Articles
The digital age belongs to knowledge workers who think outside the box. No wonder, constricting processes and micromanagement are not going down well. Make sure to bring those talents together in collaborative, self-organizing teams and throw fast feedbacks, constant communication, access to data and knowledge, and decentralized decision-making into the mix. But don’t worry about
We operate in a complex and highly demanding world with an endless need for innovative and mind-blowing results. Being able to inspire people to greatness is imperative. It takes a strong vision – not just a nice plague on the office wall – but one that people share. This is your anchor for a roadmap
The accelerated pace of today’s business world makes it increasingly difficult to think in multi-year cycles and set rigid top down goals on an annual basis. You can handle that by reducing the cycle time and implementing an iterative, interactive process. That way you can deliver results while being able to adequately adapt to internal
Traditional Performance Management systems are in deep crises. Their industrial era approach is unable to meet the demands and thinking of 21st century people and organizations. Lean | Agile enterprises set the reset button and move from an administrative Performance Management process to a successful iterative performance flow. The results of the SHRM Survey
When Lean | Agile meets traditional Human Resources, two worlds with different values, principles, and practices collide. See the top 10 issues Lean | Agile teams are most frustrated about when it comes to their HR. Meeting the demands of agile teams with traditional people solutions is a challenge. In our infographic we summarized
Lean | agile enterprises are more successful in absorbing new hires and getting them up to speed. They naturally embrace and ignite people to inspire and make them part of something great. And their onboarding is a real kick-starter on so many levels: it is instant, it is effective, it is sustainable – and above
A couple of days ago Meghan M. Biro shared the following tweet: Most #HR & #recruiting leaders struggle to develop talent pipelines #PFLiveChat — Meghan M. Biro (@MeghanMBiro) March 25, 2015 I absolutely agree. Identifying, attracting and engaging the right people is key to building a strong workforce. But finding top talents is getting
Talent, knowledge and leadership is the currency for competitive advantages for innovative, attractive and thriving companies. They rely on their People Ops to expertly engage and energize talent. That (finally) makes people truly the highest priority for Human Resources. And HR embraces that mandate passionately, proudly striving for service excellence for their people, teams, and
This year will be all about lean | agile People Operations! Businesses across all industries are embracing lean | agile values and principles on a whole new scale. By transforming the enterprise as an entity they are tapping into the corporate DNA and unleashing the full potential of this winning business and leadership model –
Lean | agile will be the prevailing business and leadership model by 2020, transforming businesses into more innovative, engaging, and attractive enterprises. Human Resource Management needs to be foresighted and courageous to become inspiring agility leaders for their organizations. Lean | agile approaches are not new, but their impact on the business world is
