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Hacking HR to Build an Adaptability Advantage

Apr 18 - May 8

Phase 1

Orientation Why Adaptability Matters Now
May 8 - 27

SPRINT 1.1 + 1.2 The Enemies of Adaptability
May 28 - Jun 5

Sprint 1.3 The Design Principles of Adaptable Organizations
Jun 7 - Jul 1

Phase 2

Sprint 2.1 Inventing Mini Hacks
Jul 2 - 14

Sprint 2.2 Join Hacking Teams
Jul 17 - Aug 14

Phase 3

Sprint 3.1 Developing Adaptability Hacks
Aug 15 - Sep 16

Sprint 3.2 Finalizing Adaptability Hacks
Phase 4

Sprint 4.1 Summit it up and driving impact

MainSprint 2.1

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This sprint ended on July 1.

SPRINT 2.1: INVENTING MINI HACKS

During sprint 1.3, the hackathon team collaboratively developed and prioritized a list of almost 60 design principles to make our organizations more adaptable and fit for the future. We've synthesized these ideas into nine key principles you can read more about in a post entitled The Design Principles of Adaptable Organizations.

We are now beginning the second phase of the hackathon, where we will begin to develop a set of management hacks: radical, yet practical ideas for re-inventing core HR processes and practices to spur adaptability across the organization.

Sprint 2.1 will last over 3 weeks, ending on July 1, and is perhaps the most exciting and creative part of the hackathon. In this sprint, we will develop a set of "mini hacks" -- short yet provocative ideas for how we can overcome one or more of the enemies of adaptability we identified during Sprint 1.1 + 1.2, drawing inspiration from the key design principles of adaptability we identified during Sprint 1.3.

For this sprint we have three tasks:

TASK 1: Read A short guide to developing mini hacks by Michele Zanini and the hackathon guide team to learn how to invent your own mini hacks.

TASK 2: Invent your own mini hacks. Share your initial ideas for "hacking" HR and creating truly adaptable organizations. You could use this chart to find one or more places you are interested in hacking at the intersection of key HR processes and the key principles of adaptability. Submit as many mini hacks as you like.

Note: you must be logged in to submit a new mini hack or to comment on an existing mini hack.

TASK 3: Mark your calendar to participate in the upcoming June 25 hangout featuring Dan Pink: It’s the People, People: A conversation with Dan Pink and Polly LaBarre on 21^st Century People Practices.

This sprint ended on July 1.

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0Comments

Put empathy as the core skill for the 21st Century

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...

By Richard James Barnes on June 16, 2022

empathy

Organisation design

Recruitment & Selection

8Comments

Doomsday Challenges

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

experimentation & learning

inflexible business practices

rigid structures

short-term thinking

insufficient experimentation

6Comments

Adaptive Optics : what's new, Coach?

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....

By Frederic J.Leconte on June 16, 2022

cost savings

collaborative and disruptive

Growing Talent

peer collaboration

experimentation & learning

0Comments

Streamline Grievance handling

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...

By Richard James Barnes on June 16, 2022

What problem are we trying to solve? Let's talk about purpose.

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...

By Sam Knuth (Folk-Williams) on June 15, 2022

More Cubed - Involvement - Performance - Opportunity

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

Openness & Transparency

0Comments

Reframe traditional Talent Management (TM) process, as a Triune Talent Management (TTM) process, for effectively transforming human capital into financial capital

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...

By Charles Prabakar on June 15, 2022

Implementing Adative Practices

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

implementation

adaptive challenge

HR Strategy

leadership develoment

OD training

1Comments

Selection Process Upgrades

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

talent acquisition