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Agile
RevolutionOver Transformation
Isn’t Enough
https://www.flickr.com/photos/pabak/14496866427/
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Agile
RevolutionOver Transformation
Isn’t Enough
https://www.flickr.com/photos/pabak/14496866427/
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Todd CharronTwitter: @toddcharron
Email: [email protected]
Agile Coach, ImprovisorMentor: Lean Startup Machine Founder: Follow Your Fear Day
Who Am I?
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http://www.reuters.com/article/2012/02/13/idUS206536+13-Feb-2012+BW20120213
At the current churn rate, 75% of the S&P 500 will be replaced by 2027.
Year Tenure for average firm on S&P 500 (years)
1958 61
1980 25
2011 18
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Of Your
Use TheWHOLE
Organization
https://www.flickr.com/photos/125992663@N02/14597738221/
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Organizations Need to be cutting edge thinkers
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Leaders Not Followers
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BUT
AGILEChangesHow The
Organization
WORKS
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IS
AGILEDoesn’t
CHANGE
OrganizationWho The
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AREWe Need To
Change
WHOOrganizations
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Who Do YouWork For?
Who Are You?
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Or do you relinquish itto leadership?
Can you bring your full
power, creativity,
intelligence to work every
day?
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Agile Transformation Styles
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Thou Shalt Be Agile!
Top Down
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Can we really order people to be Agile?
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Changes practices but rarely changes the organization
Bottom Up
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Are we really committed?Pilot Team
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Will we ever get there? Do we even have a vision of where we’re going?
Gradual Evolution
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https://www.flickr.com/photos/pikawil/15243882912/
DOOMED!
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Culture attracts and retains top Talent
Culture Wins Over Process
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Need tobake it
into yourDNA
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https://www.flickr.com/photos/pikawil/15243882912/
Dictatorships
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Organizations Operate Like Dictatorships
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This happens whether you want it to or not
Rule Through Authority, Suppress Dissent, and Use Fear
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- Gene Sharp
The population gets turned into a mass of isolated individuals
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Cannot do much of their own initiative
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Current Organizational Structures May be Removing Power from People
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- Gene Sharp
People are often too frightened to share their hatred of the dictatorship
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You only have authority if the people recognize it
Authority is an illusion
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Authority can make change but only winning hearts and minds can sustain it
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We must make change on an emotional level
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Authority: DirectionForceCoercion
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So if not authority, then what?
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Liberty: FreedomAutonomyOpportunity
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How far can we go creating liberated organizations?
Valve, Zappos, Netflix experimenting with increasing liberty
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We can be more free, more liberated
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We will get better
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We will be better
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https://www.flickr.com/photos/pikawil/15243882912/
How do we defeat a dictator?
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Attack where it is weak
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Incompetent Bureaucracy, excess controls, ineffective policies and operations
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Institutional conflicts and personal rivalries
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People may become apathetic, skeptical and even hostile to the regime
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To defeat your organizational dictator
https://www.flickr.com/photos/birgerking/7080728397
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To remove the dictator we must remove its legitimacy and the rewards that sustain it
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Rebellions can be put down
Warning: Revolutions start as rebellions
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5 Steps To Revolution
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1. Understand Who You Are2. Understand Where you Are
Going3. Messaging4. Build Autonomy5. Build a Cult(ure)
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1. Understand who you are
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As a companyAs a group of rebels
Who are you?
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Who is the face of this change?
Who is your leader?
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Be intentional.Be polarizing.
What’s your point of view?
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...and live by them
Have Values
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Keep Method WeirdWhat would MacGyver Do?Innovate Don’t ImitateCollaborate, Collaborate, CollaborateCare Like Crazy
Method Values:
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Leaders Change First
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You Won’t Please Everyone
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What Is Your Shared Pain?
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What Is Your Dictator?
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Is there an inciting incident?
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2. Understand Where You Are Going
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What does success look like?
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How do we measure the strength of the dictator?
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We Are (Company, Rebel Group), we believe _________
Exercise:
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Our dictator is ______ it causes _______
Exercise:
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The dictator gets its power from: __________
Exercise:
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The dictator is vulnerable to: __________
Exercise:
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We will know the dictator is losing power when: __________
Exercise:
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We will know we have succeeded when: __________
Exercise:
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Create a declaration of independence from the dictator
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What is
vs.
What could be
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Individuals and interactions over processes and tools
Working software over comprehensive documentation
Customer collaboration over contract negotiation
Responding to change over following a plan
We are uncovering better ways of developingsoftware by doing it and helping others do it.Through this work we have come to value:
That is, while there is value in the items onthe right, we value the items on the left more.
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Build your narrative
Tell your story
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While respecting what was good about it
Focus on Dissatisfaction with the Dictator
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Be factual, don’t sugar coat
Celebrate Your Victories
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4. Build Autonomy
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Autonomy requires Clarityand Competence
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What am I concerned about?
From may I toI intend to
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Or Go Against The Grain
Embrace Ideas That Seem Uncomfortable
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Trust Their Choices Even If They Are Different Than Your Own
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If not, fix THAT rather than remove power
Trust that they are competent and have clarity of vision
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Why Are They There?
If you don’t believe they can understand the vision or pick up the skills
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Focus on the bright spots
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Create Opportunities For Them To Go Deeper
Meet People Where They Are
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5. Build a Cult(ure)
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Working Towards A Common Goal
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Warm Ups and Other Rituals
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Become More Group’ish
Flip Your Hive Switch
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Synchrony Builds Trust
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Focus on What You Have In Common
Increase Similarity Not Diversity
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Membership Rather Than Followership
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NOT Between Individuals
Healthy Competition Between Teams
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Dancing Dissolves HierarchyPlay Poker
Lose Yourself In The Group
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How will you keep Method weird?
Create Positive Rites Of Passage
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Tribes, Squads, Chapters, GuildsSprints, Scrum, Daily Scrum, Retrospectives
Create Symbols, Names, Insider Language
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Give your members a name- Beliebers is taken
https://www.flickr.com/photos/joebielawa/8107447247
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Provide Immediate Recognition for those living the values
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The is THE top priority
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The is an ongoing long term effort
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You need to be intentional about who you are
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This is the thing you have to scale
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You need to lead it and own it
Outsiders Can Help
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BUT
AGILEChangesHow The
Organization
WORKS
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IS
AGILEDoesn’t
CHANGE
OrganizationWho The
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AREWe Need To
Change
WHOOrganizations
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RevolutionStart a
https://www.flickr.com/photos/pabak/14496866427/
Todd CharronTwitter: @[email protected]