Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

How to implement agile in a waterfall company

3,344 views

Published on

This is a private presentation I made few months ago. It ignited a very interesting dialogue with the attendees.

Published in: Leadership & Management

How to implement agile in a waterfall company

  1. 1. How would you implement Agile at a company currently working in pure-waterfall? by @jmbeas 26/Oct/2015
  2. 2. HOW?
  3. 3. HOW?
  4. 4. WHY?
  5. 5. WATERFALL PREDICTIVE DIVIDE GOALS
  6. 6. PROBLEMS WITH WATERFALL ☟ ADAPTABILITY ☟ TIME TO MARKET ☟ CUSTOMER CENTRICITY ☟ INNOVATION ☝ COMMUNICATION COSTS
  7. 7. AGILE SOLVES THOSE PROBLEMS ECONOMIC BENEFITS FOR TOP MANAGERS GO AGILE!
  8. 8. AGILE TEAMS AUTONOMY SERVANT LEADERS EMBRACE CHANGE
  9. 9. WATERFALL AGILE current statu quo unknown statu quo “stay comfortable in the uncomfortable”
  10. 10. “NO ONE WILL CHANGE JUST BECAUSE THEY’RE ASKED TO CHANGE” — jmbeas
  11. 11. RATIONAL + EMOTIONAL A GOOD REASON FEAR
  12. 12. MASLOW’S HIERARCHY OF NEEDS SELF-ACTUALIZATION ESTEEM BELONGING PHYSIOLOGICAL SAFETY
  13. 13. HOW?
  14. 14. HOW? (MY APPROACH) ideal
  15. 15. STEP #1 MINDSET (systems thinking, ToC, Lean, etc) + VALUES (transparency, respect, courage, etc)
  16. 16. WHO (autonomy) WHY (purpose) STEP #2 * SHARE VALUES AND MISSION * DELEGATE THE LEADERSHIP OF THE TRANSITION HOW (mastery) * GIVE’EM TOOLS (PROCESSES, TRAINING,ETC)
  17. 17. WHO (autonomy) WHY (purpose) STEP #2 HOW (mastery) MOTIVATION MODEL http://www.danpink.com/books/drive/
  18. 18. STEP #3 TASK FORCES + CONTINOUS IMPROVEMENT LOOP OPENSPACE
  19. 19. STEP #4 …and stay comfortable in the uncomfortable.
  20. 20. TUCKMAN’S TEAM DEVELOPMENT MODEL FORMING STORMING NORMING PERFORMING step#2 step#3 step#4
  21. 21. SATIR’S CHANGE MODEL STATU QUO A STATU QUO B step#2 step#3 step#4 RESISTANCE CHAOS TRANSFORMING IDEA INTEGRATION
  22. 22. WRAP-UP * People won’t change just because you asked them to change * FEAR * Top managers’ mindset and values * Delegate the transition * Let them write their own journey (with some help)
  23. 23. THANK YOU! Any questions? hola@jmbeas.es @jmbeas http://linkedin.com/in/jmbeas

×