There are many factors to consider when moving to agile in a large organisation. One particularly important factor is conducting agile pilots - which is essentially about learning and rapid development. Going agile in an agile way so to speak.
Here are some things you might consider as part of deciding on your pilot and roll-out approach:
- Which parts of the organisation should we start with first?
- Which groups might find the transition easier than others?
- Which groups might be best left to last?
- How can we help shift the mindset of the organisation ahead of making the change?
Even if you have an all-in approach to going agile, you will still make the change in a series of steps or waves.
So, how might you take a data-driven approach to answering those questions?
Imagine if you could measure the mindset of each individual in the organisation ahead of your transformation.
What might you be able to do with that insight?
You could use a mindset index to identify which parts of your organisation have a fixed versus growth mindset.
Next, let's get really specific about how exactly you might measure mindset ahead of the transformation. And, while we're at it - let's up the ante a little more.
Imagine if you could also start shifting the mindset, as part of measuring it.
Joyous has developed six mindset conversations that lead with a rated statement.
The first three statements ask an individual to self-reflect on personal development and adaptability.
- I find it easy to adapt to continuous change.
- I am often making improvements to do better.
- I regularly identify what has worked and what has not.
The remaining three statements ask an individual to reflect on their team's adaptability and the team's levels of collaboration.
- Our team works together to solve problems.
- I feel empathy for my team members and our customer.
- Our team's focus is on delivering value to our customer.
These six statements enable us to measure the mindset of individuals as a score. We can then take these individual scores and roll them up into your existing teams and business units and express them as an average score.
Now you have all the insight you need to select the ideal candidates for your agile pilot.
Teams that score high have a growth mindset, teams that score low have a fixed mindset. You may want to pilot agile with teams that have the highest score and therefore a growth mindset first, unlocking the learnings you need to adapt as quickly as possible.
Ideally, you also begin to shift the teams that have a more fixed mindset to better prepare them for the transition. Digging deeper into the scores of these questions by business unit, team & individual will help you uncover whether the issues lie within individuals or between individuals. This can directly inform how you approach tailoring the training and tools you provide to support them.
Okay, moving right along. If I had to pick one thing I really want you to understand about Joyous, it's this.
Measurement is not our big thing. Our big thing is about actually helping to shift the mindset of individuals.
We achieve this by following up each of our rated statements with a conversation starter. After selecting a score for a rated statement, individuals then go on to answer one free-text question that encourages them to adopt a growth mindset.
Here's the full view of rated statements and their conversation starters:
|Rated Statement||Conversation Starter|
|I find it easy to adapt to continuous change.||What helps you the most when facing changes?|
|I am often making improvements to do better.||How might you make improvements more often?|
|I regularly identify what has worked and what has not.||What would be the best way to identify and share what's working and what is not?|
|Our team works together to solve problems.||What could you do to help improve team collaboration?|
|I feel empathy for my team members and our customer.||How might you build a closer relationship with your team and customer?|
|Our team's focus is on delivering value to our customer.||What changes would help you deliver more value to the customer?|
The very act of responding to these questions will help an individual begin to shift their mindset.
Another subtle but deliberate aspect of our approach is to only start one conversation a week. And, we encourage you to ask everyone across the organisation the same question at the same time.
Why start only one conversation a week?
Firstly, focusing on just one topic means it will be considered more deeply. Secondly, holding a series of focused conversations over time (as opposed to all at once) will help gently ease the individual into a new habit of regular self-reflection and thereby begin to help shift their mindset.
Shifting mindsets is not something you can achieve in secret, which is why Joyous is so well-suited for enabling change.
Finally - and this is the true super power of Joyous - once an individual responds, their leader can have a conversation with them. Joyous is an open feedback tool, we provide an environment where people feel comfortable giving and receiving feedback that sparks action transparently.
Remember that making the transition isn’t where the work of transformation ends. There’s more work to be done to help ensure the new way of working succeeds.
Once you have implemented agile you can then use our Agile adoption conversation set to help ensure the shift sticks.