HR meets Agile

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Information about HR meets Agile
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Published on October 16, 2016

Author: ChrisPhilipps

Source: slideshare.net

1. HR MEETS AGILE Chris Philipps@The Secret HR Society June 30th 2016 cphilipps@me.com

2. Chris Philipps Tech Advisor for Startups / VCs Interim CTO Agile Enthusiast In Tech since 2000 …and still NO clue about HR :-)

3. WHY AGILE?

4. We need to find an answer to constantly changing requirements and big disruptions in a fast-paced world that gets more and more complex

5. Agile is probably not the ultimate answer - but the best we have found so far

6. Agile provides… - mindset (values and principles) - best practices, tools and theories for complex environments

7. MINDSET Agile Values and Principles: - Trust - Collaboration - Feedback - Transparency - Openness - Commitment - Respect - Focus - Courage

8. MINDSET Dan Pink’s “Autonomy, Mastery, Purpose”

9. THEORY Complexity Theory e.g. Dave Snowden’s Cynefin Model

10. THEORY

11. TOOLS - Retrospectives - Stand-up meetings - Iterative approaches (“Sprints”) - Testing (“A/B-Testing”) - Collaborative, interdisciplinary problem- solving approaches (“Open Space”)

12. AGILE HR 2026 - Thesis 0: Hyperagile businesses are standard.

13. AGILE HR 2026 - Thesis 0: Hyperagile businesses are standard. - Thesis 1: Agile is the new normal. Everywhere.

14. AGILE HR 2026 - Thesis 0: Hyperagile businesses are standard. - Thesis 1: Agile is the new normal. Everywhere. - Thesis 2: Post-heroic management has succeeded, heroic managers joined the dinosaurs

15. AGILE HR 2026 - Thesis 0: Hyperagile businesses are standard. - Thesis 1: Agile is the new normal. Everywhere. - Thesis 2: Post-heroic management has succeeded, heroic managers joined the dinosaurs - Thesis 3: There are no hierarchies anymore

16. AGILE HR 2026 - Thesis 4: HR is - Trust Agent - Change Facilitator - Sparring Partner for personal growth

17. AGILE HR 2026 - Thesis 4: HR is - Trust Agent - Change Facilitator - Sparring Partner for personal growth - Thesis 5: Recruiting still plays a role, but HR mainly helps identifying meta-skills rather than specific technical skills in a fast and standardised way

18. AGILE HR 2026 - Thesis 4: HR is - Trust Agent - Change Facilitator - Sparring Partner for personal growth - Thesis 5: Recruiting still plays a role, but HR mainly helps identifying meta-skills rather than specific technical skills in a fast and standardised way - Thesis 6: Bureaucratic B.S. is dead / fully automated

19. CHALLENGES - No good alternatives for classical “career- path” yet - Contemporary HR is biased (“Those who care are the those who kill”) => Role Conflict - What is the value HR can add? Still needed?

20. EXAMPLES

21. ONLINE RESOURCES: Dan Pink on Autonomy, Mastery and Purpose: https://www.youtube.com/watch?v=u6XAPnuFjJc Simon Sinek: On “Why” https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action Spotify Engineering Culture https://vimeo.com/85490944 https://vimeo.com/94950270 Tribal Leadership http://www.culturesync.net/tribal-leadership-book/ Radical Management http://www.stevedenning.com/ Cynefin Model / Complexity Theory http://andrewcerniglia.com/wp-content/uploads/2009/12/Cynefin_Framework.pdf

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