Jan Hegewald

Am I being an absent facilitator? In this video, I explore the "Levels of Intervention" model - a valuable tool for anyone looking to improve their facilitation skill. I was introduced to the model by Katrine Hald Kjeldsen during a course on Agile Coaching. One of the things we dived into was this. If you like these videos, please subscribe and share with your network. In the video, I try to break down how this framework can help you: - Identify the most effective level of intervention for various challenges - Apply the model to real-world scenarios - Enhance your leadership and problem-solving skills Whether you're a leader, coach, or team member, understanding these levels can significantly affect your approach to facilitation. You can find the video here: https://lnkd.in/dBcBB6KR I'd love to hear your thoughts! How do you approach facilitation in your team? Let’s discuss this in the comments below. Also if you have feedback or ideas for the videos :). #facilitation #coaching #intervention

15

5 Kommentare

A recent #Aufwachfrage asked: Is ethical behavior and capitalism possible at the same time? Dirk Paessler offered a counter question: "Is it even ethical to not do capitalism?" My answer was too long for a comment so I use a new post. --- I don't know a better alternative to capitalism - although its many flaws. To say it with an adaption of Winston Churchill's quote about democracy: "Capitalism is the worst economic system except all those other forms that have been tried from time to time". I am aware that it's because of capitalism that I type these lines on a fancy MacBook sitting in my own house. I would be far worse off without capitalism. Nevertheless, a working child in a sweat shop in Bangladesh would probably answer the question very differently. Same for a refugee fleeing from the outcome of the climate crisis. I tend to answer Dirk's initial question with "no, it wouldn't be ethical to not do capitalism". Wow, did I really write this? Let's stop. I have to think about different types of companies first. UNETHICAL COMPANIES I guess, there are not many companies that act unethical on purpose. What comes to mind are tobacco enterprises hiding studies about health risks of smoking or oil companies inventing the concept of the individual CO2 footprint to distract from their own responsibilities. Very unethical for me are investment banks knowingly selling useless financial products and risking a worldwide financial crisis. Banks involved in Cum-Cum / Cum-Ex I consider as very unethical as well. NOT UNETHICAL COMPANIES Probably most companies try to not act unethical. I think, most companies aim to not exploit their employees and to not do tax fraud. That's already a lot. ETHICS AGNOSTIC COMPANIES This is my name for organizations that just fade out ethics. They are not unethical or even evil per se, ethics is just something that isn't part of the leader's thinking. When they act in an ethical way it might be just a coincidence. Striving for profit is by far the strongest guiding principle of those companies. For this kind of organizations, my hypothesis is that capitalism and ethics are NOT possible at the same time. ETHICAL COMPANIES There are a few companies with the outspoken purpose of acting ethical and advance society and mankind (while making money to be able to implement their purpose). Companies/organizations trying to capture CO2 to fight the climate crisis come to mind. Working for such a company is desirable for some of us (myself included). My (current) conclusion: Capitalism and acting ethical is possible at the same time in general. Nevertheless, I deem it very hard for companies to tame the striving for even more profit or to avoid greed. It might be very hard for those companies to survive and not flip to greed-mode when the world around them is circling around eternal growth and more money. Thanks again for activating my brain cells, Dirk. What do you all think about the above?

