Wiki source code of The Best Workplace - Our Vision
Version 75.1 by Robert Schaub on 2024/03/09 13:31
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73.1 | 1 | == Why? == |
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72.1 | 2 | |
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73.1 | 3 | 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. |
| 4 | We have the opportunity, to create a mindset where there is a new sense of optimism, mission accomplishment, and accountability | ||
| 5 | This will help us meet our immediate goals and better position us to deal with the challenges of the twenty-first century | ||
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72.1 | 6 | |
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74.1 | 7 | //We cannot miss this opportunity.// |
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64.1 | 8 | |
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73.1 | 9 | Source: [[Accelerate! The Evolution of the 21st Century Organization (John Kotter)>>url:https://www.youtube.com/watch?v=Pc7EVXnF2aI]] |
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72.1 | 11 | ---- |
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65.1 | 12 | |
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74.1 | 13 | In our rapidly evolving world, organizations stand at a crucial crossroads. They have the option to choose a stringent, algorithm-guided framework |
| 14 | or to embrace a flexible, decentralized model that acknowledges the distinct contributions of each employee. | ||
| 15 | But how? How to change the systems we’ve worked so hard to build for generations? | ||
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72.1 | 16 | |
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74.1 | 17 | //The answer begins simply with: we need to choose.// |
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72.1 | 18 | |
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73.1 | 19 | Source: [[The Song of Significance (Seth Godin)>>url:https://shipdf.com/book/the-song-of-significance-by-seth-godin/]] |
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72.1 | 20 | |
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75.1 | 21 | |
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31.1 | 22 | (% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %) |
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27.1 | 23 | (% class="active" %)|(% colspan="1" %)((( |
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63.1 | 24 | = //The Best Workplace Blueprint// = |
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2.1 | 25 | |
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49.1 | 26 | //Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model// |
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11.1 | 27 | ))) |
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2.1 | 28 | |((( |
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40.1 | 29 | == We Engage with Our Users == |
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2.1 | 30 | |
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60.1 | 31 | * 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 | 32 | * We connect with users and empathize with them, listen to their needs, and learn from their insights. |
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32.1 | 33 | * We consider the entire user journey, not just isolated interactions. |
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34.1 | 34 | * We prioritize users’ needs over assumptions or organizational priorities. |
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62.1 | 35 | * Our utmost priorities are users’ well-being, privacy, and needs. |
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2.1 | 36 | ))) |
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34.1 | 38 | == We Build Networks of Empowered Teams == |
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2.1 | 39 | |
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38.1 | 40 | * Teams self-organize and wield decision-making power. |
| 41 | * Employees demonstrate entrepreneurial drive, taking ownership of team goals, decisions, and performance, and receiving due credit for their achievements. | ||
| 42 | * Networks of teams align around shared strategic goals with agreed priorities. | ||
| 43 | * We construct cross-functional teams, assembling diverse talents to fulfill the team’s mission. | ||
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2.1 | 44 | * We build connections and relationships with other teams and individuals. |
| 45 | ))) | ||
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34.1 | 47 | == We Work in Iterations == |
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2.1 | 48 | |
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38.1 | 49 | * We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors. |
| 50 | * We regularly engage with users through early and frequent feedback loops. | ||
| 51 | * We embed quality into every increment, preventing costly delays, rework, and defect fixes. | ||
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2.1 | 52 | ))) |
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10.1 | 53 | |(% colspan="1" %)((( |
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34.1 | 54 | == We Are Visionary Leaders and Enablers == |
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2.1 | 55 | |
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38.1 | 56 | * Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams. |
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50.1 | 57 | * Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize. |
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38.1 | 58 | * Leaders provide psychological safety, viewing failure and mistakes as opportunities for continuous growth and learning. |
| 59 | * 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 | 60 | ))) |
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53.1 | 62 | == We Foster Change == |
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2.1 | 63 | |
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53.1 | 64 | * We create environments that encourage experimentation and hypothesis exploration. |
| 65 | * We embrace changes grounded in evidence and tested hypotheses. | ||
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2.1 | 66 | ))) |
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54.1 | 67 | |(% colspan="1" %)((( |
| 68 | == We Practice Transparency and Build Trust == | ||
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58.1 | 70 | * We actively share information with our leaders, employees, colleagues, and other teams and departments. |
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57.1 | 71 | * We proactively communicate about the fulfillment of our promises and commitments. |
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54.1 | 72 | * We openly discuss our progress, as well as any setbacks. |
| 73 | * We are honest about our deficits and actively seek areas for improvement. | ||
| 74 | ))) |