MinimalAgile is a way to bring Life and Work together so people can Enjoy what they do and also explore more opportunities to find what they love to do. To enjoy work, I believe that minimalism and agility should go hand in hand.
Minimalism in Life and Agility at work should make us MinimalAgile
We all know about the lean thinking that focuses on eliminating waste in a process. Which is effective in business. In life we want to focus on the minimalistic approach that reduces a person’s dependency on money and goods money can buy. It is also a way to differentiate value from your purchase power.
As working professionals we spend a considerable amount of time at work. If you take 8 hours (some even have 18 hours) every day, 5 days a week (some do it all 7 days), that is a lot of time. It is 1/3 of your day minimum. As the retirement age is increasing and the ability of people to retire early is diminishing, work becomes a major part of our Life. And that is more reason that we should Enjoy work than Endure Work.
What does enjoying work have to do with minimalism and agility… here is my thought…
A minimal mindset urges us to be minimal in life and reduces your dependency on the ‘More’ of the things you want to own. It then opens up way more opportunities around you. If your requirements are minimal, the choice of work you could do to sustain and be happy increases multiple fold.
Enjoyment in Life comes from your ability to choose and not the ability to buy.
An agile mindset urges you to be transparent and open at work. With a goal for continuous improvement individually and for the team you get more out of feedbacks and learning opportunities. The iterative working model helps you see results faster that will help you deliver better value.
Enjoyment at work comes from accomplishment and evident improvement not a fat paycheck
Studies show that there are so many people (as per reports) who are unhappy with their work. Many feel stuck, with bills to pay, commitments to keep, luxuries they are lured into, to maintain a status; what ever be the reason, there seems to be no escape from work. And we believe the answer could be found in the two elements Minimal and agile.
When you become minimal and agile you start working a lot more with people and working with people is key to enjoying life and work. Come join me in a conversation as I am exploring life and work with MinimalAgile
People make companies and are the most integral part of any organization. By People, I don’t just mean employees. I mean people at all levels; People within the organization, People who make your Customers, People working with your Vendor companies, People committed to your competition; Everyone who in anyway connect with the organization…
It is a big ecosystem where people interact with people to build, run and service products and solutions for a company and drive profits. It all about the People.
People have a role in making the corporation breathe, walk and run. Any organization that misses on the People Factor will at some time soon see things crumbling down. Not that a bad product or poor customer service cannot do it, just that corporates that miss the people factor can very easily predict the result of it.
The question is how can companies recognize people. How can companies be people centric. And again it is about people at all levels and not just employees. I think it is not just about recognition, it starts with respect. Any person associated with your company can leave any time and so it is important for you to find why they are sticking with you.
I am sure you have felt a vacuum when people leave, Be it employees, consultants, customer reps, vendor reps and so on.
Here I will share my thoughts on how I see people fire up the organization’s heart and ‘hows and whys’ of the organization hearing the heart beat of it’s people.
As a corporation; you should be able to convey to your people the value they can bring to the table and give them the utmost clarity on how they can add to that value and then you should let them ask the Compensation. People in majority are reasonable. People who can call out their worth can be very valuable to you than those who cannot make up their mind. Start with the Value and job description that you can define and leave the Compensation to them.
An underpaid (or feel underpaid) resource who is delivering high value to the organization will never stick on if not recognized. And it would be unfair to ask for that.
Establish that partnership and nurture that culture of partnership because collaborations can do wonders internally and externally for an organization.