14

7 Kommentare

External product manager trainings? There's better things than that. 𝗙𝗿𝗼𝗺 𝗚𝗼𝗼𝗱 𝘁𝗼 𝗚𝗿𝗲𝗮𝘁: 𝗧𝗵𝗲 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗜𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁 𝘁𝗼 𝗨𝗻𝗹𝗼𝗰𝗸 𝗬𝗼𝘂𝗿 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗧𝗲𝗮𝗺’𝘀 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 Yes, 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗱𝘂𝗰𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗶𝘀 𝗰𝗿𝘂𝗰𝗶𝗮𝗹. But what's the best way to do it? In my many years as a PM, I taken part in many trainings for PMs/POs and have to say: none of them really benefited me or the company. Recently, I consulted an HR manager. She was looking for a training recommendation for her product managers. After asking what wasn't yet working as desired; which skills might be missing/ should be developed further and what the desired impact of the training should be, it was clear: 𝗔 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝘀 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗳𝗶𝘁. Here’s what I recommended: 𝗚𝗿𝗼𝘂𝗽 𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 for her product managers (with the option to have individual 1:1 sessions if necessary) Why? 1. 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗚𝗿𝗼𝘄𝘁𝗵: Mentoring addresses the unique challenges, needs, strengths, and growth potential of each product manager. It's context-specific, providing coaching based on real scenarios within your company, ensuring contextual relevance and immediate applicability. 2. 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Unlike one-off trainings, mentoring spans a longer period, allowing for continuous skill enhancement. This ongoing support helps your product managers refine their abilities and implement what they've learned, leading to sustainable growth. 3. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹𝘀: Group mentoring provides a platform for continuous feedback and guidance by the mentor. At the same time we're leveraging your greatest potential - your POs/PMs and their experiences. The mentoring calls are a place to brainstorm solutions together and share best practices. "This is what worked for me with this person" is such precious experience no training can offer you. 4. 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁, 𝗯𝗲𝘁𝘁𝗲𝗿 𝗥𝗢𝗜: Why invest in sth, that (hopefully) is high-quality but that lacks lasting value and applicability? I've attended super inspiring, high-quality trainings like those from Marty Cagan. Downside: They often require extensive cultural and procedural changes that individuals cannot implement alone, leading to frustration. Mentoring bridges this gap by fostering change within the existing company framework. Investing in mentoring is a much smarter economical choice that offers long-term benefits, making your investment go further. 𝗛𝗥 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀, 𝗹𝗲𝘁’𝘀 𝗺𝗮𝗸𝗲 𝘀𝗺𝗮𝗿𝘁 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁𝘀 𝗶𝗻 𝗼𝘂𝗿 𝘁𝗮𝗹𝗲𝗻𝘁. 💪🤓 If you're interested in a mentoring program for your POs/PMs and the difference it can make, you can book a free consultation call with me to talk about the details: https://lnkd.in/dpCjnz7d #ProductManagement #Mentoring #HR #TalentDevelopment #ContinuousImprovement

15

Very timely I just received the news in my inbox. 📣 Flash Sale Alert! 🚨 For a limited time, my book is available at an exclusive 50% discount! 🎉 🔗 Grab your copy here: https://lnkd.in/e5WKJNJU 🛍️ Use Coupon Code: FLSH50 ⏰ Offer valid until: October 3, 2024, 11:59 PM EST Whether you're a seasoned product manager or just starting out, this book offers valuable insights into crafting a winning Go-to-Market strategy, emphasizing a customer-centric approach, and effectively enabling your teams for success. 🎧 Also, don't miss out on the podcast where we dive deep into these concepts! 👉 https://lnkd.in/eQQdicRC I'm passionate about helping others navigate the complexities of product management, and I hope these resources provide you with actionable strategies and inspiration. Feel free to reach out with your thoughts or questions—let's keep the conversation going! 🤝 Happy reading and listening! 📖🎙️ #GoToMarket #ProductManagement #FlashSale #BookDiscount #SoftwareDevelopment #GTMStrategy #ContinuousLearning #SalesEnablement #Marketing #Podcast

7

Embracing Humor in Facilitation: The Power of Dad Jokes! I've had the pleasure of facilitating a wide range of sessions over the years, and I'm continuously learning and growing in this role. One thing I've come to appreciate deeply is the impact of humor in facilitation, especially the charm of dad jokes. Humor has become an invaluable tool for me, helping to create a positive and engaging atmosphere. It not only eases tension but also fosters better collaboration and creativity among team members. I just created a video where I delve into the benefits of using humor in facilitation. If you're curious about how dad jokes can transform your sessions, check it out here: https://lnkd.in/ddigSy7g #Humor #Facilitation #Leadership #TeamBuilding #AgileCoaching

35

17 Kommentare

😂 Ever heard of the other manifesto your organization might be following? It’s a tongue-in-cheek twist on the Agile Manifesto—funny, yet painfully true! While most companies think they’re committed to agility, innovation, and purpose, many are actually living by a different set of rules… ones that aren’t exactly helping them thrive. Spoiler: It’s not the manifesto you want to follow, but it’s definitely the one many do without realizing it. Curious? I break it down in my article in the Agile Compass. You’ll laugh, nod in agreement, and maybe even cringe a little. 👉 Read it here: https://lnkd.in/e8GaEPDM Let’s laugh together—then get serious about the principles that truly drive success. 💡 #agile #agilemanifesto #mindset

