A GILE H

R
Certification Course

AGILE HR
EXPLORER
AHRE

Explorer

AHRE 3.0

This workbook belongs to:

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 AGILE HR EXPLORER (3.0)

EXPLORE THE WORLD OF

LEAN-AGILE HR
© 2023 Just Leading Solutions

WELCOME TO THE AGILE HR

EXPLORER COURSE
We welcome you on your Agile HR
discovery and learning journey.
This certificate course is designed for
HR professionals who are interested in
Lean-Agile.
During this course, you will gain a
high-level understanding of Agile ways
of working and its influence on Human
Resources.
Get ready to be challenged – and
enjoy the ride
Your JLS team

For personal use only - Darren Wilmshurst (Fellow) - 13-Jun-2023 (ID:005d0000004mWxNAAU)

 AGILE HR EXPLORER (3.0)

Introduction

ABOUT THE COURSE

PROVIDER
This course material was developed by JLS – a global transformation
consultancy specialized in HR and Business Agility.
JLS helps organizations become more resilient, adaptive, and
innovative in the face of constant change. They offer solutions and
services for every stage of your Agile HR discovery and
transformation journey.
© 2023 Just Leading Solutions

The course material reflects their expertise in the field as well as

their practical experience working with organizations and institutions
of all sizes across the private, corporate, and social sectors.

Check-In | i
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 AGILE HR EXPLORER (3.0)

Introduction

LEARNING OBJECTIVES

In this high-energy, practical, and insightful course you’ll explore the

new world of work and HR, and you will learn how and why Agile is
instrumental in creating more stable, responsive, and successful
organizations.
With your active participation in this training course, we will
• Identify the changing nature of work and its impact on HR
© 2023 Just Leading Solutions

• Explore the world of Agile and learn how to apply agile values and
principles
• Find out about Agile HR and the difference between Agile4HR and
HR4Agile
• Discover key Agile HR themes and their relevance to HR Practices
• Gain insights from practical examples and case studies

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 AGILE HR EXPLORER (3.0)

YOUR DISCOVERY JOURNEY

© 2023 Just Leading Solutions

The New World of Work

Agile Foundations

Introduction to Agile HR

Mini Case Studies

Agile HR Themes

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 AGILE HR EXPLORER (3.0)

Introduction

ABOUT THIS WORKBOOK

Please use this workbook to maximize your learning throughout this

course. If you find it beneficial to print it for personal note taking,
please do.

As a reminder, the material is copyrighted and therefore

protected from reproduction and unauthorized redistribution.
© 2023 Just Leading Solutions

Please contact the content creator to license the material

in parts or its entirety.

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 AGILE HR EXPLORER (3.0)

THE NEW WORLD OF WORK & HR

© 2023 Just Leading Solutions

The Age of Disruption

LESSON 1
The Augmented Era

The Changing Nature of Work

The New World of Work

The (R)evolution of HR

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 The New World of Work & HR
The Revolution of Work
• The digital revolution goes far beyond technological advancements
• The digital age is also called the age of disruption
• Work is changing at an accelerated pace
© 2023 Just Leading Solutions

• The revolution of work started long before COVID-19

• The revolution of work is unstoppable
• The pressure to respond is high

AGILE HR EXPLORER COURSE (3.0) 1-01

The New World of Work & HR

Quote Maurice Conti
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 1-02

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 The New World of Work & HR
Video “Formula 1 Pit Stops 1950 & 2013”
Your notes:
© 2023 Just Leading Solutions

Source: Pictures of the Past. (2014, Apr 12). Formula 1 Pit Stops 1950 & Today [Video]. YouTube. https://www.youtube.com/watch?v=RRy_73ivcms

AGILE HR EXPLORER COURSE (3.0) 1-03

The New World of Work & HR

Video: Evolution of Work
We will show you a video on the evolution of work.
© 2023 Just Leading Solutions

You can follow along in your workbook:

• Slide 1-06 | From Hunter-Gatherer to Augmented Era
• Slide 1-07 | Humanizing Work
• Slide 1-08 | Changing Nature of Work

AGILE HR EXPLORER COURSE (3.0) 1-04

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 The New World of Work & HR
Video “Evolution of Work”
Your notes:
© 2023 Just Leading Solutions

Source: Just Leading Solutions. (2023, Jan 07). The Evolution of Work [Video]. vimeo. https://vimeo.com/799546832/23db46ff51

AGILE HR EXPLORER COURSE (3.0) 1-05

The New World of Work & HR

From Hunter-Gather to Augmented Era
Mental Models Work
are here is here

HUNTER-GATHER ERA AGRICULTURAL ERA INDUSTRIAL ERA INFORMATION ERA AUGMENTED ERA
© 2023 Just Leading Solutions

TIMESPAN Millions Millenniums Centuries Decades tbd

Strength & Efficiency & Acquired Knowledge & Creativity, Agility &
TALENT Know How & Stamina
Speed Optimization Skills Adaptability

Labor Cognitive
TOOLS Labor Augmentation Labor Replacement Cognitive Reduction
Efficiency Augmentation

Agricultural Economy Industrial Economy Knowledge Economy Human Economy

ECONOMY
Hired Backs Hired Hands Hired Brains Hired Hearts

Source: Concept of Augmented Era, Jeff Kowalski CTO Autodesk

AGILE HR EXPLORER COURSE (3.0) 1-06

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 The New World of Work & HR
Humanizing Work
We need to focus on work we humans are
uniquely positioned and qualified to perform.
© 2023 Just Leading Solutions

We need to focus on work that requires curiosity,

creativity, imagination, social and emotional
intelligence.

