Transformation vs adoption agile india 2014 An Experience Report
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Transformation vs adoption agile india 2014 An Experience Report

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An experience report of how we have made use of Schneider culture model in our transformations.

An experience report of how we have made use of Schneider culture model in our transformations.

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  •  Transformation is about changing the ‘agile being’ side of the equation2. Adoption is about changing the ‘agile doing’ side of the equation
  • This provides a way to see relationships between the cultures. Forexample, Control culture is more compatible with Collaboration orCompetence cultures than with Cultivation culture. In the Schneidermodel, Cultivation culture is the opposite of Control culture; learningand growing is opposite of security and structure. Similarly,Collaboration is the opposite of Competence.

Transformation vs adoption agile india 2014 An Experience Report Transformation vs adoption agile india 2014 An Experience Report Presentation Transcript

  • Adoption Vs Transformation Ebin John.
  • Agenda • Adoption and Transformation • Schneider model and organization culture • Changes we made in our transformation model.
  • All models are wrong, but some are useful! :George Box All models are useful, but some fail faster than others :Jurgen Appelo
  • • Learning how to make a decent cofee is adoption ; Becoming a barista is a transformation. • Adoption changes only what you do. Transformation changes what you are. Adoption Vs Transformation
  • • The Agile community suffers a significant confusion between adoption and transformation. • Sadly, majority of the change agents talk of adopting Agile and not about transforming the culture of a company to support the Agile mindset. Why?
  • • The first step in mitigating a problem is to acknowledge that you have one. • If you do not manage culture, it manages you. Where do we start?
  • Agile is not a Process – it Defines a Culture • Agile is an idea supported by a set of values and beliefs. • In other words Agile defines a target culture for successful delivery of software.
  • Doing Agile isn’t the same as being Agile • The essential point is that we are “Doing Agile” when we follow practices and we are “Being Agile” when we act with an Agile mindset. • Adoption is about changing the ‘agile doing’ side of the equation • Transformation is about changing the ‘agile being’ side of the equation
  • To be successful, we need to start thinking about Agile as a culture and not as a product or family of processes.
  • The Schneider Culture Model defines four distinct cultures: • Collaboration culture is about working together • Control culture is about getting and keeping control • Competence culture is about being the best • Cultivation culture is about learning and growing with a sense of purpose.
  • We changed our transformation Backlog!
  • Working with Your Culture
  • Choose your Model • Schneider Culture Model – an easy-to-use tool for assessing culture in your company. • You can use the cultural fit model to decide what approach - Agile, Kanban, or Software Craftsmanship - will best fit with your organization if you want to work with the existing culture.
  • Questions
  • Thank You
  • References • An Agile Adoption and Transformation Survival Guide: Working with Organizational Culture : Michael Sahota • Anderson, David. The Principles of the Kanban Method. Web. 10 Dec.2010. <http://agilemanagement.net/index.php/Blog/the_principles _of_the_kanban_method>. • Appelo, Jurgen. How to Change the World (slides). Web. 2011.<http://www.noop.nl/2011/09/how-to-change-the- world.html> • Appelo, Jurgen. How to Change the World. Lulu. eBook. 2012.