A coach shared this with me and I thought is was pretty good stuff. Here ye go in PDF format. Not from Cliff, but…
What is an acceptable pace of change for your organization? The root of all improvement lies in change. Should we go all out with unmanaged chaos, or manage change as part of a strategy through extensive controls? How does your enterprise identify and engage what the appropriate pace of change is? How do you balance change to affect positive business outcomes?
How fast does your company need to innovate to stay competitive?
Remember the wisdom of Jack Welch, “If the rate of change on the outside exceeds the rate of change on the inside, the end is near.”
The answer lies in the balance of new and/or improved thinking tools, ways of working, and even ways of feeling as an organization. Every organization is unique and therefore requires a unique approach to managing change. We can always start with existing ideas and tooling and fit to purpose. Choose wisely, and actively engage and match the pace of change to the needs of innovation.
I am particularly fascinated by Rimac and their explosive growth and ability to continuously and relentlessly improve and match the external markets demand for innovation.
“We need to change everything. The whole company changes pretty much every year. – Mate Rimac”
Company founder and CEO Mate Rimac takes you deeper behind the scenes than most journalists have ever been. And this is only the first episode of the four they’ve produced.
This is a case where leadership completely failed in two major organizations. Some argue for completely flat (eg #gameofnothrones) organizations bereft of a true leadership team. We can’t have it both ways as “agilists.” Leadership is a function necessary in complex organizations. The key in de-scaling is Lean and Systems Thinking, not eliminating critical functions.
The lawsuit states that in early 2016, Hertz began an ambitious project to transform its digital identity. Lacking the internal expertise and resources to carry out the work itself, Hertz picked Accenture from a list of potential candidates to design,…
Here are some patterns to think about the next time you are planning an Agile Release Train (ART) launch. The ART launch should be preceded by a successful value stream identification workshop. Even still, old mental models may prevail that are deeply embedded in the culture of the organization.
Mechanical Scrum is bad for everyone.
You cannot force or assign shared ownership. Management must learn to trust her people and the system. An appropriate quote follows.
Edward Lorenz’s original metaphor for a chaotic system—the world’s weather where the nonlinear nature of forces potentially makes it possible for a butterfly in Beijing to affect the weather a few days later in New York—managers today seem to be living in fear of butterflies.
A potential misstep in launching an ART is allowing management to “assign” team members to teams based off of an overly simplistic view of the value stream or a set of unmanaged assumptions. If the knowledge workers know the work best, then leadership and management should allow the team to be part of the conversation and part of the decision-making process (SAFe Principle #9) for organizing and aligning the ART to the value stream.
This involves a process of self-organization. It is more than just a sequence of steps. If an organizations creation is facilitated mechanically through process steps, then the result will be uncommitted teams and forced misalignment.Read the rest of this entry »