creating alignment for agile change - agile and beyond 2015
TRANSCRIPT
#AAB15
CREATING ALIGNMENT FOR AGILE CHANGE
April Jefferson, Jason Little
@jasonlittle @_apriljefferson
Agile and Beyond 2015 #aab15
#AAB15
Jason Little April Jefferson@_apriljefferson@jasonlittle
Author, international speaker, college
professor, agile coach, haver of fun, culture
hacker, drummer and dad
Agile Coach, Consultant, Wife, Mom
& Lego Enthusiast with Big Hair
#AAB15
GOOGLE: “WHY AGILE FAILS”
RESULTS: 4,230,000
#AAB15
METHODOLOGISTS SAY: “YOU DIDN’T USE THE
TOOL RIGHT!”
#AAB15
CULTURE PEOPLE SAY: “YOU DIDN’T CHANGE
YOUR CULTURE!”
#AAB15
MINDSET PEOPLE SAY: “YOU DIDN’T CHANGE
YOUR MINDSET”
#AAB15
MANAGEMENT GURUS SAY: “LACK OF MANAGEMENT
SUPPORT”
#AAB15
AGILE ZEALOTS SAY: “YOU TRIED TO DO AGILE INSTEAD OF BEING AGILE!”
#AAB15
THE CONSULTANT YOU DIDN’T HIRE SAYS:
“THAT OTHER CONSULTANT SHOULD HAVE…”
#AAB15
SYSTEM THINKERS SAY: “ONLY IN RETROSPECT CAN YOU
UNDERSTAND…COMPLEX ADAPTIVE SYSTEMS THEORY SAYS….”
#AAB15
THE TRUTH IS…
#AAB15
THEY’RE ALL RIGHT… …AND THEY’RE ALL WRONG!
#AAB15
HINDSIGHT IS ALWAYS 20/20but looking back, it’s still a bit fuzzy
#AAB15
“YOU DID IT WRONG!”ISN’T HELPING ANYBODY…
#AAB15
SO WHAT CAN YOU DO?
#AAB15
THERE IS NO SUCH THING AS A BINARY “SUCCESS/FAILURE”
MEASUREMENT FOR ORGANIZATIONAL CHANGE
STOP IT!
#AAB15
DIVERGENCE IN UNDERSTANDING
the objective
BELIEFS
“RES
ISTA
NCE
”
MOVERS MOVEABLES IMMOVABLES
#AAB15
HOW CAN WE CREATE ALIGNMENT?
1) ACCEPT UNCERTAINTY 2) INVOLVE THE PEOPLE 3) USE FEEDBACK-‐DRIVEN
APPROACHES
Guide
CANVASES HELP CREATE ORGANIZATIONAL ALIGNMENT
FRAGMENTATION- Unclear vision for
change - Lack of awareness - Lack of urgency
REINFORCEMENT- Clear vision - Quick wins celebrated - Autonomy,
engagement
- create big visible room - create team/
department canvases - organize lean coffee
sessions - marketing! (make
posters and stuff!)
ACTIONS
ALIGNED FRAGMENTEDFRAGMENTED
- weekly lean coffee - executive sponsored
lean coffee - monthly retrospectives - refresh strategy
canvas - celebrate wins! - review progress
ONGOING ACTIONS
- Leverage internal networks
- Build understanding - Encourage honest,
open dialogue
ALIGNMENT
MOVERS MOVEABLES MOVEABLES IMMOVEABLES
TIME
#AAB15
AND NOW…
April JeffersonAgile Coach, Consultant, Wife, Mom & Lego Enthusiast with Big Hair
University of Michigan Medical School
Information Services Department
Data Management Teams
Implementation
WHY DID I RECOMMEND CANVASES
for University of Michigan Medical School
Failed Agile Adoptions
Culture of Blame
Management Goals Unclear
Work Not Visible By Team
Not Delivering
Change Dictated
SETTING THE STAGE
Removing Blame
Solution Focused
Culture Change
SOCIALIZATION & INCLUSION
Why Change
Learning & Discovery
Invite Dialogue
Participant Not Observer
DISCOVERY & TRANSPARENCY
What’s Really Going On
Most Valuable Change
Set Expectations
Urgency for Change
Changes Being Made
ALIGNMENT & OWNERSHIP
Shared Change
Partnering
Buy-‐In
Invested
ORGANIC CHANGE
Change Introduced By
Team
Change Requested By
Team
ChangeSelf-‐Managed
REVIEW
Engage with Canvas Often
Move Things Based on
Observations
Review Biweekly with Management
Review Monthly with Teams
Discuss if Adopted
Adopted = Done = Win
LESSONS LEARNED
Having canvases doesn’t mean there is alignment for your change just like having a standup doesn’t make you
agile.
Inform Early About Change
Prep Culture Change
Create Strategy Canvas In Open
Space
Formerly Introduce to
Teams
Don’t Skip Team Canvases
Review Regularly
Document Wins Often
Special thanks to any agilest who created memes used in this
presentation!
@_AprilJefferson
CuriousAgility.blogspot.com
#AAB15
THE CANVAS DOESN’T MATTER BUT THE
CONVERSATIONS DO
#AAB15
CHANGE MANAGEMENT SAFARI!Make your canvases visible, stop using status reports
and GO TALK TO PEOPLE!
#goat14
LEAN CHANGE MANAGEMENT
@jasonlittle @_apriljefferson
Jason’s Blog: http://leanchange.org or http://agilecoach.ca April’s Blog: http://curiousagility.blogspot.ca/
#AAB15
ORGANIZATIONAL CHANGE CANVAS
#AAB15
TEAM VISION
STRONG SUPPORT
WHAT IS WORKING AGAINST THE CHANGE?WHAT IS SUPPORTING THE CHANGE?
SEVERE BLOCK
OPTIONS
PREPARE INTRODUCE REVIEW
CO
ST
VALUE
Where does the team want to be in 6 months? A year?
what help does the team need to contribute to this vision?
WHAT’S OUR PLAN?
WHAT HELP DO WE NEED?
Experiments we can do to contribute to the overall
change strategyExperiments
being plannedExperiments in
progress
Experiments being reviewed
against expected outcomes
TEAM/DEPARTMENT TACTICAL EXECUTION CANVAS
#AAB15
#AAB15
MOVERSDon’t need to be motivated Will become your change champions May need to develop skills
MOVEABLESMight need to be motivated Might need to be re-assured Want to see quick wins first
IMMOVEABLES
Will blame everything for any failure! May be disruptive Can end up as strong supporters Want to see their own tribe doing the change