AGILE HR EXPLORER COURSE (3.0) 1-07

The New World of Work & HR

The Changing Nature of Work
• Complex, constantly evolving work replaces routine, repetitive work
• Creativity and innovation are needed to keep up with customer demands
• Solving unique and challenging problems requires collaboration and
© 2023 Just Leading Solutions

diversity of thought
• Adaptability and change readiness must be built into the operating
model and processes and policies
• Rapid and continuous learning gives organizations a competitive edge
• Continuous and relentless improvement are embedded into the
workflow
• Employee engagement/happiness more important than ever
• Employee health and wellbeing have a direct link to business success

AGILE HR EXPLORER COURSE (3.0) 1-08

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 The New World of Work & HR
Characteristics of the New World of Work

Ecosystem,
Adaptability, Collaboration,
© 2023 Just Leading Solutions

Empowerment,
Resilience & Co-creation &
Self-Organization &
Change-Readiness Co-Delivery
Aligned Autonomy

Learning,
Flow, Iterations &
Knowledge Sharing, Meaning, Purpose
Continuous
Innovation & & Inspiration
Improvement
Creativity

AGILE HR EXPLORER COURSE (3.0) 1-09

The New World of Work & HR

Activity: The New World of Work
Review the list of
characteristics.
How does it manifest itself
© 2023 Just Leading Solutions

within their organization (or

industry)?
And what do you consider to
be the biggest challenges?

AGILE HR EXPLORER COURSE (3.0) 1-10

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 The New World of Work & HR
Group Discussion: Human Resources?
With the changing nature of work, is the name
Human Resources still appropriate, or should we
be called something else?
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 1-11

The New World of Work & HR

The Emancipation of HR
Demand that people topics take centerstage
Overcome outdated mental models
© 2023 Just Leading Solutions

Discontinue HR instruments that are driven to handle

• poor performance
• mediocrity
• uninspiring and weak leadership
Stop catering to Douglas

AGILE HR EXPLORER COURSE (3.0) 1-12

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 The New World of Work & HR
The Douglas Effect
Douglas represents the worst employee you can imagine. He is someone
who embodies all those bad traits that we sometimes see in people.
© 2023 Just Leading Solutions

Douglas represents a small part of the workforce, but many HR policies and
procedures are created to keep Douglas in check.
The approach to Douglas epitomizes a Theory X mindset and leads to HR
and leadership often circling the worst, not the best, employees.

AGILE HR EXPLORER COURSE (3.0) 1-13

The New World of Work & HR

The (R)Evolution of HR
Change to many HR processes and practices has been long coming
Most HR practices are built with a different world of work in mind
© 2023 Just Leading Solutions

Despite our best efforts, established HR practices may be more harmful

than beneficial to an agile organization
Lean-Agile provides a value and principle-based foundation for the
(r)evolution of HR

AGILE HR EXPLORER COURSE (3.0) 1-14

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 AGILE HR EXPLORER (3.0)

KEY LEARNINGS & INSIGHTS

© 2023 Just Leading Solutions

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 AGILE HR EXPLORER (3.0)

AGILE FOUNDATION
© 2023 Just Leading Solutions

Agile Chronicle & Discovery

LESSON 2
Agile Values & Principles

Agile Landscape

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 Agile Foundations
What Is Agile?
Agile is the ability to create and respond to
change.
© 2023 Just Leading Solutions

It is a way of dealing with and ultimately

succeeding in an uncertain, fast-paced
environment.
Agile is fundamentally a mindset informed by a
set of values and principles.
Various practices have been developed based on
that mindset.

Source: Adapted from Agile Alliance. Agile 101. https://www.agilealliance.org/agile101/

AGILE HR EXPLORER COURSE (3.0) 2-01

Agile Foundations
The Problem with the Mindset Metaphor
• A mindset is a mental attitude or set of opinions and beliefs
• Mindsets are primarily unconscious and hard to change
• A mindset is not actionable
© 2023 Just Leading Solutions

• Focusing only on an agile mindset will inhibit successful execution

• A change in mindset and behavior requires a change in environment
• Agile will not work without the right supporting systems, processes, and
tools

Source: Adapted from Alexander, C. (2018, Apr 09). Dear Agilists: Please Stop Calling it "Mindset". https://www.linkedin.com/pulse/dear-agilists-please-stop-calling-mindset-chris-alexander-1/

AGILE HR EXPLORER COURSE (3.0) 2-02

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 Agile Foundations
Video “The Backward Brain Bicycle - Smarter
Every Day 133”
Your notes:
© 2023 Just Leading Solutions

Source: Sandlin, D. | SmarterEveryDay. (2015, Apr 25). The Backward Brain Bicycle - Smarter Every Day 133 [Video]. YouTube. https://www.youtube.com/watch?v=MFzDaBzBlL0

AGILE HR EXPLORER COURSE (3.0) 2-03

Agile Foundations
A Brief History of Agile
• Agile Manifesto was created in 2001
• Agile started in Software Development
• Agile has gone mainstream
© 2023 Just Leading Solutions

• Doing is not necessarily being Agile

• Agile is ultimately about adding high customer
value
• Agile started as a response to common project
management challenges

AGILE HR EXPLORER COURSE (3.0) 2-04

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 Agile Foundations
The Project Paradox
size

In plan-driven projects, we KNOWLEDGE

make the most decisions with
© 2023 Just Leading Solutions

the least amount of knowledge

– known as the Project

PROJECT PARADOX
Paradox.
Agile strives to compress the
gap between the decision and
the knowledge curve
The Sunk Cost Syndrome is a
close cousin to the Project
Paradox. DECISIONS

t
Source: Image by Fors, T. (2014, Sep 18). The Project Paradox. https://twitter.com/tofo/status/512666251055742977

AGILE HR EXPLORER COURSE (3.0) 2-05

Agile Foundations
Inverting the Iron Triangle of Project Management

Fixed
Every project is defined by Resources Time
© 2023 Just Leading Solutions

scope, time, and resources. You Agile

cannot change one constraint Scope is
without impacting the other. Feature
Hence, the term ‘iron’ triangle. Driven
Waterfall
A plan-driven (waterfall) is
process differs from a feature- Scope
Plan
driven (agile) process in what is Driven
considered fixed vs. flexible.
Resources Time
Flexible

Source: Image by Aljaber, T. [Atlassian] Iron triangle project management and agile. https://www.atlassian.com/agile/agile-at-scale/agile-iron-triangle

