Session Title: Practical Ideas for a Successful Kanban Adoption @ Scale
Abstract: The talk will share the story of a failed Kanban adoption and what could have been done to prevent the failure. Practical tips on helping large-scale Kanban adoptions succeed will be shared. The learning largely points to various complementary change management focus areas that can be undertaken to support and promote Kanban in large enterprises. Examples of what these change management initiatives may look like will also be shared.
Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
There is a renaissance in the ways we work, the likes of which we haven’t seen since the introduction of management as a discipline, except perhaps the ideas of flow after World War II.
The flagship is the Agile movement, which has escaped IT and is now transforming organizations, government, and society. But Agile is too narrow a portmanteau, so we call the movement as a whole Human Systems Agility, to embrace all the concepts involved.
In this presentation we’ll explore this human aspect, one that is desperately needed in most IT cultures, through some of our practical experiences.
Presented at SHINE19 online global conference https://www.servicedeskinstitute.com/events-networking/shine19/
Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
There is a renaissance in the ways we work, the likes of which we haven’t seen since the introduction of management as a discipline, except perhaps the ideas of flow after World War II.
The flagship is the Agile movement, which has escaped IT and is now transforming organizations, government, and society. But Agile is too narrow a portmanteau, so we call the movement as a whole Human Systems Agility, to embrace all the concepts involved.
In this presentation we’ll explore this human aspect, one that is desperately needed in most IT cultures, through some of our practical experiences.
Presented at SHINE19 online global conference https://www.servicedeskinstitute.com/events-networking/shine19/
What it takes to build high performing teamsYasser Farra
This is my presentation from the Keep Austin Agile 2017 conference, held May 25, 2017 at the JW Marriott in Austin, TX. This one-day event brought together 780 attendees from over 200 companies and all walks of Agile expertise for a day full of education, networking, and fun.
Games and a Design Thinking Approach to Agile transition help adopt agile practices in various contexts, business areas, projects types and countries.
This presentation is an introduction to Design Thinking and Innovation games and a feedback session from a large-scale agile deployment in one of the largest retail bank in the world. This approach puts design thinking and innovation games at its core as a means to adapt the deployment to the targeted organizational context. Games are design thinker tools that helps us facilitate adoption and ownership of new agile practices in various business areas, projects types and countries. More than seven countries were involved and we were able to collect a large amount of valuable information to support the scaled adoption in a short period. The result of our action opened new possibilities to engage people and experiment better ways to work!
Finding the right metrics to help teams is sometimes difficult. Learn how one organization addresses this issue and helped to create a culture of experimentation.
Blog Post: https://www.spikesandstories.com/agile-metrics-team-useful/
YouTube: https://youtu.be/jlgXQtbvzls
High Resolution Slides: https://www.spikesandstories.com/wp-content/uploads/2018/01/AgileMetrics.pdf
How can we help our employers create an inclusive environment that engages and retains women? This interactive session will help define the attributes and benefits of an inclusive culture. We will also explore ideas for both leaders and individuals to make a difference in improving the work environment. Participants will learn about programs and tools to foster inclusion and how to sell the benefits to leadership. We will also cover everyday habits to support inclusion (like peer recognition). Inclusion is not just about Diversity, it is about embracing and supporting differences so that we can all contribute to the company's growth.
This deck was presented in Discuss Agile 2016 on 7th May. The the talk was about how to understand you your culture and design transformation for the better results.
Women in Technology: Supporting Diversity in a Technical WorkplaceAmazon Web Services
Diversity in the technical workforce is a valuable asset for all companies, because it encourages different types of thinking and taps into the full potential of your team. Come learn from one AWS organization how a fast-moving, fast-growing team has put in place a "diversity circle" for personal and professional development. This program provides a peer mentoring group that builds skills and establishes informal networking support. The host and active participants of this two-year program will share tips and best practices for running a diversity peer mentoring group that spans engineering, product management, and operations.
