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The 12 Ingredients Of Agile Organizations

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Keynote during the Agile Conference in Slovenia, 22 November 2018: The 12 ingredients Of Agile Organizations (and why you can not leave one out)

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The 12 Ingredients Of Agile Organizations

  1. 1. THE 12 INGREDIENTS OF AGILE ORGANIZATIONS AND WHY YOU CAN NOT LEAVE ONE OUT DIANA RUSSO
  2. 2. 20+ YEARS EXPERIENCE IN HR & LEADERSHIP OF WHICH LAST 10 YEAR AS AN (INDEPENDENT) ADVISOR BY DOING HELPING HR & ORGANIZATIONS TO DISCOVER & DESIGN THE ORGANIZATION OF THE FUTURE DIANARUSSO
  3. 3. THE WORLD IS CHANGING
  4. 4. The world is changing ... we are in the middle of a paradigm shift!
  5. 5. The world will be ending I will call it ‘THE END’ Stay in the cave Never be not afraid! New is always bad! THE WORLD IS ENDING > THE CROODS
  6. 6. ... WE ARE IN A PARADIGM SHIFT MIND SET SHIFT “OLD” CUSTOMS AND PATTERNS DISCOVER NEW POSSIBILITIES
  7. 7. D E M O G R A P H I C T I M E B O M B S U S T A I N A B L E S O C I E T Y D I S R U P T I V E T E C H N O L O G Y D O U G H N U T / G I G / S H A R I N G E C O N O M Y
  8. 8. Trends & Developments Happen at the same moment Reinforce each other Are interconnected
  9. 9. BE CURIOUS & ALERT
  10. 10. WHAT DOES THIS MEAN FOR ME AS INDIVDUAL? WHAT DOES THIS MEAN FOR TEAMS/DEPARTMENTS? WHAT DOES THIS MEAN FOR THE ORGANIZATION? BE CURIOUS & ALERT AND ASK YOURSELF >
  11. 11. WHY DO PYRAMIDS NOT WORK ANYMORE?
  12. 12. It made sense at that time... more than 100 years ago!!! SPLIT IN THINKING AND DOING
  13. 13. People forgot how to be responsible and take ownership THERE IS ALMOST ALWAYS SOMEBODY HIGHER UP TO DO SO
  14. 14. Many approval layers before a decision can be made .... RAPID RESPONSE TO CHANGES PUT A LOT OF STRAIN AND TENSION ON THE SYSTEM
  15. 15. Silo’s in organizations make it hard to collaborate & respond quickly WORKING IN ISLATION CAUSES DELAYS, INEFFICIENCIES AND MISTAKES
  16. 16. People feel treated like a number, as there is no differentiation in People (HR) Operations ‘ONE SIZE FITS ALL’ > PEOPLE GET A LOT OF THINGS THEY DON’T NEED AND VICE VERSA
  17. 17. NEW WAYS OF ORGANIZING WORK
  18. 18. AGILE ORGANIZATIONS ... FLAT (distributed) CONNECTED TRANSPARENT
  19. 19. T HE 1 2 INGRED IENT S FOR AGILE ORGANIZAT IONS
  20. 20. 5 LESSONS I LEARNED IN THE KITCHEN ... 1. Always use good ingredients and take your time 2. You can’t just leave an ingredient out 3. You fail, you learn! 4. Make sure the oven is at the right temperature 5. There is no such thing as THE best pizza recipe* * Although any one from Naples will disagree with you THE SAME APPLIES FOR ORGANIZATIONS IN TRANSITION
  21. 21. 12 INGREDIENTS FOR AGILE (PIZZA) ORGANIZATIONS AGILE WAYS OF WORKING FLEX ORGANIZING SHARED PURPOSE & RELEVANCE PEOPLE & VALUE DRIVEN CULTURE & LEADERSHIP
  22. 22. ADJUST ALONG THE WAY
  23. 23. STICK TO THE PLAN ADJUST ALONG THE WAY
  24. 24. SMALL STEPS. ITERATIONS & CELEBRATE SUCCESS
  25. 25. ONE BIG RELEASE SMALL STEPS
  26. 26. SHORT FEEDBACK LOOPS & CONTINUOUS DIALOGUE
  27. 27. HIERARCHICAL COMMUNICATION LEVEL CONVERSATIONS LISTEN TO EACH OTHER!
  28. 28. EXPERIMENT & LEARN
  29. 29. PSYCHOLOGICAL SAFETY Living Lab, Hackaton, F*ckUp Night, Free Floating Friday.... WE PROBABLY GET IT WRONG BEFORE WE GET IT RIGHT BUT IF WE KEEP ON DOING WHAT WE DID, WE WILL NOT CHANGE QUICKLY ENOUGH
  30. 30. PIZZA COALITIONS, ROLES & OWNERSHIP ACTIVITY-BASED (PIZZA) TEAMS
  31. 31. COMMUNITIES OF LEARNING & PRACTICES VALUE IS ADDED HERE! ORGANIZE EXPERTISE AROUND (CUSTOMER) NEEDS
  32. 32. CONTEXTUAL LEADERSHIP & AUTONOMY