AGILE HR EXPLORER COURSE (3.0) 2-06

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 Agile Foundations
Predictive (Waterfall) vs. Adaptive (Agile) Process
Waterfall Agile
The conventional project
management approach is

Reasonably
Predictable
known as a predictive or Initiation
© 2023 Just Leading Solutions

waterfall process. It works Definition &

well for projects with a high Planning

Uncertain
degree of predictability and
certainty. Design

Agile follows a more Launch /

Veritably Unpredictable
Implementation
adaptive approach with
shorter cycles for faster
Verification
learning and adaptability,
which is ideal for emerging
Project Close
solutions and innovation.
time
AGILE HR EXPLORER COURSE (3.0) 2-07

Agile Foundations
The Iterative Delivery & Learning Cycle
PDCA (plan–do–check–act or plan–do–check–
adjust) is an iterative four-step management
method used in business for the control and Plan
© 2023 Just Leading Solutions

continual improvement of processes and

products

Adjust Iterate Do

Check

Source: Reinertsen D. (2009, May 29). The Principles of Product Development Flow. (1st ed.). Celeritas Pub

AGILE HR EXPLORER COURSE (3.0) 2-08

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 Agile Foundations
Agile Principles
The workbook has one page
per principle for your notes.
There are 12 principles behind the Agile Manifesto
© 2023 Just Leading Solutions

Customer
Satisfaction Welcome Change Deliver Frequently Working Together Motivated Team Face-to-Face

Working Solution Constant Pace Good Design Simplicity Self-Organization Reflect & Adjust

Source: [Visual Paradigm] The Agile Manifesto and Twelve Principles. https://www.visual-paradigm.com/scrum/agile-manifesto-and-agile-principles/

AGILE HR EXPLORER COURSE (3.0) 2-09

Agile Foundations
Agile Principle: Customer Satisfaction
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-01

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 Agile Foundations
Agile Principle: Welcome Change
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-02

Agile Foundations
Agile Principle: Deliver Frequently
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-03

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 Agile Foundations
Agile Principle: Working Together
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-04

Agile Foundations
Agile Principle: Motivated Team
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-05

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 Agile Foundations
Agile Principle: Face-to-Face
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-06

Agile Foundations
Agile Principle: Working Solution
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-07

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 Agile Foundations
Agile Principle: Constant Pace
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-08

Agile Foundations
Agile Principle: Good Design
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-09

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 Agile Foundations
Agile Principle: Simplicity
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-10

Agile Foundations
Agile Principle: Self-Organization
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-11

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 Agile Foundations
Agile Principle: Reflect & Adjust
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-09-12

Agile Foundations
Video “Introducing Agile at Schroders”
Your notes:
© 2023 Just Leading Solutions

Source: Schroders. (2017, Mar 3). Introducing Agile at Schroders [Video]. YouTube. https://www.youtube.com/watch?v=u5XtPPEsLBM

AGILE HR EXPLORER COURSE (3.0) 2-10

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 Agile Foundations
Is Agile Worth It?
© 2023 Just Leading Solutions

87% 85% 84% 81%

Ability to manage Increased team Improved Increased team
changing priorities productivity project visibility morale / motivation

Source: VersionOneI | State of Agile Report

AGILE HR EXPLORER COURSE (3.0) 2-11

Agile Foundations
Quote Steve Denning
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 2-12

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 AGILE HR EXPLORER (3.0)

KEY LEARNINGS & INSIGHTS

© 2023 Just Leading Solutions

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 AGILE HR EXPLORER (3.0)

INTRODUCTION TO AGILE HR
© 2023 Just Leading Solutions

What is Agile HR

LESSON 3
Agile & The Duality of HR

Agile 4 HR

HR 4 Agile

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 Introduction to Agile HR
Quote Fabiola Eyholzer
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 3-01

Introduction to Agile HR
What is Agile HR?
Agile HR is a term used to describe a modern, human-centric HR and
People approach for organizations and institutions that strive to become
more responsive and innovative in the face of constant change.
© 2023 Just Leading Solutions

Agile HR embraces Agile values and principles, whereas Agile is an umbrella

for related and highly significant concepts such as System Thinking, Design
Thinking, Gamification, Lean, and Lean Startup.
Lean-Agile gives us an effective blueprint to turn HR into
a key driver of organizational success.
Read more

AGILE HR EXPLORER COURSE (3.0) 3-02

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 Introduction to Agile HR
A Shift In Values
From (Traditional) → To (Agile)

Processes and Tools → Individuals and interactions 1

© 2023 Just Leading Solutions

Manage and Retain → Inspire and Engage 2

Individuals & Hierarchical Structures → Collaborative Teams & Networks 3

Administrative Efficiency → High Customer Value 4

Prescriptive and One-Size Fits All → Co-created and Personalized 5

Control and Command Micromanagement → Empowerment and Leadership 6

Reactive and Historical → Proactive and Forward-Looking 7

Control and Secrecy → Accountability and Transparency 8

AGILE HR EXPLORER COURSE (3.0) 3-03

Introduction to Agile HR
Activity: A Shift in Values
Review the shift in values.
• What benefits do you see by
upholding agile values?
© 2023 Just Leading Solutions

• Do you have examples of

where you embrace (or go
against) agile values?

AGILE HR EXPLORER COURSE (3.0) 3-04

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 Introduction to Agile HR
The Duality of HR
The term HR is used to describe both HR as a profession (HR organization
or department) as well as HR as a discipline or function (Talent Acquisition,
Learning & Development, and Performance Management).
© 2023 Just Leading Solutions

The term is often mistakenly used synonymously.

Understanding the difference is crucial in shaping the future of HR
successfully.

AGILE HR EXPLORER COURSE (3.0) 3-05

Introduction to Agile HR
Agile4HR vs. HR4Agile

HR as
HR as Discipline/Function
Profession/Organization
© 2023 Just Leading Solutions

Bring Agile practices to the Bring agile values and

HR department and
Agile 4 HR 4 principles to HR
profession HR Agile Practices

Agile 4 HR HR 4 Agile

AGILE HR EXPLORER COURSE (3.0) 3-06

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 Introduction to Agile HR
Agile 4 HR Agile
4 HR

Agile Enables HR

Align how we operate and create value as HR

© 2023 Just Leading Solutions

professionals and as an HR Department with

agile values, principles, and practices for a more
employee-centric and faster value delivery,
higher adaptability and responsiveness, and
improved ideation and innovation.

