ANI | Webinar | Agile BOSSA nova | Jutta Eckstein and John Buck | 13th Oct'19
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Webinar Abstract: Digitalization and other disruptions call for rapid organizational flexibility and adaptability. This has an impact on all dimensions of a company: its strategy, structure, and the processes. Thus, companies are expected to be flexible and both rapidly responsive and resilient to change, which basically asks them to be agile. Yet, doing Agile (the mechanics) is different from being agile (the mindset). The mindset lets you apply flexible Agile patterns not only for software development teams but for the whole company. In this workshop, we will examine what being agile really means and how it can be implemented by combining principles from different “streams” like Beyond Budgeting, Open Space, Sociocracy, Agility (BOSSA nova). Together, these concepts enable a company not only to survive but also to thrive on (digital) disruptions through entrepreneur initiatives. In this session, we will use case studies of companies that are pioneering the combination of these concepts. Key Takeaways: 1. Understand the organizational values that support the digital transformation 2. Learn how Beyond Budgeting, Open Space, Sociocracy & Agile combines supporting digitalization 3. Know how you can accelerate your digital transformation company-wide.
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The document discusses preparing organizations for digital transformation through an agile approach called BOSSA nova. It proposes values like self-organization, transparency, and continuous learning to promote company-wide agility. Various agile concepts are covered, including beyond budgeting, open space, and sociocracy. The document encourages organizations to try new approaches, learn from failures, and continuously change.
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The patterns in the relationship can’t be pinned down logically or, in other words, there is no logical entry point. The BOSSA nova approach recommends using probes to make these emergent patterns more visible and to leverage this complexity.
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Gain a holistic perspective of (your company’s) organizational agility by using a new assessment tool.
In companies, we define OKRs and KPIs for aligning and measuring our performance. However, not much has been done thus far to measure how we are progressing on our journey to company-wide agility. With the right data, that journey can go more rapidly!
In this presentation, we provide an overview of what metrics to use, based on many years of experience and groundbreaking scientific theory and articulated as “BOSSA nova” - a synthesis of Beyond Budgeting, Open Space, Sociocracy & Agile.
Embracing a data-driven approach to company-wide agility doesn’t mean you’ll have all the answers - but you’ll be able to ask better questions.
A focus on data is especially important today when remote work settings create additional barriers to communication and understanding.
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● Learn about key indicators for measuring where your company is on its agile transformation journey
● Understand there are possibilities for measuring company-wide agility by examining transparency, continuous learning, constant customer focus, self-organization, and connected perspective
● Understand what can help you to have meaningful conversations, interviews, and objective baselines to make a compelling case for your next steps.
Authored by: Jutta Eckstein and John Buck
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The volatile, uncertain, complex, and ambiguous (short VUCA) world we currently live in asks for company-wide agility. Yet, agility in the literal sense that means companies need to be adaptive, responsive, fast, and nimble.
Thus, although already created in the 90ies, the original idea of a learning organization, that is a company that facilitates the learning of its members and continuously transforms itself, is more relevant than ever.
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The key to its success are so-called probes – small, safe-to-fail experiments based on hypotheses derived from reflection on the current situation as well as on theory. In this session, Jutta will share various probes implemented by different companies that can guide the probing in your company to establish a learning organization.
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The patterns in the relationship can’t be pinned down logically or, in other words, there is no logical entry point. The BOSSA nova approach recommends using probes to make these emergent patterns more visible and to leverage this complexity.
BOSSA nova synthesizes (B)eyond Budgeting, (O)pen (S)pace, (S)ociocracy, and (A)gile. This presentation provides examples of probing your perspectives on the organigram.
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Embracing a data-driven approach to company-wide agility doesn’t mean you’ll have all the answers - but you’ll be able to ask better questions. A focus on data is especially important today when remote work settings create additional barriers to communication and understanding.
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The document discusses moving beyond traditional key performance indicators (KPIs) and objectives and key results (OKRs) by "measuring from below" and gaining perspectives from different levels of an organization. It advocates using feedforward thinking to look at assumptions and base KPIs on leading indicators rather than past results. The document also recommends probing the future through hypotheses-driven small experiments to test assumptions about what may happen.
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There is a way to measure your company’s progress in transforming to company-wide agility!
Gain a holistic perspective of (your company’s) organizational agility by using a new assessment tool.
In companies, we define OKRs and KPIs for aligning and measuring our performance. However, not much has been done thus far to measure how we are progressing on our journey to company-wide agility. With the right data, that journey can go more rapidly!
