LAST CONFERENCE - 2017 As Agile Practitioners we use experiments and retrospectives to gain insight into new and better ways of doing things. Change is at the heart of how we work, but how equipped are we to implement change? The Change Management world is just beginning to recognise how useful Agile can be in supporting change. It’s time we in the Agile world looked to how Change Management can support us embed new ways of working. Change resistance is one of the most difficult things we encounter. Rossabeth Moss Kantor, a change guru and Professor at Harvard Business School explains that “resistance to change manifests itself in many ways, from foot-dragging and inertia to petty sabotage to outright rebellions”. In a world where the change that accompanies innovation is inevitable, overcoming resistance to change becomes imperative. Agile provides us with an approach to change that supports the way we need to work in the future. Come along to this talk to: • Understand why people resist change • Learn how to use Agile techniques to overcome change resistance • Increase your confidence in managing change associated with Agile ways of working

1. Katrina Kolt
Enterprise Agile Coach
https://www.linkedin.com/in/katrinakolt/
10 reasonable reasons people resist
change… and how Agile overcomes these
agilesista
LAST Conference 2017
29 & 30 June
Swinburne University,
Melbourne
Lastconference.com
#LASTconf
#GetOnBoard

3. Invite involvement in shaping the change
1. Loss of control

4. Invite involvement in shaping the change
1. Loss of control
Antidote:
Invite involvement in shaping the change

5. Invite involvement in shaping the change
2. Excess uncertainty

6. Invite involvement in shaping the change
2. Excess uncertainty
Antidote:
Break change into small iterations

7. Invite involvement in shaping the change
3. Surprise

8. Invite involvement in shaping the change
3. Surprise
Antidote:
Stagger change & make it visible

9. Invite involvement in shaping the change
4. The difference effect

10. Invite involvement in shaping the change
4. The difference effect
Antidote:
Create a backlog to quantify & prioritise
the change

11. Invite involvement in shaping the change
5. Loss of face

12. Invite involvement in shaping the change
5. Loss of face
Antidote:
Emphasise the pivot, to learn from failure

13. Invite involvement in shaping the change
6. Competence concerns

14. Invite involvement in shaping the change
6. Competence concerns
Antidote:
Assurance, information, education & support

15. Invite involvement in shaping the change
7. The ripple effect

16. Invite involvement in shaping the change
7. The ripple effect
Antidote:
Map impacts across the organisation &
address them

17. Invite involvement in shaping the change
8. More work

18. Invite involvement in shaping the change
8. More work
Antidote:
Plan for a sustainable pace

19. Invite involvement in shaping the change
9. Past resentments

20. Invite involvement in shaping the change
9. Past resentments
Antidote:
Repair rifts

21. Invite involvement in shaping the change
10. The threat is real

22. Invite involvement in shaping the change
10. The threat is real
Antidote:
Be honest, transparent, fair and fast

23. Invite involvement in shaping the change
1. Loss of control Invite involvement in shaping the change
2. Excess uncertainty Break change into small iterations
3. Surprise Stagger change and make it visible
4. The difference effect Create a backlog to quantify & prioritise the change
5. Loss of face Emphasise the pivot to learn from failure
6. Competence concerns Assurance, information, education and support
7. The ripple effect Map impacts & address them
8. More work Plan for a sustainable pace
9. Past resentments Repair rifts
10. The threat is real Be honest, transparent, fair and fast
Reasons people resist change…and how Agile overcomes these