Happiness Door – How we doin?

Often when we meet people, we ask the common question of How are you; and while many don’t care about the answer, sometimes the answer defines the following conversation. Like if someone says that I’m doing not good, terrible headache. You might then ask, was last night drinks night?

Same way we often want to know the other person mood before we start a conversation. How many of us have been the victim of a bad mood; where we have gone to a person thinking of negotiation and based on the other person mood, we’ve returned thinking; now’s not the right time.

The Happiness Door is another practice I use at times to sense the mood of the room either during start or beginning of an activity/event or both at start and end.

I’ve used this many time, and I get surprised every time hearing people, but makes it so useful for me because I know where I am starting from, or how my event/activity went and where I’m ending at.

I start this activity with giving each person a Post-it (could be a normal 3*3 post-it, or a shape post it, or a cloud post-it (like you see in the image) ) and a Pen ( again could be colors/sketch pen/normal ball pen). I then tell them to either draw a face / figure / cartoon which tells their current mood.

Sometimes I define the three states (putting post-in of a happy smiley, a average smiley and a sad smiley), or in some cases I don’t define any state and leave the door empty(mostly I do this).

People are confused at first generally, if they are doing this for the first time, so with groups who are doing this the first time, I usually start with myself.

Using the smiley face drawn I describe how I’m feeling. For example, a person might say “I have a curious smiley because I am curious what Sumit is going to do in this event”. If it’s a new team I ask them to tell their names as well, and then tell about mood. Some people like to choose just some words like I’m curious or I’m happy, whereas some people like to tell stories like they were feeling hungry and the event is stopping them to have an early lunch.

The insights coming from doing this is valuable. If you see the image, this is from a big leadership meeting I had. I was introducing 4 major changes in the way we function, and I knew that people will be looking to oppose/challenge me. This activity in the start gave me a good idea, who was excited, who was not, who was willing to commit, who had confusions, who needed the push. At times getting this in the starting is so good as a facilitator as it tells you the mood, and often it makes us feel that the change we are about to bring is easy or tough for audience to accept; or does it need a little more explanation for some area.

While doing a culture-based event, from Happiness Door I came to know how people were really interested in the session because they saw the Lego boxes on their seats. In one of the Retro, I came to know how people Hated the session because last 2 Retro action items were not honored. You also come to know when people were forced to come to a session using the happiness door.

Now let’s switch gears on using this practice towards the end of the event/activity. At the end of the activity/event, it is more useful. It tells me how the people brought the idea. It tells me how people perceived the ideas that were shared. Often more than the smiley their body language tells me that they got excited or bored. As a facilitator it’s the perfect way to get instant feedback, it’s literally live feedback from audience.

I’ve seen people say that the culture Lego piece they build made them emotional, I’ve heard people say that they got very involved in the activity. Often people tell that they came thinking a very different thing, and they are leaving with something else. I’ve got people speak their mind like what they thought was their aha moment.

Again, just re-iterating the fact that feedback for any session/change is critical, and the Happiness Door not only gives the feedback, it gives the emotion, the mood, the change the event brought, the emotions people came with and much more, making it super effective and very useful.

I recommend any Change Agent to effectively use this and they will surely see amazing results!

If you want If you want to learn more about Happiness Door, you can look at the management 3.0 page here on the same.

Update: So, one of my friends reminded me of another implementation of happiness door I had done some time back. A Lego Human consists of 4 pieces (head, legs, body, head gear (could be just hair or a cap or helmet). I kept these at different places in the room. So, like 1 bunch of all legs at one place, and so on. I told people coming to the meeting to pick 1 piece from each pile and make a human. People were surprised/amazed, but Lego is interesting for all ages (trust me on this one). Now once they assembled their human, I told them to move the hands of the human or legs and tell what’s their mood while starting the session. I got people to make the Lego sit down and say we are relaxed and looking forward, someone made the person curious (again Lego can’t do that action, you need to speak). But with Lego in their hands I could see the excitement, and the legs and hands were used a lot. We did the same during checkout which was so awesome. The little experiment worked nice and I could see people interpret so much just by using the hands and legs of Lego. I remember one checkout Lego was walking person, where the person said, “We got a lot of inputs, time to walk and act”. Super interesting.

Competency Matrix and How we make teams grow on Competency

When we start working in our career, I think one of the first questions which comes to every person is what he knows or what we can work on. The answer could be technical competency like .net/Azure or could be a soft skill like public speaking or could be a subject matter thing like working on a system. All this can be called as the competencies.

