RH TEDxKoeln with Speakernotes
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RH TEDxKoeln with Speakernotes

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The RH-Way proposes a new leadership paradigm. Focus all teams on evolutionary and revolutionary innovation. Imagine your organization as a burrito. Reduce all management layers (wrap) and focus on ...

The RH-Way proposes a new leadership paradigm. Focus all teams on evolutionary and revolutionary innovation. Imagine your organization as a burrito. Reduce all management layers (wrap) and focus on the filling (teams and product). Because the customer only cares about the taste. And no one buys a Burrito for the wrap.
Resourceful Humans account for the real taste!

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  • bill hewlett and dave packard saying that a company does not exists to make money. it makes money in order to make a meaningful contribution.\n
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  • by living our vision and our idea of innovation, we could inspire an evolution/revolution cycle in the wider organisation.\n
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  • we need to focus on what hr should always be about: enable resourceful humans and get the frack out of the way.\n
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  • limit team sizes to avoid anonymity\n
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  • how much does captain kirk earn?\nno one gives a sh***\nthat’s where we should all be!\n
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RH TEDxKoeln with Speakernotes RH TEDxKoeln with Speakernotes Presentation Transcript

  • If you remember nothing else aboutthe Way of Resourceful Humans,remember this:....nobody eats a Burrito for the wrap!
  • 1948 Dave Packard respectfully disagreedwith his entire CEO generation. Hebelieved in the balance of responsibilityand meaningful contributions.They laughed at him.
  • The HP Way invited, enabled andrewarded innovation at all levels.It made development the single mostvaluable currency for people andorganization.
  • The core was to understand that thepower of organization lies in collaboration,not competition. The species best able toadapt and collaborate survives.
  • Organizations require two kinds ofinnovation: evolutionary and revolutionary.
  • It is not an either-or scenario. In a soundorganizational culture, revolution piggy-backs on evolution.
  • And any quantum leaps forward allowsevolution to take new paths.
  • The wrap ensures innovationthrough... Democracy. Information. Gain Sharing.
  • Nobody buys a Burrito for the wrap.Nobody buys a product for great management.All the taste is on the inside.
  • Annie Taylor demonstrated what is wrongwith our current way of working andapplying knowledge.
  • Annie was the first woman to survive a fallover Niagara. So clever engineers lookedat her barrel and concluded the perfectdesign for surviving the Niagara fall.
  • My question to you: Would you go overthe edge based on their design?So why would you build your culture basedon the latest Harvard Business Review case?
  • Instead design a unique way with yourteams. Put all talent directly into the valuecreation process! Focus on ‘loving to...’, not‘having to...’
  • RESOURCEFUL HUMANS
  • This way power is legitimated democratically.A prerequisite for knowledge workers to excel.
  • Reduce all Noise in the Organization.Rid yourself of redundant and non-sensicalprocesses and policies.Focus all teams directly on the externalcustomer. This way team, organizational andproduct development become unified.
  • Enabling Resourceful Humans.
  • How? For Information Sharing switch todistributed systems.Let people share information freely throughtwitter feeds and measure value of contentthrough subscription and resulting businesssuccess.Don’t underestimate people on a meaningfulmission to find and adapt relevant information!
  • For Gain Sharing imagine a Star Bonus.Every employee can log into a system andaward stars to anyone else in theorganization for their contribution. Therecipient can log into her star account andsee why and from whom she received stars.At the end of the year, a star’s value istransparently monetized through Profit.No more need for central command.
  • Dynamic n v atioPredictability I nno Operat ions RH Zone HR Zone Unpredictability Procedures
  • The RH-Way unleashes the power for both,evolutionary innovation (The Balmer SweatZone) and revolutionary innovation (TheBranson Visionary Zone).
  • RH looks beyond short-term cause and e ect.Just replicating a Star Bonus System won’t dothe trick. It took Barcelona 20 years since JohanCryu to design a system of total football,which only now reaps the rewards.Commitment to Strategy and Execution is core.
  • Design a strategy that constantly evolvesyour company by asking three whys. Try itwith it any 10 year old.Why do you wear a suit at work, dad?Because everybody else does.Why does everybody else do it, dad?Because we look professional.Why do you look professional with a suit?Hey...do you want an ice-cream?
  • Execute with a mindset of 3 Whys = 1 Right.Connect individual purpose to a sense ofcommon team mission and company vision.
  • With shared mindset in place, agree on cleargoals and simply let teams design their ownway of working within the RH framework.
  • Ensure basic hygiene processes. For examplesize. Force cell-division. Regulate maximumteam-headcount, before it needs to divide.
  • The RH litmus test:What does Captain Kirk earn?Who cares! RH enables this simple idea:Little wrap, best crew, coolest mission.
  • ...and when everything just works - what is thefunction of central management and humanresources?
  • RH distributes Knowledge and Responsibilitydirectly into the value creation chain.
  • Be the wrap! Democracy. Information. Gain Sharing.