Agile
Agile Enables HR
4 HR

AGILE HR EXPLORER COURSE (3.0) 3-07

Introduction to Agile HR
HR 4 Agile HR 4
Agile

HR Enables Business Agility

Translate agile values, principles, and practices

© 2023 Just Leading Solutions

into HR and leadership practices that align with

the new way of working, so that they strengthen
the organization’s ability for adaptability,
resilience, creativity, and innovation.

HR 4
HR Enables Business Agility
Agile

AGILE HR EXPLORER COURSE (3.0) 3-08

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 Introduction to Agile HR
Activity: Agile4HR vs. HR4Agile
Agile HR 4
4 HR Agile

Look at each initiative/activity 1. Introduce Scrum to your HR Project team

and decide if it falls under
© 2023 Just Leading Solutions

2. Prioritize your backlog (items of work)

Agile4HR or HR4Agile.
3. Establish a Performance Acceleration Framework

4. Reorganizing HR around Value Streams

5. Establish a Community of Practices for HR managers

6. Describe and map Agile roles to the job family structure

7. Run regular retrospectives

8. Utilize HR Analytics for better decision making

9. Create agile content for a microlearning program

10. Design adaptive career paths in an iterative way

AGILE HR EXPLORER COURSE (3.0) 3-09

Introduction to Agile HR
HR Drives Business Agility
Agile and HR are two sides of the same coin: The success of an agile
enterprise stands and falls by the quality and engagement of its people and
how they deliver value.
© 2023 Just Leading Solutions

Hence, HR is the key to business agility.

AGILE HR EXPLORER COURSE (3.0) 3-10

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 Introduction to Agile HR
Quote Johnny C. Taylor
Notes:
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) 3-11

Introduction to Agile HR
Agile is a Cultural Transformation
• Agile adoption and even more so an Agile transformation are hard work
and nothing for the faint hearted
• Organizational change initiatives have a high failure rate. The most
© 2023 Just Leading Solutions

common cause of failed transformations is resistance to change

• Agile is more than a change initiative; it is a cultural transformation
• It requires readiness and willingness for fundamental change – and it
must be done in an Agile way and with an agile mindset

AGILE HR EXPLORER COURSE (3.0) 3-12

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 Introduction to Agile HR
Success Factors
1. Find a champion
2. Train everyone
© 2023 Just Leading Solutions

3. Work in interdisciplinary, empowered teams

4. Co-create & co-deliver in an iterative, incremental approach
5. Include the voice of the customer
6. Involve stakeholders early and often
7. Give yourself time but keep the momentum going

AGILE HR EXPLORER COURSE (3.0) 3-13

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 AGILE HR EXPLORER (3.0)

KEY LEARNINGS & INSIGHTS

© 2023 Just Leading Solutions

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 AGILE HR EXPLORER (3.0)

AGILE HR MINI CASE STUDIES

© 2023 Just Leading Solutions

Benefits of Case Studies

Mini Case Studies:

LESSON 4
ShipIt Days (Hackathons) @ Atlassian

Transparent Salary Formula @ Buffer

Traffic Light Survey @ Cyberclick

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 Agile HR Mini Case Studies
The Benefits of Case Studies
• Provide you with some real-life applications of agile thinking
• Help you to explore different perspectives and mindsets
• Give you an opportunity to gain a better, unbiased understanding of how other companies
© 2023 Just Leading Solutions

responded to their challenges in this new world of work

• Prepare you to look beyond the application to identify the underlying mindsets
• Allow you to explore different perspectives and challenge your own thinking
• Help you build a skill for analyzing and learning from other ideas and stories

AGILE HR EXPLORER COURSE (3.0) 4-01

Agile HR Mini Case Studies

Activity: Mini Case Study Analysis
Read the case
In your team, discuss the case and answer the
questions provided
© 2023 Just Leading Solutions

Use one of the flipcharts to capture your findings

Be ready to present the case to the wider group
(you will have 3 minutes to present the case and
2 more minutes to answer questions from the
group)

Each group has a different case. Make sure

to present the case in a way that resonates
with those who have not read your case.

AGILE HR EXPLORER COURSE (3.0) 4-02

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 Agile HR Mini Case Studies
Presentation Roadmap

LESSON 4 Mini Case Studies – Presentation

© 2023 Just Leading Solutions

ShipIt Days (Hackathons) Transparent Salary Formula @ Traffic Light Survey @

@ Atlassian Buffer Cyberclick

Learning & Reward & Performance

Talent Acquisition
Development Recognition Management

LESSON 5 Agile HR Themes & Practices

AGILE HR EXPLORER COURSE (3.0) 4-03

Agile HR Mini Case Studies

Activity: Mini Case Study Presentations
Readout:
• Present the case and answer questions from
the group (you have 3 minutes to present the
© 2023 Just Leading Solutions

case and 2 more minutes for Q&A)

Task to everyone:
• Write down what you learned from the case
study. Did you have any ‘oh wow’ or ‘oh dear’?
(we will capture all of that after the
presentations)

AGILE HR EXPLORER COURSE (3.0) 4-04

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 Mini Case Study

ShipIt Days
@ Atlassian

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 Agile HR Mini Case Studies
ShipIt Days (Hackathons) @ Atlassian

Every 90 days, for 24h, employees can work

© 2023 Just Leading Solutions

on whatever they want (it doesn’t need to

be job-related).
The teams self-organize and present a
prototype of something that can be any
product of their imagination.
Atlassian calls it ‘ShipIt Days’, but the format
is usually called ‘Hackathons’.

