About BeeDo
History of BeeDo
The Beedo process (or methodology) has been developed since 1996. Rimantas Jankevičius, author of the process, application of productivity at all companies where he worked. Beedo is a practical tool, largely built on the experience accumulated Worldbank, Coca-Cola, Verozona, Eskimi.
16 years of researches have revealed the effect of efforts, focus and creativeness on the efficiency of a man and team. The research was followed by attempts to apply different approaches to allow every man to build several times greater efficiency skills that he or she has. At first, Rimantas Jankevičius tried everything on himself. Only later he applied his knowledge and experience in the teams he worked with.
Personal efficiency
Before getting started with BeeDo, consider the following points:
- Brainstorming or vacuum. How to achieve the target and the result? Sometimes we have so many thoughts that they overshadow our regular life and activities. And sometimes our heads are just empty. What to do in both cases?
- Re-planning is normal – how to do it quickly? Life is constantly going forward. Circumstances and situations are changing all the time. Planning is a must because it allows you to see the bigger picture. Planning on a constant basis requires too much time. Could you spent 1 hour per week or 20 min. per day on regular re-planning?
- Classifier helps understand. Life is clear when it is classified. It is easier to find a product in a shop when products are arranged on shelves rather than scattered around. So how to arrange your thoughts?
- Focus and creativity. What’s that? What and when to apply? When you are focused, it is difficult to think of something new. When you are too relaxed, you cannot do anything. What, how and when to do?
- Surprises and routines. Life is either boring or full of surprises. How to have fewer surprises and as many routines as you want?
- Harmony of aims and/or extreme orientation to results. How to find the happy medium between tossing around and too much focus?
- Micro-tasking effect. We are how we speak and write. How to form your mental provisions (responsibility, courage, determination) without spending too much time on it?
Micro-teams are the foundation of an organisation
Since 2002, I have concretised efficiency studies and started applying the practice in micro-teams (up to 10 persons). One of the key issues of this work is the principle of clarity between the manager and the employee.
Every complex organism in the nature consists of smaller and simpler ones. This is also the case with organisations: large organisations consist of many micro-teams: units, divisions, departments, etc. BeeDo builds efficiency skills in micro-teams. BeeDo is also a tool which helps use these skills and achieve better results. It is natural that with skills we can solve many personal issues using simple Excel or Word solutions. However, team solutions are virtually impossible with common office programmes. As the experience shows, BeeDo makes many personal solutions simpler and team solutions practicable.
Beedo skills for life
The Beedo process is built so that the skills acquired serve you the whole life. A good shooter shoots only when he takes a good aim.
The same applies to the Beedo process: if you have completed the training of the Beedo process, you will perform your tasks after careful planning and constantly learning from every step. This results in high quality and long-term value effect. Similarly, a manager who completes the Beedo process knows his/her employees, their strengths and weaknesses, and is able to quickly respond to the changing situation. The manager can have a long-term vision and at the same time be able to adjust team actions according to the situation.
BeeDo means constant and coherent change in the organisation
Key precondition for that is competitiveness.
We often hear our clients say that changing the direction in a large organisation means the same as changing the course of a large ship. When the staff has BeeDo process skills, these changes are much faster.
Since the BeeDo process changes the personality, we recommend that you have a friend–mentor to help you meet your personal expectations. It may be your superior, colleague, friend or Verozona employee. The manager also needs a friend–mentor because employees have many questions when introducing the BeeDo process. To get concrete answers, you need decades or…simply consult with us. We have systemised the experience and are able to share it you providing clear examples.
BeeDo is the result of contemporary management research and theories
The BeeDo project (teaching and operations parts) has an integrated practical application of such theories as:
- Situational leadership
- DISC
- TOC (theory of constraints)
- Targeted selection
- Agile or Waterflow
- GTD (get things done)
- Value innovation
- Johari window, feedback techniques
- Management accounting
BeeDo implementation is cheap and simple
The implementation of the BeeDo process is simple. Everything starts with several people in the organisation (one of them must be the head of the company or the unit). At first we train several employees, who will later share their experience with others. It is not necessary to start revolution in the whole organisation. The organisation coherently and systematically changes with changes in every man and respectively every unit.
The practice of the BeeDo implementation is the client’s working space. No official, expensive and time-consuming training. Training starts with the very first task. So, you can see the benefits already next day, next week and next month.
BeeDo and personnel assessment
One of the most challenging tasks for the manager is to set a salary scale for the staff. Usually, we do it following the “give or take” principle and see if the amount seems fair to the both parties. BeeDo offers a competency assessment methodology which helps the manager and the employee know why the salary is what it is and what should be done to increase it. Such an assessment also shows the manager whether the employee is appreciated or overrated.
