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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. ...

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