Source: Misarăș, A. & Hanga, C. Build for Fun @FedEx Day. Today Software Magazine Issue 28. https://www.todaysoftmag.com/article/1112/build-for-fun-fedex-day

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 Mini Case Study

ShipIt Days
@ Atlassian
Read the case and discuss the following questions:
• What challenges did they address?
• What do you suppose was the outcome and impact of this case?
• What agile values and principles do you notice being applied here?
© Just Leading Solutions

Tips:
• Don’t get hung up on issues like the 24-hour cycle. This is not the
main part of the case. Many other companies are applying
hackathons in different forms, that don’t include people staying
overnight.
• Instead consider the impact on people and HR related topics like
engagement, motivation and creating a learning and innovation
culture.

Instruction
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 Case Study

Ship-It-Days @ Atlassian

Company1 Atlassian

Industry Information Technology. Atlassian is a leading provider of collaboration,

development, and issue tracking software for teams such as JIRA and
Confluence.

Headquarters Sydney, Australia

Year Founded 2002
Company Size 7,000+ employees
Locations 8 locations

Background
The concept of Ship-It Days is also known as Hackathon, Hack Day, FedEx Day, 20%. It has been around for
a while, and many companies are adopting it, including Google, Yahoo, Twitter, Dropbox, Flicker,
Symantec, and Spotify. Some companies have extended Hackathons from the typical 24 hours to one
week, while others use them in their recruiting process. The example below illustrates the approach
taken by Atlassian, the provider of JIRA and Confluence.

Approach
During Ship-It Days, all day-to-day work is suspended for 24 hours, and each employee is given the
opportunity to work on something that meets their interest, curiosity, or passion.

The Ship-It Day lasts 24 hours, starting on a Thursday at 3:00 pm. The company creates a “new ideas
friendly environment” to make time for brilliant ideas and innovation. There are (almost) no rules;
anything is possible. The teams self-organize and start ideating and prototyping.

The actual teamwork lasts until Friday at 3:00 pm. Then after 30 minutes, the amount of time the teams
need to pack and deliver their prototypes, it’s show time. The demo session starts. Each team has 10
minutes to shine, namely to show their prototype in action. Having a brilliant idea is a must, but to be in
the top 3, the prototype must also be functional.

Sources: Wikipedia, LinkedIn & Website Atlassian | Build for Fun @FedEx Day, Today Software Magazine Issue 28

Case Study | Ship-It-Days @ Atlassian Just Leading Solutions 1

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 There are three criteria taken into account: 1) technical complexity, 2) usefulness for the customer or to
the product value, and 3) innovation brought by the designed prototype.

What do things look like during a Ship-It Day?

Every year the face of the event changes. One year, as you stepped into the building, it was full of fluffy
clouds in various shapes. They resemble the multitude of ideas floating in the air; they could turn out to
be brilliant ideas, but that depends on how they come into shape.

As Ship-It Day approaches, wherever you look, you see groups of people making plans about what they
will do at Ship-It Day and what team name to choose (Brilliant Beavers, Fantastic Four, etc.). A half-hour
before starting, the entire building is shaking and 200 faces with shiny eyes appear. The cool Ship-It Day
branded t-shirts are distributed; some put them on right away, while others fold them carefully so that
they are perfect for the big moment – the demo session on Friday.

At 3:00 pm, the planning sessions start: Stand-up meetings, laughter, and everybody is all set to work.
Some write code, and others provide resources or run tests. Everybody is caught up in Ship-It Day
projects. It starts getting dark, but many choose to stay.

The next morning at breakfast, you can see tired faces, but the adrenaline rush is still in the air. Then
around lunch, pressure builds and builds. Something is not working, we’re not going to finish on time, we
ruined everything, a security certificate has just expired, and all of Murphy’s laws seem to be true.

At 3:00 pm, just like when we were students given written exams, the time has expired, but there still is
just one last sentence to write, there’s a last line of code that needs to be changed, a last test to run,
something; but it’s too late. All computer screens are “hacked” by a pop-up saying that the time is up, to
start packing, and delivery begins now. And if pressing “escape” on your keyboard will get you to ignore
this, you can’t mute the bullhorn voice invading the office insisting that it’s delivery time.

Watching the delivered prototypes is a one-of-a-kind show. Making your way to the demo session is quite
a challenge; there is no room to move around. All kinds of objects are carried on the stairs as they can’t fit
in the elevator. Then finally, the demos start. Questions, laughter, applause, our colleagues keep amazing
us with their brilliant, crazy ideas.

It’s 8:00 pm already. The demo session is over, and it’s the moment of truth. What will be the 3 winning
projects this year? And who gets to decide this? Naturally, it’s the participants. Given that they cannot
rate their own project, only those of their colleagues, everyone is highly motivated to be as accurate and
objective as possible in their assessment. The scores are tight, but only the top 3 projects win.

After announcing the winners (and giving them a special prize) and celebrating, finally, it’s the weekend.

Trivia
Ship-It Days at Atlassian were initially called FedEx Days, because you could potentially ship the prototype
the team developed during the hackathon.

©Just Leading Solutions 2023

Case Study | Ship-It-Days @ Atlassian Just Leading Solutions 2

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 Mini Case Study

Transparent Salary
Formula @ Buffer

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 Agile HR Mini Case Studies
Transparent Salary Formula @ Buffer

Transparency is one of the highest value at

© 2023 Just Leading Solutions

Buffer and they apply the concept of open

Salaries. This includes a simple formula to
calculate salaries and publicly sharing both
the formula and their entire list of salaries
(including executive salaries).
It is a step towards the ultimate goal of
being a completely open company.

Source: Buffer Website & Article by Gascoigne, J. [Buffer]. (2013. Dec 19). Introducing Open Salaries at Buffer: Our Transparent Formula and All Individual Salaries. https://buffer.com

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 Mini Case Study

Transparent Salary Formula

@ Buffer
Read the case and discuss the following questions:
• What challenges did they address?
• What do you suppose was the outcome and impact of this case?
• What agile values and principles do you notice being applied here?
© Just Leading Solutions

Tips:
• Consider the impact on people and HR related topics like
motivation, employee satisfaction, merit rounds and hiring.
• Don’t get hang up on the parameters used. You could obviously
discuss at length about the criteria used (as you could with your
own compensation system). The more important part is the impact
of the easy to understand, straight forward and transparent salary
formula. Consider how this impacts salary negotiations and
employee satisfaction with their salary etc.

