Hacking HR to Build an Adaptability Advantage

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This sprint ended on July 14. Sprint 3.1 will begin shortly.

SPRINT 2.2: JOIN HACKING TEAMS

During Sprint 2.1, the hackathon team developed an astounding 138 mini hacks! We were very impressed by both the quantity and the quality of the contributions. Many of these mini hacks have great potential to be turned into full hacks during Phase 3.

For the most part, the Sprint 2.1 mini hacks were the result of many people working individually. In Sprint 2.2, our goal is to create hacking teams that will collaboratively take the best mini hacks and turn them into fully-formed management hacks during the next phase of the hackathon.

For this sprint we have three tasks:


TASK 1: Read Highlights of the Mini Hacking Sprint by Chris Grams to discover some of the hacks the MIX Guide team believes have the richest potential for development into fully-formed management hacks.


TASK 2: Join one or more hacking teams. Are there one or more mini hacks that caught your eye during the last sprint? Now is your chance to be a part of the team that develops them into full hacks.

  • Sign up for one or more hacking teams by clicking on the blue "Join Hacking Team" button in the right hand column of each individual Mini Hack page (If you authored the hack, you are already on the team automatically. Just send Hackathon Guide Chris Grams an email to let him know you plan to continue to develop your mini hack before the end of this sprint). You can choose from hacks highlighted in the Highlights of the Mini Hacking Sprint post or browse the full list on the Mini Hack page. Sort the mini hacks using the tags on the left side of the page or the filter functions at the top of the mini hack list. 
  • The person who originally contributed a mini hack will be designated as the team leader, and up to five other people can join the team. Once a hacking team has five members it will be marked as full, although a team leader can invite additional team members to join by contacting the system administrator.
  • During the hacking phase, you'll be actively collaborating with other team members to build out the chosen mini hack. Most people will be able to effectively participate in no more than three or four teams, so please choose your teams wisely and if you are not sure you'll be able to actively contribute, save room for someone else. While this sprint lasts until Sunday, July 14, the top hacking teams will fill up quickly, so make your team selections now.
  • Once you've chosen your hacking teams, feel free to connect with other members of the team in the comments section below the mini hack, consider sharing email addresses or other contact info (Skype, Twitter, etc.). If you want to get a head start on the hacking phase, you might even create a shared Google doc with the starting mini hack text, set up a Google Hangout for the team, or discuss other ways the team might want to collaborate. But you can also simply wait for additional instructions after this short sprint is over on July 14. You'll have plenty of time to complete your hacks over the next few months (and we'll have tips, hangouts, and additional information to help you along the way).

TASK 3:  On July 2, we hosted a hangout featuring veteran hacker and Atlassian VP of Talent and Culture Joris Luijke. If you missed it, you can watch the replay of this hangout by clicking here. 

Next Tuesday, we'll have our first Hacker's Hangout, featuring Hackathon Guides John McGurk, Perry Timms, and some of your fellow hackers. Learn more here.

And be sure to check out the recording of our fantastic hangout with Dan Pink if you weren’t able to catch it live.


This sprint ends on July 14.
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alberto-blanco's picture

New HR guideline (effective immediately):

1.1

If you need to run an important meeting, or any meeting, don’t you dare to book our cold and boring conference room! Instead, invite participants to hold the encounter at your home. This way you will be enabling, rather than forcing, a spirit of...

By Alberto Blanco on July 1, 2013
gemma-reucroft's picture

Radically review all of those processes that we slavishly follow in HR, or think of as 'best practice'.  Ask yourself what value they are really adding, and whether or not they could be holding you / the organisatoin back.  Think job evaluation, handbooks, exit interviews, employment policies etc etc.  If...

By Gemma Reucroft on July 1, 2013
douglas-board's picture

Science is what has lifted selection out of the dark ages for junior and mid-level roles over the past 40 years, but it's had virtually no impact on senior level (C-suite) hiring. That's partly because science-based selection has been anti-intuition and in denial about the political nature of all senior...

By Douglas Board on July 1, 2013
heidi-de-wolf's picture

 

I found this elsewhere in the Mix and thought it of value to share here as it talks about compliance and control, really worth a read or at the very least watch the video - http://www.managementexchange.com/hack/social-architecture-manifesto...

By Heidi De Wolf on July 1, 2013
heidi-de-wolf's picture

 

I found this elsewhere in the Mix and thought it of value to share here as it talks about compliance and control, really worth a read or at the very least watch the video - http://www.managementexchange.com/hack/social-architecture-manifesto...

By Heidi De Wolf on July 1, 2013
hendrik-dejonckheere_1's picture

One of the barriers to change in many companies is the ERP-system.

Reinventing ERP for transparency and speed of change is one of the challenges in building an adaptable organization.  The basis should be processes, tasks, performance indicators. The buildup must be total transparent and ready for change and amelioration...

ute-langthaler's picture

Our credo:

Without economic efficiency we would not manage it, without humanity we would not bear it!
ViA stands for Vital Adaptability. 

...

By Ute Langthaler on July 1, 2013
randall-casey's picture

Attitudes and Behaviour are cornerstone foundations for improving an organisations performance. They are counterbalanced by the organisations System in recognising, measuring and managing performance at the different levels of individual, team, function...through to..the organisation as a whole. Alongside this is the fourth cornerstone the Processes (hard and soft) adopted by the organisation...

By Randall Casey on July 1, 2013
stephen-remedios's picture

 

Its a well know fact thaty positivity and negativity are powerful feedback processes in human behavior. A powerful indicator of what is possible for an organization is the positivity/negativity ratio of feedback; that is, how many instances of positive vs. negative feedback we can observe in a human interaction...

stephen-remedios's picture

Everyone gets paid enough to live a 'decent' standard of living. After that you get, 'immortality' or some imaginary non-monetary currency to reflect that you have made a meaningful contribution to the organization. The greater the performance, the more 'immortality'!

Of course there is an annual increment based on inflation...

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