In a nutshell, a real Agile coach is one who embodies the mindset and principles of agile culture in everyday life: continuously learning and improving, curious, customer-focused, collaborative.
A professional who operates with a truly collaborative – rather than competitive, ego-based mentality. One who can inspire agile teams to adopt a growth mindset and a welcoming of failure. One who can pioneer a change in traditional, deeply rooted models of project management.
Obviously, it’s not a job description for every type of person. Thus, simply completing an agile coach or scrum master certification is no real indication of a person’s ability to evangelize an agile organizational culture – yet unfortunately, these certifications have become a dime a dozen. And that is why agile transformations fail at many companies – because leadership does take more than one weekend to learn and master.
As a result, in comes the term “Fake Agile.” This describes a professional who has, perhaps, received extensive Scrum and Agile training and knows all of the motions of Agile ceremonies. However, at the deeper behavioral level, perhaps this person is still attached to maintaining egos, titles, and power over others. Or perhaps she simply does not have the resilience to oppose the organization’s existing culture.
An individual who, at the end of the day, prefers to remain in the status quo, rather than grow through change.
Unfortunately, this describes most human beings today.
After all, change is hard, especially when it is mindset and behavioral change, which is deeply ingrained through lifelong habits and experiences.
Agile Change Management
Enter agile change management, as a discipline. Agile Change Management is distinct from Agile coaching, as its focus is broader and more holistic than team-level.
It works alongside the Agile Transformation Lead or Enterprise Agile Coach, looking at the organization as a whole and from within, and identifies:
– Where the principles of agile are not being followed
– Who in the organization can be leveraged to further evangelize agile
– How organizational design can be improved to support agile
– How communication and feedback mechanisms can be enhanced and measured
– How team goals tie into business goals
– Where exist the greatest opportunities for growth
In other words, agile change management is a role that looks deeply at the “How” rather than the “What.”
It is a highly strategic role that yet digs deeply into the front lines of the organization, as agile is meant to do.
You can think of it as the ‘Agile surgeon’ for your organization!
Does it interest you?
Because it should!
Set up a free assessment call to learn more about how we can help your organization gain an agile change management capability and finally say…
Goodbye to Fake Agile!