If you remember nothing else about the Way of Resourceful Humans, remember this:

....nobody eats a Burrito for the wrap!

1948 Dave Packard respectfully disagreed with his entire CEO generation. He believed in the balance of responsibility and meaningful contributions.

They laughed at him.

The HP Way invited, enabled and rewarded innovation at all levels.It made development the single most valuable currency for people and organization.

The core was to understand that the power of organization lies in collaboration, not competition. The species best able to adapt and collaborate survives.

Organizations require two kinds of innovation: evolutionary and revolutionary.

It is not an either-or scenario. In a sound organizational culture, revolution piggy-backs on evolution.

And any quantum leaps forward allows evolution to take new paths.

Democracy.Information.Gain Sharing.

The wrap ensures innovation through...

Nobody buys a Burrito for the wrap. Nobody buys a product for great management. All the taste is on the inside.

Annie Taylor demonstrated what is wrong with our current way of working and applying knowledge.

Annie was the first woman to survive a fall over Niagara. So clever engineers looked at her barrel and concluded the perfect design for surviving the Niagara fall.

My question to you: Would you go over the edge based on their design?So why would you build your culture based on the latest Harvard Business Review case?

Instead design a unique way with your teams. Put all talent directly into the value creation process! Focus on ‘loving to...’, not ‘having to...’

RESOURCEFUL HUMANS

This way power is legitimated democratically. A prerequisite for knowledge workers to excel.

Reduce all Noise in the Organization. Rid yourself of redundant and non-sensical processes and policies. Focus all teams directly on the external customer. This way team, organizational and product development become unified.

Enabling Resourceful Humans.

How? For Information Sharing switch to distributed systems. Let people share information freely through twitter feeds and measure value of content through subscription and resulting business success. Don’t underestimate people on a meaningful mission to find and adapt relevant information!

For Gain Sharing imagine a Star Bonus.Every employee can log into a system and award stars to anyone else in the organization for their contribution. The recipient can log into her star account and see why and from whom she received stars. At the end of the year, a star’s value is transparently monetized through Profit.No more need for central command.

Unpredictability

Dynamic

Procedures

Predictability

HR Zone

RH ZoneOperations

Innovation

The RH-Way unleashes the power for both, evolutionary innovation (The Balmer Sweat Zone) and revolutionary innovation (The Branson Visionary Zone).

RH looks beyond short-term cause and e!ect. Just replicating a Star Bonus System won’t do the trick. It took Barcelona 20 years since Johan Cryu! to design a system of total football, which only now reaps the rewards. Commitment to Strategy and Execution is core.

Design a strategy that constantly evolves your company by asking three whys. Try it with it any 10 year old.Why do you wear a suit at work, dad?Because everybody else does. Why does everybody else do it, dad?Because we look professional.Why do you look professional with a suit?Hey...do you want an ice-cream?

Execute with a mindset of 3 Whys = 1 Right. Connect individual purpose to a sense of common team mission and company vision.

With shared mindset in place, agree on clear goals and simply let teams design their own way of working within the RH framework.

Ensure basic hygiene processes. For example size. Force cell-division. Regulate maximum team-headcount, before it needs to divide.

The RH litmus test: What does Captain Kirk earn? Who cares! RH enables this simple idea: Little wrap, best crew, coolest mission.

...and when everything just works - what is the function of central management and human resources?

RH distributes Knowledge and Responsibility directly into the value creation chain.

Democracy.Information.Gain Sharing.

Be the wrap!