Background

The telecom company 3 had done an agile transformation, where they had good results in both productivity and employer satisfaction. They had experienced the positive in an agile way of working. Some years later many of the enthusiasts and coaches had left the company and there had been some changes in management. The agile transformation was not moving forwards any more.

3 decided to hire Dandy People for an agile reboot. During the agile reboot many actions were taken to reboot the agile work at 3. One of the actions identified was a Basic Agile Training for all people in the IT department at the Swedish main office in Stockholm, about 200 people, both employees and consultants.

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Our health is the most important thing we have. Our health is something that we as people, leaders, colleagues, employees and employers should hold as our highest priority. It is not enough to offer a wellness allowance, there must be room for wellness, reflection and recovery during work hours.

My work causes me both stress, anxiety and feelings of not being enough. And how is it right that I need my private time to compensate for that? I believe that my work hours should include everything I need to be able to do my job in the best possible way. For me, this means that I need space between meetings to process what has been said and time to prepare for the next meeting. I need time alone for my thoughts and reflections to be able to work out the best solution to a problem, create a good setup for the next meeting, or think about how to handle a situation.

As a leader, I owe those that follow me to think before I act. I owe them to be prepared for a meeting, to reflect on situations before I make decisions and think trough how I will handle a conflict. I also need space to learn new things, to read about research and new methods of leadership, team and psychological safety. This is important for me to be able to do my job, in the way that I want to do it.

I also need time when the brain can recover and turn off all impressions and thoughts. Where I have the opportunity to connect to my body that carries me through my work day. For me, it is yoga, which I often practice at lunchtime or before I go home. For you it might be a walk in the park, a horse back ride, a run around the nearby lake or to walk your dog. The important thing is that you know exactly what you need to have a sustainable work situation. Regardless, we all need recovery as part of our work day to be able to get through it, and the next day, and the next.

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This spring I had the great pleasure to jon the ACE! 2019 conference in Cracow as one of the speakers. It was the 10th anniversary of the conference with over 500 people joining from many different countries. This is a true role model for modern conferences where they have focused on diversity and customer experience in many different ways. They are supporting all speakers paying their travel and hotel costs if their companies does not – or you can choose to pay for your self and become a sponsor for the conference, what a great idea! I bring with me their truly inspiring and nice way to handle these things. As a speaker it was also amazing to meet the other speakers, organizers and visitors in the different socializing activities they had planned. One of the fun activities except for the actual conference it self was the open “dinner with friends” that they had arranged where anyone who wanted could join in at different restaurants each night.

My talk “Customer focus and Agile Mindset”

With customer expectation changing rapidly and an increasing demand for better digital products and services organizations need to find new ways to work an organize them self to be able to deliver customer value more frequently. To manage this, there is need for change in mindset in management and a strategic leadership decision. This seminar is directed to curious leaders who want to support customer focus. I will talk you through trends and strategies in how to organize and lead customer focused product organizations in a way to enable brain power in cross functional and autonomous teams that faster can deliver products and services that creates expected business impact.

I will also show models for how organizations can work structured with innovation and customer focus to choose to become a shark and not a snail, and real examples from this type of transformation from different type of businesses and organization.

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Agility is about adapting and delivering value. More and more organisations are discovering that they either need to get on the agile train or fall hopelessly behind. 

Many of them turn to frameworks to adapt agile ways of  working. But what they get is another framework that will sit  on top of  the others and cause more confusion and frustration. What they need is to focus on the real problems like organisation, leadership  and culture. I’m going to use SAFe as an example in this text (there are other frameworks trying to solve this out there but I know more about SAFe).

A framework with a clear hierarchical role chart, process arrows, planning cycles and new roles is a way of satisfying the controlling part of an organisation. And it is exactly this part that we need to remove, if we want to be truly agile. To dare go down the agile road you need trust from leaders and in many organisations that is the exact thing they are lacking. So their own fear of losing control drives them to turn to things their recognize, roles and hierarchy, processes and planning, things that are feeding the controlling needs and is satisfying their own fears.