3

🤝 Improve the quality of disagreements in your team! Martin Gonzales shares tips on fostering constructive conflict and avoiding personal clashes. 🎧 Tune in: https://lnkd.in/eeXJjBGm #startup #lean #agile #leadership #motivation

3

Why listen to podcasts and contribute to such a medium? For me it was a very good possibility to reflect together with Temitope Awere some months ago. The recording was published yesterday and of course: I see the world already (a little bit) different because I learned so many new things and gained more experience by working with so many interesting people especially in the banking & insurance domain in the last couple of months ☀️ #evolutionarychange #personaldevelopment #organizationaldevelopment https://lnkd.in/enTMrbrJ About the podcast: “In this episode of the Agile Matrix Podcast, we’re joined by Christoph Dibbern, an Accredited Kanban Consultant, Flight Levels Coach, and Management 3.0 Facilitator. Christoph brings a wealth of experience from his roles, including his work as a lecturer together with Ronny Kant at the University of Hamburg 2024 (and also 2025), to share valuable insights on mastering agility at scale. Tune in as Christoph takes us on a journey through some insights of approaches like Enterprise Kanban, exploring how to align teams, streamline processes, and create a culture of continuous improvement across your organization. He also delves into the Flight Levels approach, offering a fresh perspective on connecting strategy to execution and managing work effectively at every level. In this episode, you’ll learn some insights about: • The key principles and benefits of Kanban and how to implement it effectively • How Flight Levels can help bridge the gap between strategy and operational work • Practical tips for Agile leaders and practitioners to foster collaboration and drive success across teams“ Thanks a lot Temitope Awere, crossnative and Ronny Kant for having the possibility to speak about and to work in the context of evolutionary change initiatives around the globe! #customerfocus #transparency #workflow #agreement #respect #collaboration #understanding #leadership #creativity #balance #research #continuouslearning

11

6 Kommentare

Dive deeper into the powers of Metaphors in Facilitation In my latest video, I explore how metaphors can elevate the facilitation game! Whether you’re leading workshops, running meetings, or coaching teams, using metaphors effectively can foster deeper connections and turn complex ideas into relatable insights. If you like my videos, please consider subscribing and sharing. That would really be awesome! I share practical tips and real-world examples on how to bring abstract ideas to life, creating more engaging and productive conversations. Check it out and see how you can enhance your facilitation toolbox! Watch the video here: https://lnkd.in/darTh8KB Comments, questions, ideas, and feedback is more than welcome! #Facilitation #Metaphors #Leadership

17

6 Kommentare

Update 06.10.2024: I'm with 5 new clients at my capacity limit for free coaching. Still interested in a coaching relationship? Text me and we will figure out terms and conditions. 👍 Free coaching sessions available - an ICF-certified coach looks for his first clients outside of the usual bubble 📣 Are you looking to improve your communication skills, leadership, or overall work or privat life? Are you sliding into the same challange again and again? I'm offering free ACC coaching sessions within my network! It’s a great opportunity to experience how coaching can help you unlock your potential and achieve your goals. Let's connect and start your journey today! These coaching sessions are available in both German and English, ensuring that you can work in the language you feel most comfortable with. What Coaching Is and What It Is Not: Coaching is a process that empowers you to find your own solutions, develop greater self-awareness, and create actionable plans for personal or professional growth. It’s not therapy, consulting, or mentoring. The coach is a facilitator of your self-discovery and accountability, not someone who provides the answers for you. How Free Coaching Works: - Limited seats are available for these free sessions. - I’m explicitly looking for coaching clients outside my usual bubble (noone from my current workplace and no close friends) - We’ll start with a session to get to know each other and define a goal for our coaching relationship. - Afterward, we’ll schedule regular coaching conversations at a time that works for both of us. - All sessions will take place online via video call. - This offer is at no cost to you, as I’m still in the early stages of my career as a personal coach and am eager to gain more experience. Curious for yourself or someone you know? Just slide into my DM’s and don’t be shy!

