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Last modified by Robert Schaub on 2025/09/21 13:40
From version 64.1
edited by Robert Schaub
on 2024/03/09 12:23
Change comment: There is no comment for this version
To version 5.3
edited by Robert Schaub
on 2024/03/06 10:25
Change comment: There is no comment for this version

Summary

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Title
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1 -The Best Workplace - Our Vision
1 +The Best Workplace Blueprint
Content
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1 -In a rapidly changing world, organizations have a choice between a tightly controlled, algorithmically managed structure,
2 -or a flexible, decentralized model that values each employee’s contribution.
3 -The key is simple yet profound: we must choose.
1 += The Best Workplace Blueprint =
4 4  
5 -(% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %)
6 -(% class="active" %)|(% colspan="1" %)(((
7 -= //The Best Workplace Blueprint// =
3 +Combines Agile. Lean and User-Centered Design into a holistic model
8 8  
9 -//Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model//
10 -)))
11 11  |(((
12 -== We Engage with Our Users ==
6 +
7 +)))|(((
8 +== We engage with our users ==
13 13  
14 -* We are clear about who uses or is affected by our work; our users can be internal and external.
15 -* We connect with users and empathize with them, listen to their needs, and learn from their insights.
16 -* We consider the entire user journey, not just isolated interactions.
17 -* We prioritize users’ needs over assumptions or organizational priorities.
18 -* Our utmost priorities are users’ well-being, privacy, and needs.
10 +* We are aware of who is using our work, our users can be external and internal users and teams.
11 +* We empathize and connect with our users, listen to them, and learn about their needs.
19 19  )))
20 20  |(% colspan="1" %)(((
21 -== We Build Networks of Empowered Teams ==
14 += =
15 +)))|(% colspan="1" %)(((
16 +== We build networks of empowered teams ==
22 22  
23 -* Teams self-organize and wield decision-making power.
24 -* Employees demonstrate entrepreneurial drive, taking ownership of team goals, decisions, and performance, and receiving due credit for their achievements.
25 -* Networks of teams align around shared strategic goals with agreed priorities.
26 -* We construct cross-functional teams, assembling diverse talents to fulfill the team’s mission.
18 +* Teams are self-organized and empowered to make decisions.
19 +* Employees exhibit entrepreneurial drive, they take accountability for team goals, decisions, and performance and are credited for their achievements.
20 +* Networks of teams work focused towards a set of shared strategic goals with agreed priorities.
21 +* We build cross-functional teams consisting of a diverse group of people with all the skills needed to fulfill the team's mission.
27 27  * We build connections and relationships with other teams and individuals.
28 28  )))
29 -|(% colspan="1" %)(((
30 -== We Work in Iterations ==
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25 +== We drive and welcome change ==
31 31  
32 -* We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors.
33 -* We regularly engage with users through early and frequent feedback loops.
34 -* We embed quality into every increment, preventing costly delays, rework, and defect fixes.
27 +* We drive change by creating environments to experiment and explore hypotheses.
28 +* We welcome changes based on evidence and tested hypotheses.
35 35  )))
36 36  |(% colspan="1" %)(((
37 -== We Are Visionary Leaders and Enablers ==
31 +
32 +)))|(% colspan="1" %)(((
33 +== We work in iterations ==
38 38  
39 -* Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams.
40 -* Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize.
41 -* Leaders provide psychological safety, viewing failure and mistakes as opportunities for continuous growth and learning.
42 -* Leaders “Go to Gemba”: They actively observe how people work to create value, engaging to learn, coach, and support.
35 +* We work in iterations and prefer rather short cycles to be able to make early adjustments and minimize the risk and impact of errors.
36 +* We connect with our users and conduct early and frequent feedback loops.
37 +* We build quality in every increment to avoid the cost of delays, rework, and fixing defects.
43 43  )))
44 44  |(% colspan="1" %)(((
45 -== We Foster Change ==
40 +
41 +)))|(% colspan="1" %)(((
42 +== We are visionary leaders and enablers ==
46 46  
47 -* We create environments that encourage experimentation and hypothesis exploration.
48 -* We embrace changes grounded in evidence and tested hypotheses.
44 +* Leaders provide and align vision and strategy, they inspire, energize, and coach.
45 +* Leaders create an enabling environment, remove impediments, and empower and encourage teams and people to self-organize.
46 +* Leaders provide psychological safety and perceive failure and mistakes as a means to continuously grow, learn, and improve.
47 +* Leaders "Go to Gemba": Leaders go and see how people work to create value, they interact to learn, coach, and support.
49 49  )))
50 50  |(% colspan="1" %)(((
51 -== We Practice Transparency and Build Trust ==
50 +
51 +)))|(% colspan="1" %)(((
52 +== We practice transparency and build trust ==
52 52  
53 -* We actively share information with our leaders, employees, colleagues, and other teams and departments.
54 -* We proactively communicate about the fulfillment of our promises and commitments.
55 -* We openly discuss our progress, as well as any setbacks.
56 -* We are honest about our deficits and actively seek areas for improvement.
54 +* We proactively share information with our leaders, our employees, our colleagues, and with other teams and departments.
55 +* We communicate about our progress but also about our setbacks.
56 +* We are honest and open about our deficits and needs to improve.
57 57  )))