M SIX had created a team-centric, formal work environment
that promoted creativity and innovation and attracted the best
candidates by: Defining a common goal. Defining common terminology. Breaking the common goal into smaller goals. Use the Wall of Wonder technique Prioritizing the smaller goals. Defining the process to be used in achieving the smaller goal Defining each smaller goal it could be a new business process or even a new feature in a system Getting team consensus on the solution to the smaller goal through use case. Capturing each business rule and requirement so that it is testable. Trace them to business processes/use cases/ user stories and system features. Designing the solution through visual aids such as wireframes and process models. Encourage participation and always get team approval before moving to the next steps in development. They look for individuals who are focused on the most critical business objectives Make a conscious effort to align managers with long-term objectives Work collaboratively to establish where staff skillsets need to develop and where skill gaps may arise. Match ongoing training to the long term plans of the business Help prepare the workforce for future skills demands They recruit young professionals
To encourage mentorship. ...
To have purpose beyond financial success. ... To provide developmental opportunities. ... To know what influences recruitment. Group M (M six) talent constructively challenge the assumptions of the business using robust, fact-based analysis; marrying that with creative problem solving through: 1. Synectics is usually classified as a Creative Problem-Solving (CPS) Technique along with Brainstorming and Lateral Thinking. ... 2. TRIZ methodology. ... 3. Brainstorming. ... 4. Mind mapping. ... 5. Reversal of problem. ... 6. Look beyond something's common function. ... 7. Lateral thinking. ...