In this presentation, we provide an overview of what metrics to use, based on many years of experience and groundbreaking scientific theory and articulated as “BOSSA nova” - a synthesis of Beyond Budgeting, Open Space, Sociocracy & Agile.
Embracing a data-driven approach to company-wide agility doesn’t mean you’ll have all the answers - but you’ll be able to ask better questions.
A focus on data is especially important today when remote work settings create additional barriers to communication and understanding.
LEARNING OUTCOMES:
● Learn about key indicators for measuring where your company is on its agile transformation journey
● Understand there are possibilities for measuring company-wide agility by examining transparency, continuous learning, constant customer focus, self-organization, and connected perspective
● Understand what can help you to have meaningful conversations, interviews, and objective baselines to make a compelling case for your next steps.
Authored by: Jutta Eckstein and John Buck
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The document summarizes a workshop on integrating sustainability into agile work. The workshop covered defining sustainability, creating probes to experiment with sustainability in their work, and ensuring follow up action. Attendees worked in pairs to get feedback on their probe ideas and developed next steps to implement a probe and share results through a slack channel. The goal was to help attendees find ways to address the climate crisis through their daily agile work.
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oo often innovative people in medium to large organizations have the feeling of being in a box - with startling new ideas - and no one really listens. In essence, these innovators are trying to “measure performance upwards.” This upward voice intrinsically measures strategies and customer impact, and applying the concept can significantly improve the overall performance without relying on top down OKRs and KPIs. Moreover, “measuring from above,” tends to measure the output of production rather than the truly important outcome: what is really making a difference for our customers and therefore for our company.
Adding “measurement from below” to a company can create a mindset that empowers everyone to follow their passion and interest and nourish the company’s effectiveness. Implementing a “from below” approach to measurement involves a fundamental shift that asks the company to synthesize a variety of new approaches. One such synthesis is Beyond Budgeting, Open Space, Sociocracy, and Agile (BOSSA nova). This synthesis enables a company to “measure upwards” without jeopardizing the strengths of “leading downwards.” Fortunately, the implementation can be done in small steps that probe and demonstrate new measurement ideas on a small scale such that the proof cascades beyond the demonstration. This session will enable you to get started on your journey to spreading the idea of upwards measurement company-wide.
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The first principle of Beyond Budgeting asks to “engage and inspire people around bold and noble causes; not around short-term financial targets,” the eleventh principle advocates: “Evaluate performance holistically and with peer feedback for learning and development; not based on measurement only and not for rewards only.” Thus, the main strategy of Beyond Budgeting is to separate (financial) bonuses from performance evaluation and to use relative and not fixed targets as a foundation for the evaluation.
Sociocracy suggests holding 360 degree in-person meetings. The person being reviewed should request it when needed, not just on a rigid annual basis, and perhaps not just once in the year. In the 360 degree meeting, the organization itself can be critiqued in the review - “the way we organize is causing performance problems.” Similar to Beyond Budgeting there is a focus on the vision and mission of the specific department as well as the overall company as a source of inspiration and motivation. The output of the performance review meeting should be a development plan that the immediate group of supervision, peers, and subordinates consent to.
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This session looks at several real-world examples from actual companies including Accenture, Equinor, and Google.
The first principle of Beyond Budgeting asks to “engage and inspire people around bold and noble causes; not around short-term financial targets,” the eleventh principle advocates: “Evaluate performance holistically and with peer feedback for learning and development; not based on measurement only and not for rewards only.” Thus, the main strategy of Beyond Budgeting is to separate (financial) bonuses from performance evaluation and to use relative and not fixed targets as a foundation for the evaluation.
Sociocracy suggests holding 360 degree in-person meetings. The person being reviewed should request it when needed, not just on a rigid annual basis, and perhaps not just once in the year. In the 360 degree meeting, the organization itself can be critiqued in the review - “the way we organize is causing performance problems.” Similar to Beyond Budgeting there is a focus on the vision and mission of the specific department as well as the overall company as a source of inspiration and motivation. The output of the performance review meeting should be a development plan that the immediate group of supervision, peers, and subordinates consent to.
Based on BOSSA nova, we invite participants to dive into what Beyond Budgeting and Sociocracy combined offer for performance appraisals. Participants will take away insights that they can use in their organizations.
BOSSA nova: Company-wide Agility with Beyond Budgeting, Open Space & Sociocra...