Learning was always a passion for me as I grew in my career, and while we grow up, we feel we might have to learn less, we get challenged more, and the learning never stops. As I heard from one of my co-speakers in a conference Rich, we live in a VUCA world, so what we hear today might not be relevant 3 years down the line, which Is unbelievable but true.

I remember in my second company, one of the managers tried to collect competency levels (not the competency; that he defined himself, but just the levels) and it got a very negative feedback. People complained his boss that he was trying to shame people, and the whole exercise of collection was told to be never done in public. The manager had to apologize to some folks who felt bad and then the whole activity was done in 1-1’s. Traditionally competency management was always done, but it was a private thing, and then it wasn’t even shared with the team, because I heard once that Competitor might get it and pull people from company based on their competency levels. And we being developers back then used to think less of it.

Now when I did my management 3.0 workshop with Sarika, I heard about the Competency matrix, and I surely thought it’s very useful. But I remember her saying the team needs to have Psychological safety to do this. And I thought that it should not be that tough. Believe me, I never thought what all could I face, and no training prepares you for that. The people we get in real life while doing a practice are different than what you imagine, and that’s part of the game.

Now I remember preparing my first competency exercise, and kind of doing a role play. I knew at once, that it had to be gamified. No way a person will tell competency on where he/she is and go away, this needs more fun, this needs more intent clarification, this needs more purpose. I don’t remember it was a suggestion, but I got the aspect of growth inside the activity where people would tell where they want to grow. Also, I thought just doing on a board with marker might make it boring, so I ordered 3M flags. I also ordered some 4*4 for people to write names.

With gamification I didn’t want to lose the intent but have people more involved with what they are doing and be present in the room and the activity. In the end what I noticed was that the gamification helped them be more attentive.

So the activity started with a 15 minutes talk on what are competencies, what kind of competencies could exist ( like domain, technology, tools, process, soft skills ), and then make them realize the activity meant to collect this in a way where we as a team can reflect on where we are, and then individually we identify 3 competency where we want to grow. I took a color of blue for marking where we want to grow. I explained them the intent couple of times, because I don’t want the safety aspect out of picture.

This first 15 minutes was my testing period where I got questions of very high intensity. “Will we be fired based on this”, “Will our team change post this”, “What happens if I am bad at everything”, “I’m not sure where I am”, and many more questions which tested my maturity and knowledge. I was strong and was able to answer them in a way that the audience felt safe but said that I knew I had to grow stronger for coming sessions (I’ve done 9 till date).

The activity was done in a way where they first drew their face in a 4*4 post-it (yes you read that right, they drew), I thought name is too straight forward, why not draw. And I got people showing their creative side. Some drawings were so amazing that when they were stuck on the board on the columns, it made that board attractive (See images below for my favorite 3 drawings). Then as a team everyone came and identified competencies. This was a team defining the competency which made them think on what next is coming in market, what they know, where they want to grow. In my first 15 minutes I told them “We win as a team, there are no individual wins”, that’s the feeling I wanted to see here, and I was happy the team was good in this.

So, while getting approval from management, management had a fear what if I hired the person for Java, and the team didn’t put that, which I know sounds funny, but trust me could be true when the team is having some fun. So as part of the activity, I made a pact, that when team is done with competency, I’ll call manager for 5 minutes to check if the defined competency has the core competency or not. If not, we’ll add it.

Now when the team was done with competency and manager verification of competency. I asked them to roll 2 dices. Get 1 Six on either dice to get a turn, and the first two people who get turn go on the board. Again, now people mark their competency level with the team discussion, and as a team they define themselves to be an apprentice, journeyman and master (I did give them details on what all 3 means during the starting 15 minutes). Once they are done putting the right color flag against competency, they take 3 blue flag and put it against the things they want to learn or grow on. This was taken very positive, it was like telling the management, we want to grow here. Trust me it amazes me how much everyone was happy about it.

In my first session I was out of flags, so we ended up using marker, but later I ordered more flags. The more I did this activity, I felt psychological safety is such a big deal. Employees need to feel safe in order to do anything like this. Thankfully at least I felt I gave them that environment (the reality lies with the people who were in the session)

Looking at the whole activity, I feel it makes a team come together in a good way. They feel like 1 team delivering quality output and they self-organize on competency which is a great thing to see live.