When introducing a framework like SAFe you are forced to focus on roles and planning cycles instead of culture, organisation and leadership. To get the right people in these roles is not an easy task an one that is impossible if there are no people with an agile mindset in the organisation. When people without agile mindset take on these roles what we get is another gant chart and detailed planning that will not adapt to the changing needs of the customer.

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I was so happy this morning when I found this article in my favourite magazine, the Harvard Business Review. As always all articles are based on research and as many times before I see a strong connection to my work with Agile organization, teams and innovation.

In the fresh research done by ADP research Institute 2019 on employee engagement and published in the Harvard Business Review they discovered the power of well functioning teams and trust to engage employees.

The sad state of Employee Engagement in organizations today where the vast majority of employees globally aren’t fully engaged in their work. This research concludes just as many other before that the engagement level generally is alarmingly low in most organizations – only 16% feel fully engaged in their work and 84% are just coming to work to get their pay check.

The researchers also concludes that the share of employees who are fully engaged more than doubles if they are on teams, and not just any teams but well functioning teams.

The power of trust. As noted the share of employees who are fully engaged more than doubles if they are on a team, and it MORE DOUBLES AGAIN if they strongly trust the team leader.

These are the powerful questions asked in the research

  1. I am really enthusiastic about the mission of my company.
  2. At work, I clearly understand what is expected of me.
  3. In my team, I am surrounded by people who share my values.
  4. I have the chance to use my strengths every day at work.
  5. My teammates have my back.
  6. I know I will be recognized for excellent work.
  7. I have great confidence in my company’s future.
  8. In my work, I am always challenged to grow.

 

ADP research Institute 2019 and published in the Harvard Business Review. Read the article on HBR here >

 

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When using the word resources, what do you think of? I think of nature’s resources and the money I have in the bank. Resources is by definition: means, a stock or supply of money, materials and other assets. How in any aspekt can people be considered resources?

The allocation of resources is a key element in traditional project management.  Resource allocation takes no considerations to human needs or changes. For that you will require a separate risk analysis and change management process. I think you understand where I’m going with this.

One of my agile coach friends started repeating to the managers in the organisation we were coaching ”People are not resources” ”People are people that have capacity to do things”. And this stuck.

We can not continue treating humans as numbers in a excel sheet if we want to accelerate our businesses. We have to start talking about them as people, humans, employees.  Today I correct and repeat. And I use the words that the organisation often have as well, the co-worker, the clients, the employees. It just has to be a word that describes the people for all our qualities and not just the number of hours we can produce.

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Avanza is a tech company with bank licence (you can call them a bank) here in Stockholm. A few years back they started their journey from a traditional silos based organization to a cross functional product organization organized around the customer journey – IT, Product, Marketing and Operations working as one. Here we want to share their own story in the video they recorded at their Avanza Tech Meetup – and as a Case Study.

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Why Agile – in a Nutshell Video

This video covers the value of working agile, some of the differences between the traditional plan driven ways of working and Agile as well as key principles. All this to make your organization adapt quickly to meet new customer needs.

The content of this video is part of the poster “Agile in a Nutshell” which you can download for free and use in your daily work. The poster has been translated to many different languages and has now over 45.000 downloads.

Ways of Working Agile – in a Nutshell Video

This video covers some of the key koncepts of ways of working agile as presented in the Agile in a Nutshell poster. Why competences are more important than traditional roles, the concept of T-shape and how it helps the team collaborate and build innovative and high quality solutions, how we find value together in a x-functional team as well as key principles och Lean UX and Modern Agile. All this to make your organization adapt quickly to meet new customer needs. The content of this video is part of the poster “Agile in a Nutshell” which you can download for free and use in your daily work. The poster has been translated to many different languages and has now over 45.000 downloads.


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This years State of Agile Report from Version One is out!

The report is based on over 1.300 answers 17% Version One customers. New for this year is that cost reduction is primary driver for Agile change and that respondents are clear on that Dev Ops is VERY important as well as investment is vital for success in scaling Agile.

