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.

    10 weeks 1 day ago by Peter Bunce
    Traditional performance management implies someone higher in the hierarchy is managing my performance. People can only manage their own performance. The empowered and adaptive management model requires moving from traditional command and control to one th...
    10 weeks 1 day ago by Alberto Blanco
    Contribute: to play a significant part in bringing about an end or result. (Merrian-Webster.com)Compass: device for determining direction. (Merrian-Webster’s Pocket Dictionary)First and foremost, the new model must be extremely valuable for the user (i....
    10 weeks 1 day ago by Fiona Gifford
    Human Space is co-created; by leaders and their teams in collaboration. The main differences to PM are:1. The cascade of goal setting is replaced by a team and/or one-to-one dialogue about the purpose of the organisation and the purpose of the team and in...
    10 weeks 1 day ago by Ben Biddle
    The name "Mastery Feedback Loops" is derived from Daniel Pinks' Drive.  In it, he identifies three intrinsic motivations in the workplace: purpose, autonomy and mastery (to which I would also add identity, to account for the social nature of the...
    10 weeks 14 hours ago by Michele Zanini
    The "management" piece is traditional performance management typically assumes top-down control--that is, someone higher up the chain is supposed to ensure that their "direct reports" are delivering the expected performance.  The hierarchical approac...
    10 weeks 1 day ago by Bard C. Papegaaij
    The conventional model of Performance Management puts too much emphasis on the performance indicators and not enough on the performer. It also assumes that performance is simply a matter of doing the right things: follow the formula and you will get the d...
    10 weeks 1 day ago by Ross Liston
    As a manager I would want to know whether my employees and colleagues are working for the organization or against it, and that they were being the best versions of themselves – without having to make any compromises of their character.Unfortunately in m...
    10 weeks 1 day ago by Sergio Bogazzi
    Wikipedia's definition correctly establishes that: "Performance management includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focu...
    10 weeks 1 day ago by Jos van Oosten
    For keeping up with complexity, I emphasize the dialoque about what 'your performance' means, what the impact is on the environment. How people experience your performance is at least as important as an objective measurement of it. Get to know the impress...
    10 weeks 1 day ago by Micha Roon
    Performance is all about value. Value to the company and to the team. Lets just measure the perceived value of people and stop trying to measure their performance.The people who know you best are those you work with every day. I hear countless stories abo...