I feel this tested me as a facilitator to the core and I felt that only if you are confident you should do this, else I would role play and try to answer all possible question.  I felt super happy about the gamification and how it engaged the crowd. In the end, it’s all about where we are, where we want to grow and how we are fine with standing in front of the team and accepting it.

Below are 3 boards I felt which might give a good idea of the end result. Obviously I digitize this and then we get the manager need on each and then finish the activity.

I once even took the challenge of doing this for 2 teams together which was tough on me as a facilitator, but still the session went fine. Thank god I could do it in 1 single room. See below for the picture during the same:

If you want to learn more about Competency Matrix, you can look at the management 3.0 page here on the same.

Moving Motivators and how the motivators Move

What motivates you in life is important, and you knowing what motivates you is more important. Often, it’s like the things which makes you happy, while there may be others which really don’t matter much in life.

Whenever people ask this question what motivates you, trust me money comes in mind the first for most of the people. You might not say it as it doesn’t look good, but yes, money does motivate. Is it the only thing, a big NO.

There is a famous Dan Pink video which shows that at some point, giving more money works the other way, which is surprising but true. Money motivates till money is a factor on the table, once you take it off the table, there are many other things. And then it cites some examples like development of Linux where people made it for free, but the motivation was very high. They had their jobs but developed a free operating system. Big motivations often come from passion people have.

Coming to the IT world, I remember my initial discussions with a mentor asking me what motivates me. For me it’s probably been Mastery and my goal. But again, motivators are not constant. What motivates me today, might not motivate me when I become CEO.

Coming to Management 3.0 “Moving Motivators”; When I introduce the game, I often see people getting confused with the images and the text of the cards we distribute (You can see in the image). I tell them not to worry because every individual has his own interpretation of an image or some text. Something like Power might mean that I can control things around; for someone it could be that he has authority to take decisions and for someone could mean being a CEO. So, the words and their meanings are not important, but it’s the underlying story which is important.

I start by telling people to order the motivators from left to right thinking about their whole life keeping the left most which is least significant motivator to the right most telling the most significant one. I pair them up and let them describe in groups how the motivators motivate them in real life. Then I tell them to think about last quarter and move 2 cards up which are high motivators currently and 2 down which are least. I’ve seen some of their high motivators go down, which is interesting. Imagine something is a high motivator for me in life, but in the last quarter it was my least motivating thing. Some powerful stuff.

In one variation, I again make pairs and let them tell stories in the room to everyone. In another variation, I make triads, and tell them to get me a real-life story of how they show that the motivator is a big motivator for them.

One thing I realized in time is how they take this back and use it, so post 2 initial such sessions, I introduced a section where I ask them (not me telling because I was doing this initially) on how they can use this information for themselves or others. It’s like first telling I can use my motivator in such way, and then they are telling about a friend “Now that I know his motivator is xyz, I can do abc”. And this is very effective, because it tells how they can really use it. Makes them understand it very well. I’ve seen people take notes which doing this.  

I remember in one of my leadership trainings in GE, there was this activity on StrenghFinder (there was a book as well). The book explained well how finding your strengths and using them to your benefit is important. This runs for me on similar lines.

Again, the more I do this and hear stories, I realize how motivators are so important for people, and I see people going beyond the call of duty to really work hard if they are given their motivators. For example I saw one of the guy had acceptance as  a motivator, and people around used to constantly doubt him, post the session we saw people giving him the right acceptance, and showing some level of trust, which made him work harder and it was a win-win situation where the team was happy to see him perform well and he was happy to get the acceptance from the team he wanted.

Would recommend this activity for any team and especially new managers to play with their team, or team plays with themselves too. It makes you open with the team, and the story-telling makes it very powerful.

If you want to learn more about Moving Motivators, you can look at the management 3.0 page here on the same.

KUDOS Wall with KUDO cards

What is a Kudo? As told by Management 3.0:

  • “A Kudo is not just given from the top down, but peer-to-peer and bottom-up. Across departments and organizations, anyone can recognize someone else’s work. It’s a way to break down hierarchical limitations and to encourage everyone to offer instant positive feedback.”

Sometimes waiting for a production release to finish to give a reward is not sustainable, maybe the employee doesn’t get motivated to live by the time the release goes out. Traditional managers often use this type of extrinsic motivation (money, grades) when they want people to work harder, longer or more effectively. This is dangerous and often kills intrinsic motivation. While failing to pay your employees on time is a sure demotivation, today’s workers are more motivated by internal motivators. This means that when they do good, they want to be motivated then, they can’t wait for the outcome to get the reward.

