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Build upon the foundation of your knowledge by delving deeper into the main principles and practices of Agile Leadership with our Agile Change Leadership Workshop.
Build upon the foundation of your knowledge by delving deeper into the main principles and practices of Agile Leadership with our Agile Co-Creation Leadership Workshop.
Build upon the foundation of your knowledge by delving deeper into the main principles and practices of Agile Leadership with our Agile Team Leadership Workshop.
Build upon the foundation of your knowledge by delving deeper into the main principles and practices of Agile Leadership with our Agile People Leadership Workshop.
If you are interested in other options we offer, please check our Learning Path.
The Foundation Workshop is where your Management 3.0 learning journey truly begins, and you will learn about the principles, pillars and popular practices you can use right away.
The Foundation Workshop is where your Management 3.0 learning journey truly begins, and you will learn about the principles, pillars and popular practices you can use right away. If you are interested in other options we offer, please check our Learning Path.
Agility in HR Workshop by Management 3.0 is the popular Management 3.0 Foundation Workshop with additional content and ICAgile accreditation targeted for people who work in or closely with human resources.
The Foundation Workshop is where your Management 3.0 learning journey truly begins, and you will learn about the principles, pillars and popular practices you can use right away.
With our global team, we provide tailor-made programs to enhance mindsets and skills for entire organizations, ensuring your business is future-ready! Learn more about our Inhouse Training Programs.
Our Company License gives your learning team, transformation staff and leaders the ability to facilitate the Management 3.0 mindset, practices and official workshops yourselves.
You sound like a match for our global Facilitator community! Get your Management 3.0 Facilitator License now!
We have defined certain requirements that you must meet to become a licensed Management 3.0 Facilitator. We offer both workshop-based and practice-based approaches. Read more about the requirements.
In the Official Management 3.0 Community you can connect with curious and focused like-minded leaders from all over the world to practice, share, and grow!
Our practical, hands on and tangible tools and management games are the best way to foster transformational change within teams, companies and even on a personal level.
Theory X and Theory Y suggest two aspects of human behavior at work. But what does it mean in practice? And how does Management 3.0 come into play? Facilitator André Cruz digs into it.
Motivation is a topic that is being discussed more and more as the world continues to change at an exponential rate. The explanation: It’s not just technology, business models, products, and services that evolve, but so do people.
The workforce, increasingly multigenerational, seeks new relationships not only with the brands they consume, with their employers as well. More autonomy, more purpose, and mastery items mentioned in Daniel Pink’s book (Drive) are just three of a series of items mentioned when we talk about motivation, engagement, and happiness at work.
Although new theories and practices have emerged regarding the theme, the foundations and principles of motivation are from a long time ago. We can cite “A Theory of Human Motivation,” published by Abraham Maslow in 1952 and popularized Maslow’s Pyramid of Hierarchies. The Situational Leadership Theory by Paul Hersey and Ken Blanchard, who says that there is no single “best” leadership style, was published in 1969.
Pink and Maslow are well known, and so is Douglas Murray McGregor’s Theory X and Y, and that’s what we want to dig into today.
Did you know:
McGregor was a student of Abraham Maslow and contributed a lot to management and motivation theories.
Theory X and Y, first published in the book “The Human Side of Enterprise” from 1960 (ok, definitely, work motivation is not something new) which brought as a provocation the question: “What are your assumptions (implicit as well as explicit) about the most effective way to manage people?”.
Theory Y serves as a counterpoint to Theory X’s authoritarian and control-oriented assumptions over people.
Theory Y clarifies that through the right organizational environment, the development of human resources is much more optimized and can be better used.
The premises are:
It is possible to observe a strong interdependence between Theory Y and enabling leadership, an attractive corporate culture for people and teams that relate to each other with trust and respect.
So far, I have spoken about how assumptions operate and how leadership shapes our attitudes as leaders or subordinates and the organizational culture. Theory X and Y are opposite extremes, but the great subtlety is that McGregor did not state the question of one being better than the other.
3.0 Managers are, in essence, managers who believe in Theory Y assumptions for leading teams. By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory.
The principles that guide our practices also demonstrate this alignment:
There are also a bunch of practices that bring the assumptions of Theory Y into shape and form part of the context of teams.
Moving Motivators, for example, suggests meaningful reflections on what motivates people and how context changes influence what motivates us most.
Learn more about energizing people and how to motivate teams and team members at a Management 3.0 Workshop. Motivation and Engagement is an essential part: You will learn how engagement relates to motivation, get introduced to difference between intrinsic and extrinsic motivation and get to know the CHAMPFROGS model, the ten motivators and how to use the Moving Motivator Cards to learn about individual motivators of people.
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