{"id":39715,"date":"2022-12-27T03:27:26","date_gmt":"2022-12-27T03:27:26","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39715"},"modified":"2023-01-14T05:10:38","modified_gmt":"2023-01-14T05:10:38","slug":"the-5-values-of-scrum-integrated-with-okr-frameworks","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/nl\/the-5-values-of-scrum-integrated-with-okr-frameworks\/","title":{"rendered":"De 5 waarden van scrum ge\u00efntegreerd met okr-frameworks"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">De 5 waarden van Scrum ge\u00efntegreerd met OKR-frameworks <\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-16a640c5\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/nl\/?attachment_id=39726\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39726\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39726\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">De 5 waarden van Scrum ge\u00efntegreerd met OKR&#039;s<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-the-5-values-of-scrum-integrated-with-okr-frameworks\">De 5 waarden van scrum ge\u00efntegreerd met OKR-frameworks<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Waarden kunnen een bijna magische impact hebben op individuele, team- en bedrijfsprestaties. Wanneer waarden een manier van leven worden, niet-onderhandelbare gedragsnormen en een reeks gedeelde principes in actie die ons als een team identificeren, worden ze effectieve filters voor besluitvorming en barometers die de bedrijfsprestaties duurzamer maken - wanneer uitstekende prestaties in strijd zijn met uw waardensysteem de prestatie zelf is waarschijnlijk niet duurzaam. De 5 waarden van Scrum kunnen naadloos worden ge\u00efntegreerd met OKR-frameworks.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Vermeende waarden<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Betekenis van vermeend - &#039;lijkt of beweert waar te zijn, maar dat hoeft niet zo te zijn. -Zogenaamd&quot;.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bedrijven lijden vaak onder hun eigen vermeende waarden. Waarden, wanneer ze gewoon op schrift staan, maar worden vergeten en er niet naar wordt gehandeld, worden betekenisloos en kunnen geen waarheidsgetrouwe of bruikbare verklaringen zijn.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wanneer teamleden, klanten, klanten of andere belanghebbenden het waardesysteem van het bedrijf lezen en het daadwerkelijke gedrag van teamleden in tegenspraak is met de waarden waar ze zogenaamd voor staan, zullen ze de integriteit van het waardesysteem zelf in twijfel trekken en bij uitbreiding ook de integriteit van het waardesysteem zelf in twijfel trekken. de integriteit van de bedrijven.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#039;Een volk dat zijn privileges belangrijker vindt dan zijn principes, verliest beide snel&#039;<\/p>\n<cite>Dwight Eisenhower<\/cite><\/blockquote>\n\n\n\n<h4 class=\"wp-block-heading\">Waarden, om effectief te zijn, moeten zijn:<\/h4>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-e6b3e9\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ol class=\"qubely-list qubely-list-type-ordered qubely-list-bullet-check-circle-outline\"><li>Weinig\u00a0<\/li><li>Ingebed in de bedrijfscultuur<\/li><li>Co-cre\u00eberd en duidelijk gedefinieerd binnen elke rol<\/li><li>Niet alleen gedenkwaardig, maar ook gebruikt voor filters tijdens het besluitvormingsproces<\/li><li>Gehandhaafd als gedragsnormen<\/li><li>Serieus genomen en opgevolgd door de leiding als duidelijke voorbeelden van gewenst gedrag<\/li><\/ol><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Praktijkvoorbeeld: Een softwarebedrijf heeft achttien waarden. Bij het interviewen van verschillende werknemers hebben ze moeite om er zelfs maar drie te onthouden. Onlangs hebben sommige gebruikers hun waardesysteem op hun website opgezocht om het te vergelijken met hun serviceniveaus en hebben enkele negatieve opmerkingen gemaakt, zoals:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#039;Je gaat prat op uitstekende gebruikerservaringen, maar de mijne was minder dan uitstekend.&#039;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vermeende waarden zullen waarschijnlijk &#039;een stok worden&#039; waar anderen je mee slaan. Waarden moeten praktisch worden gemaakt en gedeeld, en ook alle teamleden moeten een standpunt innemen over de bedrijfswaarden.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"text-decoration: underline;\">Leer hoe u een praktisch waardesysteem kunt cre\u00ebren dat bijdraagt aan de bedrijfsprestaties door lid te worden van ons <a href=\"https:\/\/okrinstitute.org\/courses\/okr-leadership-course\/\" target=\"_blank\" rel=\"noreferrer noopener\">leiderschap cursus<\/a><\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"> De 5 waarden van scrum&nbsp;<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>De vijf waarden van de agile methodiek van scrum zijn:<\/strong><\/p>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-8db442\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ul class=\"qubely-list qubely-list-type-unordered qubely-list-bullet-check-circle-outline\"><li>Moed<\/li><li>Focus<\/li><li>Inzet<\/li><li>Respect<\/li><li>Openheid<\/li><\/ul><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Binnen de Scrum-methodiek dienen bovenstaande waarden als leidraad voor individueel en teamgedrag met als beoogde resultaat het stimuleren van samenwerking en het vergroten van de kans op succesvolle afronding van het project.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Er zijn verschillende manieren waarop de vijf waarden van scrum kunnen worden ge\u00efmplementeerd, inclusief maar niet beperkt tot sprintreviews, retrospectives en dagelijkse stand-ups waarin teamleden de kans krijgen om te beoordelen wat iedereen heeft voltooid.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Hoe de waarden van scrum kunnen worden ge\u00efntegreerd met OKR-raamwerken en deze kunnen aanvullen<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Moed<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Er is moed voor nodig om iets nieuws te proberen. Bovendien vereist het moed om door te zetten, vooral wanneer zich ernstige uitdagingen voordoen. Bovenstaande zijn zeer sterke redenen waarom organisaties zouden moeten streven naar het opbouwen van een gezonde en sterke familiecultuur. Als u ziet dat uw teamlid hard vecht om uw gedeelde doelen te bereiken, zult u waarschijnlijk ge\u00efnspireerd raken en de urgentie voelen om met meer moed verder te gaan.