120

2 Kommentare

Agile survey tools: Ticking boxes hardly provides any insights, says Anne M. Schüller. It would be better to encourage honest answers through selective surveys. As a rule, I prefer the written form. On (virtual) paper, people tend to answer more honestly and express themselves more thoughtfully. In a face-to-face interview, on the other hand, the interviewer’s influence is often considerable. And pure online surveys? Although they are inexpensive, easy and quick to conduct, which is why they are becoming increasingly popular, they are only suitable for our purposes to a limited extent. In most cases, it is a matter of ticking predetermined boxes. Selective surveys can be conducted on a wide variety of topics. As you only ask a few questions, good preparation is required first. So think carefully: What are the most important or most valuable questions you should ask? There is one ultimate question that can also be asked alone at any time. Anonymity must be guaranteed in order to receive honest answers: "Would you choose our company again today? And if so, for what reasons? And if not, why not?" The serial event method is particularly suitable when it comes to ‘candidate experiences’ and ‘employee experiences’. Here, the ‘journey’ of an applicant through the recruitment process or the ‘journey’ of the employee through the company is considered. For this purpose, each interviewee describes the experiences he/she had in contact with the company. A step-by-step recapitulation allows all interaction points (touchpoints) to be identified and analysed. For further information & tipps, see the article: https://lnkd.in/e8SVgfCZ #selectivesurveys #surveys

2

I don't know who needs to hear this, but as a modern leader, one of your most important roles is to give your organization the space and support it needs to evolve. --- #Leadership #Führung #agile

6

"If the book can help both Agile and Lean communities come closer together, that would be a very positive achievement. Lean has heavily inspired Agile, and there is a lot more the Agile community can learn from acquiring the lean knowledge generated over the decades. On the other hand, the Lean community should look into the innovations of tech companies, in particular how they leverage technology to create more modular organizations and enable more distributed collaboration." Thanks Roberto Priolo for this interview, looking forward to contributing to this exchange of ideas between communities. Michael Ballé Sandrine Olivencia Marc Legru

28

9 Kommentare

"The single biggest failure of leadership is to treat adaptive challenges like technical problems" - so true! If you want to get to know more about the Immunity to Change approach I can recommend to listen to Lisa Lahey here: https://lnkd.in/efgaSfKt

7

Let's talk about leadership. This week in particular, this topic is super relevant in other contexts, but I want to talk about professional leadership, specifically in product management. Product management, and especially product leadership, require strong leadership. Both from your managers - because empowered teams can only exist with good and tight strategic direction, and from you - because it is a role that is so easily challenged on the one hand and its leadership actions are not always clear on the other hand. Many CEOs that I meet feel the gap, and tell me that they would like their product leader to be more strategic. But when I ask them what it means in practice, they don't have a good answer. They feel they need more leadership, but because a product leader's impact goes far beyond their formal authority, it's hard for them to say exactly what they want from you. This is also true when it comes to product strategy - which is a sneaky creature that is very difficult to succeed without, but most likely no one will proactively ask you to build one. It's just too complex. So how do you grow and bring leadership in a world where your managers don't know to take you there? You must learn from others. Our blog, Deep Product, recently celebrated its fifth birthday 🥳 That’s five years of a weekly in-depth professional article, on advanced topics around strategy, product, and of course the glue that connects them - leadership. Our articles are based on the real-world challenges that arise for the product leaders and the companies that participate in our programs and from my over two decades of product leadership experience. You will find there advice on almost every topic you can think of, from thinking frameworks, professional principles to follow, and all the way to specific tips for your day-to-day conduct - because that's where real leadership happens. You can try the search box but don’t forget to subscribe to the newsletter so you don't miss any of the articles coming next >>> https://bit.ly/3HhPBef

