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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richard-james-barnes's picture

HR needs to reorient itself from satisfying internal demands for qualifications, experience, knowledge, compliance etc. to search for people with adapatability and empathy as a core business skill.  The latter is a requirement for the former and a lead indicator of performance in handling change.

This is not just about...

alberto-blanco's picture

HR: Let’s provoke corporate earthquakes together and create mobility, excitement, and courage in the process.

At this point of the project it’s clear to me and many others that companies change (if ever) in front of abrupt and severe crisis (and when they do it it’s generally too late)....

By Alberto Blanco on June 16, 2022
frederic-jleconte's picture

I have been asked to try to size a mini-hack shot of my previous awarded story about "Entangled Talents".

Challenge taken.

For those interested into the starting point details :

http://www.managementexchange.com/story/entangled-talents-surprising-behaviors-shop-floor-level

 

It is the occasion to give an update about this "Learning Organization For Tomorrow or LOFT ecosystem....

richard-james-barnes's picture

This is really one for the public sector.  Long-winded, multi-layered grievances can go on for years, focus resources and attention inwards instead of outwards on customers.  Public Sector needs to learn from the private sector that a grievance is about 2 steps, your boss and your boss's boss and that's...

sam-folk-williams's picture

I find that often managers are focused on results or progress on tangible (and tactical) deliverables. One thing that if often forgotten is to have conversations with every individual (and team) about exactly how the individual or team is helping to achieve the company's strategy. Do...

charles-huw-morris's picture

 

A cross-function process that routinely, collects from across the organisation ideas for meeting client expectations better then competitors and for closing the gap between current performance and the enterprise ambition - as articulated in values statements etc.  This would capture employees views of developments in the marketplace and potential...

By Huw Morris on June 15, 2022
charles-prabakar's picture

 

With human capital seems to be emerging as the single most important capital of the 21st century, the general consensus, among most management practitioners is that, it happens to be one of the most misunderstood capitals, among the pack as well. Part of the reason for that misunderstanding is...

Now that we broken down the 9 principles of adaptive organizations, what practices can HR implement  to make them part of the DNA of the organization's culture?

By michael shell on June 14, 2022

Whether for talent identification, acquisition, deployment, development, performance management, engagement or retention, employers need to stop pretending that HRMS/HRIS from SAP, Oracle, or any of the rest of them, can do the real job.  These IT packages are workflow and transaction driven, encouraging people managers to check the boxes, timely, rather than...

By Richard Melrose on June 14, 2022

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