Repensando a cultura organizacional com o people centric management - Flávio Alves (Novatics)
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Transcript of Repensando a cultura organizacional com o people centric management - Flávio Alves (Novatics)
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Repensando a cultura organizacionalComo criar uma cultura de inovação e alta performance?
Abril 2017
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Você se sente feliz e realizado com seu trabalho?
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49% não engajados | 18% ativamente não engajados - sabotadores. (galup, 2016)
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Cada etapa da evolução organizacional humana resultou em um novo paradigma de gerenciamento.
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responsive.org
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Objetivo: POR QUE nós existimos?
Missão: QUE impacto queremos ter no mundo?
Visão: QUEM queremos ser?
Valores: COMO queremos trabalhar?
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Crie um ambiente que promova a excelência.
Promova espaços de tempo livre para projetos de impacto.
Desenvolva uma visão compartilhada e defina princípios.
Excelência
Autonomia
Propósito
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We give our best and improve ourselves day by day.
Always do better
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We are passionate about what we do and how we do things.
Glow in the look
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We are leaders and empower each other towards evolution.
Empowerment
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We are open, honest and transparent in our relationships.
Build trust
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Co-create we work together to get the best results.
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O que aprendemos:
while (makeSenseForOurLives) console.log(“comunique continuamente!”);
• Identifique princípios e ações que materializem seu propósito.
• Guardiões de princípios.
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• Encoraje e convide para ação! • Cultive o mindset de co-responsabilização. • Sem desculpas! - ”No excuses culture”.
O que aprendemos:
while (weWantRealChange) console.log(“Trate as pessoas como adultas e gere co-responsabilização”);
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holocracy.org
A complete system for self-organization.
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• Escolha poucos OKRs para o trimestre; • Cultive lideranças e valorize comportamentos; • Assuntos delicados são difíceis para o grupo.
while (wantMakeItHappen) console.log(“objetivos SUPER claros, visíveis e mensuráveis”);
O que aprendemos:
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• Métricas e objetivos claros; • Foque no aprendizado; • Tenha consciência dos objetivos de cada
experimento.
O que aprendemos:
while (weWantLearn) console.log(“Foque no aprendizado e não se esqueça de medir”);
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• Faça "Default to Open" um valor• Tornar visíveis todos os documentos da empresa• Publicar dados salariais• Fornecer segurança psicológica• e-mail > Slack
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• Transparência gera confiança
• Em eventuais baixas o time sente o desconforto mais rápido
• O acesso a informações estratégicas pode ser gradual.
O que aprendemos:
while (weWantTrustCulture) console.log(“Trate as pessoas como adultas”);
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responsive.org
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Referências• https://journal.leadwise.co/7-movements-that-will-help-you-understand-the-future-of-work-
a65624c4afd1 • https://journal.leadwise.co/7-more-movements-to-understand-the-future-of-work-230c6ba955f9 • https://www.youtube.com/watch?v=7lhVUedc1a4 • https://www.brainpickings.org/2014/01/29/carol-dweck-mindset/ • https://www.glassdoor.com/blog/the-pros-and-cons-of-transparent-corporate-cultures/ • http://futureofwork.nobl.io/future-of-work/the-inside-story-of-how-zappos-ideo-and-warby-parker-
created-culture-manifestos-and-how-your-company-can-too-part-i?rq=codify%20culture • https://cleararchy.com/the-tyranny-of-structurelessness-87c79411b99b • https://hbr.org/2016/03/why-keeping-salaries-a-secret-may-hurt-your-company • https://www.ted.com/talks/
david_burkus_why_you_should_know_how_much_your_coworkers_get_paid • https://pt.wikipedia.org/wiki/Teoria_X_e_Y • http://futureofwork.nobl.io/future-of-work/career-planning-in-a-flat-org-how-spotify-and-google-
keep-people-engaged
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Tem algum desafio para a gente? Então vamos conversar!
(61) 3547-0733 [email protected] novatics.com.br