Roles of Balancing Lean & Agile

The Scrum Master (from Agile) and Project Manager (from Lean) are both key roles that bring clarity and focus to their respective teams. When working in teams that combine these methodologies, the role expands and becomes more central to success from both and internal team and external customer point of view. Role of a Scrum […]

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Roles

WHO All employees have one or more roles. WHAT A way of removing responsibility from specific individuals’ jobs and instead group tasks and responsibility in roles, which can be modified as the organisation evolves and are passed on from one individual to another. In Holacracy the notion of roles is a key building block for the organisational […]

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Circle Structure

Circle Structure is a software-integrated approach to organisational design. The structure is derived from the organisation’s purpose and the circles of multi-disciplinary skills needed to execute for that purpose. There is the main circle, which is responsible for carrying out the overall purpose but can delegate sub-purposes to sub-circles. The sub-circles will then support the main circle […]

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Creating motivational team dynamics

Another useful people management technique is Catfish, which is used for continuous leadership development in Haier. Each team has a team lead and a Catfish, who’s role it is to keep team leads on their toes. The Catfish is the official team lead substitute and can be voted in by other team members, if they find that the current […]

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Competing for company talent

Another technique is making use of more traditional jobs descriptions, but having a bilateral recruiting process within the company that allows for a constant flow of talent. Associates are hired to a company-wide talent pool from which teams compete for the best candidates by approaching them with compelling job offers. Functional departments such as finance, marketing etc. are obligated to […]

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Letting employees take charge of roles

One simple hack is to introduce a freedom accountability swap in performance reviews, which can help identify areas where associates can get more direct influence and responsibility. A more developed version of this approach is requesting sponsors, as used at WL Gore. In essence, Requesting Sponsors suggests replacing supervisors with authentic mentoring through sponsors and allowing associates to circulate among several teams until they find […]

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How can we develop talent to a new world?

The various techniques (ie. flow to the work, CLOU or Presets) to coordinate work more flexible require that associates are very adaptive to the business environment and needs. In some companies today people are hired for job descriptions that have little resemblance to the work that they end up doing, which can create tensions between the associates and employers. Instead […]

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