  33. 33. CONTEXTUAL LEADERSHIP & AUTONOMY DEPENDING ON THE CONTEXT OR PHASE OF THE ACTIVITIES, SOMEONE ELSE TAKES THE LEAD THE MORE AUTONOMY , THE FASTER THE TEAM CAN REACT (DEPENDING ON TEAM MATURITY) INSTEAD OF HIERARCHICAL, MAJORITY OR CONSENSUS DECION MAKING >>> CONSENT BASED (NOBODY DISAGREES)
  34. 34. DIGITAL TOOLS & PERSONAL CONNECTIONS
  35. 35. Foto Flickr cc:Ian Sane INTERPERSONAL CONNECTIONS & SERENDIPITY “The more interpersonal connections we make, the bigger the chance that unexpected encounters, conversations or knowledge sharing take place which are relevant or add value”. Ronald van den Hoff
  36. 36. TRANSPARENT & FLUID
  37. 37. THE SECRET OF AGILITY 1. Fly with the same speed 2. Stay close to your neighbours 3. If you see a predator: get out of the way! IF YOU ARE NOT CONNECTED WITH YOUR TEAM AND LINKED WITH THE TEAM NEXT TO YOU, YOU ARE SABOTAGING AGILITY!
  38. 38. PEOPLE CENTRIC & PERSONAL DRIVERS
  39. 39. ONE SIZE DOES NOT FIT ALL > UNIQUE ‘EMPLOYEE’ PATHWAYS DIANA RUSSO HR OPERATIONS HAVE ATTENTION FOR THE FACT THAT PEOPLE ARE MORE THAN THEIR FUNCTION >>> WHOLENESS
  40. 40. INCLUSION & EQUALITY....
  41. 41. PROMOTE A CULTURE OF INCLUSION A WARM WELCOME, NOT ONLY FOR NEW HIRES, BUT FOR ANY NEW MEMBER IN A PIZZA COALTION!
  42. 42. TRUST & SPACE
  43. 43. CONTROL TRUST LETTING GO & CREATING SPACE, BY HOLDING IN A DIFFERENT WAY
  44. 44. SHARED PURPOSE & RELEVANCE
  45. 45. INSPIRATIONAL LEADERSHIP EGO ORGANIZATIONAL TARGETS RULES & PROCEDURES SHORT TERM RESULTS SUB OPTIMALIZATION SHAREHOLDERS CONTROL FOR THE CUSTOMER, CLIENT, CITIZEN... ECO SHARED PURPOSE GUIDING PRINCIPLES LONG TERM RELEVANCE CO-CREATION STAKEHOLDERS TRUST WITH THE CUSTOMER, CLIENT, CITIZEN...
  46. 46. STARTING POINT D E P E N D S O N C O N T E X T , C U L T U R E , C O M P A N Y P H A S E & C O U R G A E
  47. 47. IN PRACTICE WE SEE ... 3 C O M M O N ‘ R E C I P E S ’ • S T A R T W I T H : A G I L E W A Y S O F W O R K I N G ( i n g r e d i e n t 1 , 2 , 3 a n d 4 ) • S T A R T W I T H : V I S I O N A R Y L E A D E R S H I P T H A T I N S P I R E S / A C C E L E R A T E S T H E T R A N S I T I O N ( i n g r e d i e n t 9 , 1 0 , 1 1 a n d 1 2 ) • S T A R T W I T H : W O R K I N G I N A U T O N O M O U S T E A M S ( i n g r e d i e n t 5 a n d 6 )
  48. 48. ‘FRICTION’ BETWEEN THE INGREDIENTS
  49. 49. WORKING WITH ONE INGREDIENT CAUSES FRICTION IN ANOTHER, CAUSING CLOTS IN THE ‘DOUGH’ KNEAD THEM OUT, ONE BY ONE!
  50. 50. HR CAN BE YOUR ‘UNEXPECT ED ’ PART NER T O BRING AGILE T O AN ENT ERPRIS E LEVEL !
  51. 51. AGILE & HR AGILIST 3 IMPORTANT ROLES FOR HR IN THE TRANSITION PERIOD TREND TRANSLATOR The Croods: De wereld vergaat! TRANSITION LEADER
  52. 52. AGILE & HR... AND THE OBVIOUS ONE TO BRING AGILE TO AN ENTERPRISE LEVEL ENSURING THAT THE OVEN (TEMPERATURE IN THE ORGANIZATION) IS HOT ENOUGH ... FEEDING THE FIRE!
  53. 53. TO CONCLUDE • START SMALL AND INVITE (NOT FORCE) COLLEAGUES • INSPIRE YOUR COLLEAGUES, TO PARTICIPATE • START WITH MULTI-DISCIPLINARY AGILE TEAMS • WORK OUT LOUD - VISIBLE – TO INSPIRE AND ENGAGE OTHERS, BUT ALSO TO KEEP EVERYBODY IN THE LOOP • CONNECT WITHIN AND BETWEEN TEAMS > BONDING & BRIDGING > INSTEAD OF REINVENTING THE WHEEL • FAIL FAST AND LEARN • WORK WITH YOUR CUSTOMER, NOT FOR • BUSINESS LEADERS: PAINT AN APPEALING PICTURE OF THE FUTURE AND KEEP ON EMPHASIZING WHY WE DO THE THINGS WE DO!
  54. 54. AND REMEMBER ... 1. Always use good ingredients and take your time 2. You can’t just leave an ingredient out 3. You fail, you learn! 4. Make sure the oven is at the right temperature 5. There is no such thing as THE best pizza recipe* * Although any one from Naples will disagree with you ADD LOVE, COURAGE AND FUN TO YOUR OWN FLAVOUR
  55. 55. DIANA RUSSO WWW.DIANARUSSO.NL INFO@DIANARUSSO.NL DRHRBP DIANARUSSO/VANMAAREN DRHRBP

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