Happy Melly members just don’t know when to give up. We just keep trying to make small changes that will have (hopefully) big impact on happiness at work. That’s why it’s no surprise that’s the common thread running among the top blogposts of 2017 — no more theory, we want practical employee engagement exercises that we can implement easily, no matter what the size of the team is.
Don’t copy the Spotify Model. Do copy the Spotify Attitude.
There’s no doubt this blogpost by Learning 3.0 founder Alexandre Magno is our most popular blog of 2017. Now a controversial title goes a long way. But it makes sense. No idea is a secret formula. Ideas are just sparks that you then adapt to suit your team. And certainly the story of Spotify sparks ideas, right? Read this blogpost to get to the crux of the Learning 3.0 ethos: Sharing is the new teaching.
Coincidentally, one of our more active members Josh crossed the country to live the Spotify Model as an agile coach at the streaming service, so he can give us insight from the inside!
In Josh’s own words: “Beyond the learning and innovation, being a member at Happy Melly has helped sustain and feed my zeal for coaching and agility—which served me well while I was at an organization that was damaging that zeal.
“The growth I’ve had while being a member of Happy Melly contributed to me applying to and getting a dream job at Spotify!”
Improve your meetings… or stop bothering to have them at all
Agile is called that not just because it’s fast, but fast to change. Yet meetings have been painfully slow to evolve over the years. It makes sense why two blogposts about actionable ways to change meetings had top traffic on our blog this year.
First, Management 3.0 facilitator Loïc dove into the first of his nine steps for successful meetings — stop inviting people to meetings and start selling!
Later in the year, transformation coach and member Dov gave an exercise you can print out and apply today to spice up your meetings!
Learn to grow as an individual and as a team
If you want your team to continue to grow and succeed, you need the individuals to do so, and then you need those individuals to come together over a certain goal. Not surprising for our ragtag community of coaches and change influencers, popular articles centered on storytelling of ways to facilitate growth and change within an organization.
João wrote this popular piece about not only creating communities of practice, but applying a learning canvas to do so. There’s no doubt, this blogpost’s covering of two important practices attracted so many eyeballs. Of course, being a community of life-learn learners could be a big part of its success, since both practices are focused on just that.
And it’s not just about solving smaller problems regularly but about being an organization that’s working together in a deliberate direction. Maurice wrote about his experience with a deliberately developmental organization, aligning an entire company around what is assumed to be the biggest intrinsic motivation — to continue to grow. This isn’t a blogpost about company culture techniques that work across the board, it’s about an experiment that can only work for some. And it’s a great story about the lessons learned from going DDO.
Company culture often comes down to the people that make up the company and how you can treat people as individuals. But how can you build that trust? Sharing stories is a great way to build empathy and trust among team members new and old. By facilitating storytelling through 360stories, member Marjoke discovered not only the power of said storytelling, but how much we want to share, but don’t usually get the chance.
While most of our blogposts are about stories, which are inherently individual, they are told from within a story about a team. When guest blogger Morton offered us his seven signs to know your value and self-worth, we jumped to publish it. Because while games like Moving Motivators help you understand your teammates’ intrinsic motivation and how to leverage them, it all comes down to how we feel as individuals, doesn’t it?
Self-organization can be really powerful
One of the most powerful parts of building trust via employee engagement is self-organization, the fullest sign of trust. Management 3.0 facilitator Sarika in this blogpost broke down the popular Management 3.0 Practice of Delegation Board, which not only allows self-organization but clarifies the who does what because it can’t be a free-for-all. For Sarika’s Scrum team, she even allowed the delegation of the key topic areas, offering true trust in her team.
Member Sara not only joined our periodic book club, but she took it upon herself to experiment with one of the main takeaways and report back to us. Sara explains the Lean Change Model, as a “a nonlinear and feedback-driven model for managing change” or a tango of one step forward, two back. In this article, she breaks down how empowering your team to experiment is so important and how to safely accomplish it.
Finally, I wrote a popular piece on a still burgeoning idea: Teal Management. It’s not like we doubt that most companies are red, amber or orange, but do we/can we move to the self-organized world of even green, let alone teal or turquoise? Teal and its proponents aren’t offering another disappointing magic pill, but rather they are offering a language to construct our change management and transparency, that helps organizations evolve around self-management and toward wholeness.
What was your favorite blog of 2017? It doesn’t have to be from us, but please share in the comments below your favorite workplace blog — perhaps part of this prestigious list we’re honored to be included on? — and how it helps inspire you to actionable happiness at work.
Now, how are we going to take these exercises and apply them in 2018? And will you be the one sharing your team’s stories next year? Send us our next popular blogpost at info – at – happymelly – dot – com.