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Before we dive into Agile transformation as a process, it is necessary to understand the need for being Agile. The term agile is a synonym for responding to changes quicker / incrementally and consistently evolving. This understanding will be the drive for organisations to go through the transition from traditional approaches.
It is often misunderstood in the Software Development industry that “Agile” means following practices such as Scrum or Kanban. Agile instead is a mindset and these are the 4 core values of the Agile Manifesto- Individuals and interactions over processes and tools, working on software over comprehensive documentation, customer collaboration over contract negotiation, responding to change over following a plan. You can get an end-to-end guide for Agile transformation by going for Agile training.
Agile Transformation program in an organisation is a process when the whole organisation collectively operates to be Agile. This is achieved by coaching teams on the values and principles in the Agile Manifesto to all the employees with practical examples.
Choosing Agile Transformation, an organisation commits itself to a more collaborative work culture and environment. This also yields better results, eliminating micromanagement, delivering faster, greater consistency, openness, and creativity.
Agile transformation is expected to reach the four key facets of the organisation: people, processes, technology, and structure.
The transformation entails two stages, and they are detailed below:
In this stage, the transformation to agile is prioritized and communicated to all the employees. Below are the actions that are expected to happen.
Up next is the execution stage where the transformation moves on to coaching the team members and implementing the learnings.
A successful transformation could be assisted well by the below actions. The outcomes of each action will assist a successful Agile Transformation.
The key to starting the Agile Transformation is to have a goal on why an organisation needs a transformation and an understanding of what an organisation would be able to achieve by implementing the Agile ways of working across the organisation. Having these details as OKRs will allow us to create focus from the start.
Every Agile Transformation plan needs to have a roadmap and timeboxing. This can be achieved by building roadmaps using a variety of tools in the market that allows us to visualize the progress and anticipate the date of the completion.
When an organisation decides to undergo a transformation, they would need to spend time and decide on team or squad structures.
Provide regular coaching and training sessions for the employees so that they are up to speed with the transformation happening around them. Ensure to repeat the Agile Principles and Values in every opportunity you interact with them. Identify interactive ways such as Live Demos, Videos Tutorials, Real Time examples and more while coaching them to drive better engagement.
Plan for consistent updates and keep all the stakeholders informed about the progress of the transformation. Also ensure to absorb feedback as frequently as possible from the teams on the transition affects them and address any encountered issued immediately.
During the transformation, it is important to have all the employees in the same understanding. To ensure we maintain this, we need to handhold employees at all levels through the transition process.
In a traditional organisational set up, the team members tend to inherit their respective leader’s style of working and approach to a situation. During Agile transformation, the leadership buy-in is a key to showcase to their teams how committed their leaders are towards the Agile Transformation journey.
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Agile Transformation program is by nature an incremental process and you measure the success of your transformation or the flow of your transformation using the most common industry metrics. This measure can be done at each stage of transformation to visualize success.
It is in most cases; organisations find themselves in a misunderstanding Agile adoption with the Agile Transformation. Both terms sound similar but however they detail an entirely different context.
Agile Transformation embraces a holistic change across the organisation that impacts all the teams and employees. It focuses more on developing an Agile mindset and process to follow while delivering an initiative at hand. It usually takes months or years to accomplish. During the Transformation, the entire organisation structure is reconsidered to fit into the Agile Mindset.
On the contrary, Agile Adoption is a synonym to incorporate an Agile methodology at a team level. This includes adopting agile transformation frameworks such as Scrum or Kanban. The primary objective is to enable process changes and identify opportunities to improvise from current ways of working. This process usually takes a few weeks depending on the team’s maturity.
Agile Transformation offers numerous benefits and below are the key ones.
In few cases, the transformation hits a dead end due for few reasons which could be below:
However, all the mentioned can be eliminated with caution when a successful Agile Transformation is put in practice as mentioned in this article.
On a related note, there can be below challenges coming in the way during the Agile transformation process.
1. Organisational Culture Blocks Change
The mindset of people following a culture over year will come in the way when a change is proposed. This is exactly why the leadership buy-in will be a key to eliminating this challenge.
2. Transformation at Scale
When committing to transformation, it is expected to be an organisation wide transition. This cannot be done at one level as experiments. This is when strategic planning comes into play. During Agile transformation, the business will not halt but starts operating further efficiently while delivering the commitments.
3. Leaders are not Convinced
The transformation process tends to take time and it is an incremental process. In a few cases, the leadership loses interest and eventually goes back to older ways of working in search of settling to what existed.
4. Rushing the Transformation
Agile Transformation, as mentioned though this article, is a process that would take even more than a year to achieve its vision. The lack of patience results in rushing the transformation and eventually leading to non-favorable results.
A successful Agile Transformation results in organisations being more reactive, delivering more with less, put the customer first, deliver faster. To perform a successful transformation, an organisation would require significant support from its employees and the Leadership since the process itself takes a significant amount of time. The result, however, the transformation provides, will be worth it. KnowledgeHut Agile courses provide various opportunities to get yourself or your organisation’s staff equipped with knowledge on Agile.
It is a visual representation that showcases to the audience on the journey of transitioning to practice Agile ways of working. This includes vision, milestones, goals, metrics and OKRs.
Among a lot of organisations that underwent transformation. Below mentioned are the epitome of putting them into practice:
Agile Transformation during the implementation phase will have various incoming challenges and the Agile Transformation consultant typically aids in such cases.
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