PM1 presentation from NCVO / BWB Trustee Conference 2013. Ruth Lesirge, Founder and Trustee, Association of Chairs Ros Oakley, Founder and Trustee, Association of Chairs.
http://www.ncvo.org.uk/training-and-events/trustee-conference
Transformation vs adoption agile india 2014 :How to use the Culture ModelEbin John Poovathany
This presentation is about getting to know about the culture models and the impact of that in the agile transformation and adoption. You will get some easy to use and handy tools which can be used to turn around your transformation and Adoption.
What it takes to build high performing teamsYasser Farra
This is my presentation from the Keep Austin Agile 2017 conference, held May 25, 2017 at the JW Marriott in Austin, TX. This one-day event brought together 780 attendees from over 200 companies and all walks of Agile expertise for a day full of education, networking, and fun.
Games and a Design Thinking Approach to Agile transition help adopt agile practices in various contexts, business areas, projects types and countries.
This presentation is an introduction to Design Thinking and Innovation games and a feedback session from a large-scale agile deployment in one of the largest retail bank in the world. This approach puts design thinking and innovation games at its core as a means to adapt the deployment to the targeted organizational context. Games are design thinker tools that helps us facilitate adoption and ownership of new agile practices in various business areas, projects types and countries. More than seven countries were involved and we were able to collect a large amount of valuable information to support the scaled adoption in a short period. The result of our action opened new possibilities to engage people and experiment better ways to work!
Finding the right metrics to help teams is sometimes difficult. Learn how one organization addresses this issue and helped to create a culture of experimentation.
Blog Post: https://www.spikesandstories.com/agile-metrics-team-useful/
YouTube: https://youtu.be/jlgXQtbvzls
High Resolution Slides: https://www.spikesandstories.com/wp-content/uploads/2018/01/AgileMetrics.pdf
How can we help our employers create an inclusive environment that engages and retains women? This interactive session will help define the attributes and benefits of an inclusive culture. We will also explore ideas for both leaders and individuals to make a difference in improving the work environment. Participants will learn about programs and tools to foster inclusion and how to sell the benefits to leadership. We will also cover everyday habits to support inclusion (like peer recognition). Inclusion is not just about Diversity, it is about embracing and supporting differences so that we can all contribute to the company's growth.
This deck was presented in Discuss Agile 2016 on 7th May. The the talk was about how to understand you your culture and design transformation for the better results.
Women in Technology: Supporting Diversity in a Technical WorkplaceAmazon Web Services
Diversity in the technical workforce is a valuable asset for all companies, because it encourages different types of thinking and taps into the full potential of your team. Come learn from one AWS organization how a fast-moving, fast-growing team has put in place a "diversity circle" for personal and professional development. This program provides a peer mentoring group that builds skills and establishes informal networking support. The host and active participants of this two-year program will share tips and best practices for running a diversity peer mentoring group that spans engineering, product management, and operations.
PM1 presentation from NCVO / BWB Trustee Conference 2013. Ruth Lesirge, Founder and Trustee, Association of Chairs Ros Oakley, Founder and Trustee, Association of Chairs.
http://www.ncvo.org.uk/training-and-events/trustee-conference
Transformation vs adoption agile india 2014 :How to use the Culture ModelEbin John Poovathany
This presentation is about getting to know about the culture models and the impact of that in the agile transformation and adoption. You will get some easy to use and handy tools which can be used to turn around your transformation and Adoption.
The presentation was made during the Community Service Public Relations Council's annual Spectrum Conference on May 20, 2014.
Program Description: Are you new to a leadership position? Do you aspire to take on a leadership role in your organization?
Do you want to be a better leader or improve your leadership skills? We will provide a “buffet” of
leadership elements to help you improve your capacity to lead. View the selections and sample small
portions on communicating, resolving conflict, project planning and management, goal setting, and
listening. You might have more of an appetite for some offerings and less for others, but there will be
something to satisfy everyone’s hunger for successfully leading themselves, a team, or organization.