Today companies are expected to be flexible and both rapidly responsive and resilient to change, which basically asks them to be Agile. Yet, doing Agile (the mechanics) is different from being Agile (the mindset). The mindset lets you apply flexible Agile patterns not only for software development teams but for the whole company. Yet implementing company-wide Agility isn't straight forward, it asks for combining principles from Beyond Budgeting (adaptive budgeting), Open Space (leveraging the power of innovation from all employees), Sociocracy (flexible organizational structure that allows decentralized decision-making), and Agile (continuous learning via experiments and feedback). This combination provides company-wide agility.
Dance the BOSSA nova! - How Beyond Budgeting, Open Space & Sociocracy enable ...
Company-wide Agility needs to address the company’s structure, strategy, and processes, all of which depend upon and influence each other. This insight means the simple view that structure follows process follows strategy is wrong; in fact, everything follows everything and in repeated small steps. Thus, the relationship between strategy, structure, and process is complex. The patterns in the relationship can’t be pinned down logically or, in other words, there is no logical entry point. The BOSSA nova approach recommends using probes to make these emergent patterns more visible and to leverage this complexity. BOSSA nova synthesizes (B)eyond Budgeting, (O)pen (S)pace, (S)ociocracy, and (A)gile. This presentation provides examples of probing your perspectives on the organigram.
Using Beyond Budgeting and Sociocracy for agile-friendly performance appraisals
There are many suggestions dealing with Agile-friendly performance appraisals, which promise to rely on trust, honesty, respect, safety, and servant leadership. The Agile Manifesto does not address performance appraisal although it does generally mention regular and frequent feedback, which can also be applied to performance evaluation. Two related methods, Beyond Budgeting and Sociocracy, offer interesting approaches to agile performance review. In this session we want to present these two different performance appraisal approaches, how they're are supported by the values of BOSSA nova (short for Beyond Budgeting, Open Space, Sociocracy & Agile) and want to invite the participants of this workshop to discuss the synthesis of the two approaches.
This session looks at several real-world examples from actual companies including Accenture, Equinor, and Google.
The first principle of Beyond Budgeting asks to “engage and inspire people around bold and noble causes; not around short-term financial targets,” the eleventh principle advocates: “Evaluate performance holistically and with peer feedback for learning and development; not based on measurement only and not for rewards only.” Thus, the main strategy of Beyond Budgeting is to separate (financial) bonuses from performance evaluation and to use relative and not fixed targets as a foundation for the evaluation.
Sociocracy suggests holding 360 degree in-person meetings. The person being reviewed should request it when needed, not just on a rigid annual basis, and perhaps not just once in the year. In the 360 degree meeting, the organization itself can be critiqued in the review - “the way we organize is causing performance problems.” Similar to Beyond Budgeting there is a focus on the vision and mission of the specific department as well as the overall company as a source of inspiration and motivation. The output of the performance review meeting should be a development plan that the immediate group of supervision, peers, and subordinates consent to.
Based on BOSSA nova, we invite participants to dive into what Beyond Budgeting and Sociocracy combined offer for performance appraisals. Participants will take away insights that they can use in their organizations.
Innovation by Sharing. How Collaborating on Learning Can Benefit Your Company
Being connected to society is essential to long-term profitability. If a company is not collaborating on its learning, it will not be innovative enough. At first sight, you might think sharing your learning would prevent you from being the number one in your industry, but the challenges we’re facing right now can only be addressed (quickly) together. Thus, being secretive and focusing on itself inhibits a company from being innovative. In a sense, your company needs to be influenced by outside ideas! A company, especially if it claims to be Agile, is expected to be aware of its ecosystem. Otherwise, it will be viewed as untrustworthy, and distrust will undermine all aspects of the business (including finding clients and talent).
In this session, we will explore how cross-functional teams constructed along BOSSA nova principles not only reach across the entire company but into the ecosystem to comprehend the company holistically.
Probe your Organization – How you can implement a Learning Organization with ...
The volatile, uncertain, complex, and ambiguous (short VUCA) world we currently live in asks for company-wide agility. Yet, agility in the literal sense that means companies need to be adaptive, responsive, fast, and nimble. Thus, although already created in the 90ies, the original idea of a learning organization, that is a company that facilitates the learning of its members and continuously transforms itself, is more relevant than ever. Yet, how can such a learning organization come to life? BOSSA nova is one approach to company-wide agility by synthesizing Beyond Budgeting, Open Space, Sociocracy & Agility. The key to its success are so-called probes – small, safe-to-fail experiments based on hypotheses derived from reflection on the current situation as well as on theory. In this session, I will share various probes implemented by different companies that can guide the probing in your company to establish a learning organization.
