The Experiential Workplace Framework (XWP) is Legacy Innovation Group's proprietary framework for workplace innovation — also known as management innovation.
We created this framework because we believe the time has come for organizations to overturn 100 years of "modern management" and recreate their businesses in ways that address today's challenge of unleashing human potential. XWP delivers on that challenge. It completely reinvents the platform for human and business accomplishment by radically redefining how we mobilize people and resources for more productive and creative ends. It liberates your business to do things and go places it never could have before.
XWP contains incredibly powerful insights culled from our years of study and observation around organizations and current trends.
The XWP Framework is structured into three main areas of practice, known as Mandates… the Corporate Mandates, the Market Mandates, and the People Mandates. These three mandates are fundamental to developing a true innovation–minded business culture.
The Corporate Mandates are made up of five (5) mandates that rethink the very core and soul of the organization. They call for ways of operating internally that will ensure the long–term resilience and ongoing relevance of any company. And they reflect a fundamental shift toward a Customer Culture – one which has a purpose that is first and foremost focused on delivering customer value.
XWP begins by tackling the foundational bedrock of every company's culture… its purpose and vision — that which allows it to make meaning of its work as it pushes forward toward some larger goal. These statements of purpose and vision must be distilled with the right motives and insights, and must be communicated both deeply and broadly if they are to have the linchpin effect on the culture they need to have.
XWP demands a wakeup call. Several decades ago, it became fashionable for businesses to talk about maximizing shareholder value. The world has now come to see – with years of hindsight behind us – the narrow, short–term focus that drove and the suboptimal results it produced — for everyone. It steered the vision away from the true source of value–transaction, the customer. XWP demands a reordering of these values and a concurrent focus on the long–term value delivered to markets.
XWP demands a complete shift in how we think about what companies are and how they operate. This is where we force companies to grow up and become places of wholeness, innovation, and growth from the inside out, recognizing their contributors for the creative adults they are. This is where we create The Human Workplace.
The XWP philosophy extends to how we think about the organizational processes around us. Some of these — the "left–brain" practices in particular — can be broken and run counter to what are needed for an effective and experiential workplace. Companies must be diligent in ensuring they are not achieving short–term efficiency gains at the expense of long–term effectiveness. There is one left–braining practice that should be actively promoted however… analytics — know thyself and thy customer!
XWP embraces those practices that tap into the creative, dot–connecting power of the human mind and each person's particular base of experience. In particular, it puts to great practical use such practices as questioning, imagination, empathy, analogy, and associativity.
The Market Mandates are made up of four (4) mandates that rethink how organizations interact with the outside world so that they remain in a perpetual state of learning and adaptation. It is only by doing these things that the organization can remain deeply attuned to markets and able to consistently deliver relevant value to the marketplace.
XWP mandates that organizations be deeply embedded with both their own markets and with broader markets such that their "senses" are "always on"… constantly listening, watching, and feeling for shifts and changes in the world around them that will spell new opportunity.
XWP redefines the soul and tempo of the organization, giving it a new hunger around rapid learning and rapid doing, as well as a new way of thinking about how to create organizational memory.
XWP dictates a philosophy of constant and rapid learning achieved through repeated and informed experimentation, as learning progresses through action. It requires that the practice of constant experimentation become ingrained into the core fabric of work.
XWP requires that independent teams and contributors be given the platform and "space" to champion their own experiments, empowering the organization to learn things it might not otherwise. These can turn out be the next real opportunity.
The People Mandates are made up of six (6) mandates that hit the "reset button" on how individuals and teams are used, engaged, and treated inside of organizations. These mandates move companies from the industrial age to the information age and finally allow them to treat the organization's participants like the adults they are.
XWP demands a complete shift in how we think about the "employee" / company relationship. Companies must cease to act as though they own and control their contributors, and instead treat them as they would free agents.
XWP requires that companies allow for organic models of team formation and regulation, recognizing that contributors want to team, and that they be provided with the venues and environments to do so properly. XWP requires that teams be structured for outcomes rather than by inputs, meaning the existence of functional silos is to cease altogether.
XWP completely reconceives the whole notion of work time, understanding that in order to move organizations forward we can no longer afford to think in divisional paradigms such as "work–life balance", but must think in holistic paradigms such as "work–life integration". As such, XWP demands that individuals be given complete autonomy over their time and that traditional time structures be retired altogether.
Just as XWP dictates that individuals be given autonomy over their time, it likewise mandates that teams be given complete autonomy over their work locations, while also being provided access to effective environments for facilitating their work and fostering its best outcomes.
XWP dictates that pigeon–holing be eliminated, and that individuals be given full latitude over the depth, breadth, and timing of their skill development, as well as deployment of particular skills. Skill utilization no longer happens by mandate, but by interest and desire.
"Career development" is one of the most broken pieces of modern corporate life, the notion of the traditional "career" itself being anchored in an industrial economy viewpoint, not an information economy viewpoint. XWP turns this on its head and completely rethinks the entire concept of "career", paving the way for an entirely new conceptualization of something that celebrates individual ability and rewards those who strive to weave a path of breadth punctuated with multiple points of depth.
XWP provides the basis for our consulting work in Workplace Experience. To learn more, please see our Workplace Experience Consulting page, or to engage us in this capacity, refer to our Management Practice Engagement page.
XWP also provides the basis for our Workplace Experience training course. To learn more, please see our Workplace Experience Training page, or to engage us in this capacity, refer to our Management Practice Engagement page.
Legacy Innovation Group's CEO, Anthony Mills, was a featured guest panelist at the MENA ICT Forum in Amman, Jordan in November 2016. Within the forum's theme of Digitizing the Economy, Mr. Mills participated on a panel alongside regional ...
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