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.

You Don't Need To Change. Survival Is Optional


Published on

slides from my talk at Lean Kanban UK - London 2013

Published in: Technology, Business
  • Be the first to comment

You Don't Need To Change. Survival Is Optional

  1. 1. You Don’t Need to Change Survival is Optional Gaetano Mazzanti @mgaewsj Agile42
  2. 2. “only the supremely wise and the abysmally ignorant do not change” Confucius
  3. 3. “organizations start change initiatives because of competitive pressures, economic challenges, skill shortages, a necessity to grow and expand, or the need for a culture change” Ken Blanchard
  4. 4. still… 70% of change initiatives fail (source: Todder, Blanchard, etc.)
  5. 5. brochureware
  6. 6. brochureware
  7. 7. Taylor, again! best practices? clear separation between thinkers and doers?
  8. 8. big designed change known (?) start predefined destination
  9. 9. why?
  10. 10. tough questions, difficult/wrong/no answers ?!
  11. 11. ?! what will it cost us to change? what will it cost us if we don’t change?
  12. 12. but first ?! why do we want to change?
  13. 13. “confusing wants with needs is a common path to frustration & ineffectiveness” Torbjörn Gyllebring
  14. 14. ?! doesn’t how do you know it work? how will you know it works?
  15. 15. change is not about process change is about people
  16. 16. “what’s in it for me?”
  17. 17. people… …focus on what they have to more than what they have to lose gain
  18. 18. “how do I contribute?” vs “tell me what to do” “what’s my influence and involvement?”
  19. 19. the words of change install change rollout change drive change culture change … source Esther Derby
  20. 20. you can’t design a culture change culture change is an outcome
  21. 21. the words of change design enforce fix legac experiment vs discover learn y moder n
  22. 22. what is Lean Kanban? the Kanban method is an evolutionary approach to change
  23. 23. revolution?
  24. 24. principles of the Kanban method start with what you do now agree to pursue incremental, evolutionary change respect the current roles, responsibilities & titles encourage acts of leadership at all levels – from individual contributor to senior management
  25. 25. inspired by Joakim Sunden
  26. 26. Kanban 6 core practices visualize limit WIP manage flow make policies explicit implement feedback loops improve collaboratively, evolve experimentally
  27. 27. if you can’t see it you can’t change it manage
  28. 28. visualize! source David J Anderson
  29. 29. expose dysfunctions
  30. 30. limit WIP
  31. 31. let work flow let work flow
  32. 32. change initiatives hardly visible too many change initiatives (yawn, here is another one…) push vs pull, stick to the plan, too many things in parallel, stuck activities
  33. 33. understand the system do you really know where you are? what’s going on?
  34. 34. measure & learn goal try learn measure
  35. 35. many small steps, some are discarded others embraced
  36. 36. understand human psychology show progress decide collaboratively respect people
  37. 37. selection ?! what to do next? what to finish next?
  38. 38. decision making in uncertainty balance: risk/return short term/long term etc.
  39. 39. there’s no known destination change is a never ending journey
  40. 40. no known destination to? to… from to? to?
  41. 41. beware effectiveness Z Z Z Z Z time
  42. 42. anban K no change disruptive (fairy tale) change
  43. 43. …Kanban is more about changing/transforming the organization than about stickies on a board Mike Burrows
  44. 44. Kanba n Gaetano Mazzanti @mgaewsj