The document discusses how to bring about mindset and culture change in an organization. It defines mindset as a mental attitude that determines how one interprets and responds to situations. Culture is described as the beliefs, values and behaviors that define how things get done in a group. The document outlines different types of mindsets like fixed and growth mindsets. It also discusses behaviors as honest indicators of prevailing mindset and culture. Lastly, it provides recommendations for enabling behavior changes like applying servant leadership, aligning metrics to behaviors, and linking changes to business outcomes.

1. Bringing in Mindset and
CultureChange
How to do it? Nitin Mittal
Agile, DevOps &
DesignThinking
Coach
SPC, CSP, CSM, CDA,PMP, ITIL
By Nitin Mittal

2. Agenda
• Understanding Mindset
• Understanding Culture
• Ecosystem of Mindset and Culture
• Honest Indicators of Agile Mindset and culture
• Enabling behavior changes
By Nitin Mittal

3. What is Mindset?
It’s a mental attitude that determines how
you will interpret and respond to situations
Or simply
Way of Thinking
By Nitin Mittal

4. Type of Mindset
• People with fixed
mindsets believe that
they are what they are
and cannot change.
They want to be praised
and not challenged.
• Those with growth
mindsets want to get
better and are
accepting of people
who point out their
shortcomings.
• If you get a thrill from
what’s easy, you may
have a fixed mindset. If
you enjoy what is
difficult, you may have
a growth mindset.
Obstacle
Challenge
Effort
Criticism
Success of
Others
Avoid Challenges
Give up easily
See Effort as Fruitless
Ignore useful
negative feedback
Feel threatened by
success of others
Embrace Challenges
Persist during
setbacks
See effort as path to
mastery
Learn from criticism
Find lessons and
inspiration from success
of others
By Nitin Mittal

5. So what is agile mindset?
 Aligned to Growth Mindset
 View failure as learning opportunity, something which
provides new information
 Learning is the primary goal
 Believe that effort lead to mastery, Continuous improvement
 And many more..
By Nitin Mittal

6. What is Culture?
 What is DNA to a human, culture is
to an organization
 Essentially culture is to a team,
program or company, what mindset
is to an individual
 Culture is the soul of organization,
the believes and values and how
they are manifested
 The way things get done
By Nitin Mittal
Culture eats strategy for breakfast.
—Peter Drucker
Cultural change comes last, not first

7. Ecosystem of Mindset and Culture
Mindset of an individual s Influences
Culture of that group
Culture of a group influences mindset
of individuals part of that group
B E H A V I O R
Culture and Mindset influences behaviors
By Nitin Mittal

8. Behaviors are the only honest indicator of prevailing mindset and
culture
Behavior of the people in the team indicates the real culture. Some
examples:
• Not starting or finishing meetings on time
• Disrespecting employees
• Don’t let anyone speak and frequently interrupt in the meetings
• Blaming people
• Using people for your own benefits
• Yes boss mindset
• And many more..
By Nitin Mittal

9. What are some of the key Behaviors that support Agile mindset &
Culture?
Transparency at
all Levels
Diversity ofThoughtsValued
Team spirit over individual heroes Continuous ImprovementTreat Failure as learning
opportunity
Knowledge Sharing
By Nitin Mittal

10. Enabling Behavior Changes
1. Apply Servant Leadership
2. Align Metrics to expected Behaviors
3. Levelling Environment at work
4. Unlock intrinsic motivation of knowledge workers
5. Call out the gap in expected Behaviors
6. Link behavior changes to business outcome
By Nitin Mittal

11. Enabling Behavior Changes: Apply Servant Leadership
By Nitin Mittal
“Lets go Do
it” NOT
“You go do
it”
Values
Diverse
Opinion
Cultivate
culture of
Trust
Care about
people’s life
not just
work Sacrifice
some today
to develop
more
tomorrow
Sell and
Persuade,
NOT
command
and control
Develop
Leaders

12. Enabling Behavior Changes: Align Metrics to expected Behaviors
Tell me how you measure me and I will tell you how I will behave – Eliyahu goldratt.
Expecting different behaviors is pointless if the
way people are measured continues to reward
the nonaligned behaviors.
For ex if expected behavior is that people should collaborate
but if reward is given to an individual level output, don’t
expect people to collaborate
If expectation is that people should innovate but if failures are
punished then its pointless to expect people to do
experimentation
By Nitin Mittal

13. Enabling Behavior Changes: Levelling Environment at work
• Treat everyone equally
• Every person has equal opportunity,
access to benefits, perks, facilities.
• No favors in promotion, pay, hiring.
For ex:
If lunch is served in office, everyone in office should
have access to same food regardless of seniority.
Zero tolerance policy should be applied same to all
levels
By Nitin Mittal

14. Enabling Behavior Changes: Unlock Intrinsic Motivation
Unlock intrinsic motivation of knowledge workers-
3 Key aspects:
Autonomy: desire to be self-directed, feel in control
and drive your own work
Mastery: the urge to better yourself at something
that matters.
Purpose: desire to do something meaningful or
something that makes a difference
By Nitin Mittal

15. Enabling Behavior Changes: Call out gap in expected behavior
Let people know what expected behaviors are and Call
out the gaps
It is possible that everyone will not exhibit the desired behavior in
beginning, however it is important that they realize what is expected
behavior that they are not following. During a course of time, this will
influence change of mindset and eventually culture where everyone will
start to implement desired behaviors
For ex-
It is expected that everyone should attend meeting in person, on time and
meeting should finish 5 mins before scheduled end time.
Teams may struggle to follow this in the beginning but with conscious effort
and knowing what is expected, team will soon start to change behavior and
eventually culture.
By Nitin Mittal

16. Enabling Behavior Changes: Link Behavior change to Business outcome
When people see how a set of behaviors have
positive impact on the outcome, these behaviors
will be spread.
For ex-
Where diversity of thoughts are valued and everyone is encouraged
to come up with ideas. It is bound to happen that new ideas will
come on different days and will have an impact on the outcome-
either process, technology, business value etc.
Once people see the benefits of diversity of thoughts, it becomes a
norm or a culture in a team or organization
By Nitin Mittal

17. Reach me @
Linkedin: https://in.linkedin.com/in/nitin-mittal-a8671321
Twitter: @npmittal1
Email:
Nitin.mittal1@Amdocs.com
npmittal@gmail.com
ThankYou
By Nitin Mittal