Articles

Co-opetition in a Connected World – Our Approach to Business Partnerships

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 in a connected world we are only as good as our connections.

5 HR Assumptions That Don’t Work in An Agile World

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.

TalentSumerization – The Employee Experience in Agile Enterprises

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 and HR4Agile) have a leg up to defeat the employee engagement crisis.

Consumerization of Human Resources

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. Employees start to think about work like consumers. For this reason, organizations start to create personalized experiences along the entire employee journey and embrace the “ Consumerization of Human Resources ”.

Top 5 Mistakes to Avoid

A new year is underway and with it comes another set of challenges. This post will look at the top 5 mistakes to avoid by Human Resources in order to set the course for success.

Agile HR with SAFe ®

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 to implement various aspects of more contemporary Lean-Agile People solutions with SAFe.

Support Impactful Learning & Growth (#6 Agile HR Theme)

Lean | Agile Enterprises are learning organizations who thrive on relentless improvement – as a company and 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 […]

Take the Issue of Money off the Table (#5 Agile HR Theme)

Compensation and bonuses are still used as the predominant way to incentivize and recognize people. However, Lean | Agile Enterprises avoid individual cash incentives that are 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 […]

Shift to Iterative Performance Flow (#4 Agile HR Theme)

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, they (re-)optimize the system for optimal cadence, alignment, responsiveness, and growth while decoupling it from other HR instruments. […]

Hire for Attitude and Cultural Fit (#3 Agile HR Theme)

Hiring in a Lean | Agile Enterprise is no longer about simply finding people with the right technical skills. Alternatively, they pursue people whose expertise is coupled with abilities to thrive in self-organizing, responsive teams. Their Talent Acquisition is a team-based approach; a dedicated HR team not only supports a hiring and onboarding process in […]