Agile Culture - Leading the Change

This article is focused at Senior Executives at large Enterprises who are struggling to obtain the benefits that Agile promises. A large part of the reason is because people often confuse Agile as a methodology and not so much as a cultural transformation. All Agile experts agree that cultural change is necessary in organisations for Agile to take root. And often the best group to bring out cultural changes in organisations is the top management. People look up to their Executives and learn from their behaviours. This talk focuses on 6 behaviours that Senior Executives can personally adopt as part of their regular office routine in order to drive change within their organisations. These are based on the speaker's experience working with a number of large Enterprise organisations struggling to make the Agile switch. These changes are quite straightforward and do not require changes to organisational policies or call for additional budgets.


Outline/Structure of the Talk

Discuss why large Organisations often do not get the benefits of Agile

Impress on the cultural elements that are key to a transformation

Discuss 6 specific behaviors executives can incorproate in their daily office day that can lead the Agile Cultural change

Learning Outcome

Actionable ideas on leading the culture change

Convey culture change by action rather than messages

Bond better with the rank and file of the organisation

Target Audience

Executives at Fortune 500 Organisations

Prerequisites for Attendees

Understand basics of Agile and Scrum

schedule Submitted 1 year ago

Public Feedback

comment Suggest improvements to the Speaker
  • Tathagat Varma
    By Tathagat Varma  ~  1 year ago
    reply Reply

    Vinod, the industry-wide stats for organizational transformation of any non-trivial scope are mindboggling. Some say 70%, while some go up 90%. These include all the garden variety, as well as functionally specialized like ERP (and not Digital Transformation) and horizontally all-encompassing like our so-called agile transformations. Sadly, these number have remained more or less in the same range over the decades.

    So, I am a bit sceptic when we add more frameworks and models to the chaos that is already there. On the other hand, if there are real-life experiences that describe how exactly an issue was addressed, that is a great value to the practitioner. A new model is also ok but only when rigorously tested against a statistically acceptable set of contortionist. But from industry / practitioner perspective, I prefer to learn about real-life case studies that help people unpack the entire theory into small tangible chunks.

    Can you rework your proposal accordingly? That will help us the review team.

    • Vinod Sankaranarayanan
      By Vinod Sankaranarayanan  ~  1 year ago
      reply Reply

      Hi TV,

      There are no frameworks in this presentation. In fact this presentation is heavy on culture and habits. The crux of the presentation is based off my experience and real world examples of what I have seen (in some organizations and don't see in other organizations). The six agile habits, I suggest leaders inculcate are,

      • Org Leaders should insist to view project status on ALM tools as against ppts or word
      • Org Leaders should come to the team zone to attend showcases and not expect team to go to their suites for a showcase
      • Org Leaders should lead retros by talking first about their own improvement areas
      • Keep webcams on when attending conference calls
      • Org leaders should have their own wall and walk their teams through it once in two weeks
      • Org Leaders should remove blockers (maybe one blocker a week) - and thereby be useful to the team

      Given your experience, I am sure you will appreciate the value of the above six habits. It's mostly centered around leadership and drive change by example.

    • Vinod Sankaranarayanan
      By Vinod Sankaranarayanan  ~  1 year ago
      reply Reply

      In addition and on further reflection, I can take off slide 5 - the Laloux Culture Model. Perhaps that is creating the confusion of bringing in a new framework. Kindly do let me know, if that will facilitate an approval for the presentation.

      • Tathagat Varma
        By Tathagat Varma  ~  1 year ago
        reply Reply

        Thanks Vinod. In case we have any further questions, we will let you know.