Biggest obstacles for adopting Agile 2019

  • Organizational culture at odds with Agile values
  • Organizational resistance to to change
  • Inadequate management support and sponsorship

Investment is vital for success in scaling Agile

When asked what has been the most valuable in helping to scale Agile practices the top three responses were “Internal Agile coaches”, “Executive sponsorship”, and “Company-provided training”. All three of these point to a commitment to invest in success. In last years survey, Executive sponsorship ranked fifth, and company provided training did not rank in the top 5.

Version one state of agile report

Looking for a shift towards engagement and empowerment as a driver

I personally hope that moving forward transformation to Agile will be the long term strategy for organizations that want to empower their people and reach really high employee engagement and customer happiness – instead of cost reduction. Two sides of the same coin of course, one long term and one short term. To make this happen we need to support the managers to find the way to create safe environments, restructure the system to create flow and connect people with the purpose enabling them to succeed. If this is what you are looking for in your organization we are happy to join forces with you and support you on this journey as partners.

Read the full report on the State of Agile from Version One here >

Next time you need to reorganize, consider this:

  • Be super clear on why the reorg is needed and what you hope to achieve with it – it makes everyone more motivated
  • Be available for questions – it makes everyone more comfortable
  • Involve team members as much as possible, for example in a self-selection workshop – it makes everyone more committed

In this weeks episode of Scrum Master Toolbox Podcast, me and Vasco Duarte discuss self-selection of teams, how I did it in a distributed team and what the benefits were.

Listen to the episode here:

scrum-master-toolbox.org/2019/05/podcast/catrine-bjorkegren-how-to-facilitate-a-scrum-team-self-selection-process-the-essence-of-self-organization/

 

You will find all the episodes here:

https://scrum-master-toolbox.org/tag/catrine-bjorkegren/

Have you ever heard someone in a team say:

“Nah, it’s not even worth it for me to look into that bug. Maria is back on Monday, she will fix it super fast then.”

In this weeks episode of Scrum Master Toolbox Podcast, me and Vasco Duarte discuss the “hero” anti-pattern, how it works against being a team, how to recognize it and how to get rid of it.

Listen to the episode here:

https://scrum-master-toolbox.org/2019/04/podcast/catrine-bjorkegren-how-to-avoid-the-hero-anti-pattern-in-scrum-teams/

 

You will find all the episodes here:

https://scrum-master-toolbox.org/tag/catrine-bjorkegren/

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We are exposed to an incredible number of impressions in one day. We are met by advertising on the way to work, pictures on instagrams and ads on facebook, emails about fantastic offers and news from all over the world. At work, we are often met by policies, attitudes, expectations of others and performance reviews. Not being able to sort in this and finding your own meaning and purpose can create stress, uncertainty and a feeling of being overwhelmed. The importance of being able to lead yourself, and others, to create a sustainable lifestyle has never been as big as now.

 

Your values ​​and your why

I see the personal leadership as something that needs to grow when you find your own values ​​and purpose. “Start with why” was founded by Simon Sinek, he says that organizations need to start by establishing why they exist before they can start talking about how and what they do. It is fully applicable to the personal leadership as well,  you need to find your own “WHY” before you know what to do and how.

To find your own WHY, you first need to know your values. What is most important to me? You can do this by listening inwards, by turning off all impressions and expectations from the outside world. To ignore the template that society is trying to put us all into and listen to yourself. There is much talk about meditation and that it is the only way to listen inward, but I think that when you do something that you love, whether it is to meditate, yoga, paint, walk your dog, ride or run, it is your opportunity to hear your inner voice . The one who says what you really like and value. The key is to listen and above all to trust what that voice is saying. Trust yourself, that you know best what is right for you.

Based on your values, the why is easier to find. My WHY statement is:
“I empower myself and the people around me so we can become the best people that we can be”.

