Talk delivered by Antoinette Coetzee at Romania Meetup - 18 Mar 2019 Abstract: Agile has brought a radical way of looking at the world of work. In a lot of cases it is counter-intuitive and requires unlearning and stretching into unknown ways of doing, thinking and acting. In short, it requires people to CHANGE. And no matter how much we profess that we are comfortable with change, change is hard. As agilists we come up against this reluctance to change all the time. In fact, we could say that agile coaching was born out of the need to facilitate the change necessary in people and organisations. So it goes without saying that we need to understand change, know how to wield it effectively and more than anything, need to know how to support people when they go through change. In this session we will explore: How to create an environment for change How individuals experience change How we can work with resistance How to bring about successful organisational change How neuroscience can help us As coaches, it is vital for us to have a visceral experience of what we ask our clients to go through when we work with them. In this talk, you will be given a chance to apply the learnings by practicing on one another, either in person or in virtual groups. And if this makes you reluctant to join the session, all the more reason to join us!

1. Change without
resistance
Understanding change
Agile Coaching and Beyond Meetup, Romania
18 Mar 2019
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2. PAIR WORK
Connect with the person next to you, or pair up in Zoom rooms.
What is your experience of change? Individually or
professionally?
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3. We’re here to understand Change better
And we will look at:
• How we experience change
• Ourselves as change agents
• Organisational change in general
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4. How we experience
change
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5. EDGE THEORY
Source: CRR Global - O R S C
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6. Stages of readiness for change
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7. Neuroscience tells us that
criticism is a change deterrent.
Self-critical people are less open
to change and make fewer
changes.
Kerrie McGonigal – The Neuroscience of Change
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8. SOLO WORK
Think about a personal change you would like to make. Be sure
to pick one you are willing to share with the person next to you.
How close to the Edge are you currently? Draw an edge
diagram and indicate where you are.
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9. SOLO WORK
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What works for you where you are right now? What is
important? What has brought you this far? What do you value?

10. SOLO WORK
Lets explore the secondary for a moment, that which is
emergent.
Just peep, what do you see? What supports your values over
there? What is there that could be a gain for you?
Now JUMP back to where you were! Unless you want to stay
over the Edge now that you have been there?
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11. @AntoinetteCoet Change without Resistance
WORKING AS AN
AGENT OF CHANGE

12. PAIR DISCUSSION
Let’s turn to the people you are working with now. Where are
they struggling? What is the struggle?
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13. “Resistance is an unskilful
expression of a valid concern”
PETER BLOCK
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14. StatusS
CertaintyC
AutonomyA
RelatednessR
FairnessF
David Rock
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15. PAIR DISCUSSION
What do you think are the valid concerns of the person or
people that are so-called resistant to change?
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16. Conditions for successful change
1. New information has to enter the system
2. There needs to be a compelling, shared vision
3. There needs to be something positive in it for the individual
4. Individuals need to have a say in how the change happens
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17. HELPING PEOPLE CROSS AN EDGE
What works? What does he/she value?
Current painpoints?
HONOUR THE FAMILIAR
NEW INFORMATION
What now? Concerns? Next steps?
Be curious and meet them where
they are.
COACH WHAT ARISES
How the new role supports what they
value, strengthens what works and
addresses what doesn't. Be authentic!
Source: Lyssa Adkins et al :“Coaching Agile Teams” course
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18. PAIR WORK
1
Given your team or
environment change
situation, what are the
positives of his/her
current position?
2
What can you
see as the
negatives?
3
What about their new
role will enhance
the positives
and diminish
the negatives? How
can you make them
aware?
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19. Coaching Demo
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20. Meet people where they are
Remember the Elephant vs Rider
Keep people at choice
Be certain about the positive outcomes for
THEM in the new situation
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21. Organisational change
in general
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22. EDGES IN AN ORGANISATION
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On average 1 out
of 17 people do
not transition

23. Culture changes
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• If we treat Culture as Everyday Shared Habits, we can change it as we would
other habits
• Habits are stored in our longterm memory, and they have to remain long
enough in the short term memory to be transferred to long term memory –
we have to be able to recall the new thoughts
• They have to be sticky
• The thoughts need to only contain the essence
• They need to be resonant and cohesive
E.g. Microsoft:
Create Clarity
Generate Energy
Deliver Success
• For more, watch Marsha Smother’s TED talk – Transforming through
Neuroscience

24. PAIR WORK
Back to you…
Given everything we have
spoken about today, what is the
one baby step you can take to
forward your personal change?
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25. Question time….
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26. THANK YOU!
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