Changes for page The Best Workplace - Our Vision

Summary

• Page properties (1 modified, 0 added, 0 removed)

Details

Page properties

Content

...	...	@@ -1,60 +1,49 @@
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.
6		-
7		-
8		-(% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %)
	1	+(% class="responsive-table" style="background-color:#f1ffed; color:#5e0000" %)
9	9	(% class="active" %)|(% colspan="1" %)(((
10	10	= //The Best Workplace Blueprint// =
11	11
12		-//Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model//
	5	+//Combines Agile, Lean, and User-Centered Design into a holistic model//
13	13	)))
14	14	|(((
15		-== We Engage with Our Users ==
	8	+== We engage with our users ==
16	16
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.
	10	+* We are aware of who is using our work, our users can be customers or internal users and teams.
	11	+* We empathize and connect with our users, we listen to them and learn about their needs.
22	22	)))
23	23	|(% colspan="1" %)(((
24		-== We Build Networks of Empowered Teams ==
	14	+== We build networks of empowered teams ==
25	25
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.
	16	+* Teams are self-organizing 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.
30	30	* We build connections and relationships with other teams and individuals.
31	31	)))
32	32	|(% colspan="1" %)(((
33		-== We Work in Iterations ==
	23	+== We work in iterations ==
34	34
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.
	25	+* We work in iterations to be able to make early adjustments and minimize the risk and impact of errors.
	26	+* We connect with our users and conduct early and frequent feedback loops.
	27	+* We build quality in every increment to avoid the cost of delays, rework, and fixing defects.
38	38	)))
39	39	|(% colspan="1" %)(((
40		-== We Are Visionary Leaders and Enablers ==
	30	+== We welcome and drive change ==
41	41
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.
	32	+* We drive change by creating environments to experiment and explore hypotheses.
	33	+* We welcome changes based on evidence and tested hypotheses.
46	46	)))
47	47	|(% colspan="1" %)(((
48		-== We Foster Change ==
	36	+== We are visionary leaders and enablers ==
49	49
50		-* We create environments that encourage experimentation and hypothesis exploration.
51		-* We embrace changes grounded in evidence and tested hypotheses.
	38	+* Leaders provide and align vision and strategy, they inspire, energize, and coach.
	39	+* Leaders create an enabling environment, remove impediments, and empower and encourage teams and people to self-organize.
	40	+* Leaders provide psychological safety and perceive failure and mistakes as a means to continuously grow, learn, and improve.
	41	+* Leaders "Go to Gemba": Leaders go and see how people work to create value, they interact to learn, coach, and support.
52	52	)))
53	53	|(% colspan="1" %)(((
54		-== We Practice Transparency and Build Trust ==
	44	+== We practice transparency and build trust ==
55	55
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.
	46	+* We proactively share information with our leaders, employees, colleagues, and other teams and departments.
	47	+* We communicate about our progress but also about our setbacks.
	48	+* We are honest and open about our deficits and needs to improve.
60	60	)))