Hacking HR to Build an Adaptability Advantage

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SPRINT 3.1: DEVELOPING ADAPTABILITY HACKS

Now that we have formed hacking teams, it is time to begin the work of taking our mini hacks and developing them into full, “shovel ready” hacks that could be used inside real organizations to make them more adaptable.

For this sprint, we have allocated plenty of time so that you can meet your hacking team, then develop the hack collaboratively. The end date for this sprint is August 12

We will assign a hackathon guide to each hacking team so that if you have questions as you are developing your hacks, you have someone to show you the way. If you are leading or participating in a hacking team, you will be introduced to your teammates and your hacking guide via email shortly (and some of you may have received this email already).

For this sprint we have two tasks:


TASK 1: Review this "hack cheatsheet," a short guide for creating a great management hack.  The document contains a number of practical tips as well as links to some of our favorite hacks already contributed by members of the MIX community.


TASK 2: Connect with your hacking team and begin hacking.

  • Each team lead should have received or will soon receive an email connecting them to all of the people that have joined their hacking team and their guide. Once they receive this email, team leads should connect their team as soon as possible to begin work.
  • Each hack should be developed using this hack template (.docx version) or hack template (.pdf version).
  • You may wish to collaborate by discussing then sharing a version of the hack via email. Or you may want to create a shared Google Drive doc that everyone on the team can access to minimize versioning issues. You may also want to set up a Google Hangout, Skype meeting, or other collaborative session so team members can meet and discuss the hack before beginning work. It is up to each team to decide what tools to use to collaborate. We’ve found that this is usually better than forcing people to use one collaboration tool that may not work equally well for all teams. Use whatever tools you are comfortable with for collaborating.

  • Each team should post a solid draft of their hack to their hack page (find your hack in the list here) before this sprint ends on August 12.
  • If you have other questions or issues, email either your team's hackathon guide or email hackathon guide Chris Grams.

This sprint ends August 12.
uduma-kalu-etea's picture
Often times the emphasis in talent acquisition is tenure as evidenced by experience. This ensures that new hires simply come with entrenched mindsets and rigid workstyles to the new organisation.
By Uduma Kalu Etea on July 17, 2013
tim-scott's picture
We are bombarded with “Best Practice” processes, models and thinking and they seem to be particularly prevalent in HR.
By Tim Scott on July 17, 2013
sue-waldock's picture
With the advent of new technology and the ever-growing and increasing demands for top and bottom line growth without additional headcount, it has become the imperative for organisations to find more e
By Sue Waldock on July 17, 2013
stephen-remedios's picture
 In using the findings from CCL’s original Lessons of Experience (LOE) research to inform practical advice for developing executives, Bob Eichinger and Mike Lombardo (co-founders of Lominger) coi
stephen-remedios's picture
 Its a well know fact thaty positivity and negativity are powerful feedback processes in human behavior.
stephanie-sharma's picture
Identify the value that each human brings to a role or function through an individualized approach. To truly value humans at the individual level as asset to organization.
simon-gosney's picture
You must read this hack in the order in which it is presented. You may only comment on it if you are registered to do so.
By Simon Gosney on July 17, 2013
sean-schofield's picture
The core challenge is to let energy be the currency for access to engage in executing pertinent ideas.
By Sean Schofield on July 17, 2013
sean-schofield's picture
So you arrive for a job, and you are told, "this is how we compensate you." Here are all the pieces, and how, in theory, they work.Each enterprise has a position based on their industry, market s
By Sean Schofield on July 17, 2013
sean-schofield's picture
Creativity, innovation, synthesizing ambiguity, re-imagining the possible, and making unexpected connections - all important stuff; all becoming (/is already) business imperative.Finally, all of this
By Sean Schofield on July 17, 2013

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