Developing Agile Midnset
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The document outlines the principles for fostering an agile mindset within organizations, emphasizing the need for cultural change and personal transformation at all levels. Key strategies include adopting a co-creative leadership style, eliminating management hierarchies, and promoting team culture through clear communication and trust. The focus is on empowering employees, encouraging collaboration, and viewing challenges as opportunities for feedback and growth.
Developing Agile Midnset
- 1. Developing Agile Mindset SUMARA DILPAZIR Founder Embracing Agile | Agile Transformation Coach | Certified ScrumMaster® https://www.facebook.com/embracingAgile/ https://www.linkedin.com/company/embracing-agile/ http://www.embracingagile.org/
- 3. Mindset “The way things are done around here”. (Deal & Kennedy, 2000).
- 9. Activity 01 The mind game
- 10. Traditional mindset (Command & Control) Agile mindset (Co-Creation)
- 14. Planting the seeds of Agile Transformation A. Change the organizational culture at all levels B. Individuals' Personal Awakening & Transformation
- 16. 1- Change your Leadership Style ▪ Be ready for PERSONAL transformation ▪ Be a ROLE model ▪ Be a STORYTELER ▪ INSPIRE your people ▪ Use small words of encouragement and appreciation ▪ Do not exercise POWER, FEAR, CONTROL over your employees ▪ Ability to ZOOM IN & ZOOM OUT ▪ Give your employees a VOICE
- 17. 2- Use the Co-create approach ▪ WORK WIITH your employees for change ▪ Share your WHY with your employees ▪ Share the marketplace information about change ▪ Giving employees DECISION AUTHORITY about the change ▪ Employees are more closed to actions and they receive the warning signs earlier than leadership, so take their INPUT about vision & direction of change ▪ Give employees a clear structure and process for reporting information and issues ▪ This is how they will emotionally OWN the change ▪ A co-creative leader will listen to the MESSAGE
- 19. 3- Remove the Management hierarchies ▪ Let go of STATUS and POSITION ▪ Flip the hierarchies, there is no such thing as MANAGEMENT There are no departments. Those fancy job titles, like VP, executive, and manager are gone. ▪ Invert your organizational chart, CUSTOMERS at the top, employees makes up TEAMS in the middle and higher-ups are TEAM SUPPORTS ▪ Leader improve engagement, while managers assign tasks, correct employees ▪ Be a LEADER, don’t act like a MANAGER ▪ Get rid of MICROMANAGEMENT ▪ Client or customer satisfaction as the top priority, when problem rise, everyone is on the same page
- 20. 4- Shift the Power structure When given clear responsibility and authority, people will be highly engaged, will take care of each other, will figure out solutions, and will deliver exceptional results.
- 21. 5-Create a team culture ▪ Know each other as people, not just professionals ▪ When the individuals work as a team, the team gains confidence and trust in each other that crease a sense of belonging ▪ Expose a problem to the team, and together, they have to solve it. ▪ Do some group activities ▪ Play team binding GAMES: In my shoes, SWOT, Peer introduction, candy Love, The roles we plays ▪ . When problems occur, the team responds. Team members hold each other accountable for team results and side agreements.
- 22. 6- There is no failure, only feedback. ▪ Positive attitude ▪ Thirst for knowledge ▪ Goal of team success ▪ Willingness to fail
- 23. 7-Remove your barriers ▪ Communications : Clear and efficient communication is appreciated. What is not valued are less direct approaches such as gossiping, stonewalling or politicising. ▪ TRUST : You can speak openly and freely about your team. Team members can count on each other and are reliable. We should tell the truth even if it´s uncomfortable. ▪ Respect: The team members are empowered to contribute their best. There are a mutual respect and real concern. ▪ Conflict Resolution: Conflict can arise as a mean of opportunity for discovery, creativity and growth. The team should avoid defensiveness, criticizing and finger pointing. A team should give and receive feedback on timely manners. ▪ Proactive: The team takes the initiative. The team is flexible in addressing opportunities, responding positively and creatively. Change is core to the team, and it is crucial for the rest of the organization too
- 24. 8- Invest on your teams emotionally ▪ Motivation ▪ Active Listening ▪ Empathy ▪ Honesty ▪ Fairness ▪ Meditation ▪ Resilience ▪ Trust & Respect ▪ Autonomy ▪ Transparency ▪ Compensation ▪ Encouragement ▪ Promotions ▪ HR Policy
- 25. 9- Hire more professionals ▶ Agile coach ▶ Agile Consultant ▶ Scrum Master
- 26. 10- Combining the two ▶ Include the personal transformation ▶ change leadership Style ▶ Adopt CULTURE OVER STRATEGY
- 28. “ ” We help building organizations with smart people who can work together to shape better working environment. We are mentors | We are coaches | You are change makers