Hacking HR to Build an Adaptability Advantage

New to the MIX? To participate in the Hackathon, please create a MIX account.
Already have a MIX account? Just log in with your MIX username and password.
If you've forgotten your account information or need any assistance, contact us.

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.
Filter By:

This is a multi-dimensional mirror reflection of the co-authored “18 Black Holes” Hack, emerging during Innovating Innovation (In/In) MiX challenge.

The following

...
By Audrey Depeige on June 26, 2022

The profile of continuing professional development is diminishing and not because of our economic times and yet it is a critical area in an adaptable organisation.  I would like to challenge how we think and manage our personal and professional development to get a workforce that truly engage and value...

By Karen Waite on June 26, 2022
fiona-savage's picture

Is a company an organic entity, i.e. a dog, or a mechanical device like a clock?

HR have developed too many tools and polices, rather like the hand book to repair a machine when a part malfunctions.  But an organisation is not a mechanical device, rather it is an...

By Fiona Savage on June 26, 2022
heidi-de-wolf's picture

Those who stop learning day-to-day, stop growing. The curve of continuous change is too steep not to direct your own learning. If you struggle to keep up-to-date, make time to COLLABORATE!

By Heidi De Wolf on June 25, 2022
heidi-de-wolf's picture

Over the last couple of months I have heard more metaphors being used in the workplace. Maybe I have become more sensitive to these as I have revisited my NLP knowledge, or maybe because people are reaching out for simplicity of messages in a complex environment....

By Heidi De Wolf on June 25, 2022
heidi-de-wolf's picture

As the public sector slowly recovers and re-assesses its purpose as ‘public enablers’ rather than ‘public servants’ (In Shape for Success, June 2009), there is a real need to look more carefully at how to encourage organisations to place more value on informal learning...

By Heidi De Wolf on June 25, 2022
heidi-de-wolf's picture

“‘Total safety’ can only exist in an environment of ‘total control’.” - Nursing Development Unit, Seacroft Hospital

 

By Heidi De Wolf on June 25, 2022
heidi-de-wolf's picture

How to spot early or late adopter? Early and late adopters can only be convinced by evidence of something working elsewhere.

How to spot an innovator? Someone who is happy to experiment and take the risk of failing in order to find a better quality result.

How do people grow...

By Heidi De Wolf on June 25, 2022

Today, all organizations are under constant stress to reduce costs and maintain profitability. One of the casualties is the training budgets to train your employees. 

What might we do to continually improve the learning and development activities of the employees without much budgetary suppport? 

  1. Free Training: As a team,
  2. ...
By Mukesh Gupta on June 24, 2022

Move away from fixed annual/half-yearly appraisal cycles to appraisal cycles based on achievement of a goal, irrespective of when the goal is achieved (one corporate goal for everyone). 

This focuses the entire energy of the organization to achieving the goal and do not get diverted on any other process till...

By Mukesh Gupta on June 24, 2022

Pages