In this podcast recorded at the Agile 2018 conference Shane Hastie, Lead Editor for Culture & Methods, spoke to Diana Larsen about the evolution of the Agile Fluency model, the rate of adoption of new ideas in organisations, organisation design and being an ally.
Key Takeaways
- The ideas around agile fluency have evolved through feedback and use in the field
- New ideas take time to be adopted in organisations and agile is far from prevalent
- Agile ways of working will become “the way we do things” but it will take time
- There is a diagnostic instrument which allows teams to undertake self-reflection and explore areas they want to improve
- The organisation design community have a lot of knowledge about things that the agile community can learn from
- Diversity and inclusiveness are still issues in the agile and broader IT community, but things are improving
- The single most powerful tool to combat racism/sexism and help diversity and inclusion grow is the action of bystanders
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Show Notes
- 00:24 Diana’s current focus and interests
- 01:00 The Agile Fluency Project is a startup that Diana is a founder of
- 01:45 There is no reason that every organisation can’t have agile done well – but how do we get there
- 02:10 The updated path to agile fluency article
- 03:08 When you have published a model it begins to teach you back
- 03:38 The learning that is coming from people using the model with teams and organisations
- 04:02 Tackling the “hasn’t agile achieved its goal” question – how long have the ideas of total quality management and customer focus been around yet we still don’t achieve it consistently?
- 04:38 New ideas take time to be adopted in organisations and agile is far from prevalent
- 04:57 Agile ways of working will become “the way we do things” but it will take time
- 05:15 Some of the ideas that using the model has impacted the thinking and exposed where organisation need to invest
- 06:07 It is a team model that has organisational impact
- 06:28 The way the managers’ role needs to shift based around the level of fluency the team needs to achieve
- 07:10 Advice on putting the ideas into practice
- 07:27 There is a diagnostic instrument and supporting tools which allows teams to undertake self-reflection and explore areas they want to improve
- 08:15 The most effective users of the model are experienced coaches who have worked with multiple teams and organisations
- 09:15 Ways in which people are using the model
- 10:00 Bridging the agile and organisational design communities
- 10:30 The resonance between the goals of organisational design and agility
- 11:09 The organisation design community have a lot of knowledge about things that the agile community can learn from
- 11:48 The Organization Design Forum conference theme for 2018 – Designing for Agility and Innovation
- 12:25 Showing the organisation design community the Menlo Innovations environment
- 12:58 Where to find out more about organisational design
- 14:35 In the agile community we are making progress on diversity and in the broader software community there is greater awareness and lots of resistance
- 15:10 The two themes which came out of the coach camp prior to Agile 2018 were diversity and self-care
- 15:45 The representation of men at the women in agile conference, recognition that diversity is a problem for everyone, not just the disadvantaged community
- 16:41 The single most powerful tool to combat racism/sexism and help diversity and inclusion grow is the action of bystanders/allies
- 17:32 The willingness to step up as an ally while being uncomfortable
- 17:57 Practice is the thing that helps us overcome feelings of awkwardness
- 18:20 Concrete practice for someone who wants to be an ally – ask how they can help
- 18:34 It’s OK to be uncomfortable – that’s where we learn most. If we stay in our comfort zone, we never learn anything new
- 19:02 Try the experiment and learn from the results
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