We all work in a constantly changing environment. Technologies and methods come and go. One buzzword chases the next. But usually companies and their structure cannot win with it. Companies and enterprises need to adapt themselves to keep up with ourdays technological change. Many try to digitalize themselves but fail. This session sketches out how a company, that embraces change and heterogenity, could look like and which obstacles stand in the way to get there. Special focus will lay on management and employees. And no - this is not a session about agility and disruption. GR8Conf 2019

1. Groovy teams need groovy
companies_
Alexander (Sascha) Klein - alexander.klein@codecentric.de
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2. About me
Alexander (Sascha) Klein
Branchmanager Stuttgart
codecentric AG
Heßbrühlstr. 7
70565 Stuttgart
+49 (0) 172 529 40 20
alexander.klein@codecentric.de
www.codecentric.de
blog.codecentric.de
@saschaklein
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3. Problems
Approach and goal known
Focus the "what"
Known methods
Routine
Approach or goal unknown
Focus the "how"
Research & Development
→ Creativity
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4. Creativity
Assumption:
Software development is creative work
Definition:
Ability to create something, that is
new or inventive and
beneficial or practical
at the same time
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5. Requirements
Goal
To solve a problem, creativity has to be goal-oriented
Ideas rarely pop out of thin air
Self-determination
You decide what and how
Nothing is in your way
No stress or pressure
expectations
time
Free of sorrows
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6. Requirements
Confidence & Trust
Self-confidence
To be trusted
based on:
Appreciation
Positive feedback
Positive interaction
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7. Requirements
Organisation
Rules
Culture
Atmosphere
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8. New work
Assumption:
Companies change from production-based to knowledge-based
→ Company value in employees
→ Provide reasons to come and stay
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9. Motivation
intrinsic
voluntary
extrinsic
manipulation
incentive systems are demotivators
external stimuli are only temporarily
→ see Daniel Pink: The puzzle of motivation
https://www.ted.com/talks/dan_pink_on_motivation
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10. How to enable motivation ?
be attractive
trust on voluntariness
promote self-determination
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11. Self-determination
Anarchy
Self-organisation
Big Picture (Goal & Transparency)
Self-determination
Confidence
Organisation
→ Like the requirements
for creativity
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12. Experiences at codecentric
Community creates unity in the team
because of
Familiarity
Understanding
Emotional connection
through
Meetings with all members
Transparency
Functional group dynamics
that leads to
Efficiency
Working decision-making
Possible consensus
agile structure
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13. Experiences at codecentric
But familiarity does not scale
Segmentation enables unity
Thought of solidarity
encourages entrepreneurial thinking
Teams will be heterogeneous
requires knowledge-sharing
reducing risk of singular knowledge
requires enablement
increases knowledge
leads to best practices
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14. Experiences at codecentric
Supporting roles from inside or alongside the teams
Management
Sales
Human resources
Membership is fluid and flexible
voluntary
situational
multiple memberships possible
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15. Platform for self-organisation
Example: Community platform
Clique
max. 7 members
based on communication dynamics
Family
max. 15 members
based on belongingness
Clan
max. 35 - 50 members
based on ability to cultivate contacts
Nation
max. 7 members
based on the ability to compromise
Supporting roles possible on all levels
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16. Ruleset
Growth triggers segmentation
Economical reliability from Family upwards
Fundings and distribution of risks on same level or upwards
Coordination and decisions on eye level
Round table meetings
Family advice
Elder council
National assembly
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17. Who’s job is it?
Leadership’s
…​ and yours!
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18. Leadership
Alternative definition:
ensure that peers
know why they do something
! Not how they do it !
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19. But how?
Give a purpose
Create an attractive setting
Invite your peers
But: host defines the guide lines & parameters
Let them do it their way
Embrace differences
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20. How to give guidance?
"You’ll get what you focus on"
Focus on the positive
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21. Compliments
Often used inflationary
May be a manipulation
Counterproductive
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22. Recognition
Perception
Non-performance-related
Caring
Kindness
Attention
Interest
Collaborative interaction
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23. Summary
Creativity and self-organization …​
…​ work hand in hand
…​ are based on voluntariness
…​ need leadership
but a different kind of
…​ is a win-win-win situation
peers
company
customer
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24. Questions?
Alexander (Sascha) Klein
Branchmanager Stuttgart
codecentric AG
Heßbrühlstr. 7
70565 Stuttgart
+49 (0) 172 529 40 20
alexander.klein@codecentric.de
www.codecentric.de
blog.codecentric.de
@saschaklein
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