Wiki source code of The Best Workplace - Our Vision
Version 66.1 by Robert Schaub on 2024/03/09 12:25
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64.1 | 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. | ||
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66.1 | 4 | Sources: [[Accelerate! The Evolution of the 21st Century Organization (John Kotter>>url:https://www.youtube.com/watch?v=Pc7EVXnF2aI]] and [[The Song of Significance (Seth Godin)>>url:https://shipdf.com/book/the-song-of-significance-by-seth-godin/]] |
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31.1 | 7 | (% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %) |
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27.1 | 8 | (% class="active" %)|(% colspan="1" %)((( |
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63.1 | 9 | = //The Best Workplace Blueprint// = |
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49.1 | 11 | //Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model// |
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11.1 | 12 | ))) |
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2.1 | 13 | |((( |
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40.1 | 14 | == We Engage with Our Users == |
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2.1 | 15 | |
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60.1 | 16 | * We are clear about who uses or is affected by our work; our users can be internal and external. |
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59.1 | 17 | * We connect with users and empathize with them, listen to their needs, and learn from their insights. |
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32.1 | 18 | * We consider the entire user journey, not just isolated interactions. |
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34.1 | 19 | * We prioritize users’ needs over assumptions or organizational priorities. |
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62.1 | 20 | * Our utmost priorities are users’ well-being, privacy, and needs. |
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2.1 | 21 | ))) |
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34.1 | 23 | == We Build Networks of Empowered Teams == |
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38.1 | 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. | ||
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2.1 | 29 | * We build connections and relationships with other teams and individuals. |
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34.1 | 32 | == We Work in Iterations == |
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2.1 | 33 | |
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38.1 | 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. | ||
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2.1 | 37 | ))) |
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10.1 | 38 | |(% colspan="1" %)((( |
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34.1 | 39 | == We Are Visionary Leaders and Enablers == |
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38.1 | 41 | * Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams. |
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50.1 | 42 | * Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize. |
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38.1 | 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. | ||
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2.1 | 45 | ))) |
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53.1 | 47 | == We Foster Change == |
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2.1 | 48 | |
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53.1 | 49 | * We create environments that encourage experimentation and hypothesis exploration. |
| 50 | * We embrace changes grounded in evidence and tested hypotheses. | ||
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2.1 | 51 | ))) |
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54.1 | 52 | |(% colspan="1" %)((( |
| 53 | == We Practice Transparency and Build Trust == | ||
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58.1 | 55 | * We actively share information with our leaders, employees, colleagues, and other teams and departments. |
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57.1 | 56 | * We proactively communicate about the fulfillment of our promises and commitments. |
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54.1 | 57 | * We openly discuss our progress, as well as any setbacks. |
| 58 | * We are honest about our deficits and actively seek areas for improvement. | ||
| 59 | ))) |