agile pushback
DESCRIPTION
Agile Pushback - Change is hard. Changing to Agile is harder.TRANSCRIPT
Learn what resistance to Agile looks like
Understand how people and organizations adapt to change
Apply the “4C”s to encourage Agile in your organization
Overview
Welcome changing requirements, even late in development. Agile processes harness change for the customer's competitive advantage
–Agile Manifesto
Symptoms of Agile pushback
What does resistance to Agile look like in your organization?
Why is change so hard?
How do we adopt change?A
do
pti
on
Time
How do we adopt Agile?A
do
pti
on
Time
“I know Agile is coming to our organization”
“It makes sense why we are going Agile”
“I embrace Agile and will promote it”
“Agile is part of everything I do”
Is organizational change harder?
There’s no magic pill for organizational change
What is change management?
Adoption
Transparency
Communication
Acceptance
Productivity
Engagement
Resistance
Misinformation
Confusion
Errors/Ramp up time
Frustration
Incr
ea
sed
...
De
creased
...
Excella’s model for Agile change
Change.
Coaching
Commitment
Culture
Communications
Culture
Culture
• Measuring culture• Red flags for Agile• Toolbox:
stakeholder analysis or environmental scan
Commitment
Commitment
• Considerations with sponsorship
• Champion network• Toolbox: change
readiness assessment or resistance management plan
Coaching
Coaching
• Instruction design• Agile
ambassadorship• Toolbox: train the
trainer, brown bags, mentorship
Communications
Communications
• Messaging on business value
• WIIFM• Design: who, what
and how• Toolbox: online, in
person, feedback loops
Agile change case studies
Case study #1Problem: Customers of an Agile web development team at a Federal client were confused about who to talk to about getting new features built on the organization’s website. Developers were directly contacted by the customer and agreed upon work without telling other members of the team, including Product Owner and leadership. Occasionally, this interfered with committed work.
Result: consensus on priority created transparency between client and development team
Change.
Coaching
Commitment
Culture
Communications
Case study #2Problem: Commercial client’s development team was putting out “buggy” code that wasn’t passing QA tests. The client introduced an automated testing tool, but the developers were employing workarounds and not really using the tool. The developers reported that the tool was difficult to use and the sponsor wasn’t directly involved with the implementation.
Result: improved skills and increased sponsor understanding to improve code quality
Change.
Coaching
Commitment
Culture
Communications
Change is hard… but it is essential for Agile Understand resistors and how people adapt
to change Encourage Agile in your organization by
using the “4C”s – Culture, Commitment, Coaching and Communications
Key Takeaways