A kudo wall is a public wall which is visible to everyone where people can walk up, take KUDO card (of the 8 types of card: “Great Job”, “Thank You!”, “Many Thanks!”, “Well Done”, “Very Happy”, “Proud!”, “Totally awesome”, “Congratulations” ) write a note, and then stick the Card on the wall. Now anyone walking by can see the card. So, the person whose name is on the card gets the motivated. It creates a proudness factor, and it is an immediate recognition for the work done. I’ve seen teams getting Kudo for Excellent Demo. I’ve seen people get Kudo when they gave KT which was good. I’ve seen people still give appreciations on outcomes like a release. But then the best part being that anyone and everyone can give a Kudo.

While the concept is very simple and straight forward, some people do feel afraid at times to appreciate people and for that we need to ensure that an environment of psychological safety is maintained in the team and people are free to appreciate others at free will.

KUDOS as a concept has been very beneficial when it comes from a senior person, I’ve seen people feel happy and satisfied to read their names on the wall. Sometimes putting that on the board is like announcing in public, which is so good for the intrinsic motivation of employees.

My experience with KUDOS also involved convincing the management to approve this, since I wanted this to be common for my whole portfolio, and the challenge I faced was that: “is this really going to help?” or “what if people start giving kudos to each other and dilute the concept?”. Often public recognition is what employees needs but is rare. I had to explain them about the need of intrinsic motivation and how the wall helps the management to give a tool for instant appreciation for employees even for the smaller things which they feel should happen. Something like a technical session given, something like a person solving a typical production issue, we need those people to be known of the good things.

KUDOS concept at my company spread to some other teams. Whoever saw the wall was like wow, and then I saw some people talking to me to help them create the wall as well. And I felt the motivation factor is a big win for anyone and everyone, because after all it’s all employees feeling happy, engaged and motivated, and everyone around wants that.

I also saw teams submitting the KUDOS cards on emails to the global audience, at some point of time I even saw some people giving it for our Global TV telecast, making the kudos visible globally. Who doesn’t like their name on the Kudo, everyone does!

I started this with my team and 3 other teams got motivated, and I’m sure this will grow as I move along in life, because every manager wants to make teams happy and happier and make the motivation factor always high.

If you want to start this in your team, the kudos card pdf is available for free at the management 3.0 site here. And in advance a big KUDOS from me to start this at your office 😊

If you want to learn more about KUDOS cards, you can look at the management 3.0 page here on the same.

The Power of Improv and Story Telling

While we do a lot of things in our lives daily, the interesting fact is that our life is nothing but a combination of various stories. Some might be good, some might be bad. Some we realize later, some sooner and while all the stories revolve around us, we tend to keep moving on. On a reflection these stories are important to connect the dots. If you heard the famous speech by Steve Jobs, it tells how connect the dots backwards it all makes sense, and how important that it.

Story telling started in my life early in various forms, but with improv from m3.0 it was another flavor. I’ve tried the m3.0 improv cards with teams for retrospective, and then with leaders for their views, and lately with kids to take their feedback.

Let me start with the most common way I’ve done this which is in the sprint retrospective. Like any other retrospective, the main purpose is to collect what went well and what could be improved. Only that this time I lay down a pack of cards. In one variation I hide the images, so that it can be a random image which the person gets whereas sometimes I just lay down all the cards (like you see in image) and seeing the image the person tells 1 thing which he/she thinks went well or can be improved.

One Interesting aspect is where I feel that each image has a different perception amongst everyone, and so I never let them help each other. I just tell them to use their own imagination and think what it is. Because the image is not that important, as the story linked to the image. While some people have a story in mind and just link the image to the story, others create the story with the image (which is the interesting one).

Often when you do storytelling, you remove the persona’s out of the picture, and you just narrate the whole incident as a story, which makes it valuable, non-offensive and very open like a fact. The facilitator often notes the output of the story, and then we discuss on the story if needed.

The images are cool, so you see people smiling and thinking at times. Other times, they complain that they don’t understand the image, but again I tell them to use their creative minds.

While we go along the room, we suddenly see people being more energetic and active. The improv cards have that effect on people who start realizing that they can tell a story with the good/bad without it looking like a blame or a cry which is brilliant. It’s like a superpower at times which is funny but true.

