This document discusses five agile ways to lead and grow others. It begins by contrasting Theory X and Theory Y views of how people approach work. It then outlines five ways to lead: 1) Be curious by modeling curiosity and encouraging experimentation. 2) Create shared clarity around goals and progress. 3) Empower people by giving them autonomy to act. 4) Connect like a human by listening and understanding others. 5) Grow people's potential by understanding their aspirations and helping them develop. Throughout are questions to reflect on applying each approach.

1. @AgileSista
https://www.linkedin.com/in/katrinakolt/
5 Agile Ways to Lead &
Grow Others
Katrina Kolt,
Delivery Practice Lead

2. https://www.linkedin.com/in/katrinakolt/ @AgileSista
Theory X Managers believe that people… Theory Y Managers believe that people…
Attitude
Dislike work, find it boring, and will avoid it if possible Want to work, and under the right conditions will enjoy it
Direction
Must be forced or coerced to make the right effort Will direct themselves towards an agreed upon target
Responsibility
Avoid responsibility unless directed Seek and accept responsibility
Motivation
Are motivated mainly by money and fear about job security Are motivated by the desire to realise their potential
Creativity
Mostly have little creativity, except when it comes to shirking Are highly creative, when given the opportunity to be

3. Create a learning environment by modelling, encouraging and rewarding curiosity and
purposeful experimentation.
1. Be Curious
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

4. How can I model curiosity and continuous improvement?
How can I seek diverse views and data?
How can I talk openly about failure and what I learnt?
How can I encourage or challenge people to try new & better ways to work?
How can I create a safe enough environment to question why things are done the way they are done?
1. Be Curious
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

5. Create a shared understanding of context, purpose, goals and progress.
2. Create shared clarity
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

6. 2. Create shared clarity
How can I support my people in understanding our current context and any changes taking place?
Do I provide principles, or do I provide rules? How do my people respond to this?
How can I engage my people to shape goals?
Are the goals I set clear and focused? How I do know that?
Do I create clarity on what good looks like?
How can I engage my team in tracking our progress?
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

7. 3. Empower people
Give people the opportunity and confidence to think, decide and act with autonomy.
Trust them to deliver exceptional things with support and encouragement.
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

8. What actions do I take to give people the space and confidence to think, decide and act with
autonomy?
How do I encourage people to take initiative and succeed?
How do I make decisions? How trusting am I in this?
Can I think of an example of when I supported the decision and actions taken by the team?
What measures do we as a team put in place to hold ourselves accountable for outcomes?
3. Empower people
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

9. An Appelo delegation board
1. Tell - Relocate to other office building
2. Sell - Replace Waterfall with Scrum
3. Consult – Select new team members
4. Agree – Choose logo for business unit
5. Advise – Technical considerations of the work
6. Inquire – Sprint length and what can be achieved
7. Delegate – How we work within the sprint
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

10. 4. Connect like a human
Connect personally with people and listen!
Understand what’s going on for them.
Get comfortable with yourself and others being ‘work in progress’.
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

11. Am I able to have open and authentic conversations? What is the context for these?
Do I bring a different person to work from who I am at home?
What is getting in the way of me expressing vulnerability in the workplace?
What does it mean to be fully present with my people? Am I fully present?
How do I show people that I care about their wellbeing?
4. Connect like a human
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

12. 5. Grow people’s potential
Understand people’s aspirations.
Help them see their potential, and get ready for a future that is constantly changing.
Challenge yourself to do the same!
Have courageous conversations, to support moving forward.
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

13. How do I get to know people’s aspirations?
How do I help people see their potential?
Do I know how to coach them to do this?
How do I support their growth journey?
How do I praise and amplify their efforts?
What opportunities do I seek to broaden my experience and learn?
Who supports me?
@AgileSista
5. Grow people’s potential
https://www.linkedin.com/in/katrinakolt/

14. 5. Grow people’s potential
4. Connect like a human
3. Empower people
2. Create shared clarity
1. Be Curious
Five Agile ways to lead & grow others
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

15. Attitudes to authority
Meyer, Erin. HBR.org “Being the boss in Brussels, Boston
and Beijing” July-Aug 2017
Decision making approach
@AgileSistahttps://www.linkedin.com/in/katrinakolt/

16. Senge, Peter. The Fifth Discipline
On team learning: “When teams are learning, not only are they producing extraordinary results, but the individual members
are growing more rapidly than could have occurred otherwise”
Dweck, Carol S. Mindset: Changing the way you think to fulfil your potential
“Picture your brain forming new connections as you meet the challenge and learn. Keep on going.”
Heffernan, Margaret. Beyond measure: the big impact of small changes
“The more senior you are, the more important listening becomes”
Silver, Amy. Conversations create growth
“We must stop seeing feedback as an end point….To me there is the opportunity to ‘feedgrowth’ through conversations that
increase someone’s comprehension of where they are and where they want to go”
Kegan, Robert, and Lahey, Lisa Laskow. An Everyone Culture: Becoming a deliberately development organisation
Deliberately developmental practices “help people uncover, engage, and ultimately transcend the limiting assumptions and
defensive routines that prevent us from developing our capabilities beyond our expectations”
@AgileSistahttps://www.linkedin.com/in/katrinakolt/