Co-opetition describes how competing organizations work together with gracious professionalism by putting collaboration first and competition second. The concept is rooted in Game Theory and is evolving as the new way of doing business. Our business partners at JLS are disruptors in their field and revolutionize HR and organizations with innovative and groundbreaking solutions. Because
The new world of work revolves around autonomy, self-organization, teams, networks, openness, innovation, self-responsibility, ability to learn, diversity and adaptability. It challenges us to rethink our thinking and behavior and align it to the needs of a digitalized world. The digital revolution has far-reaching consequences, radiating into all kinds of areas. It has a
Everything about work is changing at an accelerated pace and employees start to think about work like consumers. Unsurprisingly, “Consumerization of Human Resources (HR)” – or “TalentSumerization” – has been identified as one of the most defining and disruptive trends of the industry. Enterprises who capitalize on the Agile | HR power due (with Agile4HR
The world is changing fast and drastically – challenging Human Resources leaders to respond and shape the future. Discover our top 10 HR trends that impact your company and how you work in 2018. We have captured all of the trends in an infographic at the end of the article. Over the past view
Employees in general – and digital natives in particular – are no longer only looking for a career: They seek an experience. They want to be included in shaping their workspace and they certainly want a voice – not only when it comes to their own career development, but across the whole HR value chain.
A new year is underway and with it comes another set of challenges. This post will look at the five mistakes Human Resources needs to avoid in order to set the course for success in 2017 and beyond. 1.Underestimate the challenges of the digital age The accelerating force of technology is irreversible and unstoppable.
Lean-Agile development with the Scaled Agile Framework ® (SAFe) reinvents the way we develop systems and helps build an engaged, talented, and vigorous workforce. But it also highlights the disconnect of traditional practices with the realities of 21st Century people and organizations. This short guidance article summary and downloadable whitepaper describes six basic themes on how
Lean | Agile Enterprises are learning organizations who thrive on relentless improvement – as a company but also as individuals. They match traditional teaching methods with contemporary ways of obtaining and sharing knowledge. They provide growth opportunities across the organization with Lean | Agile Leaders, Career Coaches, and Talent Scouts all playing a central role
Compensation and bonuses are still used as predominant way to incentivize and recognize people. However, Lean | Agile Enterprises avoid individual cash incentives that are so toxic for their teams and instead move to more meaningful ways of reward and appreciation, that acknowledge the fact that people are driven by mastery, autonomy, and purpose. They
Employee appraisals are undoubtedly the most scrutinized (and possibly least effective) HR tool. Lean | Agile Enterprises eliminate annual reviews and push the reset button on traditional Performance Management by shifting to an Iterative Performance Flow. Thereby (re-)optimizing the system for optimal cadence, alignment, responsiveness, and growth while decoupling it from other HR instruments.