This week we feature a rebuttal of Episode 1 with Paul Gibbons. What did people think of the 1st show? Have a listen as we debate pop psychology, agile and OD and more!
This episode features Salah Elleithy, Agile Coach, Trainer and founder of Spark Agility. Salah joined an open session with me at Agile 2015 where myself and a few other people tried out a technique called The Hot Seat.
Salah recently tried this out with a client and in this episode we chat about why he wanted to try it, how he did it and what happened.
The first Lean Change Management podcast features Paul Gibbons, the author of The Science of Successful Organizational Change. In this episode we talk about what the Agile community can learn from the organizational development and change management communities.
The Agile community groans when late adopters discover it as being the greatest thing ever. I’ll wager most Agile practitioners don’t realize everything in Agile has been stripped from ideas that are decades old. It doesn’t matter where these ideas came from, let’s merge ideas from Agile, OD, CM and HR in order to build resilient organizations.
Teams often feel they have had Agile pushed on them and they simply have to go along with whatever is pushed from above. Change canvases help people in teams take ownership of their changes that align with the organization’s purpose.
Agile teams can fly under the radar until they bump up against the organizational boundaries. At that point, ‘being Agile’ and ‘Agile mindset’ discussions become useless for moving forward.
People process change differently. Sometimes you can be explicit about how people are affected by change and use that in your retrospective to provoke powerful discussions.
When faced with a desire to produce a big plan when introducing change, you have a choice. Here’s how I dealt with this choice.
Reviews of Lean Change Management
“Changing yourself is difficult. Changing an organization? One might say impossible. And, Jason has written a handbook that allows you to consider ways to implement the impossible.
With the idea of feedback-focused change, you can change an organization, one small step at a time. He’s done it. You can do it. Let him show you what works and what doesn’t.
I love the stories. They ring true and follow what I know about change and people.”Johanna Rothman
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