So, we go across the room and the facilitator takes public notes, hence discussing actions.

Another way I did once was the team to lead the activity, and they themselves making the notes, hence self-organizing on what was important.

Another variation I tried was “A day in the sprint” way, where I tell people to tell a story of a day in the sprint where 1 thing good or 1 thing bad or a combination happened. It could 1 good from one day and 1 bad from one day, but it should be 1 story.

I tell them at times to pick multiple cards too, if it helps them. Again, the power lies in the story.

With the leadership team, when I use the cards, it’s mainly for their views/feedback/observation, like let’s discuss about this team, and while people like to keep silent, the improv gives them voice and suddenly we see stories.

A small number of people have problem seeing the cards and telling stories, but I give them time. I feel a kid inside a person always lives who knows how to stich a story which is so important.

Leaders often are vocal, but the story again makes it more factual, and it’s to draw points from stories in my experience.

Another variation I did recently was with bunch of kids. Here is how I went about with them:

I distributed six improv cards to each kid. All of them were wondering what the heck was this? They were thoroughly amused looking at the strange images. The idea was for them to use the images and tell things about their life looking at what has happened.

I emphasized on the fact that sometimes in life, we need to seriously reflect on what all we are doing, what is done and where are we headed. The emotions and facts that surface during self-reflection is a powerful thing. I’ve sat with people talking about this and seen them sometimes ending in tears, but always emerging with a clearer sense of where they may want to go from there. So, we started the activity with instruction to use a minimum of three out of six cards and narrate a story from their lives. In parallel we created a word cloud from what came as stories (you can see in the images).

With something as simple as this, the topics which emerged like gender, society, aspirations, dreams, parents were quite powerful, and I felt the session went way beyond what I had initially thought of. While some reflections were tough for me as a person to digest, others were good to hear. We don’t realize in life that when we keep the problem or state the problem, we are in a way seeing the problem in absolute starkness. We see it from a different perspective, and again this is necessary. The word cloud was simply illuminating compared to some of the other sessions I’ve done before.

Lastly, I’ve also done improv using Story Cubes. You can read about them here.

Again, for me all the 3 set of people (Scrum Teams/Leaders/Kids) had unique experiences with Improv, but I can always see the kid stitching the story and I feel very good when I listen to through insightful stories. I think this art of storytelling makes this practice of m3.0 very powerful.

If you want to learn more about improv cards, you can look at the management 3.0 page here on the same.

An experience with Kids with m3.0

This is about the event I had posted a few days back where I was invited as a speaker by my friend Shrinkhla Sahai. She is currently leading her own organization – Swayam Foundation, where along with her team, she is working on arts, mental health and sustainability.  Under this particular project ‘Think a Leap’, they have partnered with Deepalaya’s Vocational Training Centre in Gole Kuan, Delhi to capacitate young adults in certain competences. The project is being led by Mohammad Kaleem, with support from Saransh Sugandh.

So, on a Sunday morning I left my home hoping that I would be able to help these kids create some impact and hoping to get inspired. It was a little trouble finding the place but eventually with help, I was able to reach the place. Funny thing initially was I was wearing a suit thinking about the cold and that people take you more seriously if I am wearing a suit, It turned out that was just my apprehension- their candor and openness helped me ease out of my formal skin quite easily.

When I had interacted with Shrinkhla a few days before the event, she had told me
“With Kids it’s different”, and I felt the same being there in the room with them
. I just knew in my heart that I had to do what I have always done with my audiences. Since I had already facilitated using Personal Maps and Improv Cards from Management 3.0 many times, I was confident. I will come back to why I mention this.

The crowd consisted of people from 10th – 12th class and looked active. I believe the work done prior to me had made the kids open in a way that they felt safe even with a new facilitator. For me for any session I have taken in my life, safety is important, because when people feel safe, they start to open up and share authentically which is needed to get them motivated. As Saransh said, they spent a good amount of time making the kids feel vulnerable, tell their problems in a way where they might not entirely solve the problem, but are at least able to keep it in front of them and perceive it from a different angle.

I  started the talk with my life story, and how I was an average kid at school, whereas the person standing there Shrinkhla wore a blue coat ( indicating 3+ scholar badge) and how I finished my studies as an engineer, gradually making it to the industry, further focusing on how I changed roles, what challenges I had, and how my quest to learn new things drove my life.

