The unFIX model is a pattern library that helps you with versatile organization design. Unlike many agile scaling frameworks and self-management methods, unFIX has its focus on continuous innovation and the human experience. It facilitates gradual change, dynamic teams, and an important role to play for managers.
The model is inspired by innovative companies including Haier and Tesla, various agile scaling frameworks, and books such as Team Topologies, Dynamic Reteaming, and Organization Design.
Executives, middle managers, human resources, team leaders, agile coaches, product managers, consultants
Short presentations + fun exercises + discussions
Warming up: Voting Options • Decision-Making Methods • Human Drives
Structure patterns: Basic Crew Types • Experience Management • Base Types • Forum Types • Team Roles • Case Studies
Process patterns: Job-to-Be-Done • Value Streams • Cadence • Feedback Loops • Dependency Breakers
Scaling patterns: Lifecycle Stages • Investment Horizons • Reteaming Options • Portfolios • Scenarios
Other topics: Principles • Scaling Frameworks • Group Sizes • Purpose • OKRs • Habit-Forming • Delegation Levels • Hybrid Working
What is the unFIX model and how to apply its patterns?
How do we move beyond agile scaling frameworks?
Some familiarity with agile and lean methods and principles in general. Deep experience is not necessary, but we won’t be explaining basic concepts such as feedback cycles and continuous improvement. 😉
In this workshop, we are pioneers exploring important questions. We won’t have all the answers yet. But for sure, we make some crucial steps toward the future of work.
This workshop is designed and facilitated by Jurgen Appelo, author of Management 3.0 and Managing for Happiness
Why unfix your organization?
Reshape the business
Continuous improvement goes far beyond IT and beyond software and manufacturing. Innovation is more than just Agile and Lean.
Optimize the experience
Customers don’t care about products; they care about progress and happiness. Turn product-focused teams into experience enablers.
Ditch the matrix
There’s no speed in classical hierarchies and matrix organizations. Only self-managed units can act fast when faced with crises or opportunities.
Fix the transformation
Clean up the mess created with various agile scaling frameworks. Stop the suffering inflicted by harmful implementation programs.
Stop the imitations
Why implement a structure copied from someone else? Dare to be different. Do your own organization design.
New ideas don’t come from old approaches. You want continuous evolution of the business. Endless flexibility with just enough structure.
Repurpose the managers
Don’t buy into the ”no managers” mantra. Turn managers into intrapreneurs and get them to manage the system, not the people.
Give people a tribe
People leave companies that fail to offer them a sense of belonging and a feeling of recognition. Don’t be that soulless company.
Enable hybrid working
Work is not a place where people go; it is something they do. Be the company that stops pushing people around and starts getting things done.
Start small, grow big
Disruptive change programs rarely work. Take a more gradual approach and then steadily scale up the transformation.