2, we have three tasks:

Task 1: Vote for the most compelling definitions.

Browse the entries below and vote for those you find most compelling. To vote, click on the “Like” button in the upper right-hand corner of each hack page. Vote for as many entries as you like. If there are particular themes you know you are interested in exploring, you can filter the list of entries using the "Filter by Keyword" drop down below.

Task 2: Build on the definitions you like most.

Once you’ve voted, if you have suggestions that might make one or more definitions even better, please share them in the comments section below the entry. Feel free to suggest combinations of ideas from more than one entry as well.

Task 3: Volunteer to join a hacking team.

We’ve been so overwhelmed by the number of thoughtful entries (almost 60 at last count) that we are considering whether to add a follow-on sprint to the end of this hackathon in which we’d develop some of the best definitions into full hacks for the MIX. If you’d like to volunteer to continue developing any of the definitions you see here (including your own!), please add a comment saying “I’d like to volunteer to develop this definition further” in the conversation below the entry. We'll provide more information once Sprint 2 is complete.

    4Like 
    6 days 22 hours ago by Cheryl Doig
    This model is divided into three parts. The first is professional expectations - a conversation between leadership and  individual about their strengths and areas for development based on their job role and the company ethos. The second is personal p...
    4Like 
    6 days 22 hours ago by Katharina Schmidt
    Performance management is too often an exercise filling in forms and crossing criteria. It lacks connection: between the individual and his/her manager (maybe we need a new word for these as well
    4Like 
    6 days 21 hours ago by Pierre Rheaume
    Leadership implies mobilization and mobilization begins with a shared VISION of what we believe we need to do together to succeed. So, for me, a vision is not a plan but the DNA of a plan. This DNA fits on onepage and includes a visual representation of t...
    4Like 
    6 days 21 hours ago by Charles Prabakar
    I couldn’t agree more with your conclusion that, it is harder to change old ways, if we keep the old names - and rightfully so, we had reframed “performance management”, as “performance engagement”, in one of my earlier hacks (http://www.managem...
    4Like 
    6 days 21 hours ago by Greta Cairns
    Most individuals tend to lean towards competencies within their work/job that they enjoy.  The premise is they will be more engaged in high performance of a competency when they like what they are doing.  Thus, my premise is that I allow my HR P...
    4Like 
    6 days 21 hours ago by Lorne Mitchell
    Having spent a lifetime swimming in large corporate swimming pools, four years ago I climbed out of the IBM pool to become a part-timebeekeeper, part-time entrepreneur.Four years prior to this move, I had taken up the hobby of beekeeping and I was excited...
    4Like 
    6 days 21 hours ago by Arun
    In this model each individual is encouraged to declare his / her dedication to the team / organizations value creation in terms of metrics (e.g. scale of 1 - 10). The measurement could vary depending on the type of contribution (e.g. revenue earners, Oper...
    4Like 
    6 days 21 hours ago by Frederik W. ( Mickey ) Huibregtsen
    Goals and aspirations will move from shareholder value – constrained by some limits like fair trade and other regulatory requirements  - to fully integrated stakeholder value reflecting the relative importance of the organization to employees, cust...
    4Like 
    6 days 21 hours ago by Shawn Magill
    First, there is nothing wrong with the term performance management.  All effective 'systems' require some form of management.  The focus should not be on the workforce's perceived connation of being managed, rather the focus should be on cr...
    4Like 
    6 days 3 hours ago by Carl Hamilton
    Performance management is much like traditional management. The manager is both the coach and the referee and the focus is the entity of one (person).Many of the rewards that we put in place to drive performance focus on increasing influence over others a...