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Moed begint met een oprechte toewijding aan de bedrijfsvisie, het waardensysteem en andere principes waar we als team voor staan. Geloof wordt in de loop van de tijd opgebouwd terwijl we collectief streven naar prestatie als een team. Ons geloof wordt uitgebreid naarmate we onze vaardigheden en ons denken verbeteren en elkaar ondersteunen. Als het geloof eenmaal sterk is, is het eenvoudiger om de moed te vinden in jezelf als individu en in het team als collectief.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Soms geven teams te vroeg op wanneer ze uitdagingen tegenkomen tijdens de implementatie van OKR-frameworks, zoals bepaalde acties of initiatieven die helemaal niet &#039;bewegen&#039; in termen van het actualiseren van belangrijke resultaten. Moed is nodig om verder te gaan en alternatieven te vinden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Focus<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">De Scrum-waarde van focus sluit naadloos aan bij OKR-frameworks, aangezien focus een van de OKR-superkrachten is.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Minder is meer als het gaat om OKR-frameworks en een laserachtige focus op wat er echt toe doet, is vereist om duurzaam succes te behalen met OKR&#039;s.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sommige bedrijven hebben te veel waarden, standaardwerkwijzen en te veel doelen, waardoor het voor teamleden vrijwel onmogelijk wordt om hier actie op te ondernemen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Heb minder waarden, OKR&#039;s en andere principes, maar laat ze tellen door consistent actie te ondernemen en er een duidelijke focus op te hebben.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Betrokkenheid<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Zonder een echte toewijding aan de taken, initiatieven, belangrijkste resultaten en uiteindelijke doelstellingen van het bedrijf is het erg moeilijk om vooral ambitieuze doelen te bereiken. Het tijdperk van het &#039;stille stoppen&#039; en het &#039;grote ontslag&#039; heeft bewezen dat de betrokkenheid van medewerkers, waarvan betrokkenheid een integraal onderdeel is, een &#039;brandpunt&#039; is en een gebied dat de leiding van bedrijven van grote zorg zou moeten zijn.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ten eerste moet het leiderschap van het bedrijf duidelijk blijk geven van hun toewijding aan niet alleen de bedrijfsvisie en de maatschappelijke impact die het bedrijf heeft als een inspirerend voorbeeld voor teamleden, maar ook voor de persoonlijke ontwikkeling van hun teamleden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ten tweede doen leiders er goed aan om binnen hun organisatie een motiverend klimaat te cre\u00ebren waarin het voor teamleden steeds eenvoudiger wordt om meer betrokkenheid bij het bedrijf en haar doelstellingen te ontwikkelen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het bevorderen van samenwerking, creativiteit en inclusie zijn allemaal factoren die de betrokkenheid van teamleden kunnen ondersteunen. Het is uiteindelijk elk teamlid; individuele beslissing hoe toegewijd ze zijn, maar dit kan sterk worden be\u00efnvloed door het leiderschap van het bedrijf.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4. Eerbiedigen<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Basisrespect voor elkaar als teamleden is essentieel voor het opbouwen van een sterke teamcultuur. Teamleden zullen waarschijnlijk niet delen en samenwerken als ze het gevoel hebben dat ze niet gerespecteerd worden.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Respect is niet alleen een filosofie, het komt praktisch tot uiting in hoe we elkaar begroeten, met elkaar omgaan, samenwerken en hoe we ons werk daadwerkelijk doen.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Respect en vertrouwen vormen een sterke basis voor relaties om in de loop van de tijd sterk te worden. Wil een organisatie een duurzaam succes zijn, dan moeten alle belanghebbenden echt worden gerespecteerd<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>5. Openheid<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Openheid voor nieuwe idee\u00ebn en het geven van een &#039;stem&#039; aan alle teamleden mag geen loutere &#039;lippendienst&#039; zijn, maar moet een praktijk zijn die ingebakken zit in de bedrijfscultuur.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Teamleden moeten zich veilig voelen binnen hun rol en weten dat ze vrijelijk over idee\u00ebn kunnen discussi\u00ebren om de geldigheid ervan te waarborgen. Een cultuur van openheid kan helpen om silo-effecten en starre hi\u00ebrarchie\u00ebn te doorbreken als die de voortgang in de weg staan.<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Auteur naam:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Directeur Talentontwikkeling van het OKR Instituut<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post 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href=\"https:\/\/okrinstitute.org\/nl\/transforming-your-culture-to-focus-on-impactful-results\/\">Van activiteit naar prestatie: uw cultuur transformeren om u te richten op impactvolle resultaten<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/why-team-accountability-is-essential-for-growth\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/team-accountability-1024x576.png\" alt=\"Why Team Accountability is Essential for Growth\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/why-team-accountability-is-essential-for-growth\/\">Waarom teamverantwoordelijkheid essentieel is voor groei<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/navigating-change-as-an-agile-leader\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/03\/Blog-87.png\" alt=\"Navigating Change as an Agile Leader\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/navigating-change-as-an-agile-leader\/\">Navigeren door verandering als een Agile leider<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/the-optimal-okr-success-habits\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-73-2.png\" alt=\"The optimal OKR success habits\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/the-optimal-okr-success-habits\/\">De optimale OKR-succesgewoonten<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Labels<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR-coaching<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR-bus<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-7a0c9f3b uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" 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