The Versatile Organisation TRaining

The Versatile Organisation (Online Workshop)

What comes after Management 3.0, SAFe, and the Spotify Model? Well, it’s not hard to see in which direction the world is moving: organizations that consist of networked individuals who work from anywhere, who form teams on the fly, who aim for objectives and achieve results, and make that a whole lotta fun for themselves. Such an organization can do anything!

The workshop is part of the unFIX, a community-driven learning path created by Jurgen Appelo.

Scope

• The increase of dynamic reteaming

• The challenge of hybrid workplaces

• The blending of OKRs and KPIs

• Habit-forming and gamification

Dynamic Teaming with Networked Individuals

All organizations need business agility and continuous innovation. But if you work exclusively with dedicated teams that always need to go through forming, storming, and norming stages before they can finally perform, you’re out of luck. That’s neither agile nor innovative. The accelerated pace of change in the world asks for more fluidity of work structures and a switch from dedicated teams to dynamic teaming. In our new connected age, we need networked individuals who can team with each other on the fly and who can fluidly collaborate and form flexible team structures depending on context. With dynamic teaming, a business is better equipped to become a continuous learning organization. However, this demands a culture of transparency and psychological safety and new approaches to collaboration, motivation, and performance.

Hybrid Workplaces of the Future

After a year of lockdowns, Covid-19 policies, and many people working from home, organizations call workers back to the office. But not everyone, and not all the time. In hybrid workplaces, most team members are at the office for a limited number of days and hours of the week. Some work only from home. Some only at the office. And many spend their working time at clients, coworking spaces, or coffee bars.

But how should organizations manage that? When should everyone be at the office? How often should team members meet in person? What are the consequences for security, diversity, and performance? Can we still have static teams in a world of networked individuals? And how do we optimize creativity and productivity with team members spread across the country?

OKRs, KPIs and the North Star Metric

Objectives and Key Results seem to be the new Holy Grail. Many organizations are embracing the new goal-setting framework that was invented at Intel and popularized by Google. At the same time, most organizations are unwilling to let go of their Key Performance Indicators. After all, how can you achieve objectives without targets and incentives?

And then there is the North Star Metric: the highly focused approach commonly used by startups and scale-ups to get high-performance, agile teams aligned around a single team-wide metric. And if this technique works for young businesses, then why not the larger ones? And does goal setting even work when people are dynamically teaming and switching between contexts?

Habit-forming and Gamification at Work

For many years, organizations have wondered how to motivate their workers. Average employee engagement has been low for decades, and no employee engagement program seems to have a lasting effect. That’s because motivation (and willpower) are not enough to achieve organizational change. The science of habit-forming and the research into gamification teaches us how to successfully change our behaviors.

Gamification is all about applying concepts and techniques from good game design. The purpose of games is to give people a great time while doing some activities together. How is that any different from working together as a team? But beware! Gamification comes with a dark side. We need to avoid addiction and unintended consequences.

Learning Objectives

• What are the post-pandemic challenges in the workplace?

• How can we perform well with stable and flexible teams?

• How do existing methods and frameworks need to adapt?

• How do we motivate teams in post-pandemic workplaces?

• How do we boost and measure performance in the future?

Class Size

We limit the class size to 4-8 people coming from different organisations. The training is across the month. It gives people the opportunity to go through the material, reflect in their own context between sessions and come back with scenarios to be discussed in the group.

Time

There will be two weekly sessions that run for 2 hours. The course takes place over four weeks. The workshop is held online on Tue and Thu at 9:00 am and end at 11:00 am (CET) for four weeks. There will be short rest breaks as desired.

Price

Pricing on online workshops is country-dependent.

• Early Bird tickets

Category A | Category B | Category C | Category D | Category E

€1,545.00 | €1,270.00 | €1,000.00 | €725.00 | €455.00

• Regular tickets

Category A | Category B | Category C | Category D | Category E

€1,910.00 | €1,580.00 | €1,250.00 | €920.00 | €590.00

Early Bird tickets are available until 5th March 2022!

Information about the countries that are part of the different region categories is on the Additional Information.

Language

The training is given in English. All training materials are also in English.

Audience

Mid-level employees such as functional managers, product managers, coaches, consultants, team leaders, HR team members, change agents.

Date:

Apr 05 — Apr 28

Location:

Online

Language:

English