Instruction
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 Case Study

Transparent Salary Formula @ Buffer

Company1 Buffer

Industry Internet. Social media management platform.

Headquarters San Francisco (California)

Year Founded 2010
Company Size 82 employees in 15 countries

Background
One of Buffer’s values is “Default to Transparency.” And to be true to this value, Buffer started to think
about everything they do within the company and how they could change it to something more
transparent.

Here are a few examples of where they’ve started to put more transparent workflows in place:

 Complete openness about revenues and user numbers:

Every month they publish the investor update on the Open blog.
 Progress reports on Buffer’s customer support, Buffer blog performance, and Buffer for Business
performance:
Putting all these numbers in the monthly report helps to hold themselves accountable
 Personal self-improvement at Buffer:
To make this fully transparent, Buffer uses “I-Done-This” to help them share their daily improvements
and keep themselves accountable.

In addition, they implemented the concept of “Open Salaries.”

Approach
Open salaries are a step towards their ultimate goal of being a completely “Open Company.” Buffer
introduced the concept of the salary formula in 2013.

Sources: Wikipedia, LinkedIn & Website Buffer

Case Study | Transparent Salary Formula @ Buffer Just Leading Solutions 1

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 The main goal was (and still) is to build a framework that represents the unique elements of their culture
and fits their strides towards becoming a workplace of the future.

With that goal in mind, they defined their larger compensation strategy aimed at accomplishing several
key components:

 Simple and Accessible: Their formula needs to be simple enough for anyone to use
 Do the Right Thing: They made sure take-home pay wouldn’t drop
 Adaptable: Their framework needs to be able to adapt and evolve
 Competitive: Their compensation package remains competitive

The concept of Open Salaries includes the publication of the following information on their website:

• The Salary Formula

• A Buffer Salary Calculator
• The full list of Buffer Salaries

The Salary Formula

Over the years, Buffer updated the formula to
fit the company’s growth and experience with
the tool. For example, a previous formula
included an experience factor, and there was
also a loyalty part at one point. The formula
has since been simplified.

The latest formula includes the role and the

cost of living to determine someone’s salary.

The Buffer Salary Calculator

Anyone with an internet connection
can go online to the Buffer Salary
Calculator and choose two things:

1) the role and

2) if they live in a high-cost city or not

to see the salary they would get at

Buffer.

Case Study | Transparent Salary Formula @ Buffer Just Leading Solutions 2

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 Salary List
Also on the website is the Buffer Salaries list, including each employee's first name, team, role, location,
and salary. The list includes everyone within the company, including the executives.

Website Links:
Formula/Calculator: https://buffer.com/salary-calculator/

Salary list: https://buffer.com/salaries

©Just Leading Solutions 2023

Case Study | Transparent Salary Formula @ Buffer Just Leading Solutions 3

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 Mini Case Study

Traffic Light Survey

@ Cyberclick

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 Agile HR Mini Case Studies
Group Discussion: Employee Happiness
1. How important is employee happiness?
2. What impact does employee happiness have
© 2023 Just Leading Solutions

on the productivity and success of the

company?
3. Is a company that diligently pays attention to
employee happiness more or less likely to be
successful?

AGILE HR EXPLORER COURSE (3.0) 4-07

Agile HR Mini Case Studies

Traffic Light Survey @ Cyberclick
Outcome

Cyberclick conducts a daily survey to

© 2023 Just Leading Solutions

monitor employee happiness. Once a

month, this is complemented with a more
comprehensive survey. The results are on
the weekly executive agenda.
Daily Survey Questions: Topics Monthly Survey:
1. What mood did you arrive in today? • work-life balance
2. What mood are you leaving in • remuneration
today? • employee relations
3. On a scale of one to four, how much • ability to express opinions
did you like the tasks you did today? • opportunities for professional
Answer options “Super Green”, growth
“Green”, ”Yellow”, “Red”. • alignment of company goals
Question 3 rated 1-4. • personal goals

Source: Tomas, D. (2015, Jun 2). A Strategy For Measuring Employee Happiness (And Acting On The Result). Forbes. https://www.forbes.com/sites/theyec/2015/06/02/a-strategy-for-measuring-employee-happiness-and-acting-on-the-result/

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 AGILE HR MASTERCLASS

Mini Case Study

Traffic Light Survey

@ Cyberclick
Before reading the case, as a team answer the following questions:
• How productive is an overworked workforce?
• How important is employee happiness?
• What impact does employee happiness have on the productivity
and success of the company?
• Is a company that diligently pays attention to employee happiness
© Just Leading Solutions

more or less likely to be successful?

Instruction
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 AGILE HR MASTERCLASS

Mini Case Study

Traffic Light Survey

@ Cyberclick
Now, read the case and discuss the following questions:
• What challenges did they address?
• What do you suppose was the outcome and impact of this case?
• What agile values and principles do you notice being applied here?
© Just Leading Solutions

Tips:
• Consider the impact on people and HR related topics like
employee satisfaction, engagement, productivity, and corporate
culture.
• You may be tempted to come up with various solutions to improve
productivity and performance before making the hard choice
illustrated here. Rest assured; they did everything they could from
adding resources to working overtime etc. Instead of pondering
solutions think about the impact their choice had on the
workforce.

Instruction
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 Case Study

Traffic Light Survey @ Cyberclick

Company1 Cyberclick

Industry Advertising Services. Cyberclick specializes in capturing potential clients

through Online Marketing and Digital Advertising

Headquarters Barcelona, Spain

Year Founded 1999
Company Size 90 employees

Background

Some might say happiness and work are two terms that, when put together, form an oxymoron. At
Cyberclick, they do all they can to ensure that these two words are synonymous for all their employees.
Employee well-being is important to them, as reflected in their first core value: Admire people. Here is
how Cyberclick approached happiness and engagement at work.

Approach

Survey
Cyberclick conducts a daily survey to monitor people’s happiness at work.

