Treasure 77 – Innovation, Onboarding, Career

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Nugget #1 comes from the pen of Dr. Sebastian Vetter. It is about the topic of innovation hubs. In this article the lessons learned 11-15 are listed. The first part is also very worth reading. Innovation tourists often fall into the trap of the Cargo cult. Then fancy office layouts are copied and you wait for the innovations to bubble up. But what drives me the most is measuring innovation. That traditional Key Performance Indicators (KPIs) for disruptive innovation do not make sense is obvious. But how do you measure whether you are on the right track or have created the conditions for it? I would be happy to hear one or two hints in the comments.

Nugget #2 is about onboarding. Daniela Reuteler describes the three core elements of successful onboarding. As a bonus, at the end of the article there are references to scientific publications for further research. I am currently in the introductory phase myself and can only underline all the points mentioned. I am fortunate that the topic of onboarding is carried out very professionally in my company. On the first day there is a onboarding plan. This is a timetable of necessary trainings, topics and procedures to learn and people to meet. On the side is a mentor, who helps you with the unwritten laws and gives insight into the history. This usually explains why things are the way they are. Since Relatedness is one of my Top 3 Moving Motivators, the element Connections is especially important to me and I extend my network beyond the onboarding plan. Which onboarding methods have you proven successful?
Onboarding new employees: the 3 elements that make all the difference (6 min, text, English)

My favorite for this week is Nugget #3, an article by Guido Bosbach. It tells the story of a Gallic village called procuratio-veteris. In this village performance is rewarded and failure punished, mistakes are not made and plans are successfully implemented. Sounds familiar? Then beware, you probably also live in such a village (company). The only problem is that the world out there has changed. Your village will have to change. Here is Guido Bosbach’s forecast:

I estimate that in 3 to 5 years, companies that want to remain in the market in the medium term must have changed their management model and thus their career model.

Because classical hierarchies are not able to cope with dynamics, networks are needed. In these, knowledge is actively shared and learned together. The art of cooperation must be mastered. As a consequence, the classic career ladder also changes. Success is defined by the results that these networks achieve. Climbing up a pyramid is consequently not an advantage and not very desirable. I am looking forward to this wrong world. And you? Have you already left the Gallic village? What does your village look like?
There it comes, the wrong world. Why “career” will look completely different in the future. (7 min, text, German)

Frank is also a resident of a procuratio-veteris. He’s just noticing that he can’t get any further with the classic approach. So he’s just learning the art of collaboration. We accompany his journey in the book of the same name and chapter 6 has just been published. Curious how Frank is doing? Then quickly check out Leanpub.

So long, have a nice weekend!