Partnerships & Innovations
Vilnius, Lithuania

I’m a dreamer with a strong passion for numbers and technology. Even though I dream and think of ’clouds’ a lot, I stand firmly on the ground, and I can execute complex and innovative projects & new ideas.

Last 15 years, I’ve spent building new ventures in various fields, and I could confidently state that I am an excellent person to kick-off ideas!
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Spontaneous, but nevertheless - very interesting conversation about marketing function in an enterprise and challenges along the way! It was great to exchange different opinions
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The paradox in corporate management. I recently discussed with a few top managers in leading IT players about talents and business growth that they can bring. So what do they want? They want to attract top talents to their companies to build innovative business models and enter new industries to ensure at least double-digit growth. How do they want to get it done? Easily and securely. Not to cause problems to the current CxO management layer, to fit one's talent into a tiny corporate square and not to cause damage to existing procedures and methods. Is it real? No. It is not real for sure. You cannot grow & innovate and at the same time, protect current inefficiencies. You cannot protect the mistakes that are hidden in the methods of current operations. In order to grow -- you need to change. So stop wasting talent for the objectives that you genuinely do not want to achieve. Or rethink the way your today’s organization work.
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Let’s discuss how the Sales department should work. Should Salespeople be incentivized for high performance? For hitting targets? Or only for outperforming them? Should they be paid a small or large fixed salary? What are your opinions and experiences? I tend to think that the optimal model is to construct a three-tier salesman compensation strategy: 1) Pay an adequate salary, so the person doesn't need to bother for money so much 2) Pay team bonuses for overall team performance for reaching and exceeding the targets just split the reward equally between team members, so it is perceived as a team effort 3) Finally, add the cherry on the top for individual efforts and extra miles that a particular person is doing. Sharing is caring ;)

Mantas MažūnaPartnerships & Innovations
I’ve tried it all, as individual circumstances require tailored approaches. There were a bunch of mistakes that led to a lack of team spirit and fighting over bonuses. There were success cases as well, but as your product or service is getting complex, your compensation schemes have to adjust and become multilayered as well.
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How do you structure goals in your organization? Do you use any frameworks or tools to do that? I’d believe the most companies rely on measuring some KPI’s. However, in my experience, KPIs are not reflecting the real objectives that organizations are chasing. I have lately been reading on OKR (Objectives and Key Results) and implementing it for my personal goals. It seems that it works straightforwardly! I suggest you check some primary samples on www.okrexamples.co Happy goal reaching! 👏
OKR Examples - Good examples of Objectives and Key results
www.okrexamples.co

Mantas MažūnaPartnerships & Innovations
However, I would still encourage people to apply this method for small departments/companies or personal goals to get a better understanding of which Key Results you have to focus your attention on moving towards the Objective. As sometimes one can feel confused, it helps with analyzing which consequence is reached by a particular cause.
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