The RH-Way proposes a new leadership paradigm. Focus all teams on evolutionary and revolutionary innovation. Imagine your organization as a burrito. Reduce all management layers (wrap) and focus on the filling (teams and product). Because the customer only cares about the taste. And no one buys a Burrito for the wrap. Resourceful Humans account for the real taste!

3. If you remember nothing else about
the Way of Resourceful Humans,
remember this:
....nobody eats a Burrito for the wrap!

5. 1948 Dave Packard respectfully disagreed
with his entire CEO generation. He
believed in the balance of responsibility
and meaningful contributions.
They laughed at him.

7. The HP Way invited, enabled and
rewarded innovation at all levels.
It made development the single most
valuable currency for people and
organization.

9. The core was to understand that the
power of organization lies in collaboration,
not competition. The species best able to
adapt and collaborate survives.

11. Organizations require two kinds of
innovation: evolutionary and revolutionary.

13. It is not an either-or scenario. In a sound
organizational culture, revolution piggy-
backs on evolution.

15. And any quantum leaps forward allows
evolution to take new paths.

16. The wrap ensures innovation
through...
Democracy.
Information.
Gain Sharing.

17. Nobody buys a Burrito for the wrap.
Nobody buys a product for great management.
All the taste is on the inside.

19. Annie Taylor demonstrated what is wrong
with our current way of working and
applying knowledge.

21. Annie was the first woman to survive a fall
over Niagara. So clever engineers looked
at her barrel and concluded the perfect
design for surviving the Niagara fall.

23. My question to you: Would you go over
the edge based on their design?
So why would you build your culture based
on the latest Harvard Business Review case?

25. Instead design a unique way with your
teams. Put all talent directly into the value
creation process! Focus on ‘loving to...’, not
‘having to...’

26. RESOURCEFUL HUMANS

27. This way power is legitimated democratically.
A prerequisite for knowledge workers to excel.

29. Reduce all Noise in the Organization.
Rid yourself of redundant and non-sensical
processes and policies.
Focus all teams directly on the external
customer. This way team, organizational and
product development become unified.

30. Enabling Resourceful Humans.

31. How? For Information Sharing switch to
distributed systems.
Let people share information freely through
twitter feeds and measure value of content
through subscription and resulting business
success.
Don’t underestimate people on a meaningful
mission to find and adapt relevant information!

33. For Gain Sharing imagine a Star Bonus.
Every employee can log into a system and
award stars to anyone else in the
organization for their contribution. The
recipient can log into her star account and
see why and from whom she received stars.
At the end of the year, a star’s value is
transparently monetized through Profit.
No more need for central command.

34. Dynamic
n
v atio
Predictability I nno
Operat
ions
RH Zone
HR Zone
Unpredictability
Procedures

35. The RH-Way unleashes the power for both,
evolutionary innovation (The Balmer Sweat
Zone) and revolutionary innovation (The
Branson Visionary Zone).

37. RH looks beyond short-term cause and e ect.
Just replicating a Star Bonus System won’t do
the trick. It took Barcelona 20 years since Johan
Cryu to design a system of total football,
which only now reaps the rewards.
Commitment to Strategy and Execution is core.

39. Design a strategy that constantly evolves
your company by asking three whys. Try it
with it any 10 year old.
Why do you wear a suit at work, dad?
Because everybody else does.
Why does everybody else do it, dad?
Because we look professional.
Why do you look professional with a suit?
Hey...do you want an ice-cream?

41. Execute with a mindset of 3 Whys = 1 Right.
Connect individual purpose to a sense of
common team mission and company vision.

43. With shared mindset in place, agree on clear
goals and simply let teams design their own
way of working within the RH framework.

45. Ensure basic hygiene processes. For example
size. Force cell-division. Regulate maximum
team-headcount, before it needs to divide.

47. The RH litmus test:
What does Captain Kirk earn?
Who cares! RH enables this simple idea:
Little wrap, best crew, coolest mission.

49. ...and when everything just works - what is the
function of central management and human
resources?

51. RH distributes Knowledge and Responsibility
directly into the value creation chain.

52. Be the wrap!
Democracy.
Information.
Gain Sharing.