2

Bold opinion: 𝗜 𝗱𝗼𝗻’𝘁 𝗹𝗶𝗸𝗲 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗿𝗼𝗮𝗱𝗺𝗮𝗽𝘀. 🤷🏽‍♀️ Or as I like to call them - "feature calendars". They fail, create communication and trust issues, and turn Product Leaders into "roadmap monkeys." I have been talking about this behind the curtains for a while but was brought to surface after hearing a podcast about the topic today and discussing within a PM group about the role of product roadmaps nowadays. 👀 Especially in smaller companies, where goals and priorities can shift rapidly, 𝗿𝗼𝗮𝗱𝗺𝗮𝗽𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗯𝗲 𝗮𝗱𝗮𝗽𝘁𝗮𝗯𝗹𝗲. One method I find effective and really enjoy using is the NOW, NEXT, LATER framework. Why? 𝟭. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Enables quick adaptation to changing priorities, new opportunities, challenges, and market conditions without being constrained by a rigid long-term plan. 𝟮. 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗱 𝗙𝗼𝗰𝘂𝘀 𝗮𝗻𝗱 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 Provides clear prioritization by organizing tasks into immediate, upcoming, and future phases, which sharpens focus on current priorities and enhances communication with stakeholders. 𝟯. 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗕𝗲𝘁𝘄𝗲𝗲𝗻 𝗗𝗲𝗽𝗮𝗿𝘁𝗺𝗲𝗻𝘁𝘀 Aligns product development closely with current business objectives, while delivering tangible results in line with the company’s needs. 🫶🏼 Note: This isn’t a one-size-fits-all solution. We need to stop blindly adopting methodologies and instead tailor them to fit our unique company culture, team, process and product. #ProductManagement #ProductRoadmap #Startup #SaaS #Startup #Innovation

36

9 Kommentare

🔥 Discover the meaning behind "The Bonfire Moment" and how it helps startup founders build strong teams under pressure. Tune in to our conversation with Martin Gonzales! 🎧 Listen now: https://lnkd.in/eeXJjBGm #startup #lean #agile #leadership #motivation

1

Me in 2019: “Hiring top product talent is hard” Me in 2024: “Keeping top talent is even harder” After five years of leading PMs, I can say that mastering managing high-performers yields the highest ROI. Nevertheless, taking high performers for granted will shutter your ‘house of cards’ in no time. In this post, I will dive into the ‘Promotion’ topic; the ‘Sacred cow’ leaders consciously try to keep vague. 1️⃣ 𝐓𝐨𝐩 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐞𝐱𝐩𝐞𝐜𝐭 𝐭𝐨 𝐠𝐞𝐭 𝐩𝐫𝐨𝐦𝐨𝐭𝐞𝐝. - Promotion is the ultimate recognition (financial, social, and brand). - Misalignment around promotion can kill performance. - Dangling the promotion carrot quarter after quarter will break trust. 2️⃣ 𝐓𝐡𝐞 𝐩𝐫𝐨𝐝𝐮𝐜𝐭 𝐥𝐞𝐚𝐝𝐞𝐫’𝐬 𝐩𝐫𝐢𝐨𝐫𝐢𝐭𝐲 𝐢𝐬 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. - You hire top talent ( = High Performance) to do job X - Ensure the talent does job X for a long time ( = Duration) - Formula: (High Performance) X (Duration) = (Company Success). - Promotion means they no longer do job X. 3️⃣ 𝐑𝐞𝐰𝐚𝐫𝐝 𝐟𝐨𝐫 𝐡𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐚𝐧𝐝 𝐩𝐫𝐨𝐦𝐨𝐭𝐞 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦 𝐭𝐫𝐞𝐧𝐝𝐬. - Reward performance peaks (take care of your team). - Promote a long-term performance upward trend. - Invest in building your team members’ long-term defensible careers. 4️⃣ 𝐋𝐞𝐚𝐝 𝐰𝐢𝐭𝐡 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐭𝐨 𝐛𝐫𝐢𝐝𝐠𝐞 𝐭𝐡𝐞 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧 𝐠𝐚𝐩. - Communicate promotion criteria early, starting with interviews. - Hire only those happy to do job X for at least three years. - Never use empty promotion promises as a hiring tactic. 🟢 Wrapping up with a few 𝐛𝐨𝐧𝐮𝐬 𝐭𝐢𝐩𝐬 𝐟𝐨𝐫 𝐏𝐌𝐬: 1. Ensuring that your work materializes in building a successful company has a higher long-term impact than a premature promotion. 2. The statement ‘Join at level Y and you will get promoted in no time’ indicates a questionable/toxic culture. Don’t take the job. 3. And a counter-argument: As a PM, avoid taking a role you are uncomfortable doing for at least three years. *** What do you love/hate about my ‘promotion’ philosophy? Share in the comments. 👉 P.S. The link to the full write-up is in the comments. #productmanagement #productleadership #productmanagers #product #promotion #leadingdown

53

6 Kommentare