Money is a big motivator for all of us but even more so for those who families have had little access to it. Naturally for these young adults it is a big motivator, but I also kept the other aspect of how intrinsic motivation is important in life and how it really makes us drive. I showed them the Dan Pink video where they show 2 case studies and basically draw the point that money often works the other way around. I wasn’t certain about sharing this video with teenagers for whom earning money in the next part of their life is absolute necessity; but it also sent a message that do what you love so that your motivations create the best out of you.

It was time for some activities. I had planned to do two activities of management 3.0, one was personal maps, the other was Improv Cards. I started distributing colored A4 sheets, crayons, colors. The kids work with personal maps was sheer fun! Not only were they creative, but willing to express themselves truly on paper. Seeing their enthusiasm, we had to extend the time meant for the activity. It made me think that ultimately we are all kids at heart. Whenever I ask people to put themselves on paper, we feel so happy and excited, much like these teenagers.

Now when you think of a personal map, all I’ve seen is people saying someone loves driving, dance, singing, but some of their personal maps gave me goosebumps. Again, the work done with kids prior to me made them feel so safe that their personal maps brought about some very private things like their social life, their relationship with their parents, their agony and anger. Their personal maps were not just what they liked, but their feelings, their dreams, their aspirations, their goals, the ugly things in life, the good things in life. Some of them writing the maps were looking so serious, for a second, I really thought this was something so different.

Following this, I made them then sit in pairs as the original activity and talk to each other. Seeing some of the kids map, it made me feel we as adults are so scared being vulnerable even with our closest friends. It was amazing to see them so open with each other. It was tough, but they did it. I made them go through two-three rounds and I saw some good conversations happen. As always when I do this activity, I tell people to dig in more than what is their on the paper, and again some very interesting things came out in the end discussion.

While seeing these maps and reading over the content post the event, I felt that these kids had a big heart to get what they feel on a paper and then share. It takes a lot to do this. Hats off to them.

The second activity was the Improv, distributed six improv cards to each kid. All of them were wondering what the heck was this? They were thoroughly amused looking at the strange images. The idea was for them to use the images and tell things about their life looking at what has happened.

I emphasized on the fact that sometimes in life, we need to seriously reflect on what all we are doing, what is done and where are we headed. The emotions and facts that surface during self-reflection is a powerful thing. I’ve sat with people talking about this and seen them sometimes ending in tears, but always emerging with a clearer sense of where they may want to go from there. So, we started the activity with instruction to use a minimum of three out of six cards and narrate a story from their lives. In parallel we created a word cloud from what came as stories (you can see in the images).

With something as simple as this, the topics which emerged like gender, society, aspirations, dreams, parents were quite powerful, and I felt the session went way beyond what I had initially thought of. While some reflections were tough for me as a person to digest, others were good to hear. We don’t realize in life that when we keep the problem or state the problem, we are in a way seeing the problem in absolute starkness. We see it from a different perspective, and again this is necessary. The word cloud was simply illuminating compared to some of the other sessions I’ve done before.

We ended up the session with kids coming up to me and discussing some career related queries, and how to progress in life. I felt the crowd was awesome. They were expressive, they had the energy, and above all they were very “vocal”. I give a big shout to Shrinkhla, Saransh and Kaleem for making these kids so confident in their vulnerability. They are doing an amazing job; my heart goes out to them in a big way.

When I left the session, I felt that I experienced something which I thought was not possible. I go in sessions and I’m usually like bring it on, I’ve seen everything, and yet some sessions give me goosebumps. This was right on the top. I felt awesome that I motivated the kids and I felt very blessed to be given the opportunity to do so.

Life will keep giving us things, you work hard you land up at places you dream. I’m not an Elon Musk, but I tell everyone this: “Happiness is the identity of a person, so be happy and let that happiness spread around”. At the end of the day, it’s those moments of happiness with your friends, family and people around you that matters. Live each day to be happier, and while I might not be the best at this, I aspire for this too.

And while we learn, while we grow in life, we should always remember to give it back to the society we live in. And when I see people like Shrinkhla, Saransh and Kaleem, I feel they are doing this so awesome work, big KUDOS to them for the same!!

Personal Maps and the importance of individuals and Interactions in the Agile world

We as Millennials saw an era where talking to friends outside homes was normal followed by yahoo chat followed by ICQ followed by WhatsApp and nowadays people like to play games at home. The whole life has circled back for me when I think about Agile and how people are so important. The people and their interactions are very critical in any environment or setup and so it’s often important to break the ice and go beyond the conventional talks where all we hear is people cribbing about work or their work timings.

