"People over Process" slides that are about coming back to the heart of Agile: People! Intro - People over Process. Agile = Culture. Whole Agile. Focus on People: Vulnerability, Authentic Connection, Safety & Trust (VAST) People-centric organizations (Laloux Culture Model) People-centric Change

1. @MichaelSahota
People
—————
Process

2. @MichaelSahota
Agile is about People

3. Where Does Agile Come
from?
Let’s Look at the Source.

5. Credit:(h*p://www.krivitsky.com/2011/10/offshore:outsourcing:and:agile.htmlAlex(Krivitsky

6. Individuals and interactions over processes and tools

7. Individuals and interactions
over
processes and tools

8. Individuals and interactions
processes and tools

9. Individuals and interactions
processes and tools
People

10. People
Process

11. People
Process

12. People
Process

13. People

14. We Value
People.

15. http://wholeheartedmanifesto.org/

16. Sounds nice.
But does this work in the
real world?

17. Semco: 20% annual growth
for the last 3 decades.
Video: https://www.youtube.com/watch?v=USC1RE8jE50

18. “The purpose of work is not
to make money.”
- Ricardo Semler

19. “The purpose of work is to make
the workers, whether working
stiffs or top executives,
feel good about life.”
- Ricardo Semler

20. What Does Your Organization
Value?
Process People

21. @MichaelSahota
Losing Sight of People = Failure

22. Sources:(MulEple(Workshops(with(100’s(of(parEcipants;(Version(One(Survey(
h*p://agilitrix.com/2012/08/agile:2012:workshop:results/((

23. Copyright VersionOne 2013
It’s Not Working for People

24. Weaponizing Agile: The Whip

25. Weaponizing Agile: The Shield
http://agilitrix.com/2014/06/stop-using-agile-as-a-whip-and-shield/

26. for Agile?
What is the

27. Whole Product?

28. Agile Mindset
http://www.flickr.com/photos/tza/3214197147
Doing
Agile
Being
Agile
Agile Practices
VALUE
PEOPLE

29. Culture is Key
I

30. D I%2

31. D
J D

32. D

33. 3 3

34. 3

35. AB B D C

36.
J AB

37. C D

38.
J B 3C

39. B E D D

40.
J AB

41. E3 D

42.
J0 E

43. 0 C
J ECD B

44. D

45.
J,

46. 3D

47. B

48.
J 3 D

49.
J 3D

50. B 3D D

51.
J D E EC

52. 3B

54. WholeAgile
Culture!Culture!
Culture!

58. Where are you going?

59. @MichaelSahota
Value People

60. Trust Level
1 10
TRUST NO ONE

61. Safety Level
1 10
FEAR

62. Openness Level
1 10

63. Connection Level
1 10
FEAR
ALONE

64. Can we measure this?

65. TIP: Use 12 Scientifically Proven
Questions to Measure Engagement

66. Q: At work, do my opinions
seem to count?

67. Q: Does my supervisor, or
someone at work, seem to
care about me as a person?

68. How may we experience
disengagement?

69. Cycle of
Disengagement
FEAR
ALONE
TRUST NO ONE

70. How do we value people to
get engagement?

71. SAFETY

72. TRUST

73. Authentic Connection

74. Vulnerability

75. “When we see vulnerability in
others we call it courage, but
when we see it in ourselves
we call it weakness.”
- Brene Brown

76. Brene
Brown

77. Engagement
Cycle (VAST)

78. Engagement
Cycle (VAST)
What can you do to increase
engagement with VAST?

79. Engagement
Cycle (VAST)

80. @MichaelSahota
People-Friendly Organizations

81. Power Leadership
1 10
FEAR
Centralized Distributed

82. Information Access
1 10
Restricted Transparent

83. Planning Control
1 10
FEARPredict
Control Emergent

84. Performance
Compensation
1 10
FEARFEAR
Centralized Distributed

85. One way to think about culture is...
“How we do things
around here to succeed”

91. To fully
Engage People
…
you need to
change
Your
Organizational
System

92. Consciousness
Trust
FEAR
Engagement
Outcomes

93. Where is your organization
now?

94. Where may your
organization go to succeed?

96. @MichaelSahota
People-Centric Change

97. “Most well-intentioned
change programs
decrease engagement.”

98. How do we engage people in
change?

100. Why: A Quality Product
Why: Collaboration
Why Do We Want Agile?
Workshop: http://agilitrix.com/2014/06/agile-is-not-the-goal-workshop/

101. David Hussman

102. COMPASSION
Thich Nhat Hanh

103. FEAR
ALONE
TRUST NO ONE
Cycle of
Disengagement

104. Engagement
Cycle (VAST)

106. Voice of the System

107. Leaders
go First

108. Let Go of Outcome

109. Let Go of
Control
http://agilitrix.com/2014/09/letting-go-of-agile-culture/

110. Organic Spread of Ideas

111. Freedom to Choose

112. “Inviting people to personal
transformation is key to the
transformation of the whole
organisation.”
- Olaf Lewitz

114. How Might We Engage People
Inspire(
Co:create((
Set(Context((Outcomes(
Request(Experiments(
Beg((Treat(like(volunteers)(

115. Value All The People

116. Let’s Travel Together

117. @MichaelSahota
Closing

118. Do you….
Feel stuck in an Agile
Transformation?
Dream of a better place for your
people to work?
Want to love what you do?

119. The Expert in
Agile Culture
to
Help You Grow Your
Organization
Call me.
If you want …

120. “We thought we were hiring Michael to teach our staff how to 'do agile' but he
taught us so much more than that.
We started with an intense but stunningly effective Temenos session for the
management team that was crucial to building the trust and connection we
needed to truly function as a team.
He facilitated a series of organizational development workshops that helped us
understand and build towards a cultural and organizational context where
agility can thrive and be sustained.
Using a dynamic and highly engaging 'teach by modeling' style throughout,
Michael helped us examine our team's values, mission and ambitions, adjust
our structure and move us towards an empowered model of decision-making.
When we finally rolled out Scrum and Kanban training, we were well positioned
to support successful adoption.
Michael is a master facilitator who applied expertise, experience, compassion
and courage to navigate complex problems with us and put us on the
path to transformation.”
- Soo Kim, Senior Director, Digital Operations, CBC

121. More About Michael
~20 years IT
13 years Agile
STRATEGIC
PLAY®
!!

122. Contact Michael
Michael(Sahota(
Phone:(416.999.3297((
Email:(michael.sahota@agilitrix.com((
Sign(up(for(my(newsle*er(at:(
h*p://agilitrix.com