agile journeys

...rants by Asheesh Mehdiratta on Transformation and Change

Category: change management

Gratitude – Do you think it matters?

gratitudeChange agents are always running into Blockers, during their transformation journey, and need to overcome the impediments Brick by brick.

This journey can sap your energy and sometimes creates a downward spiral in the energy levels. This negative cycle must be balanced by a positive energy cycle in my viewSo how do you break this negative loop and enter the positive loop?

For me, it is the GRATITUDE –  which you show every day ~ when you THANK your stars and enter the positive state of mind.

Gratitude comes from the Latin word gratia, which means gratefulness, and associates us to a higher power.

As we show Gratitude,  we get this feeling of gratefulness and thankfulness, which allows our minds to be at peace and focus on all the positive things happening around us, even if they are very small!

It could be as simple as a Spark in the eye of the Business user at the new product, or the positive commentary for a feature demo by the Product owner, or simply an Executive smiling at the collaboration within the teams, or a developer who gets the test-first concept. The are all opportunities for us to show our Gratitude.  You could start by building up your Gratitude ‘journal’, and slowly you will realize the Happiness factors going up for you, your teams and your stakeholders.

Here are 3 Simple Ideas To Try
  • Start by putting up a GRATITUDE BOARD, for your personal accomplishments
  • Encourage the Teams to start their Team Gratitude Board/Journal for their Tiny improvements.
  • Introduce Gratitude Exercises in your teams daily routine, just as Teri McKeveer introduced for her athletes

Let me know what you try and give it a thought if you think GRATITUDE matters for you/your team?

You can subscribe via RSS to this blog , and would encourage you to share your stories and your feedback in the Comments below

5 Step Recipe for building Communities of Practice

building communities of practiceAs part of organizational transformation journey, CIOs today need to move from hierarchical models to self organizing communities to deliver IT, and there is an even greater need to build and sustain “Communities of Practices” for achieving the same. If you are an internal change agent responsible for building these communities, you can learn about the 5 step recipe to building and nurturing these communities of practice in your organization:

But before we kick-start, let us try to understand what really is a Community of Practice?

Communities of practice (CoP) are groups of people who share a concern or a passion for something they do and learn how to do it better as they interact regularly.

Typically these groups have a shared domain of interest, shared competence, and learn regularly from each other. They engage in joint activities and discussions, help each other, and share information; they are practitioners who share experiences, stories, tools, ways of addressing recurring problems — in short a shared practice.

Below is a Simple 5 step strategy to kick start and nurture your Community of Practice:

1. Establish a Sense of Urgency and leverage the Strategic objectives

2. Gather ‘early’ Adopters and “Run”

3. Partner with the internal and external Ecosystem

4. Scale –  Horizontally 

5. Scale –  Vertically

 

1. Establish a Sense of Urgency and leverage the Strategic objectives

Corporate honchos will typically lay down the current / future areas of focus for the organization. These are typically called as the Strategic Capabilities or future growth areas or similar sounding terms.

The key to starting a community is to leverage these strategic objectives with an inbuilt sense of urgency, and find a key sponsor (read as TOP DOWN Support), and identify the contributions with this sponsor, as to how the community can add Value, and then focus the discussion and activities around these.

The BOTTOM UP support is always easy to find, once the Sponsor has been identified, who can then help in spreading the message across the enterprise. It is never a question of how to find the bottom up interest, but more a question of ‘how to engage and guide’ the early adopters and steer their passion.

2. Gather ‘early’ Adopters and “Run”

Start with whoever shows up and accept that there will be passionate people (few initially), but always encourage and accept different levels of participation. You will realise that the strength of participation varies from each individual. The ‘core’ (most active members) are those who participate regularly. There are others who follow the discussions or activities but do not take a leading role in making active contributions.

Then there are those (likely the majority) who are on the periphery of the community but may become more active participants if the activities or discussions start to engage them more fully. All these levels of participation should be accepted and encouraged within the community.

There is never a critical mass required to start a community. So RUN with whoever shows up!

3. Partner with the internal and external communities

As a community guide, you will/shall/need to partner with the internal and external communities for your organization.

The internal communities would include your Support functions – typically Human Resources – Learning / Training departments, and the internal facilities, who can provide the required logistics, marketing muscle, sometimes manpower too and really make your community endeavors as a key part of their learning offerings. It is best to create this win-win combination to sustain your communities.

The external communities is key and would include partnership with the industry forums, and speakers, wherein the community members interact, broaden their expertise, and learn and share their stories, new learnings and upcoming trends. The key is to provide an engagement channel with your Community SPONSOR, on how to funnel the participation and share these learning’s internally without getting sucked into the legal and compliance partners.  The culture of your organization may aid/resist this step-up.

4. Scale –  Horizontally 

In order to generate initial buy-in across a wider spectrum, it always makes sense to scale horizontally first, so that you can achieve critical mass for your community. This allows the members to contribute and break the ice, and helps in the initial stages in collaboration for the ‘core’ team, as each member brings some additional value to the conversation. We call this strategy as the – Go Wide move

It always helps to create a rhythm for the community with regular schedule of activities that brings the participants together on a regular basis, and combining familiarity and excitement, by focusing both on shared, common concerns and perspectives, but also by introducing radical or challenging perspectives for discussion or action.

5. Scale –  Vertically

Post the initial buy-in, and few first steps, there are always challenges of – What next? Who runs? When? How?

