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[Workshop] Organization Experience - A framework for Adaptive Careers
The document discusses a framework for adaptive careers emphasizing the importance of identifying personal strengths, value contributions, and mutual commitments in the workplace. It highlights the significance of career development practices like mentorship, feedback, and talent recognition to foster organizational growth. Key themes include defining individual roles, improving collaboration, and enhancing personal value propositions.
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[Workshop] Organization Experience - A framework for Adaptive Careers
- 1. A framework for Adaptive Careers MarcoCalzolari Better Software 2016 twitter.com/marcocalzolari linkedin.com/in/marcocalzolari
- 2. 1. Find yourmissing pieces 2. Present yourselfwithin group 3. Discuss sentences 4. Summarize to audience
- 3. GROW: Identifying and Fostering Talent DanielGoleman Claudio Fernández-Aráoz 3
- 4. How Performance Management is KillingPerformance M. Tamra Chandler Dave Ulrich 4
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- 6. Design your Purposeful Organization Name Purpose Products /Services Activities Job to be done; Task required/needed; Deliverables; Non-billable activities
- 7. 7Defining TALENT Dave Ulrich HumanAsset Summit. Budapest, 25–26 October 2011. COMPETENCE Right person, right place, right time, right skills COMMITMENT Value proposition: what do I give? what do I get? CONTRIBUTION How can meaning be created in the organization?
- 8. Why they don’t seemy talent at work? – Me (20 yrs ago)
- 9. How can I recognizeall of their talents? – Me (today)
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- 11. Iterative Career Development11 Proposition Mentorship Feedback REVIEW
- 12. 12 UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES
- 13. UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES PUBLIC TRUST INDIVIDUAL ORGANIZATIONAL 13
- 14. UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES 14 AUTONOMOUS SYSTEMIC
- 15. UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES 15 HINDSIGHT FORESIGHTINSIGHT
- 16. UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES 16
- 17. UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES 17
- 18. 18 PERSONAL VALUE PROPOSITION WHATI LIKE DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSE AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL Favorite Things Activities you love doing. Tasks that make you feel “in the flow”. What you don’t like too much What duties are slowing you down from improvement?
- 19. 19 Favorite Things Activities youlove doing. Tasks that make you feel “in the flow”. What you don’t like too much What duties are slowing you down from improvement?
- 20. Strengths Your biggest advantages. What you can guarantee? Areas of improvement About your weaknesses. What do you feel you’re missing? 20 PERSONAL VALUE PROPOSITION WHAT I LIKE DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSE AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL
- 21. Strengths Your biggest advantages. What you can guarantee? Areas of improvement About your weaknesses. What do you feel you’re missing?
- 22. Purposes What are yourintents? How you will improve the whole company? Needs Ask for support. Tools, help and development. TION JOB TITLE LL GTHS PURPOSES MAIN ACTIVITIES BETTER NOT OF EMENT NEEDS OVERALL OUTCOMES
- 23. Purposes What are yourintents? How you will improve the whole company? Needs Ask for support. Tools, help and development.
- 24. UNIQUE VALUE CONTRIBUTIONJOB TITLE FAVORITE THINGS DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES
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- 26. TION JOB TITLE LL GTHS PURPOSESMAIN ACTIVITIES BETTER NOT OF EMENT NEEDS OVERALL OUTCOMES Activities Tasks and functions you should do. Interactions, Responsibilities. Better not doing Things that we’d better avoid in order to succeed.
- 27. Activities Tasks and functions youshould do. Interactions, Responsibilities. Better not doing Things that we’d better avoid in order to succeed.
- 29. Organization Design ON JOBTITLE HS PURPOSES MAIN ACTIVITIES BETTER NOTENT NEEDS OVERALL OUTCOMES
- 30. ON JOB TITLE HS PURPOSESMAIN ACTIVITIES BETTER NOTENT NEEDS OVERALL OUTCOMES Organization Design
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- 34. Virtual Hiring ON JOBTITLE HS PURPOSES MAIN ACTIVITIES BETTER NOTENT NEEDS OVERALL OUTCOMES
- 35. Virtual Hiring ON JOBTITLE HS PURPOSES MAIN ACTIVITIES BETTER NOTENT NEEDS OVERALL OUTCOMES
- 36. Job Title Should bewritten on your business card. Unique Value Contribution Pitch yourself. How we will be a better company because of you? UNIQUE VALUE CONTRIBUTION JOB TITLE WHAT I LIKE DON’T LIKE TOO MUCH OVERALL STRENGTHS PURPOSES MAIN ACTIVITIES BETTER NOT AREAS OF IMPROVEMENT NEEDS
- 37. Job Title Should bewritten on your business card. Unique Value Contribution Pitch yourself. How we will be a better company because of you?
- 38. Get real feedback frompeers 1. Appreciations 2. Improvements 3. Suggestions A. How she/he can improve your job B. How you can improve her/his job C. How we (as a group) are unique thanks to her/him
- 39. Mutual Commitments How wewill address issues and create opportunities? Overall Outcomes How will we know that we're both on an improvement path? DON’T LIKE TOO MUCH BETTER NOT AREAS OF IMPROVEMENT NEEDS MUTUAL COMMITMENTS OVERALL OUTCOMES
- 40. Mutual Commitments How wewill address issues and create opportunities? Overall Outcomes How will we know that we're both on an improvement path?
- 41. 41Networked Careers Dave Ulrich Latesttrends and strategies in Talent Management, 2011
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- 44. Chr Marco Calzolari Better Software2016 twitter.com/marcocalzolari linkedin.com/in/marcocalzolari THANK YOU :-)