Don’t Fail Fast - Learn fast: Failing fast is an option. But innovating fast ...
Often in agile working environments, people aim for failing fast. Yet failure is not the goal - learning is. Failure can lead to learning and so can other approaches. It can lead beyond continuous improvement to transformative learning: seeing your situation from a whole new framework in a way that lets you learn by leaps of insight.
In this workshop we present specific ways to probe, using hypothesis, and experiments will help you and your team to learn fast. This approach provides a way to get into the mindset of learning and thus always developing.
Usually a failure is to do nothing… or to do anything (blindly). The key even for big issues is to make small bets (hypothesis) and learn through experiments what's the impact. So, gain insights by (in)validating the bet. In summary it's about thinking big but acting small (and safely). Note, that every great idea, every innovation is at first a guess or rather a hypothesis and only experiments allow us to find out if our idea is really as great as we thought at first.
What if the world is our customer?
In agile development we often talk about that our highest priority is to satisfy the customer or that we welcome change for the customer's competitive advantage. However, we always assume the customer is a business customer. In this session I want to attempt to broaden our horizon to have a more holistic perspective on who our customer is (or could be) and how this can change our actions. I will share both ideas about possibilities and examples from companies who make already attempts in implementing this holistic perspective.
So, open your mind and explore with me how the agile community can expand their responsibility.
The Timelessness of Lean Management
This document discusses principles of lean management and agile development. It proposes three timeless lean-agile solutions: 1) organize around a network of small, cross-functional teams; 2) drive lean innovation using principles from Lean Startup; and 3) practice wise leadership through team empowerment. The document advocates for organizing work into stable, focused teams dedicated to single projects at a time to support multiple lines of business simultaneously through quick delivery and clear accountability.
Agile Transition in Trouble? Using the Kotter Change Model as a Diagnostic Tool
Agile transitions tend to imply organizational change. According to change expert John Kotter 70% of all major change efforts in organizations fail. Is it any wonder that so many agile transitions deliver only lukewarm results?
An Integral Agile Transformation Approach - Miljan Bajic
This document discusses a holistic approach to agile transformation that focuses on four key areas: environments and systems, practices and roles, mindset, and culture. It emphasizes that true transformation requires changes across all of these areas, including updating organizational structures and strategies, roles, individual mindsets, and shifting organizational culture. Barriers to agile adoption are also examined, such as culture, lack of buy-in, and traditional mindsets. An integral approach is recommended to drive comprehensive and lasting change throughout the organization.
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- 2. @AgileBossaNova | agilebossanova.org22 Jutta Eckstein | JEckstein.com | @juttaeckstein John Buck | governancealive.com | @johnabuck
- 3. @AgileBossaNova | agilebossanova.org33 Jutta Eckstein | @juttaeckstein John Buck | @johnabuck http://agilebossanova.org @AgileBossaNova | #agilebossanova BOSSA nova Company-wide Agility with BOSSA nova http://tinyurl.com/AgileBossaNova
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- 8. @AgileBossaNova | agilebossanova.org8 Open Space ◼ Open Space principles for implementing an innovation strategy based on: – Open invitation – Self-organization through empowerment – Passion bound by responsibility – Self-responsiblity for learning & helping others learn
- 9. @AgileBossaNova | agilebossanova.org9 Sociocracy ◼ Equivalence – Shared decision-making by consent – Feedback embedded in the structure: double linking
- 10. @AgileBossaNova | agilebossanova.org10 Agile ◼ Regular and frequent feedback: – On needs, product, technology, process, quality, …
- 21. @AgileBossaNova | agilebossanova.org21 Is Trust Cheaper? ◼ Background: – Traditional travel expense procedures are burdensome and assume people can’t be trusted. ◼ Hypothesis: – Such procedures cost more than they save and are demoralizing. ◼ Experiment: – Pre-survey and audit. Try for three months in a few units with other units as controls. Post-survey and audit.
- 24. @AgileBossaNova | agilebossanova.org24 BOSSA nova for Enabling Business Agility
- 26. @AgileBossaNova | agilebossanova.org26 Many Thanks and… Stay in Touch: PicturesbyKatjaGloggengießer http://bit.ly/BOSSAnova-India Jutta Eckstein | @juttaeckstein John Buck | @johnabuck http://agilebossanova.org @AgileBossaNova | #agilebossanova Company-wide Agility with BOSSA nova http://tinyurl.com/AgileBossaNova