Of Change

Th

eConeManoel PimentelAgile Coach @manoelpmanoel.pimentel@elabor8.com.au

CHANGE

“Organisational change combines inner shifts in people’s values, aspirations, and

behaviours with “outer” shifts in processes, strategies, practices, and systems.”

Peter Senge

OldThinking

NewBehaviour Thinking Behaviour

CHANGE

Tolerance

High Tolerance

Old

Thinking

New

Behaviour

CHANGE

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

ThinkingBehaviour

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

Old NewCHANGE

Thinking

Thinking

Behaviour

ThinkingBehaviour

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

Few leftovers

Old NewCHANGE

Thinking

Thinking

Behaviour

ThinkingBehaviour

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

Few leftovers

Low Resistance

Low Tolerance

Old

Thinking

New

Behaviour

CHANGE

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

Behaviour

ThinkingBehaviour

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

Old

Thinking

New

Behaviour

CHANGE

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

Behaviour

ThinkingBehaviour

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

Many leftovers

Old

Thinking

New

Behaviour

CHANGE

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

Behaviour

ThinkingBehaviour

ThinkingThinking

ThinkingThinking

Thinking

Behaviour

Behaviour

BehaviourBehaviour

BehaviourBehaviour

Behaviour

Behaviour

Many leftovers

High Resistance

“People do not resist change; people resist

being changed.” Peter Senge *

“People do not resist to adopt new behaviours(or

thinking); people resist to abandon the old ones.

Manoel Pimentel ;-)

Change = Decision

Decisions Are

Emotional, Not Logical

Emotional Response

Threat

Reward

Agile is a MindSet!

Agile is a MindSet!

Agile is a MindSet!

That's why we fail

Why? How?

Convince me! I want learn ;-) UncertaintyLack of

Self-Confidence

Change

Decision-Making (avoid/adopt)

More changeableLess changeable

CoachabilityPlay the

Game

OwnershipBackfire

Motivations/Beliefs Competencies

Cynic Skeptic

Co

ach

ing

fo

r C

han

ge

Pu

sh Pu

ll

A new strategy

elabor8think sharp

Impact of change/transformation

Organisational effort

elabor8think sharp

Impact of change/transformation

Organisational effort

Behaviours and

Practices

Capabilitiesand

StructuresMindset

level 1level 2

level 3

elabor8think sharp

Agile

Scrum

XP

FDD

SAFe

LeSS

Nexu

sD

AD

Kanban

elabor8think sharp

Where can we start?

elabor8think sharp

elabor8think sharp

SCRUM KANBANvs

elabor8think sharp

elabor8think sharp

Focus on the

essential

elabor8think sharp

FLY

elabor8think sharp

Learn rapidly from the results

A basic behaviour to start the Agile journey

Focus on achieving a small goal

You can improve the next cycle

elabor8think sharp

Focus on achieving a small goal

Learn rapidly from the results

You can improve the next cycle

FLY = Continuous Improvement

elabor8think sharp

Focus on achieving a small goal

Learn rapidly from the results

You can improve the next cycle

# No specific roles required# No training required# Works with the current structure # No constraints regarding artifacts# Fostering small batches# Lightweight and short meetings

FLY = Continuous Improvement

elabor8think sharp

# Capture the Lead Time# Measure flow efficiency # Continuous improvement around flow measurement (FLY)

Be

hav

iou

rs

and

Pra

ctic

es

Quick Wins

elabor8think sharp

Project

Continuous Improvement (FLY) around Flow Measurement

elabor8think sharp

Impact of change/transformation

Organisational effort

Behaviours and

Practices

Capabilitiesand

StructuresMindset

level 1level 2

level 3

elabor8think sharp

# Agile roles to support the optimisation

# Reorganise the roles to avoid bottleneck-effect

# Improve the management of dependencies with others projects/products

# Deliver business impact

Cap

abili

tie

san

d

Str

uct

ure

s

elabor8think sharp

Impact of change/transformation

Organisational effort

Behaviours and

Practices

Capabilitiesand

StructuresMindset

level 1level 2

level 3

elabor8think sharp

Eliminate waste Amplify learning

Decide as late as possible

Deliver as fast as possible

Empower the teams

Build integrity in

See the whole* 7 Lean Principles

Min

dse

t

elabor8think sharp

Impact of change/transformation

Organisational effort

Behaviours and

Practices

Capabilitiesand

StructuresMindset

level 1level 2

level 3

“In a change effort, culture comes last, not first.”

John Kotter

“A culture truly changes only when a new way of operating has been shown to succeed over some minimum period

of time.”

Impact of change/transformation

Organisational effort

Short Term Long Term

stabilised culture

there's

NO

“transformation” the

may never happen

Hacking the system

MVI

Minimum Viable Improvement

Impact of change/transformation

Organisational effort

MVI

… it’s a journey of continuous learning

Thanks :-)

manoelp