They ask three simple questions through an online questionnaire:

1. What mood did you arrive in today?

2. What mood are you leaving in today?
3. On a scale of one to four, how much did you like the tasks you did today?

For questions one and two, employees can choose between options "super green," "green," "yellow," and
"red."

Sources: LinkedIn & Website Cyberclick | A Strategy For Measuring Employee Happiness (And Acting On The Result)

Case Study | Traffic Light Survey @ Cyberclick Just Leading Solutions 1

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 For question three, employees use a ranking from one to four.

The traffic light survey takes less than a minute to complete and encourages employees to be more self-
aware and franker. They use a Google Doc that sends the results to a central location where they analyze
the outcome averages and outliers and compare them to previous periods.

Once a month, they asked employees to fill out a more extensive survey through an online form that
included various topics, such as the following:

• work-life balance
• remuneration
• employee relations
• ability to express opinions
• opportunities for professional growth
• alignment of company goals
• personal goals

Analysis
The management team discusses the results and, if needed, brainstorms solutions during their weekly
management team meeting.

One person reads the results, stating averages and any good or bad comments. "Green" or "super green"
has essentially the same meaning as it does on the road: keep going. A yellow response signifies that they
need to slow down and leave it to the person to decide if there is an issue or if it has since been resolved.
A red response signifies that they need to stop and address the issue. Employees are also always welcome
to speak privately with anyone in a no-doors office.

Once a month, the management team meets for a more extended session, at which time they discuss
opportunities for growth and go over the statistics of the more extensive survey. They compare it to the
previous month's results and discuss actions.

Take Action (Example)

A few years ago, Cyberclick went through a phase that resulted in an extended period of lots of red
answers. They were able to identify a pattern. The workload had increased exponentially due to the
addition of a new client that brought in a substantial sum of revenue but also needed some very
technical, deadline-driven work. It required a big commitment, and the stress overwhelmed the team.
Many employees stayed at work late, some worked during weekends, and others simply felt
overwhelmed. At some point, the survey was consistently red.

After the management team established this pattern, they knew they had to do something. Cyberlick was
still trying to stay afloat, and the client provided a safety cushion. However, this client was also causing
unhappiness. So, as a team, they made the difficult decision to let the client go. It was a risk for their
company, but they knew it was the right thing to do to remain aligned and true to their core values.

©Just Leading Solutions 2023

Case Study | Traffic Light Survey @ Cyberclick Just Leading Solutions 2

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 AGILE HR EXPLORER (3.0)

KEY LEARNINGS & INSIGHTS

© 2023 Just Leading Solutions

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 AGILE HR EXPLORER (3.0)

HR THEMES & PRACTICES

© 2023 Just Leading Solutions

Talent Acquisition

LESSON 5
Learning & Development

Reward & Recognition

Performance Management

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 Agile HR Themes & Practices | Talent Acquisition
Agile HR Themes for Talent Acquisition

Hire for potential, attitude, and values to strengthen your

talent pool
© 2023 Just Leading Solutions

• Learn to spot talent and engage in talent scouting

• Strengthen the talent pool by embracing diversity of thought
• Improve hiring decisions through team-based hiring
• Accelerate the speed of recruiting
• Gamify the talent acquisition experience
• Excel at pre- and onboarding

AGILE HR EXPLORER COURSE (3.0) 5-01

Agile HR Themes & Practices | Talent Acquisition

Talent Acquisition Experience
Hiring Hackathon
• Hiring hackathons merge recruitment marketing with a physical event. Spotify, LEGO, Ford, Amazon,
Paypal, MGM Grand, IBM, L’Oréal all utilize hackathons in their recruiting process.
© 2023 Just Leading Solutions

Onboarding App
• Brands like KLM, Bosch, Heineken, Hunkemoller, and Thales utilize Appical as their go-to “Welcome App”
to deliver an engaging employee-centric onboarding experience that really sticks.

Gamification & Virtual Reality

• Jaguar has candidates play engaging but demanding code-breaking puzzles. The online shopping
platform Jet.com utilizes VR for a “show, don’t tell” experience. And the British Army lets applicants
experience tank-driving with virtual reality.

AGILE HR EXPLORER COURSE (3.0) 5-02

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 Agile HR Themes & Practices | Learning & Development
Agile HR Themes for Learning & Development

Create a learning organization for increased innovation and

growth opportunities
© 2023 Just Leading Solutions

• Redefine the term talent

• Embed learning into the workflow and embrace microlearning
• Establish individual growth and career coaching
• Provide room for individuals to experiment and experience new
activities, responsibilities, and roles
• Empower people to take the lead in their own learning and growth
• Invest in tailored growth paths and support multidirectional moves

AGILE HR EXPLORER COURSE (3.0) 5-03

Agile HR Themes & Practices | Learning & Development

Learning & Development Experience
Learning Bot
• The learning bot ‘Mika’ guides employees at IBM through a personalized and continuous learning
journey. It recommends different microlearning units based on employee’s personal needs and interests,
© 2023 Just Leading Solutions

making learning an integral part of the working experience rather than an isolated, singular event.

Exploratory Assignments
• Exploratory experiences provide employees with opportunities to gather information, network with new
people, and validate or disprove assumptions – all leading to better career mobility decisions while
gaining a real understanding of the potential of your workforce.

Growth Profile
• Career Systems International created a growth profile based on a “kaleidoscope” view (skills, interests,
values), that opens up to ever-shifting patterns of opportunities and possibilities for a unique,
personalized path to a truly rewarding career.