Try Vertical Scaling! – which means going deeper into the sub-topics of interest / work streams within a common umbrella, focusing on multiple aspects: roles/functions/location/on-line/offline medium

As the community needs to be refreshed every few seasons and undergoes an ownership transition, which will happens as you scale vertically now, it is OK to disengage the earlier passionate core and let a new ‘core’ emerge. Other options include introducing Game mechanics in the community, and allowing for non monetary rewards and publicity for the passionate volunteers. You may need to watch out for the Success Patterns and Failure Patterns for your CoPs.

In the end it is the Passion that always rules!

The key to building successful communities is to provide an enabling platform and a safe environment for people to share their stories without any judgement or fear of failure.

I would definitely be interested to hear if you have used these or additional steps to make your communities a success !! So what’s your success story building and nurturing Communities of Practice ?

Photo Source: http://bit.ly/2d39F6R

p.s. This post was originally published here

Wanna jump start your Transformation?

change rewardsIn my previous post, we talked about Changing our Habits, to be able to successfully make any real impact with your transformation change initiatives.

Let us review how we can make these habit changes really possible and sticky.

In his book, The Power of Habit, author Charles Duhigg, talks about why habits exist and how they can be changed. He talks about how changing our habits can be done and how we can start to think scientifically, which would help us  in our large scale transformations.

Critical steps for Changing our Habits

As a first step, the author talks about looking for the Cues which are the starting point for the Routine/Habit, that you wish to change.

But possibly the habits that you need to change, are mostly the KEY Habits, which are really required for your Transformation.

But this is where most transformations are stuck ! as you and your teams cannot seem to change these Habits. So you need to identify these routines/habits.

Then you would need to find out what is the Reward that you are getting from this routine/habit. The reward can take various forms and you may need to be able to articulate the same very clearly.

Here’s a Common Scenario to reflect –

Are you asking for Status reports – because you have to simply share information with your boss or you are not confident about your teams capability or you need to take an executive decision, etc.?

Discovering your Triggers and Rewards is the KEY to changing your Habits!

So if you can see that your team is not doing peer reviews, not running unit tests, or not merging their code base continuously,  and you want to CHANGE this Habit. It would be goo to now reflect and introspect and see what are the cues, rewards which lead them to forming these habits.

Sometimes it helps to facilitate this conversation in the team retrospectives and trigger the difficult dialogues, to make a lasting impact on your transformation journey.

So what has been your experience in breaking team habits? 

If you like what you read here, then do subscribe to my blog , and feel free to share your feedback in the comments below.

CHANGE ? Are you Missing this jigsaw?

change habitsChange is hard for everyone and though the 70% failure rate is quoted and busted as a myth, but this does not make the problem of change management go away!

 The change management discipline is itself now challenging (source) the traditional change model, towards a more inclusive, invited, and organic model. It is acknowledged that focus on “People” is an integral part of any Change initiative!

So why do most change initiatives fail? what really are you missing in your Change initiative journey?

Try pondering on this quote –

“Change is not always easy when patterns in our lives have existed so long.”

-Lolly Daskal, The Leadership Gap: What Gets Between You and Your Greatness

If you look at your change initiatives, they will typically be aimed at uprooting our patterns, at changing our interactions, changing our containers or simply making those interactions disappear.

Sometimes you may simply need to simply break down the wall, and sometimes you try something different?, but with every change initiative asking us –

Can you Break your Old Habits, and start adopting NEW Habits?

So if you can start to change people’s habits, you would in my view have successfully moved the needle, and possible achieve some success in your change initiatives.

So what is the biggest Habit that you have been able to Change with your teams? Do share how you introduced the New Habit and got rid of the old one?

If you like what you read here, then do subscribe to my blog , and feel free to share your feedback in the comments below.

 

Breaking down the Walls, brick by brick !

brick by On your transformation journey, sometimes you meet the bright sparks who simply GET IT, and sometimes you are faced with the hard rock faced bozos, who are simply DEAD! They build a WALL around themselves. They simply have no desire to CHANGE!

What do you feel?

Do you get mixed feelings, mixed emotions ?  Do you ignore this dead stock ? or do you try to turn them around ? 

What if they are a critical piece to the overall transformation? with all the right authority and are riding the right power pedestal? and you simply cannot ignore them.

What is your next step?

For me, sometimes it helps to simply listen to them and give them your ear !

The act of empathizing with the hard rock faces sometimes melts them ~slowly~ one day at a time and then another day and so on.
It helps if you understand what are their Drivers? which may be in conflict with the transformation agenda! Sometimes their ego simply needs a massage.

By listening to them and all the other nay-sayers, you just break down one brick at a time and suddenly one day you find that the wall no longer exists, and they simple GET IT!

Time to move to the next wall to break !

Do you have any stories to share of your hard rock faces, who you were able to turn around? brick by brick ? what was your strategy?

 

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Blockers are sometimes good for your Transformation

Does your transformation suffer from ‘blocker’ souls?

Does your transformation really need those ‘blocker’ souls?

Have you tried to ‘unblock’ those ‘blocker’ souls? and FAILED !

Sometimes it may be better to let the transformation efforts be BLOCKED (for some time at least)

and let the ‘blocker’ souls rejoice ~silently ~

But this can be your ally in most cases, as  the BLOCKED transformation now suddenly gives you the SPACE and Time to re-evaluate your OPTIONS, your EXPERIMENTS.

It gives you the time to think and rethink your change management strategy. 

  • Does your message needs a refresh ?
  • Should your medium be changed ?
  • Are you under estimating your Impact Radius?
  • Is your staff aware of the overall strategy and why this change is coming?

Sometimes the BLOCKERS are useful to take a pause and reset your clock!

So go ahead and let those ‘blocker’ souls not derail you from your journey!

Feel free to share your ‘blocker’ stories in the comment and keep on listening and subscribe to my blog.

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