more drive for results from more people in the organisation

A new approach to improve impact and speed of organisations

Our objective

Help organizations learn to cope more effectively with the speed and complexity of the market environments they operate in …

… by enabling a stronger, goal and action based response with more people involved,

… through stimulating a stronger appetite for execution and results,

which drives more autonomy and co-operation, away from constraints that inhibit action

(constraints such as: complexity inside, distraction from goals, bottlenecks at the top…)

-2-© 2015 Pactify Software. All rights reserved.

Essentially because this own appetite for execution and results, is the only motivation

that allows both

highest possible performance AND personal satisfaction,

a combination that is not achievable by “carrot and stick”

© 2015 Pactify Software. All rights reserved.

The overall logic of our approach

-3-

Trigger more autonomy and co-operation from within the group (as these behaviors generate more action, because it means going “beyond” what structures –rules, roles, incentives,… - can generate)

Shift the “appetite for execution and results” down in the group (appetite for results is the real driver for autonomy and co-operation)

Let organisations develop more effective responses to the growing complexity outside (opportunities/ challenges)

Mobilise and steer a stronger flow of goal-based action in a larger group (to generate the response)

How ?

How ?

How ?

Shifting the “appetite for results” down: how not to do it ?


The appetite for results

How NOT to do it?• Top-down orders• More structures, boxes, KPIs, incentives, …• Fully worked out plans, “only” to execute• Over-thinking it• Trying to get aligned in 1 go, instead of gradually

Otherwise …• You create complexity inside• Results don’t stick, (predictable) escalations

occur after a while• You miss the opportunity to tap into more energy

and intelligence when problems become complex

?

The appetite is (almost)

always here, but how to get

it down ?

?Co-operation?Co-operation?

Au

ton

om

y?

Co-operation? Co-operation?


There are 3 drivers that give more appetite for results, and really change behavior towards more autonomy and co-operation

-5-

Drivers for positive behavior change

How we tap into the driver?

Going for goals that you find (minimally)

meaningful

Experience making progress towards goal,

together

Being in control of how you want to achieve goals (not

being told how)

And a little bit of carrot and stick

• A specific moderation process (“Coupling”) to …‒ Shape idea’s into

projects together (not: drop plans on a desk “for execution”)

‒ Trigger appetite and curiosity to really get involved in the shaping of the target solution

• A simple web platform and specific moderation approach to …‒ Make all individual

contributions to the result transparent

‒ Provide immediate goal based feedback, from within the action

‒ Facilitate making explicit engagements to help each other progress

• A simple web platform and specific moderation approach to …‒ Flip the direction of

communication: the teams tell the sponsor, not vice versa, how they want to achieve goal

‒ Allow focus only on goals and actions (away from distractions not to act)

‒ Make mutual engagements for action in the team transparent and specific

1 2 3

The essence of our approach to get more drive to get more things done (in the right direction)

The goal setting


The execution

Leadership

Teams

Telling how to plan, adjust and do it

The actual doing

Ask teams how to plan and do it (guiding if needed)

Experience making progress towards goal, together

Being in control of how you want to achieve goals

(not being told how)

Trying to solve problems/ identify opportunities together, will get autonomy accepted more effectively

Telling it yourself, not being told, give you control, keeps you alerts& active at all times

When autonomy is accepted, there us more “doing” and more co-operation. When using transparency and feedback, focus can be sustained and teams experience their progress more strongly, which fuels drive even more

Common approaches Our approach

Asking is more powerful: puts the group at work not the leader

How more appetite is created in the group

Communicating vessels

(unfortunately)

Cannot be only an intention, needs to get embedded in everyday work

(even every next 5 minutes), so requires a specific (learning) approach

Going for goals that you find (minimally) meaningful

1

2

3

Distracting“Organisation”layer: structures,

incentives (carrot & stick), rules, roles, …

We apply all principles through a transparently growing network of people, goals& actions (I/II)


“Network” layer: goals and actions only (Pactify)

Milesto

nes & actio

ns

Pro

ject

1

Project 3

Project 2Driving ! • A web platform to anchor all principles for behavior change more effectively

• The network takes people away from constraints (distractions, excuses, …) in the organisation that prevent goal based action

We apply all principles through a transparently growing network of people, goals& actions (II/II)


Milestones

Actions

The transformation network

GrowthOrganisational effectiveness Operational

excellence

12 3 4

CONCRETE PROJECTS

(Focus on execution drive

through autonomy &

co-operation)

“COUPLING”From objectives/ mandates/ idea’s

… to accepted projects

Im

De

Ju

De

Ju

ImIm

De

Do

DoDo

Ju

NETWORK NODES &

OBJECTIVES (Structured

direction setting)

TODAY

PROGRESS

PLAN

…5Strategy definition

• Simple platform so everyone is on• Specific ideation & coupling process

‒ Transferring autonomy when shaping ideas into projects together

• All team members communicate them-selves, not done for them

• Sustained focus on goals and actions only• Full transparency (on contributions, …)• Techniques to achieve “flow” in execution

Key principles to set-up and grow:

Where the 3 drivers of behavior change work in the network


Milestones

Actions

The transformation network

Org. effectiveness

Strategy definition

Growth Operational excellence

1 2 3 4

I³ team

Im

De

Ju

De

Ju

Im Im

De

Do

Do

Do

Ju

TODAY

PROGRESS

PLAN

Going for goals that you find (minimally)

meaningful

1

Being in control of how you want to

achieve goals (not being told how)Experience making

progress towards goal, together

3

“COUPLING”From objectives/ mandates/ idea’s

… to accepted projects

NETWORK NODES &

OBJECTIVES (Structured

direction setting)

CONCRETE PROJECTS

(Focus on execution

drive through autonomy &

co-operation)

2

…5


How do we concretely bring the appetite for results down into the group

-10-

On board the group Trigger the appetiteSustain focus on goals and actions

Let teams experience their

progress

• Everyone (50-60+ per program) on a simple platform

• All equal in contributing to co-operation

• 1 simple language of goals and actions

• Web based, real time

• Present agenda/ problems in the group

• Transfer autonomy by going trough problem solving together

• Avoid distraction (separate focused platform)

• Always a clear, next milestone in team

• Avoid being stuck: balance difficulty with skill in team

• Timely pace milestones• Make all contributions to

result transparent• Feedback from group’s

own direct input as

• Let the group communicate autonomously on plan and progress (give them first shoot before “ordering how”)

Sustained drive for execution and results in a large group

More autonomy and co-operation

Stronger flow of goal-based action in the group, to respond more effectively to challenges

1 2 3 4

Initial screens: navigation from program to sub-programs and their sponsor and description


Subprogram overview: what are projects, what is last achievement, what is next milestone and recommendation of team ?


Milestone heat map, per project


The project section: objective, summary, plan and progress, budget& impact, attachments, gamification and flow


Workplace for the teams: the project timeline – add, modify or change time directly in the graph (clicking, dragging)


Screenshot – My Progress, emailed weekly


Screenshot – Flow analysis of all tasks


Screenshots: “Pact Value” – immediate goal based feedback system


more drive for results from more people in the organisation

Documents

stronger appetite

group appetite

execution trigger appetite

based action

results dont stick

pactify software

action constraints

specific moderation