AGILE HR EXPLORER COURSE (3.0) 5-04

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 Agile HR Themes & Practices | Reward & Recognition
Agile HR Themes for Reward & Recognition

Recognize, appreciate, and take care of your employees, and

get money off the table
© 2023 Just Leading Solutions

• Make your salary systems more understandable, cohesive, and

transparent
• Pay adequate salaries for financial stability and security
• Rethink (retire) outdated Management by Objective (MBO) and merit
systems
• Create a culture of recognition and appreciation decoupled from comp
• Motivate through mastery, autonomy, and purpose – not cash incentives

AGILE HR EXPLORER COURSE (3.0) 5-05

Agile HR Themes & Practices | Reward & Recognition

Video “Drive”
Your notes:
© 2023 Just Leading Solutions

Source: Pink, D. | RSA. (2010, Apr 1). Drive: The surprising truth about what motivates us [Video]. YouTube. https://www.youtube.com/watch?v=u6XAPnuFjJc

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 Agile HR Themes & Practices | Reward & Recognition
Reward & Recognition Experience
Fix Salary Only
• The renowned Mayo Clinic has all its doctors on a salary only basis. The model is specifically designed to
reduce the potential for conflict and allows its physicians to focus on the best treatment, not the most
© 2023 Just Leading Solutions

expensive or extensive treatment.

Livable Wages
• In 2012, Gravity Payments raised the minimum salary to USD 70,000 to acknowledge that while paying
market rates, it was not a livable salary for many employees. As a result, the company faced outward
criticism, but it prevailed and is going strong – even after a global pandemic.

Recognize Excellence Framework

• Nokia’s “Recognize Excellence” framework puts the power of recognition into everyone’s hands. It
provides a tool for employees to acknowledge the contribution of their colleagues more frequently and
in a less formal way.

AGILE HR EXPLORER COURSE (3.0) 5-07

Agile HR Themes & Practices | Performance Management

Agile HR Themes: Performance Management

Move to Performance Acceleration to continuously generate

high value
© 2023 Just Leading Solutions

• Understand the changing nature of performance (value delivery)

• Shift from Performance Management to Performance Acceleration
• Rethink your KPIs – know what and why you measure (and why not)
• Engage in continuous feedback and relentless improvement
• Forget performance ratings and appraisals
• Accept handling performance issues as a leadership task

AGILE HR EXPLORER COURSE (3.0) 5-08

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 Agile HR Themes & Practices | Performance Management
Performance Management Experience
PI (Program Increment) Planning / Big Room Planning
• MetLife, PepsiCo, Lockheed Martin, Air France and countless other companies across all industries apply
big room/PI planning to bring everyone together to plan, coordinate and collaborate towards a shared
© 2023 Just Leading Solutions

understanding of why and how they’ll achieve the business goals outlined for the next quarter.

Retrospective
• Siemens, FedEx, Bank of America, Lego, Philips, and many more. The list of companies applying Scrum is
endless and more join the ranks every day. The most important Scrum ceremony is the retrospective, a
way for the team to reflect, identify gaps and opportunities, and improve and drive change.

Objectives & Key Results (OKRs)

• Made famous by Google, companies from Netflix to Amazon and the United States Navy are applying
OKRs to define and track goals and outcomes within part of the business while focusing an entire
business around one big, bold goal. OKRs are usually set during a defined time frame, mostly quarterly.

AGILE HR EXPLORER COURSE (3.0) 5-09

Agile HR Themes & Practices

Agile HR Themes – Summary

Talent Hire for potential, attitude, and values to Read more:

Acquisition strengthen your talent pool
© 2023 Just Leading Solutions

Free
Learning & Create a learning organization for increased Whitepaper
Development innovation and growth opportunities

Reward & Recognize, appreciate, and take care of your Agile HR Themes
Recognition people, and get money off the table Aligning key Practices in Human Resources to Lean-
Agile Values & Principles

Performance Move to Performance Acceleration to

Management continuously generate high value Scan code or go to:
www.justleadingsolutions.com/library

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 AGILE HR EXPLORER (3.0)

KEY LEARNINGS & INSIGHTS

© 2023 Just Leading Solutions

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 Check-Out
Questions
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) Check-out | i

Check-Out
Recap
© 2023 Just Leading Solutions

AGILE HR EXPLORER COURSE (3.0) Check-out | ii

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 AGILE HR EXPLORER (3.0)

ABOUT THE EXAM

To earn your digital badge and certificate, you must successfully

complete an exam.

Course Agile HR Explorer

Exam Period • 30 calendar days following the completion of the course

• 24
© 2023 Just Leading Solutions

Number of Questions
Exam Duration • 60 consecutive minutes
Passing Score • 75% (18 out of 24 questions)
Question Format • Multiple choice (one answer) or True/False
Delivery • Web-based, closed book, unaided, timed
Access • Via link (provided by your facilitator)
Languages offered • English
Practice Exam • Not available
Cost • The initial exam and 1 retake are included in the course
fee. Extensions and/or further retakes may be subject to
additional fees.
FAQ • Available
• www.justleadingsolutions.com/faq-ahre-exam/

Check-out | Exam
For personal use only - Darren Wilmshurst (Fellow) - 13-Jun-2023 (ID:005d0000004mWxNAAU)
 AGILE HR EXPLORER (3.0)

EXAM TIPS

• Take the exam sooner rather than later

• Study up
• Choose a quite space
• Set aside plenty of time
• Read the questions carefully
• Remember: one question – one answer
© 2023 Just Leading Solutions

• If in doubt, always go with the answer that seems most in line with
agile values and principles

Check-out | Exam
For personal use only - Darren Wilmshurst (Fellow) - 13-Jun-2023 (ID:005d0000004mWxNAAU)
 AGILE HR EXPLORER (3.0)

CERTIFICATION & DIGITAL BADGE

We hope you will earn your certificate and digital badge soon.
All communication regarding your exam results and credentials will
come via

academy@justleadingsolutions.com
© 2023 Just Leading Solutions

Please safelist the email and watch out in your email and spam folder
for a message following your exam.
Remember to share your badge via LinkedIn!

Check-out | Certification
For personal use only - Darren Wilmshurst (Fellow) - 13-Jun-2023 (ID:005d0000004mWxNAAU)
 Thank You!
© 2023 Just Leading Solutions

Just Leading Solutions

2 Park Avenue | 20th Floor
New York, NY 10016
nyc@justleadingsolutions.com
www.justleadingsolutions.com

For personal use only - Darren Wilmshurst (Fellow) - 13-Jun-2023 (ID:005d0000004mWxNAAU)