This is a talk about how to identify and differentiate between Transformation and Adoption. Many change agents and companies are using this term interchangeably. This talk is a sincere effort to bring out the subtle difference between the two.
We will also discuss about some advantages and disadvantageous of Adoption and Transformation. We will also look at some criteria to select a suitable model that can work for you. The discussion will be mainly based on Schneider model and impact of organization culture on change management.
We will discuss about different agile adoption patterns and change patterns. We will also focus on how different is Scrum and Kanban, on what scenario it yields the best results.
This talk will give you very pragmatic, easy to use, handy tools and checklists which can be used to analyze and improve your current state of change management.
Presentation from the final session a the CORE retreat - thinking about change, transformation, the future and how we as a company can be positioned to serve our community and clients to prepare them for their future and not our past.
WEBINAR: How Leaders Support and Build a Culture of Process ImprovementGoLeanSixSigma.com
Tools are important for problem-solvers, but what about leaders? What do they have in their toolkit to help build problem solvers?
In this webinar, we'll discuss actions, mindsets and tools leaders have to support and build a culture of process improvement!
In this 1-hour webinar, we will cover the 4 key leader roles in building a continuous improvement culture:
- Create ideal conditions
- Build problem-solving muscles
- Identify key leader responsibilities
- Strategize on the 4 components of Lean culture
Viktor Bezhenar @ Kharkiv PM Day - Delegation and Empowerment: Lessons Learnedviktor_bezhenar
Spoken on the great conference Kharkiv PM Day in March 2017. Described my experience in buiding self-motivated and empowered teams. Audience liked this one a lot - ready to share my knowledge on this topic anytime!
Agile speaks of putting people first; however in my experience, people are the poor stepchild to process and tools. It’s not about getting scrum teams “more agile” it’s about shaping the organization's culture to support agile development. It’s necessary to understand the areas needed to create a culture that supports agile development. We have to wonder, are we asking ourselves the right questions? How do we engage our staff to create an agile workforce? How do we hire the right people? What is a manager's role in this new self-organized culture? How do we motivate those people? How do we connect them with the customer? It’s about embodying the spirit of agility to get all the magic of a startup and scaling that across a large organization.
In this session, we will talk about building your organization’s culture to support scaling organizational agility to keep the team passionate and purposeful.
Format: Presentation
Target Audience: Agile Coaches, Human Resources, Leaders, and Change Agents
Studies ubiquitously show that Leadership and Culture are among the top factors for a successful Lean Agile transformation. What specific actions should leaders take to structure Lean Agile transformations? How does leader style enable cultural change? This session provides 1) a practical set of actions to start or improve your transformation and 2) a specific list of behaviors to do and NOT to do in setting the right culture as a leader.
Talk given by Maritza van den Heuvel at Cape Town SPIN on 19 March 2013. Our organizations need more people who are able to inspect and adapt their work to continuously impove their work environment.
We can help people in the workplace to become more agile, and we must. But we must also reinvent education so that more agile-minded people enter society and our workplaces.
Leadership in the professional services industryAshraf Engineer
Leadership in the professional services industry is tough.
Law firms, BFSI firms, money management agencies, management consultants, advertising firms, etc, face unique challenges. Not only do they face tremendous client pressure, there is also a serious talent challenge. As a result, leaders are often forced to give up leading for managing.
However, never has leadership been more critical for professional services firms. It is vital for such firms' long-term survival.
* This is a presentation I put together for our firm's co-founder a couple of months ago.
This was a workshop presentation for the ATS CFO conference November 19th to 21st, 2014 in San Antonio.
We reviewed the organizational culture survey summary (using the competing values framework) and discussed the acceptance of technology within the organization.
The big idea is that the expected outcomes has to match the culture and values of the organizations.
The organizational culture is soil.
Innovation is the seed.
