Tool: The Pizza Model

This tool – with a very original name – can be used in many different ways, when you are leading a team, creating teams-of-teams, looking at new organizational structures or having regular one-to-ones. The Pizza Model helps you create a simple division between roles and tasks, as well as guiding you about capabilities and skills.

In this blog post we’ll describe the tool for you. First an introduction to the four pizza slides. Secondly how you can use the model to improve competences. Thirdly how you can use it when delegating tasks, and finally how to solve problems using the Pizza Model, with an example from our own Hacktober.

Also, we have made it possible for you to download the Pizza Model, ready to use!


Special: Global Peter Drucker Forum 2018 – Day 2

The second day of the Global Peter Drucker Forum was even better than day one. Clearly, there is a movement ongoing; a willingness to change the way businesses and leadership works, based on tech and humanism. The goal is not only to create great workplaces where people want to show up, but also to play a vital part in society and to save the planet.

Here are our condensed take-homes from day two.


Distributed leadership – when youngsters lead youngsters

Leadership is all about people first, leading human to human. Navigating as a youngster can be difficult, with older leaders who don’t necessarily put people first or lead with distributed or situational leadership in mind. But what about when you are a youngster, who’s leading other youngsters? Should I then look at my young generations traits and adapt my young intuitive (and interpersonal and learned) leadership style to the “demands” of my co-youngsters?


How to lead across generations

Lots of books, blogs and articles have been written about leading generations. Reading descriptions about the different traits about generations is a great way to get a broad understanding of their needs and wants.

But as a leader, your focus should first and foremost be on leading people and not generations. It’s still about human-to-human interactions and not “Gen X to Gen Y” or similar. You must be careful not to expect specific behaviors just because one of your employees belong to a specific generation. It might come as a surprise, but there are not great differences of what the different generations WANT to achieve at work. However, there might be differences in HOW they want to achieve it.

In this blog I will look into

  1. What really defines generational traits/behaviors
  2. How technology has impacted generations
  3. Three things to focus on when leading different generations at work