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.
 1     TITLE:Challenge CPD Practice with a CPD Reinvention Checklist Outline of initial hackThe profile of continuing professional development is diminis
By Karen Waite on July 17, 2021
The heat index  is a measure of air temperature and relative humidity to determine how hot a human perceives the air to be, and we know perception is reality.
By Karen Felix on July 17, 2021
julien-pascual's picture
 Create a culture of local purpose in a company rather than just tasks and goals based activities, and create a purpose based organisation ready for adaptation.  Create a vision and engage a
By Julien Pascual on July 17, 2021
The challenge is to combine technologies, platforms and ways of learning that explicitly tackle those enemies of adaptability and support each of the design principles of a truly adaptable organisatio
By Julie Steel on July 17, 2021
Neuroscience, can tell us about how people learn and change behaviour. Key elements are: good mood, good sleep and mild stress, or flow.
By Jan Hills on July 17, 2021
Recruitment officers/depts are herd animals.
By Indy Neogy on July 17, 2021
HR people are well educated in content and process - both from origin education and CPD.What's missing is any formal education in being more creative.
By Indy Neogy on July 17, 2021
ian-davidson's picture
Crowd funding for adaptability: encourage an internal market in adapbatilbty activities by having employees with ideas to bid for resoruces and other employees to bet on the most succesful ideasRecogn
By Ian Davidson on July 17, 2021
heidi-de-wolf's picture
Non-compliance can be viewed as a ‘problem’ resulting in solutions which are hoping to resolve that ‘problem’.
By Heidi De Wolf on July 17, 2021
heidi-de-wolf's picture
Traditionally HR has pushed their service to the business rather than thinking like an entrepreneur and promoting their strengths to invite more of a pull into the business on the request of self-dire
By Heidi De Wolf on July 17, 2021

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