Changes for page The Best Workplace - Our Vision

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1		-The Best Workplace - Our Vision
	1	+The Best Workplace Blueprint

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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		-As articulated by John Kotter in “[[Accelerate! The Evolution of the 21st Century Organization>>https://www.youtube.com/watch?v=Pc7EVXnF2aI]]” and Seth Godin in “[[The Song of Significance>>https://shipdf.com/book/the-song-of-significance-by-seth-godin/]]”,
4		-the key is simple yet profound: we must choose.
	1	+= The Best Workplace Blueprint =
5	5
	3	+Combines Agile. Lean and User-Centered Design into a holistic model
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9		-= //The Best Workplace Blueprint// =
10		-
11		-//Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model//
12		-)))
13	13	|(((
14		-== We Engage with Our Users ==
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	7	+)))|(((
	8	+== We engage with our users ==
15	15
16		-* We are clear about who uses or is affected by our work; our users can be internal and external.
17		-* We connect with users and empathize with them, listen to their needs, and learn from their insights.
18		-* We consider the entire user journey, not just isolated interactions.
19		-* We prioritize users’ needs over assumptions or organizational priorities.
20		-* 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.
21	21	)))
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23		-== We Build Networks of Empowered Teams ==
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	15	+)))|(% colspan="1" %)(((
	16	+== We build networks of empowered teams ==
24	24
25		-* Teams self-organize and wield decision-making power.
26		-* Employees demonstrate entrepreneurial drive, taking ownership of team goals, decisions, and performance, and receiving due credit for their achievements.
27		-* Networks of teams align around shared strategic goals with agreed priorities.
28		-* 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.
29	29	* We build connections and relationships with other teams and individuals.
30	30	)))
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32		-== We Work in Iterations ==
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	25	+== We welcome and drive change ==
33	33
34		-* We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors.
35		-* We regularly engage with users through early and frequent feedback loops.
36		-* 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.
37	37	)))
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39		-== We Are Visionary Leaders and Enablers ==
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	32	+)))|(% colspan="1" %)(((
	33	+== We work in iterations ==
40	40
41		-* Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams.
42		-* Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize.
43		-* Leaders provide psychological safety, viewing failure and mistakes as opportunities for continuous growth and learning.
44		-* 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.
45	45	)))
46	46	|(% colspan="1" %)(((
47		-== We Foster Change ==
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	41	+)))|(% colspan="1" %)(((
	42	+== We are visionary leaders and enablers ==
48	48
49		-* We create environments that encourage experimentation and hypothesis exploration.
50		-* 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.
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53		-== We Practice Transparency and Build Trust ==
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	51	+)))|(% colspan="1" %)(((
	52	+== We practice transparency and build trust ==
54	54
55		-* We actively share information with our leaders, employees, colleagues, and other teams and departments.
56		-* We proactively communicate about the fulfillment of our promises and commitments.
57		-* We openly discuss our progress, as well as any setbacks.
58		-* 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.
59	59	)))