Share knowledge
At JIDOKA we have created a knowledge sharing culture where we facilitate, support and stimulate knowledge sharing initiatives, since it is essential for a company to achieve success, facilitate decision-making capabilities, build learning organizations (through a learning routine) and finally, stimulate cultural change and innovation.
Build on the ideas of others
Be positive and build on the ideas of others to take on new skills and competences. In conversation, we try to use and instead of but...
Take ownership
If you agree to something, try to take full responsibility for getting the task done (as efficiently as possible). When help is necessary, take the initiative to call for help and choose the person most skilled to address the call for help. Call for help is also adopted to eradicate the attitude of “it’s not my job” within a team.
Don’t waste
Employees must communicate their thoughts when they feel a task is useless or a waste of time.
No command and control
JIDOKA has no command and control traditional management. Management acts as a servant leader and facilitates, supports and empowers the teams.
Help each other
Pairing and coaching are general practices as a consequence of our method. No one can decline a call for help (if the activity is in his or her area of expertise.)
Be one big team with collective ownership
Finger-pointing whatsoever is not tolerated. An issue should be tackled and word out together in an alternative way of working that suits the general project working better. Clear-cut rules of behavior like these are an important element of all successful teams.
Self-organize your team
During the iteration itself, the team has full ownership to complete and fulfil their estimates made in the beginning. How work is organized within the iteration, is the responsibility of the team itself. It creates and sets their own rules.
Change leadership
Roles within a team can change when a new iteration starts. By doing this, we want to obtain the result that team members see each other as equal and act accordingly. By knowing that leadership can change within a team, people will regard each other equally.
Participate in fun building
JIDOKA commits itself to create a (professional) fun working space, where people can work together as friends and where concerns can be ventilated. Employees have the task to act as real team players to make working within a team fun to do.
Improve processes and methods
JIDOKA commits itself to continually improve applied processes and methods. Teams and individual employees are empowered to participate in process and method improvement and thus can have an impact on fun during work.
Share knowledge
At JIDOKA we have created a knowledge sharing culture where we facilitate, support and stimulate knowledge sharing initiatives, since it is essential for a company to achieve success, facilitate decision-making capabilities, build learning organizations (through a learning routine) and finally, stimulate cultural change and innovation.
Build on the ideas of others
Be positive and build on the ideas of others to take on new skills and competences. In conversation, we try to use and instead of but...
Take ownership
If you agree to something, try to take full responsibility for getting the task done (as efficiently as possible). When help is necessary, take the initiative to call for help and choose the person most skilled to address the call for help. Call for help is also adopted to eradicate the attitude of “it’s not my job” within a team.
Don’t waste
Employees must communicate their thoughts when they feel a task is useless or a waste of time.
No command and control
JIDOKA has no command and control traditional management. Management acts as a servant leader and facilitates, supports and empowers the teams.
Help each other
Pairing and coaching are general practices as a consequence of our method. No one can decline a call for help (if the activity is in his or her area of expertise.)
Be one big team with collective ownership
Finger-pointing whatsoever is not tolerated. An issue should be tackled and word out together in an alternative way of working that suits the general project working better. Clear-cut rules of behavior like these are an important element of all successful teams.
Self-organize your team
During the iteration itself, the team has full ownership to complete and fulfil their estimates made in the beginning. How work is organized within the iteration, is the responsibility of the team itself. It creates and sets their own rules.
Change leadership
Roles within a team can change when a new iteration starts. By doing this, we want to obtain the result that team members see each other as equal and act accordingly. By knowing that leadership can change within a team, people will regard each other equally.
Participate in fun building
JIDOKA commits itself to create a (professional) fun working space, where people can work together as friends and where concerns can be ventilated. Employees have the task to act as real team players to make working within a team fun to do.
Improve processes and methods
JIDOKA commits itself to continually improve applied processes and methods. Teams and individual employees are empowered to participate in process and method improvement and thus can have an impact on fun during work.
Share knowledge
At JIDOKA we have created a knowledge sharing culture where we facilitate, support and stimulate knowledge sharing initiatives, since it is essential for a company to achieve success, facilitate decision-making capabilities, build learning organizations (through a learning routine) and finally, stimulate cultural change and innovation.