Scrum is an agile framework for developing software but can be used in many other industries as well. Scrum was created by Jeff Sutherland and Ken Schwaber in early 1990s and has since been the most popular agile method. Continue reading “SCRUM”
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SCRUM
6 hours work days, will this experiment work?
In Sweden a couple of organizations have introduce 6 hours workday with same pay as an experiment. One organisation is an elderly home in Gothenburg that have tried this and the results are already better. Continue reading “6 hours work days, will this experiment work?”
CEO cuts own salary to pay every worker at least $70,000
Dan Price, CEO and founder of Gravity Payments decided to cut his own salary from $1 million to 70 000 dollar and give every employee the same annual salary of 70 000 $.
This bring up some intriguing thoughts. Continue reading “CEO cuts own salary to pay every worker at least $70,000”
A framework for thinking about value
Value is hard to get a grip on, even if everybody is talking about it, few have an idea what value means at their organizations. And if you are going to succeed with your projects, new business etc. You need to know what value you and your stakeholders are looking for. Continue reading “A framework for thinking about value”
Spotify Engineering Culture by Henrik Kniberg
One of my favorite companies in Sweden where I get lot of inspiration from is Spotify. Henrik Kniberg have done some excellent videos where he tries to explain the culture at Spotify. I will write about my top 3 ideas that I take inspiration from in this video.
1. Alignment and autonomy is two different dimension
What Henrik says is that alignment and autonomy should not be sees as points on a scale. More alignment does not mean less autonomy and vice versa.
What the picture are describing is the different dimensions.
In the lower left corner you have low alignment and autonomy which means a micromanagement system.
On the upper left corner you have high alignment but low autonomy, which means that leaders are good at communicate but tells what how to do it.
In the upper right corner you have high in both, that means that the leaders communicate what to solve but let the teams figure it out by them self.
In the lower right corner we have high autonomy but low alignment. That means teams do what the want and have no common goal.
2. Focus on Motivation
To be successful and be an attractive workplace Spotify focus hard to have motivated employees. Good enough is not enough. As the pictures shows they had an satisfaction rate at 91% which is pretty darn good. But it was not enough so they focus on the 4%.
Off course surveys are always difficult to analysis and i don´t know if its possibly to get 100%. But it´s the idea that you always can do better.
So make sure that you have motivated employees.
3. Trust vs control
At Spotify trust is more important then control. Why would you not trust the people you hire? To make agile work in a large scale organization you need trust to scale. This means no politics and no fear. Fear of doing wrong kills trust, motivation and innovation because people won´t try new things.
So that was my top 3 leadership lessons from this video about Spotifys culture. Spotify is a really interesting company and not just because how they are changing the music industry but also their thoughts on running and building an modern company.
Download the picture here
The T-shirt test – can you pass it?
The T-shirt test is an interesting idea to see how proud you are about your organization. I don´t know if Jurgen Appelo invented the test but it was in his book “Workouts” I read about it. Continue reading “The T-shirt test – can you pass it?”
The Best Recruiter at Google – 3 important points
Here is a interesting video around recruiting philosophy at Google. The presenter is Laszlo Bock whom works as a senior Vice President of People Operations at Google. Google is one of my favorite companies, and not just the tech the produce but as much their ideas on how to run a company. Continue reading “The Best Recruiter at Google – 3 important points”
Bottom-up appraisals, to break habitual patterns
As a manager one of many responsibility you have is to make at least an annually appraisals. It´s both hard and difficult to make this performance reviews fruitful for all involved. Continue reading “Bottom-up appraisals, to break habitual patterns”
Alienation – work, at its best, is what makes us human
“work, at its best, is what makes us human, it fulfills our species essence. Work allows us to live, to be creative, to flourish. But the reality it that work destroy workers”
Continue reading “Alienation – work, at its best, is what makes us human”