How Microsoft is Making the Culture Change from Traditional to Lean, Cindy Alvarez, Principal Design Researcher, Microsoft
•Download as PPTX, PDF•
6 likes•1,253 views
Microsoft is making a culture change to Lean by experimenting with different approaches, embracing skepticism, and highlighting best practices. Some approaches that have been tried include sending a team to an external startup accelerator to gain experience, bringing shortened training in-house, requiring workshops for senior leadership, embedding "customer development experts" with teams, and customizing training for small teams. The challenges are that not all approaches are scalable and some require substantial time commitments from employees.
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Similar to How Microsoft is Making the Culture Change from Traditional to Lean, Cindy Alvarez, Principal Design Researcher, Microsoft
Similar to How Microsoft is Making the Culture Change from Traditional to Lean, Cindy Alvarez, Principal Design Researcher, Microsoft (20)
More from Lean Startup Co.
More from Lean Startup Co. (20)
Recently uploaded
Recently uploaded (20)
How Microsoft is Making the Culture Change from Traditional to Lean, Cindy Alvarez, Principal Design Researcher, Microsoft
- 1. How Microsoft is making the culture change to Lean Cindy Alvarez @cindyalvarez
- 2. How do you change a culture of 8,000 people across the world? https://thenounproject.com/mordariu https://thenounproject.com/kozin
- 3. NO: Top-down mandate Organic bottom-up adoption Consistent roll-out to everyone Flip the switch
- 4. TRY: Set cultural expectations Experiment Offer different paths Embrace skepticism Highlight best practices Practitioner evangelists
- 5. QUESTIONS: Is your budget tiny, big, or non-existent? Do you have top-down executive support? Are you under a deadline? How skeptical are people? What types of expertise do people trust?
- 6. What we’ve tried Pros and cons Investment required https://thenounproject.com/crumen
- 7. If you want to be a gardener, start by keeping a potted plant alive. https://thenounproject.com/deepika8
- 8. https://thenounproject.com/Bloom MVP: We sent a team through an external startup accelerator program
- 9. Plant a few seeds early so you can watch how they grow. https://thenounproject.com/yummin
- 10. https://thenounproject.com/zidney0 MVP iteration: We shortened the training and brought it in-house
- 11. Endorsing cultural change from top- down is necessary (but not sufficient) https://thenounproject.com/korawan_
- 12. https://thenounproject.com/grega.cresn Endorsing cultural change: Workshops for all of senior leadership, attendance expected
- 13. Propagate faster growth through cuttings. https://thenounproject.com/suji.rs1
- 14. https://thenounproject.com/jmkeuni Coaching: Teams embedded with internal customer development ‘experts’
- 15. Every plant has different ideal growing conditions. https://thenounproject.com/julia.kita
- 16. https://thenounproject.com/lerem Customize: Meet small teams where they are today
- 17. After some progress, there’s still an uphill battle. Now what? https://thenounproject.com/lerem
- 18. https://thenounproject.com/lerem Foster community: Peer mentoring to share best practices
- 19. https://thenounproject.com/wkwan Share the love: Newsletter to praise the people who are learning and taking risks
- 20. https://thenounproject.com/lerem Try a ninja: Bring in an expert with minimal constraints
- 21. What will happen next? We don’t know. We are learning to embrace uncertainty. Let’s learn from each other… cindy@cindyalvarez.com @cindyalvarez https://thenounproject.com/Ryaaa
- 22. MVP: We sent a team through an external startup accelerator program ‘Air cover’ from judgment Permission to break from ‘normal’ behaviors Created evangelists Minimal upfront administration/planning Aha! epiphanies Major time commitment ‘Not invented here’ Best for net-new projects Not scalable
- 23. MVP iteration: We shortened the training and brought it in-house Less time commitment Adapted for our reality Taught by internal employees = more credibility Easier to bring to other locations Still best for net-new projects Less ‘air cover’ for learning new behaviors More philosophy than practice Required dedicated employees
- 24. Endorsing cultural change: Workshops for all of senior leadership, attendance expected If the EVP cares about this, you should too Allows leaders to express skepticism openly Taught by internal employee = more credibility One-time only More philosophy than practice Generalized by necessity
- 25. Coaching: Teams embedded with internal customer development ‘experts’ Hands-on practice Learning from peers Aha! Epiphanies Customized experience Substantial time commitment Requires prep work Scheduling is tricky Not scalable
- 26. Customize: Meet small teams where they are today Customized experience Freedom to be skeptical High empowerment ROI for low time commitment Requires a trainer with improv skills Not scalable Pull, not push