empowering employees with agile values. thoren
DESCRIPTION
Agile в управлении и разработке ПОTRANSCRIPT
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AGILE HR IN A NUTSHELL? Pia-‐Maria Thoren, GreenBullet Solu=ons April 5, 2014
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To have in mind 1: Survival of the fiHest means that the most
adaptable species survive – not necessarily the
strongest
About adaptability
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Rubrik
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Rubrik
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The best place to work in sweden!
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Organiza=ons of the future
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Worklife back then
• Big leaders appointed liHle leaders • Power was a func=on of posi=on • Senior execu=ves set strategy • Everyone reported to a boss • Tasks were assigned • Only managers gave rewards • Compensa=on correlated with rank • Promo=on was the measure of achievement
• Autonomy was not very common
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About theory X…
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Frederick Taylor: scien=fic management
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Worklife today
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About simplification
To have in mind 2: Make everything as simple as possible but not simpler
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WHY? The Human Capital Value Chain
Derived from “Putting the service-profit chain to work” in HBR 1994 by James L Heskett, Thomas O Jones, Gery W Loveman, W. Earl Sasser Junior, Leonard L Schlesinger
Engaged employees
create happier customers
Happier customers are more loyal and
buy more
Loyal customers create profitable
businesses
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Engagement
Performance
Result Growth/development
Autonomy
Purpose Dream
Fun
Con=nuous Improvement
Line of sight Direc=on / focus
Team
Feedback
Trust
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Pia-‐Maria Thorén
PIA-‐MARIA THOREN FOCUS AREAS: AGILE HR & AGILE LEDARSHIP, PEOPLE & TALENT MANAGEMENT • MANAGING DIRECTOR GREENBULLET
SOLUTIONS • HYBRID BETWEEN IT, HR AND
MANAGEMENT • BLOG: PERFORMANCEBLOGGEN.SE
(ABOUT EMPLOYEE ENGAGEMENT) • IMPLEMENTED PEOPLE
MANAGEMENT IT & PROCESS SUPPORT IN MANY LARGE COMPANIES
”Nothing is impossible. The impossible just takes a bit longer"
Winston Churchill
+46 763 056134 pia-‐[email protected]
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Todays situation “A mere 7% of employees today fully understand their company’s business
strategies and what’s expected of them in order to help achieve company goals”
A Strategy Focused Organization"
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Why?
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It all starts with a dream...
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Creating Line-of-sight
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What are you doing? The importance of perspec=ve
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Having fun at work?
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Control
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Transparency
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Feedback gives you wings
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Focus!
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Autonomy and trust
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………………………………….
Pause and Reflect
Do it
Set a goal
Continuous Improvement
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”Now we are not so flexible anymore because HR started to get their processes in order”
Development Manager
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Source: Bersin by Deloi5e
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Integrated Talent / People Management
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Leadership for agile organiza=ons
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Link daily ac=vi=es to goals
Follow up: Feedback and
reward Learnings
What was good? What can I improve?
Lead and coach employees towards goals
Set / Change goals
Plan for development connected to
goals
Performance management
Built around a goal instead of around a year
User stories Sprint goal
Product backlog Sprint planning
Daily standup Con=nous
repriori=za=on Remove
impediments
Retrospec=ve Feedback Learnings
Celebrate success
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Performance trends?
FROM…
" Annual appraisal and ra=ng
" Forced ranking " Annual goals and
process " Annual talent reviews
by manager " Recogni=on by manager " Career plan for
promo=on and HiPos " Focus on moving up or
out
TO… " Con=nuous coaching and
feedback " No ranking " Quarterly or monthly goals
with regular check-‐ins " Con=nuous talent reviews by
peers and manager " Recogni=on by peers, manager
and team leaders " Career plan for everyone with
open movement and career mobility
" Focus on moving across, up, down and around
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“As a team we will increase our sales by
10% in the next quarter”
“As a team in the next quarter we will close the largest deal we have ever
made – and it will definitely increase our sales more than 10%!!! We will do this by great
team work and using the strengths of every team
member”
Transforming non-inspiring goals
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Happiness index
Source: Management 3.0 by Jurgen Appelo
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Trends within recruitment
" Evaluate competence > " Just HR > " When needed > " Job boards & adver=se > " Detailed process with fixed steps and responsibili=es >
" External supplier >
" Evaluate behaviour " Cross func=onal teams " Always " Social media " Simple and flexible flow with Kanban
" Internal reponsibility
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Visualize the work
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Development
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T-‐formad kompetens
T Source: Management 3.0 by Jurgen Appelo
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Develop all the =me
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Learning trends?
Instead of… " A couple of days / year " Days " External supplier " “One size fits all” " Individuell " Required " Sequen=al " Planned " General
…do this " A couple of days / month " Hours " Internal coach " On a need basis " Team " Demand " Itera=ve " “On demand” " Seleec=ve
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Source: Bersin by Deloi5e
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Trends within compensa=on & recogni=on
" Salary is a mo=vator > " Just managers give recogni=on >
" Seldom > " Big rewards > " Reward privately > " Reward results >
" Salary is a hygiene factor " Everybody give recogni=on
" Oqen " Small rewards " Reward publicly " Reward behaviour
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Scrum for HR
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How do I start?
Start small and simple
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Back to Darwin
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YOU DON’T build a business
YOU BUILD PEOPLE and then people
build the business
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Welcome to Stockholm on September 25
More information on www.AgilePeopleSweden.com
Facebook: facebook.com/AgilePeopleSweden TwiHer: @AgilePeopleSwe #AgilePeople
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Thank You!
pia-‐[email protected] TwiEer: @piamia2 Linkedin: se.linkedin.com/in/piamia/ Blogg: performancebloggen.se Webb: www.greenbullet.se