There is a practice in Management 3.0 called Personal maps which targets at making individuals talk about themselves. The idea is for each person in the team to take a A4 paper, write their names in the middle of the sheet and then draw bubbles around to depict themselves thinking outside the office about their interests and aspects which they generally don’t share in a normal conversation.

I usually Start it saying that I know we all know each other, we’ve been working with each other for so long, but do we really know each other, let’s find out.

The activity is a big noise creating event. You get out so many things which you would never have thought to know, and it’s so surprising that people sitting next to us had so many common interests which we never thought.

We basically draw ourselves on the paper, and then exchange that page with the person sitting on right who describes you using the paper, doing these multiple times, knowing people in the room. The more we make people introduce the more they come to know how they really didn’t know the real person.

 Not taking names, I had 2 girls working in same team doing same kind of dance, we got a movie producer in one of our session while in another I got a person who owned a resort! Just imagine these people never struck conversations bringing these aspects out. The best part is the common ground items coming out like someone having interest in books, other in cartoons, you get more grounds to talk to people.

We then create a tree out of the map near the desk, so that if a new person joins the team, they can get to know the team using the tree.

This is the method prescribed. I’ve tweaked it a lot of times asking people to dig into it to find 1 interesting thing of the person which they need to reveal it in end. Sometimes I make a tree only about interesting things people find.

In the end we live in a world where people interact and we need to recognize that people are important because an individual success might be good, but a team working well is the best as teams rally towards a cause and make it a great thing. Good teams always shine and are often asked for best practices.

I’ve also done this for remote teams having multiple video feeds interacting and it has been amazing experience. All this we can so much relate to the focus on individuals and interactions.

I recently used the same for a deep dive in Spark Business Agility Conference and people liked the idea. We had a great tree created in end with names and 1 interesting thing about the people in the conference.

Update : 20 th December 2019

So, I recently did this at 2 different places and I would like to update the post on those 2 places, because I felt the implementation was great.

The first instance was with kids. I was doing a motivation workshop with kids from 10th-12th class. The activity went like this:

I started distributing colored A4 sheets, crayons, colors. The kids work with personal maps was sheer fun! Not only were they creative, but willing to express themselves truly on paper. Seeing their enthusiasm, we had to extend the time meant for the activity. It made me think that ultimately, we are all kids at heart. Whenever I ask people to put themselves on paper, we feel so happy and excited, much like these teenagers.

Now when you think of a personal map, all I’ve seen is people saying someone loves driving, dance, singing, but some of their personal maps gave me goosebumps. Again, the work done with kids prior to me made them feel so safe that their personal maps brought about some very private things like their social life, their relationship with their parents, their agony and anger. Their personal maps were not just what they liked, but their feelings, their dreams, their aspirations, their goals, the ugly things in life, the good things in life. Some of them writing the maps were looking so serious, for a second, I really thought this was something so different.

Following this, I made them then sit in pairs as the original activity and talk to each other. Seeing some of the kids map, it made me feel we as adults are so scared being vulnerable even with our closest friends. It was amazing to see them so open with each other. It was tough, but they did it. I made them go through two-three rounds and I saw some good conversations happen. As always when I do this activity, I tell people to dig in more than what is there on the paper, and again some very interesting things came out in the end discussion.

The second instance was the Bangkok Management 3.0 Retreat. While coming into the room, meeting some highly motivated people, saw Ralph putting up 4 charts lined up against each other. Looked interesting in the first look itself.

We then started the activity with 4-5 people at one go drawing their maps (since it was all facilitators, we all knew the drill). The interesting part was when we were done, we started connecting things we missed from our maps to the other map, and that was so much fun! The connections were from the first chart paper towards the end. And that showed us that while being from different countries and continents, we all had common grounds where we connect. There were Netflix fans, Marvel fans, someone liked hiking, someone loved swimming, and what all not.

While everyone was looking at the map, suddenly an “aha moment” used to come that yes, I like this too, and people used to draw a line from their name to the where the interesting thing was. And this happened over and over for the next 10-15 minutes.  

Self-reflecting on this, seeing the common ground across the team was interesting, and obviously this made us know about each other in a good way. Again, very powerful method for interactions.

If you want to learn more on the Personal Maps, you can check out the management 3.0 page here on the same.