Wiki source code of The Best Workplace - Our Vision
Version 76.1 by Robert Schaub on 2024/03/09 13:31
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| author | version | line-number | content |
|---|---|---|---|
| 1 | == Why Change? == | ||
| 2 | |||
| 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 | ||
| 6 | |||
| 7 | //We cannot miss this opportunity.// | ||
| 8 | |||
| 9 | Source: [[Accelerate! The Evolution of the 21st Century Organization (John Kotter)>>url:https://www.youtube.com/watch?v=Pc7EVXnF2aI]] | ||
| 10 | |||
| 11 | ---- | ||
| 12 | |||
| 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? | ||
| 16 | |||
| 17 | //The answer begins simply with: we need to choose.// | ||
| 18 | |||
| 19 | Source: [[The Song of Significance (Seth Godin)>>url:https://shipdf.com/book/the-song-of-significance-by-seth-godin/]] | ||
| 20 | |||
| 21 | |||
| 22 | (% class="table-hover" style="background-color:#f1ffed; color:#5e0000" %) | ||
| 23 | (% class="active" %)|(% colspan="1" %)((( | ||
| 24 | = //The Best Workplace Blueprint// = | ||
| 25 | |||
| 26 | //Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model// | ||
| 27 | ))) | ||
| 28 | |((( | ||
| 29 | == We Engage with Our Users == | ||
| 30 | |||
| 31 | * We are clear about who uses or is affected by our work; our users can be internal and external. | ||
| 32 | * We connect with users and empathize with them, listen to their needs, and learn from their insights. | ||
| 33 | * We consider the entire user journey, not just isolated interactions. | ||
| 34 | * We prioritize users’ needs over assumptions or organizational priorities. | ||
| 35 | * Our utmost priorities are users’ well-being, privacy, and needs. | ||
| 36 | ))) | ||
| 37 | |(% colspan="1" %)((( | ||
| 38 | == We Build Networks of Empowered Teams == | ||
| 39 | |||
| 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. | ||
| 44 | * We build connections and relationships with other teams and individuals. | ||
| 45 | ))) | ||
| 46 | |(% colspan="1" %)((( | ||
| 47 | == We Work in Iterations == | ||
| 48 | |||
| 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. | ||
| 52 | ))) | ||
| 53 | |(% colspan="1" %)((( | ||
| 54 | == We Are Visionary Leaders and Enablers == | ||
| 55 | |||
| 56 | * Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams. | ||
| 57 | * Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize. | ||
| 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. | ||
| 60 | ))) | ||
| 61 | |(% colspan="1" %)((( | ||
| 62 | == We Foster Change == | ||
| 63 | |||
| 64 | * We create environments that encourage experimentation and hypothesis exploration. | ||
| 65 | * We embrace changes grounded in evidence and tested hypotheses. | ||
| 66 | ))) | ||
| 67 | |(% colspan="1" %)((( | ||
| 68 | == We Practice Transparency and Build Trust == | ||
| 69 | |||
| 70 | * We actively share information with our leaders, employees, colleagues, and other teams and departments. | ||
| 71 | * We proactively communicate about the fulfillment of our promises and commitments. | ||
| 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 | ))) |