CHOOSE YOUR OWN BOSSAND WHY ON EARTH WOULD YOU WANT THAT?

WHAT WE DO EXPERTS INTHE LEAD SELF-STEERING

TEAMS

PROBLEM WEFACED

OLD SCHOOL REACTION

CHOOSE YOUROWN BOSS

APPRAISSALTOOL

PEERSELF REVIEW

TEAMWELLBEING

WHAT WE DO

MISSIONS

Become a data driven company

Become a software driven company

Bring landscapes to the cloud

Orchestrate the changing ecosystem

Shorten time to market

100% customer satisfaction

CUSTOMER SATISFACTION SCORES SCHUBERG PHILIS VS MARKET

Schuberg PhilisMarket average

Source: Giarte, Amsterdam, 2016

0 20 40 60 80 100 (%)

2012 8965

2011 8561

2013 8967

2015 9272

2014 8970

SELF STEERING TEAMS

195 other stories

UNIQUE GROUPOF PEERS

Information science

In-house counselor& Marketing

10 foster kids

Economics

Arthur

Philosopher

Jazz & BassFamily

Remain Healthy

THEPROBLEM WEFACED

WE REACTEDOLD SCHOOL

REFRESHING OUR MINDS: WELLBEING

• Support and ignite personal and professional development

• Choose your own Team… why not also your own “boss”?

OLYMPIC SCENARIO

1. Get consent for the planOctober 2015

2. Volunteers to be CoachOctober 2015

3. Coach selection by engineersNovember 2015

4. MatchingDecember 2015

5. Appraisal cycle done by old & new CoachMarch 2016

COACH SELF TEST

• I have the urge and ability to connect at a deeper level

• I went out of my comfort zone

• I bring calm to emotional situations

• I am able to balance long term growth and short term output

• I challenge the (personal) status quo

• I live our shared believes and promises

• I have lived our DNA. We think this takes min 3 years but/and it takes more than just time ;-)

•My colleagues trust me and I am already a“go-to guy” (for personal stuff)

• I speak up

• I am vulnerable

• I peer with people and deeply believe we are equal

• I am genuinely interest in my peers

• I act carefully

• I take responsibility

WHO BECAME A COACH

•Colleagues by own choice• intrinsic purpose• passion• taking responsibility

•By (self) assessment

•By consent of the mandated group

CHOOSE YOUR OWN BOSS (COACH)

THE APPROACH

•Tailored matching. In the old days we connected randomly.

• It now is an ACTIVE CHOICE. Mutual consent:coachee and coach

• Openness in all facets of coach/career guidance,also in more troubled situations

•Learning on the job• basic conversation (listening) techniques• recurring intervision in a set group

HOW WE BENEFIT

•Motivated coaches

•More personal career attention

•More care in ‘difficult’ situations

•A model for scaling (flexibility)

•We killed old school management

•HR was a liability, now every talk is an opportunity

•Every Jack has his Jill

• Implicit > explicit (wellbeing)

•Ultimately more customer satisfaction

WHATS NEXT?

•Craftsmanship

•More continuous peer reviews

•Coaching process/Tools

•Call for new coaches

•Team wellbeing

DO TRYTHIS ATHOME

Lotta Croiset van Uchelen@LottaCvUF