Agile Personal Development with the a2a Toolbox 

Today, we’re looking at a challenge faced by an HR leader from one of our clients. Her goal is to adopt a more agile approach and advance her employee engagement conversations. Like many leaders she is aware of some issues with current processes, but unsure how to proceed. This is a common dilemma, but as agile consultants we offer a solution to it. 

The necessity for employee development and the adoption of agile methodologies has been recognized not just by our client, but also by her company, thus turning her goal into a business goal. To address this, the company used the a2a toolbox to optimize and redesign HR development. 

 

Why the a2a Toolbox?  

This toolbox offers customized methods and tools for personal development, teamwork, product development, and strategic planning. It is flexible and tailored to the specific needs and context of a company. 

Specific components include: 

• Personal Development: The toolbox enhances individual skills for professional growth. 
• Team Collaboration: It improves team communication and dynamics. 
• Product Development: It supports collaborative and iterative product creation. 
• Strategy Development: It aids in setting and achieving long-term business goals. 
• Customizability: It allows adaptation of tools to fit specific needs and contexts. 

In this case the unique selling point of the toolbox is the quick adaption to client’s needs:  the requested corporate design was implemented quickly for desired artifacts – this provided a sense of familiarity to employees when dealing with new topics. On top of this various artifacts were optimized in collaboration with colleagues from a2a to tailor them specifically to the needs of the company and their employees. A significant step for this was the prior joint product development, where the a2a toolbox artifacts were developed in close cooperation. 

After securing access to the toolbox, Employees, regardless of their technical setup, can use the toolbox benefits through individual login data. Regular analyses and surveys on usage behavior allowed for dynamic adaptation of the tools to meet changing requirements. 

 

Examples of Artifacts and Their Purposes in HR Development: 

• Feedback Canvas: This tool focuses on collecting and providing structured feedback. It is used in HR development to structure regular feedback sessions between employees and supervisors, fostering an open communication culture and helping identify specific areas for development. 
• Annual Discussions Template: This central template for HR development assesses past year performances and sets goals and actions for the coming year, allowing employees and leaders to reflect and adjust their development plans together. 
• MoSCoW Prioritization: This method classifies priorities into “Must-haves,” “Should-haves,” “Could-haves,” and “Won’t-haves.” In HR development, this tool helps prioritize learning and development goals, ensuring that employees and teams focus on the most critical competencies and objectives contributing to corporate goals. 

The toolbox not only promotes methodological competence but is also easily accessible since it can be directly applied. Each artifact includes a detailed explanation. Additionally, a2a regularly hosts tool parties to introduce artifacts, which have been developed by consultants with years of client experience, ensuring they are proven in practice. 

 

In this case the a2a toolbox was introduced in the HR department initially. The implementation was conducted in close cooperation with department heads, HR responsible, and a2a consultants to ensure the tools support work processes effectively. 

The feedback from the HR department was positive. The toolbox is still actively used with enthusiasm and appreciation of the improved meeting structures and the new quality of retrospectives. The toolbox adds significant value by enabling leaders and employees to initiate dialogue effortlessly whenever needed.  

The toolbox has contributed to a more dynamic work environment based on needs. Employees, in collaboration with their leaders, have been able to create individual development plans that not only increase their commitment to the company but also serve as best practices throughout the organization. 

 

We continue to refine the toolbox to meet all market challenges and continuously advance not only HR development. We are committed to ongoing improvement and innovation.