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Last modified by Robert Schaub on 2025/09/21 13:40
From version 4.1
edited by Robert Schaub
on 2024/03/06 10:10
Change comment: There is no comment for this version
To version 71.1
edited by Robert Schaub
on 2024/03/09 13:09
Change comment: There is no comment for this version

Summary

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1 -Why?.WebHome
1 +Main.WebHome
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1 +In our rapidly evolving world, organizations stand at a crucial crossroads. They have the option to choose a stringent, algorithm-guided framework
2 +or to embrace a flexible, decentralized model that acknowledges the distinct contributions of each employee.
3 +The answer begins simply with: we need to choose. 
4 +We cannot miss this opportunity.
5 +Sources: [[Accelerate! The Evolution of the 21st Century Organization>>https://www.youtube.com/watch?v=Pc7EVXnF2aI]] by John Kotter, [[The Song of Significance>>https://shipdf.com/book/the-song-of-significance-by-seth-godin/]] by Seth Godin.
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7 +
8 +(% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %)
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10 += //The Best Workplace Blueprint// =
11 +
12 +//Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model//
13 +)))
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4 -
5 -)))|(((
6 -== We engage with our users ==
15 +== We Engage with Our Users ==
7 7  
8 -* We are aware of who is using our work, our users can be external and internal users and teams.
9 -* We empathize and connect with our users, listen to them, and learn about their needs.
17 +* We are clear about who uses or is affected by our work; our users can be internal and external.
18 +* We connect with users and empathize with them, listen to their needs, and learn from their insights.
19 +* We consider the entire user journey, not just isolated interactions.
20 +* We prioritize users’ needs over assumptions or organizational priorities.
21 +* Our utmost priorities are users’ well-being, privacy, and needs.
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14 -== We build networks of empowered teams ==
24 +== We Build Networks of Empowered Teams ==
15 15  
16 -* Teams are self-organized and empowered to make decisions.
17 -* Employees exhibit entrepreneurial drive, they take accountability for team goals, decisions, and performance and are credited for their achievements.
18 -* Networks of teams work focused towards a set of shared strategic goals with agreed priorities.
19 -* We build cross-functional teams consisting of a diverse group of people with all the skills needed to fulfill the team's mission.
26 +* Teams self-organize and wield decision-making power.
27 +* Employees demonstrate entrepreneurial drive, taking ownership of team goals, decisions, and performance, and receiving due credit for their achievements.
28 +* Networks of teams align around shared strategic goals with agreed priorities.
29 +* We construct cross-functional teams, assembling diverse talents to fulfill the team’s mission.
20 20  * We build connections and relationships with other teams and individuals.
21 21  )))
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23 -== We drive and welcome change ==
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33 +== We Work in Iterations ==
24 24  
25 -* We drive change by creating environments to experiment and explore hypotheses.
26 -* We welcome changes based on evidence and tested hypotheses.
35 +* We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors.
36 +* We regularly engage with users through early and frequent feedback loops.
37 +* We embed quality into every increment, preventing costly delays, rework, and defect fixes.
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29 -
30 -)))|(% colspan="1" %)(((
31 -== We work in iterations ==
40 +== We Are Visionary Leaders and Enablers ==
32 32  
33 -* We work in iterations and prefer rather short cycles to be able to make early adjustments and minimize the risk and impact of errors.
34 -* We connect with our users and conduct early and frequent feedback loops.
35 -* We build quality in every increment to avoid the cost of delays, rework, and fixing defects.
42 +* Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams.
43 +* Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize.
44 +* Leaders provide psychological safety, viewing failure and mistakes as opportunities for continuous growth and learning.
45 +* Leaders “Go to Gemba”: They actively observe how people work to create value, engaging to learn, coach, and support.
36 36  )))
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38 -
39 -)))|(% colspan="1" %)(((
40 -== We are visionary leaders and enablers ==
48 +== We Foster Change ==
41 41  
42 -* Leaders provide and align vision and strategy, they inspire, energize, and coach.
43 -* Leaders create an enabling environment, remove impediments, and empower and encourage teams and people to self-organize.
44 -* Leaders provide psychological safety and perceive failure and mistakes as a means to continuously grow, learn, and improve.
45 -* Leaders "Go to Gemba": Leaders go and see how people work to create value, they interact to learn, coach, and support.
50 +* We create environments that encourage experimentation and hypothesis exploration.
51 +* We embrace changes grounded in evidence and tested hypotheses.
46 46  )))
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50 -== We practice transparency and build trust ==
54 +== We Practice Transparency and Build Trust ==
51 51  
52 -* We proactively share information with our leaders, our employees, our colleagues, and with other teams and departments.
53 -* We communicate about our progress but also about our setbacks.
54 -* We are honest and open about our deficits and needs to improve.
56 +* We actively share information with our leaders, employees, colleagues, and other teams and departments.
57 +* We proactively communicate about the fulfillment of our promises and commitments.
58 +* We openly discuss our progress, as well as any setbacks.
59 +* We are honest about our deficits and actively seek areas for improvement.
55 55  )))