Culture Hacking — The Essentials

Reading Time: 7 minutes Culture hacking at its best is about creating organisational or team cultures that enable people and teams to achieve greatness. A culture hack is a small change exploiting a single area where your culture is vulnerable to change. Hacks are small, emotional, immediate changes having big impacts. They are not quick fixes for "cultural deficiencies". It’s more about focusing on small things more frequently rather than only trying to tackle and change the big things.
Culture Hacking is a cornerstone of the startup scene and lean change management.

By |December 18th, 2018|Categories: Culture hack|Tags: |0 Comments

Kanban – Whaa, I released a Monster! – 10 Recommendations

Reading Time: 6 minutes If you work in services or technology, your work is often times invisible and intangible. A Kanban board makes your work visible so you can show it to others and keep everyone on the same page. If you start with Kanban the first time you might be shocked by the monsters you create because the board shows relentlessly all the sh*t of your actual way of working. Don't panic and don't start improvement activities heedlessly. - 10 recommendations to prevent this pitfall.

By |November 29th, 2018|Categories: Kanban|Tags: |0 Comments

Pitfalls of Traditional Organisational Change Management

Reading Time: 6 minutes According to John Kotter, Professor at Harvard Business School, 70-80% of all organisational initiatives fail. Change is Disruptive. You may think the change you want to implement is trivial, but it can have tremendous effect on the person asking to change. Change always brings disruption to the status quo. Thus, in most change initiatives people reacted with resistance and denial, nor the change is not sustainable. After a certain time, people will go back to the old status quo.

By |November 23rd, 2018|Categories: Org.Chg.Mgmt|Tags: |0 Comments

Lean Change Management — What is the Secret Sauce?

Reading Time: 11 minutes Lean Change Management is based on the metaphor that any change initiative can be thought of as a startup. People affected by change become involved and accountable by co-creating the change. Short and closed feedback loops transfer the reaction of the people involved to continuously adapt the course of change. Borrowing many principles and techniques from the Lean Startup method (Eric Ries) and Lean Stack Machine (Ash Maurya), change agents are able to keep the change plan and model up-to-date by incorporating the latest learnings obtained from the reactions on the work floors.

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