APF Manifesto

Agile PeopleOps Framework (APF) is a unified conceptual framework that facilitates human capital strategy, planning, talent-acquisition and engagement through Agile practices. The Agile HR Manifesto for APF has been written to “build better ways of developing an Engaging & Enriched PeopleOps Experience by practicing them and helping others around you to practice it.”

The APF Manifesto includes:

Team of teams over traditional hierarchies: Deloitte Human Capital Trends Report 2017 highlights that 32% of respondents believe they are transitioning to a team-centric model, by moving away from traditional hierarchies. According to APF, we need to give more importance to transparency, accountability, nimble decision-making, free flow of information and feedback, & collaboration.

Growth Mindset over fixed mindset: Individuals with growth mindset strongly believe that their abilities and skills can be continuously developed, and they have a flair for learning, receive feedback constructively and strive to achieve high-performance and mastery. APF Manifesto gives “more value” to growth mindset as its imperative in today’s business world where continuous learning, agility and collaboration are key to sustainability.
A staffing organization (to whom we recently provided APF Training) leaders came to a consensus during a simulation session that they would imbibe the mindset to work in ‘agile-way’ and practice processes between and across their team to harness hiring agility and stay competitive in the industry.

Coaching Culture over command-and-control: HCI-ICF Report on Coaching Culture confirms that organizations with strong coaching culture reported 46% higher revenues and 61% of their employees are highly engaged. According to APF Manifesto, Managers as Coaches need to leverage their members’ capabilities, strengths, and create opportunities for their members to build on their capabilities, ask stimulating and powerful questions to boost creativity, and create avenues for team to grow and develop.

Transcultural Competence over cultural competence: In today’s diverse and dispersed global world, it is imperative that members successfully adapt to different socio-cultural settings, and develop new boxes of solutions to issues created by cultural differences (that came into existence due to one’s own survival mechanisms, adaptation to environment and shared learning as a group). For example, an employee organization will need to plan and plan how their talent champions can practice translational competence while interacting with global talent and key stakeholders during the talent acquisition process.

Which APF Manifesto do you and your team practice at your team / organization levels? Feel free to share your thoughts and comments.

Source:

Walsh, B. & Volini, E. (2017). Rewriting the rules for the digital age – 2017 Deloitte Global Human Capital Trends. DUP, Deloitte Development

Human Capital Institute (HCI) and International Coach Federation (ICF) Report “Building a Coaching Culture with Millennial Leaders”