Management 4.0: The Four Agreements
Catalan version of the article here
During the last Sprint Retrospective of our software development teams, we found ourselves talking about what we needed to do to keep the ‘good vibes’ going in the company.
On the one hand, we went through all the perks working at Calidae has. This activity really helped us as we recognised all those ‘little things’ we’re lucky to enjoy: everything from how easy it is to achieve a good work/family balance, pop out for a quick bike ride at lunchtime, have English classes and get fresh fruit or coffee from the kitchen throughout the day to a whole bunch of other little details that I’d never even thought of — I guess it really is a question of ‘you don’t know what you’ve got till it’s gone’.
After that, we had a team brainstorm to look at what things we really needed to nurture in order to make them sustainable long-term.
Certain key ideas came up: economic sustainability of the projects, selecting projects which motivate the team, transparency and lots more things that make complete sense.
“The Four Agreements”
When thinking about transparency, I’m always reminded of the book The Four Agreements, a study written by the Mexican surgeon Miguel Ruiz that brings together the wisdom of the ancient Pre-Columbian Toltec culture which has been handed down from generation to generation all the way to the modern day.
When we talk about transparency, it often seems that what we’re talking about is some kind of company practice — as though the company was an independent entity somehow separate from the people making it up.
So I had the feeling during the meeting that I just had to share the four principles found in the book with the rest of the team — it’s my understanding that the company is everyone who works there, which is why transparency is a task which affects us all.
I believe that implementing these four principles will somehow help avoid the misunderstandings and conflict we might have had recently.
“The Four Agreements” is a self-help book, but of a more spiritual nature, which is why I made a bit of a joke with the title of this post and called it “Management 4.0”. Joking apart :-) now, it’s my understanding that this is the key to success: creating a team of talented people who are constantly growing on a personal level and who have achieved a balance between their life plan and professional career is the ideal basis for the team running itself, with Management becoming a part of the individual members themselves.
Firstly, the book explains the system of beliefs every one has based on social, family or educational influences. This is what governs how we experience different situations in our lives.
Secondly, it shows us how it is possible to adjust our belief system, thereby achieving a better inner balance and greater happiness. That’s why we’re looking to follow the 4 principles and implementing them in our model:
First agreement: Be Impeccable with your word
Speak with integrity. The word is humanity’s most powerful tool, and it can be used to create or to destroy.
The words that come out of your mouth say a lot about who you are and what kind of person you are. Telling yourself positive things increases your self-esteem. Be coherent in everything you think, do and say.
If you do, you’ll respect yourself more, and others will also respect you more. Only say what you want to express: avoid using words which speak against you or to gossip about others. Always use the power of your word for good. This agreement is neuro-linguistic programming (NLP) pure and simple.
Second agreement: Don’t take anything personally
What other people say and do has nothing to do with you: it’s merely a projection of their own reality, their own model. Becoming immune to the opinions and actions of others will prevent you from becoming a victim and from unnecessary suffering.
Third agreement: Don’t make assumptions
Don’t make up stories: have the guts to ask the right people the right questions (if you’re not sure, go straight to the source!) and express exactly what it is you want. Never assume anything. If you have doubts, clear them up. If you suspect something, ask. Once you hear the answer, you won’t have to make any more assumptions as you’ll know the truth.
Accept others as they are. Communicate as clearly as you can with others in order to avoid misunderstandings and sorrow. Even just following this agreement will completely change your life around.
Fourth agreement: Always do your best
Always do your best, understanding that your best will vary according to whether you’re ‘on fire’ or tired.
Doing your best works both ways: if you force yourself too hard, you’ll waste energy and it won’t be sustainable long-term; however, if you don’t try as hard as you can, you’ll end up frustrated, judgmental and recriminatory.
Doing just the right amount will make you more productive, and you’ll live life more intensely. If you enjoy what you’re doing, it means you’re doing just the right amount. If you’re always doing your best, you won’t be hard on yourself if something doesn’t go quite to plan — you’ll just get up, brush yourself off and start afresh. This agreement also works great when you find yourself breaking the other 4 agreements ;-)
Hang on though! There’s another agreement from a second book that Miguel Ruiz wrote together with his son:
Fifth agreement: Be skeptical but learn to listen
Don’t believe me, don’t believe yourself, don’t believe the others — but learn to listen. Use the power of doubt to weigh up everything you hear.
In fact, why not start right now and think about this article critically! Is it really true? Hearing the real intention behind words and you’ll understand what the real message is. Above all, don’t believe yourself when the little voice inside of you is making you doubt yourself.
So that’s it for my “première” here on Medium — I hope these principles have awoken your interest as much as they did mine, and that we can all follow them actively to make everyone more transparent :-)
Thanks to Adrià for inviting everyone in the company to write more, and to Jordi for helping organise such a rewarding “Retro”.
