Wiki source code of The Best Workplace
Version 89.2 by Robert Schaub on 2025/09/21 06:30
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82.1 | 3 | = //We Build the Best Workplace - a Blueprint// = |
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2.1 | 4 | |
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49.1 | 5 | //Combines Agile, Lean, User-Centered Design, and modern leadership principles in a holistic collaboration model// |
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11.1 | 6 | ))) |
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2.1 | 7 | |((( |
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40.1 | 8 | == We Engage with Our Users == |
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2.1 | 9 | |
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60.1 | 10 | * 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 | 11 | * We connect with users and empathize with them, listen to their needs, and learn from their insights. |
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32.1 | 12 | * We consider the entire user journey, not just isolated interactions. |
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34.1 | 13 | * We prioritize users’ needs over assumptions or organizational priorities. |
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62.1 | 14 | * Our utmost priorities are users’ well-being, privacy, and needs. |
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2.1 | 15 | ))) |
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34.1 | 17 | == We Build Networks of Empowered Teams == |
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2.1 | 18 | |
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38.1 | 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. | ||
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2.1 | 23 | * We build connections and relationships with other teams and individuals. |
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34.1 | 26 | == We Work in Iterations == |
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2.1 | 27 | |
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38.1 | 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. | ||
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2.1 | 31 | ))) |
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34.1 | 33 | == We Are Visionary Leaders and Enablers == |
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2.1 | 34 | |
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38.1 | 35 | * Leaders provide and align vision and strategy, inspiring, energizing, and coaching our teams. |
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50.1 | 36 | * Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize. |
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38.1 | 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. | ||
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2.1 | 39 | ))) |
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53.1 | 41 | == We Foster Change == |
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2.1 | 42 | |
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53.1 | 43 | * We create environments that encourage experimentation and hypothesis exploration. |
| 44 | * We embrace changes grounded in evidence and tested hypotheses. | ||
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2.1 | 45 | ))) |
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54.1 | 46 | |(% colspan="1" %)((( |
| 47 | == We Practice Transparency and Build Trust == | ||
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58.1 | 49 | * We actively share information with our leaders, employees, colleagues, and other teams and departments. |
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57.1 | 50 | * We proactively communicate about the fulfillment of our promises and commitments. |
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54.1 | 51 | * We openly discuss our progress, as well as any setbacks. |
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83.1 | 52 | * We recognize our limitations and mistakes and persistently strive for improvement. |
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54.1 | 53 | ))) |
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84.1 | 54 | |
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88.1 | 55 | ---- |
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89.1 | 57 | == Why? == |
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88.1 | 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 | ||
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| 63 | //We cannot miss this opportunity.// | ||
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| 65 | Source: [[Accelerate! The Evolution of the 21st Century Organization (John Kotter)>>url:https://www.youtube.com/watch?v=Pc7EVXnF2aI]] | ||
| 66 | |||
| 67 | ---- | ||
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| 69 | What if we created the best job someone ever had? | ||
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| 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. | ||
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| 75 | But how? How to change the systems we’ve worked so hard to build for generations? | ||
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| 77 | //The answer begins simply with: we need to choose.// | ||
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| 79 | Source: [[The Song of Significance>>https://geni.us/pdnqnz]] by [[Seth Godin>>url:https://www.sethgodin.com]] | ||
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| 81 | {{info}} | ||
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87.1 | 82 | [[Content under CC BY-SA 4.0. © 2024 Robert Schaub>>doc:The Best Workplace - Our Vision.License and Disclaimer.WebHome]] |
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88.1 | 83 | {{/info}} |
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