Apprenticeship Onboarding: Difference between revisions
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*Learning how to ask good, important questions - as then out come good, important answers. | *Learning how to ask good, important questions - as then out come good, important answers. | ||
*Understanding the meaning of ''working on stupid shit'' vs solving pressing world issues as a matter of consciousness expansion, not essential capacity expansion | *Understanding the meaning of ''working on stupid shit'' vs solving pressing world issues as a matter of consciousness expansion, not essential capacity expansion | ||
=OSE Design Principles= | |||
*We follow and continuously evolve the [[OSE Design Principles]]. This is participatory and iterative - and builds on the [[OSE Specifications]]. Remember that the end goal of OSE is evolution and transformation via collaborative design, with specific tactics such as [[Extreme Manufacturing]] and [[Extreme Enterprise]]. | |||
Revision as of 12:19, 16 June 2021
- Critical start is Core Development Method
- The second part is all participants reaching out to their top 3 potential contacts. Do this on Global Collaboration Days. The point is that everyone of us probably has someone willing to join because we joined - and make them an irresistable offer. Is this a faulty assumption?
- How do we all collaboraton on Solving for People Showing Up
- Learning how to ask good, important questions - as then out come good, important answers.
- Understanding the meaning of working on stupid shit vs solving pressing world issues as a matter of consciousness expansion, not essential capacity expansion
OSE Design Principles
- We follow and continuously evolve the OSE Design Principles. This is participatory and iterative - and builds on the OSE Specifications. Remember that the end goal of OSE is evolution and transformation via collaborative design, with specific tactics such as Extreme Manufacturing and Extreme Enterprise.