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In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
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2. Our Kanban journey and
scale
• Large enterprise
• 30 years of legacy
• 25000 global employees
• 130+ boards
• 2500+ users
• 300+ teams
• 2012-2014
3. Challenges faced
• Fear of transparency
• Stagnation at low maturity level
• Solutioning for long-standing blockers
• Local Optimization
• Individual Super-heroism
• Leadership as a title, not an attribute
• Introducing explicit WIP
5. Fear of Transparency
• Discomfort with moving beyond initial
Visualization on Kanban boards
• A culture where failure is penalized
• Focus on creating psychological safety
6. Creating Safety, Supporting
Transparency
• RED TAPE DAY event in multiple locations
• Big Visible Boards displaying the items
• Roles/titles no bar
• Bring up a Red Tape item, get a candy
• Reinforce Radical Candor and Transparency
7. Stagnation at a low
maturity level
• No pull for small evolutionary change,
complacency
• A culture of waiting to be told what to
do next
• Focus on creating a learning
organization
8. Creating a Learning Organization,
For Continuous Improvement
• Create multiple avenues to pique curiosity
• Promote self-learning outside the
traditional classroom – curated podcasts,
videos, books, articles, blogs
• Support leaders to lead the change
without coaches
• Communities to promote agility
9. Solutioning Approach for
Long-standing blockers
• Big blockers (made explicit by
Kanban) got heavy responses which
were expensive and slow
• An approach that relied heavily on
analysis and “getting it all right”
• Promote a culture of Learning-by-
doing
10. Creating a Culture of
Experimentation, To tackle
blockers
• Long-standing blockers don’t have
obvious solutions
• Promote small experiments to find the
way forward
• Promote Learn-By-Doing
• Teach how to design small experiments
and support that through
Experimentation boards
11. Local optimization
• Long Queues at structural boundaries, local
accountability
• Organization structured around Functions
• Promote systems thinking and having a structure to
promote that
12. Org Structure changes,
To remove silos
• Centers of Excellence and associated
Towers of Knowledge disbanded
• Expertise moved into the teams
• Informal communities set up to help
with knowledge retention
13. Individual Super-
heroism
• No swarming behavior on blockers, high WIP
• Individual super-heroism valued and rewarded
• Performance evaluation and reward systems that
value individual success over team success
14. Performance Evaluation changes, To
promote Team Behavior
• Reducing individual super-heroism and traditional
approaches to performance evaluation were in
conflict
• Folding in the following is an experiment in progress
• 360 degree feedback
• Part of the goals are team goals based on the team’s
performance
• Pairing as a norm
• Mobbing, Swarming as events
15. Leadership as a title,
not an attribute
• Success was shared but failure had
individual ownership
• All new ideas and direction came from
title-wielding leaders
• Hierarchical culture and a culture of
assigning blame
• Promote leadership at all levels
16. Leadership as an attribute and not title,
To promote Leadership at all levels
• For encouraging acts of leadership at all levels -
• Leaders must lead by example
• High tolerance for failure
• Collective responsibility and ownership
17. Establishing Explicit
WIP limits
• Only implicit WIP limits
• Trying to perfect the math to decide the right WIP
limit
• Start with a thumb rule, iterate rapidly from there
18. Introducing Explicit
WIP limits
• Start with a simple WIP limit and gradually tweak it
as we go
• We start with a simple WIP limit of - Number of
People * 1.5
19. In Summary
Help Kanban Adoptions succeed
with complementary change management efforts
To promote Visualization and Transparency … Create Safety
To avoid Stagnation at low maturity level … Create a Learning Organization
For a viable Solutioning approach for long-
standing blockers
… Promote Learning-By-Doing
To avoid local optimization … Break functional silos
To prevent Individual Super-heroism … Create supporting performance
evaluation systems
To encourage leadership as an attribute
and not a title
… Promote leadership at all levels
For introducing explicit WIP limits … Start with a thumb rule and iterate
rapidly