Lopa Misra - Will a Listen up, speak up culture help improve organisational agility ?

What is the background situation/context for your probe?

Organisations are aware that to thrive in this VUCA world, they have to create a culture of learning and innovation.

In order to create this culture, people need to speak up, share ideas, feel free to experiment as well as share concerns freely without fear of any negative repercussions yet we have seen and experienced there is something which stops us from speaking up and sharing our thoughts and in turn leading to stress, causing us immense grief and pain.

As per research a mere 1 per cent, feel “extremely confident” voicing their concerns in the workplace in crucial instances. In another study, 93% of people say their organization is at risk of an accident waiting to happen because people are either unwilling or unable to speak up.

What is (or has been) your hypothesis?

My hypothesis is that as much as we talk of creating a speak up culture, it is equally imperative that leadership (senior leaders, managers, change agents) encourage an ongoing dialogue and create a culture of listen up, being self-aware of how they  contribute to creating this culture and improve organisational agility.

What is the experiment you would like to run (or you have run) and how can this experiment validate or invalidate your hypothesis?

Have tried and been working on some experiments to validate my hypothesis. This is specifically for leaders/would be leaders.

 Invite the leaders as part of leadership team or extended leadership  team to a session and:

  1. Self-reflect and identify how their  behaviours contribute or impact the safety of people they interact with.
  2. Identify actions which they need to take as individuals to help create a speak up, listen up culture.

After a quarter , run a survey with team members to see if they are feeling psychological safe to share new ideas. If successful, it can be rolled across rest of the business unit and then across the organisation.

Is there a specific skill/technique you would like to learn/explore at this coach camp?

Ways how other organisations are working on improving psychological safety in their work place and help creating a culture of learning and innovation.Would like to understand how they are able to sustain on the actions.

As change agents/coaches, we are also impacted . How as coaches we are working on creating a safe environment for ourselves to experiment and learn and create positive culture


Call for Papers CLOSED
Ended on Jan 25 '20 05:29 AM IST

Interested in attending the Agile Coach Camp on Oct 11th in Bengaluru? Read on...

It's been 12 Years and almost 110 viral Agile Coach Camps since our very first coach camp experiment. This year, Coach Camp co-creator Naresh Jain along with Jutta Eckstein and John Buck will lead participants in this Coach Camp in Bangalore, organized as part of the Agile India 2020 Conference.

Coach Camp Theme

As a coach, you're often the one who needs to drive and sustain change. Yet, how do you do this? What has helped and hindered you doing so and how can you best pass your experience on to other coaches or how can you best learn from other coaches?

This is the theme for this year's coach camp. To tackle this challenge, we invite you to try something new:

  • Currently, we face the following situation: Constantly driving change is getting more and more important for companies to survive in this VUCA world. At the same time, it is (or should be) the core skill of every coach – no matter if you coach individuals, teams, or organisations. However, sometimes it seems every coach has to come up with her own experience on how to drive change successfully.
  • Our hypothesis is that for driving change, every coach uses so-called probes, that are defined by small, safe-to-fail experiments based on hypotheses derived from reflection on the current situation as well as on theory. So, probing allows discovering (based on the hypothesis) what's working and what is not through one or several experiments. This allows to make sense of both the current situation but even more important of the situation we are aiming for. And if we create a knowledge base of our collective wisdom on probes we used (or intend to use) we can learn from each other.
  • Therefore, as an experiment we want to invite this year's coach camp participants to jointly discover, share, create, improve, and finally publish probes that help(ed) driving and sustaining change. As in a typical coach camp, we will use the Open Space format to explore different topics for driving change and we invite you to use probes to focus the discussions on these different topics. We anticipate as a result that the discovered and created probes will provide a foundation for such a knowledge base.

Registering for the Coach Camp

The coach camp is free of charge (financially) yet, for registration we ask you for the following:

  • Please click on the Add Paper button and submit your position paper. In your position paper, you will be asked to share an idea for a probe, consisting of a background situation (context), a hypothesis, and an experiment. This can be a probe you've implemented before, one you've discovered/heard of others implementing it, or you intend to implement. The probe should focus on the coach camp's theme: Driving Change.
  • The discussed probes provide a basis for a free and publicly accessible knowledge base.

Final Note

Please note, we want to invite you to use probes for the discussion and recording of the Open Space sessions. This is by no means an enforcement. We are well aware that there might be situations where probes are not the right means for discussing or/and recording a particular topic - and that is of course fine. After all, using probes for this coach camp is a probe in itself (and we are open to possibly invalidate our hypothesis.)