Cultural Change Management for Agile Transformation

Outcome:

Organization transitions from silos, project-based, waterfall teams to collective teams working towards goals using a dual-track Agile methodology.

Achieved by:

Establishing a Vision

• Setting a vision of the culture and processes we would like for our organization
• Identifying key barriers and pain points keeping us from currently living into our desired culture
• Identifying relationships that need to be built or changed in order to more forward effectively
• Participating in training for Dual Track Agile, Discovery methodologies and Scrum 
• Determine how to sell the vision by finding the key value for each group affected

Communicating a Plan for Change

• Build a shared understanding for where we are at and where we want to go
• Help individuals understand the value in the change and how it may affect them
• Find advocates for the change and include them in building excitement
• Build a plan to roll out changes
• Develop a “workbook” for teams as they transition into a new way of working
• Evangelize the new approach to partners and help them understand how this changes their interaction
• Advocate for time for teams to spend kicking off a new way of working together

Evaluation and Iteration

• Setting expectations of teams to leverage Agile ceremonies – like Retros – to ensure each team is working well together
• Regularly collecting feedback from the team in order to make adjustments to partnerships, processes and culture