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Last modified by Robert Schaub on 2025/09/21 13:40
From version 89.1
edited by Robert Schaub
on 2025/09/21 06:07
Change comment: There is no comment for this version
To version 37.1
edited by Robert Schaub
on 2024/03/08 16:51
Change comment: There is no comment for this version

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1 1  (% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %)
2 2  (% class="active" %)|(% colspan="1" %)(((
3 -= //We Build the Best Workplace - a Blueprint// =
3 += //The Best Workplace Blueprint// =
4 4  
5 -//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//
6 6  )))
7 7  |(((
8 -== We Engage with Our Users ==
8 +== We Connect with Our Users ==
9 9  
10 -* We are clear about who uses or is affected by our work; our users can be internal and external.
11 -* We connect with users and empathize with them, listen to their needs, and learn from their insights.
10 +* We connect with our users, whether they are customers or internal users.
11 +* We empathize with users, listen to their needs, and learn from their insights.
12 +* Our utmost priorities are users’ well-being, privacy, and needs.
12 12  * We consider the entire user journey, not just isolated interactions.
13 13  * We prioritize users’ needs over assumptions or organizational priorities.
14 -* Our utmost priorities are users’ well-being, privacy, and needs.
15 15  )))
16 16  |(% colspan="1" %)(((
17 17  == We Build Networks of Empowered Teams ==
18 18  
19 -* Teams self-organize and wield decision-making power.
20 -* Employees demonstrate entrepreneurial drive, taking ownership of team goals, decisions, and performance, and receiving due credit for their achievements.
21 -* Networks of teams align around shared strategic goals with agreed priorities.
22 -* We construct cross-functional teams, assembling diverse talents to fulfill the team’s mission.
19 +* Teams are self-organizing and empowered to make decisions.
20 +* Employees exhibit entrepreneurial drive, they take accountability for team goals, decisions, and performance and are credited for their achievements.
21 +* Networks of teams work focused towards a set of shared strategic goals with agreed priorities.
22 +* We build cross-functional teams consisting of a diverse group of people with all the skills needed to fulfill the team's mission.
23 23  * We build connections and relationships with other teams and individuals.
24 24  )))
25 25  |(% colspan="1" %)(((
26 26  == We Work in Iterations ==
27 27  
28 -* We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors.
29 -* We regularly engage with users through early and frequent feedback loops.
30 -* We embed quality into every increment, preventing costly delays, rework, and defect fixes.
28 +* We work in iterations to be able to make early adjustments and minimize the risk and impact of errors.
29 +* We connect with our users and conduct early and frequent feedback loops.
30 +* We build quality in every increment to avoid the cost of delays, rework, and fixing defects.
31 31  )))
32 32  |(% colspan="1" %)(((
33 -== We Are Visionary Leaders and Enablers ==
33 +== We Welcome and Drive Change ==
34 34  
35 -* Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams.
36 -* Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize.
37 -* Leaders provide psychological safety, viewing failure and mistakes as opportunities for continuous growth and learning.
38 -* Leaders “Go to Gemba”: They actively observe how people work to create value, engaging to learn, coach, and support.
35 +* We drive change by creating environments to experiment and explore hypotheses.
36 +* We welcome changes based on evidence and tested hypotheses.
39 39  )))
40 40  |(% colspan="1" %)(((
41 -== We Foster Change ==
39 +== We Are Visionary Leaders and Enablers ==
42 42  
43 -* We create environments that encourage experimentation and hypothesis exploration.
44 -* We embrace changes grounded in evidence and tested hypotheses.
41 +* Leaders provide and align vision and strategy, they inspire, energize, and coach.
42 +* Leaders create an enabling environment, remove impediments, and empower and encourage teams and people to self-organize.
43 +* Leaders provide psychological safety and perceive failure and mistakes as a means to continuously grow, learn, and improve.
44 +* Leaders "Go to Gemba": Leaders go and see how people work to create value, they interact to learn, coach, and support.
45 45  )))
46 46  |(% colspan="1" %)(((
47 47  == We Practice Transparency and Build Trust ==
48 48  
49 -* We actively share information with our leaders, employees, colleagues, and other teams and departments.
50 -* We proactively communicate about the fulfillment of our promises and commitments.
51 -* We openly discuss our progress, as well as any setbacks.
52 -* We recognize our limitations and mistakes and persistently strive for improvement.
49 +* We proactively share information with our leaders, employees, colleagues, and other teams and departments.
50 +* We communicate about our progress but also about our setbacks.
51 +* We are honest and open about our deficits and needs to improve.
53 53  )))
54 -
55 -----
56 -
57 -== Why? ==
58 -
59 -The world is now changing at a rate at which the basic systems, structures, and cultures built over the past century cannot keep up with.
60 -We have the opportunity to create a mindset where there is a new sense of optimism, mission accomplishment, and accountability.
61 -This will help us meet our immediate goals and better position us to deal with the challenges of the twenty-first century
62 -
63 -//We cannot miss this opportunity.//
64 -
65 -Source: [[Accelerate! The Evolution of the 21st Century Organization (John Kotter)>>url:https://www.youtube.com/watch?v=Pc7EVXnF2aI]]
66 -
67 -----
68 -
69 -What if we created the best job someone ever had?
70 -
71 -There is an alternative. It’s a different sort of increase, a better sort of safety.
72 -It’s work that matters. It’s creating a difference, being part of something, and doing work we’re proud of.
73 -This is the song of significance. This is what motivates people to do the work that can’t be automated, mechanized, or outsourced.
74 -
75 -But how? How to change the systems we’ve worked so hard to build for generations?
76 -
77 -//The answer begins simply with: we need to choose.//
78 -
79 -Source: [[The Song of Significance>>https://geni.us/pdnqnz]] by [[Seth Godin>>url:https://www.sethgodin.com]]
80 -
81 -{{info}}
82 -[[Content under CC BY-SA 4.0. © 2024 Robert Schaub>>doc:The Best Workplace - Our Vision.License and Disclaimer.WebHome]]
83 -{{/info}}
84 -
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