Self-management meaning also known as a person’s ability, in this case we will tell you more about the self-management model. A self-management model is a management model where employees take responsibility for their own work and results. The self-management model is a set of principles and practices that help individuals and teams organize their own work and measure and improve their own performance

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Explain generic model self-management

A generic model self-management is based on the idea that people work best when they are in control of their own work and performance. The self-management model consists of three components: goal setting, self-monitoring and self-reward. It starts with setting clear goals so people know what they are working toward. Next, they need to be able to monitor themselves to see if they are making progress and improving their performance. Finally, they can reward themselves for their successes and maintain their motivation and commitment

What are examples of self-management models?

Examples of self-management models include: the Agile working method, self-managing teams, Results-oriented working and the Holacracy operating model

Please also read more about talent management and what is performance management

Self-management model: Agile working method

The agile working method is a flexible and iterative project management method that focuses on developing products and services quickly and effectively through close collaboration between team members and the customer or users. The work method consists of several steps that are repeated cyclically until the project is completed

The project begins with a sprint planning session, in which the team discusses the goals and requirements of the project and determines the work for the upcoming sprint. The team lays out the tasks in small manageable parts

The sprint is the period of time during which the team completes the tasks. A sprint usually lasts from 1 to 4 weeks and during this period the team works closely together on the tasks assigned. The team holds short daily stand-up meetings of about 15 minutes to discuss progress and identify any obstacles

A sprint review takes place at the end of each sprint. The team presents the results of the sprint and the work completed. The customer or users are also present and can provide feedback

After the sprint review, a sprint retrospective takes place, where the team discusses the results of the sprint and identifies areas for improvement for the next sprint

Spotify is a well-known example of a company that has embraced the agile working method. The use of the agile working method has enabled Spotify to develop new features and products quickly and effectively, while still being able to remain flexible and adapt to changing market conditions and customer needs

Self-management model: self-directed teams

Self-directed teams are teams that can function and achieve their goals without external interference and management. As a team, they take responsibility for making decisions, performing tasks and achieving their goals. Members of self-directed teams work closely together, share responsibilities and have a shared vision and goals. They use their individual and collective skills and experiences to solve problems and make decisions. The goal of self-directed teams is to achieve high levels of engagement, motivation and productivity

A well-known example of an organization the believes in self-directed teams is Stichting Buurtzorg Nederland. They have also received the Best Employer Award several times. The employees of Buurtzorg indicate that self-direction allows them to purely practice their profession

Self-management model: Results oriented working

Result-oriented work focuses on setting clear goals, planning tasks, prioritizing tasks based on importance and urgency, and monitoring progress. By following these steps and regularly reflecting on the progress of the work, one can make adjustments as needed and achieve desired results

The self-management model of results-oriented work can contribute to a sense of control over one’s own work and to greater effectiveness and efficiency in its execution. It can also help reduce stress and achieve better work-life balance

Eneco has a program called “Smart Working,” which empowers employees to decide where, when and how they work in order to better manage their own work and performance. The program is based on the self-management model “Results-oriented working.”

The program has led to increased trust and accountability among employees, and has contributed to better work-life balance and increased productivity. The program has also led to greater flexibility and agility of the organization as a whole

Self-management model: Holacracy control model

Holacracy is a way of organizing that focuses on self-direction and decentralization of power and responsibility within an organization. It creates a network of roles and responsibilities, rather than a hierarchical structure

A Holacracy organization is composed of self-managing teams that work together to achieve the organization’s goals. Teams are responsible for specific tasks and projects and have the power to make decisions and implement actions to achieve their goals. This means they are not dependent on hierarchical leadership to make decisions and can respond quickly to changing circumstances. It creates a culture of collaboration and accountability, allowing teams to perform better and the organization to adapt faster and better when needed

Bol.com is changing step by step to a Holacracy organization. As a major benefit, Bol.com sees more and more engagement and entrepreneurship among its teams. Helping each other, disciplined and fast learning through continuous improvement steps will make the organization more agile. The aim is to make Bol.com an organization that is not only effective, but also a place where everyone can be themselves and the employees bring out the best in each other

Relationship onboarding and self-management

Embedding self-management into an organization begins with the onboarding program of new employees. At onboarding the foundation is laid for the expectations and culture of the organization. This allows the self-management model to be better implemented and supported by employees. Thus, onboarding is a crucial step in creating a self-managed organization