Agile HR meetup Illustrations by Nico & Elsa SIMSON 

Who are we ? Adrien Muller Agile Coach, Software Craftsman, Trainer and Security Officer @agilepartner Isabel Van De Voorde Yoan Thirion software craftsman, agile enthusiast, team player @agilepartner People partner at B.I.L Agile Coaching 

Pia-maria thoren 

SPA A B C Create groups of 3 persons Take turns asking yourself the following question 1 minute / person Of all the things you do in your work, what makes you happiest? 

What else ? 

SPA – resource gossip For 2 minutes, two members of the group discuss about the third one who only listens (from behind compared to the others): • What qualities and resources do they think he/she has ? • what did they learn from the person ? 

Passionate about our job … and we have some challenges 

No content

No content

What are the characteristics of the best teams or departments you have worked with? 

Manifesto for Agile Software Development Individuals and interactions over processes and tools Working software over comprehensive documentation Customer collaboration over contract negotiation Responding to change over following a plan We are uncovering better ways of developing software by doing it and helping others do it. Through this work we have come to value: That is, while there is value in the items on the right, we value the items on the left more. 

Manifesto for Agile HR Development We are uncovering better ways of developing an engaging workplace culture by doing it and helping others do it. Through this work we have come to value 

That is, while there is value in the items on the right, we value the items on the left more. Collaborative networks over hierarchical structures Transparency over secrecy Adaptability over prescriptiveness Inspiration and engagement over management and retention Intrinsic motivation over extrinsic rewards Ambition over obligation 

https://youtu.be/BbJmO4cOoHg 

Agile for HR knowledge and skills Agile Leadership Design Thinking Management 3.0 Change management 3.0 T-Shaped HRs Liberating structures S3.0 Schneider Culture model Intrinsic motivation Mindset Employee focus and centricity Feedback Sit in the business Listen, listen, listen Continuous improvement Simplification Tools Scrum / Kanban Retrospectives Stand-up meeting Visual Management Experiments Iterations Big Room Planning ... 

HR for Agile 

HR for Agile 

HR for Agile 

Enumerate at least 10 factsthat demonstrate you are already there. Imagine you are 1 point higher. Who else will see differences? Which ones? what could you do in the next 10 daysthat could put you on the way to this +1 ? On a scale from 1 to 10 , how do you embody those cultural changes? 10 : I embody fully without making effort and I demonstrate it daily. 1 : means the complete opposite 

Co-create, Listen, Invite, Inspire Serveant leadership Focus on purpose: the Why Safety and equal voice Stimulate growing and sharing of knowledge Stimulate collaboration Stimulate transparency Enable autonomy Improve quality of decision taking Failure is ok, when you learn from it Be the change you want to see 

desire to work for your company Hiring through consensus: candidate fit with the company culture, not only with the manager Engagement survey results: objectives for management committee HR analytics: evidence based decision taking New managers: lower expectations, career gurus, mentoring and leadership programs Aligned pay scales for experts KPI’s on positive indicators (instead of absenteeism, ..) Quarterly objectives review Calibration of teams not individuals Bureaucracy-buster Influence based on solid points of view, not based on politics 

No content

Thank you Adrien Muller Agile Coach, Software Craftsman, Trainer and Security Officer @agilepartner Isabel Van De Voorde Yoan Thirion software craftsman, agile enthusiast, team player @agilepartner People partner at B.I.L Agile Coaching