Exercise WHY statement

To write your WHY statement, follow these guidelines:

  • Simple and clear
  • Only one sentence
  • Language you use yourself
  • Work both at work and in private
  • Write several until you find the right one

Safety and learning

To feel that your purpose is being fulfilled and developed, our sense of security and learning is important. The human instincts are the same today as they were in the stone-age and our brain is divided into three motivational systems. The model created by Paul Gilbert consists of the red threat system, the blue drive system and the green soothing system.

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design principles for agile office spaces
At Spotify they did an analysis of all Spotifys RnD offices, how the people move, sit, collaborate and what they like or not.  The analysis has been used to build and renovate all Spotifys new offices.

 

Here are some of the key takeaways I have made from visiting Spotify and talking to them about their RnD office space and what it means to them and how they are looking to redesign the BJG RnD office in Stockholm. This is my interpretation of their thinking expressed in 10 Agile design principles for office spaces to allow aligned autonomy. You can read more about that visit in this post >

 

If you have Agile teams in your organization, or if you are planning to evolve in to an Agile learning organization, these design principles are for you to use to create an environment where Agile teams can thrive.

These are the 10 key design principles for Agile office spaces inspired by Spotify

  • No walls between teams – Instead they use string walls which has become a signature design for the Spotify spaces, allowing the teams to feel just enough separated but still getting the benefit of viewing and listening in to conversations – or they use sofa areas as natural separators. Also the string walls gives the possibility to put up work or fun stuff which makes the space even more personal and visual.
  • Only one coffee machine and kitchen per floor – so that people meet and interact with others outside of their squad (team) and tribe (teams).
  • Every employee should have their own desk – people tend to be very attached to their desks. Especially the developers that have several screens or people with a lot of other equipment or personal features.
  • Desks should be big enough for two people – this is to cater for easy access to pair work, wether it’s pair design or pair programming. High performing Agile teams do this a lot.
  • Sofa area in every squad area – it’s a great place to sit and discuss, and anyone can join in if they have a solution or more information. People also love to lie down and work by them selves during the day. Also they act as separators of space in a nice way.
  • Meeting rooms included in all squad areas – it’s one of the keys to efficient team work at Spotify to never have to book a meeting room to collaborate with people within the team. At Spotify squads have a 2 people meeting room to talk with someone face to face in private, a full squad meeting room – and in the new renovated space they will also have meeting rooms for 4 people.
  • As  much whiteboards as possible – it should be possible to collaborative and brainstorm and leave stuff on the walls on as many places as possible near the squads, but also in collaboration areas. It can never be too many whiteboards in an Agile organization.
  • Big screens accessible in all squad areas and meeting rooms – to make daily meetings efficient all squads have their own screens to use for meetings – and others to use to visualize their data.
  • Video conference equipment in all meeting rooms and squad spaces – it should always be possible to dial in to an office and join an conversation in a good way.
  • Space for fun and relaxation – strive for that everyone should feel at home and that they can find spaces to relax and have fun in, also in their spare time. Invite employees to come to the office with friends on weekends and of course to bring their kids.

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A few weeks ago me and Frida Mangen did a talk on Activity Based Seating for Agile teams for the WE network, Workplace Evolutionaries. Afterwards we invited them for a visit to the old Spotify BJG RnD office to experience and learn more about the mindset of Agile organizations and how the interiors can support high performance teams and aligned autonomy.

The group visiting Spotify consisted of office interior experts off different kinds, designers, architects, scientist and change makers. We met up outside the office at Birgerjarlsgatan. We were warmly welcomed by Zuza Majkowska who was acting as our guide for the tour, and at the end of the tour also Becca who is a team engeneering manager and part of the renovation committee also joins and tells us more about the teams perspective and their work with the ongoing renovation.
This post is mostly a transcription of these conversations during the viewing.

 

The Spotify building consists of 11 floors, and Spotify are renting all floors but one. The tour started in a common space in one of the few big meeting rooms where the group of 22 ppl squeezed in to learn more about Spotify first before viewing the space.

 

Striving for aligned autonomy in everything – also in the office space

Zuza: We are always striving for aligned autonomy at Spotify in everything they do, also in the space of our office.

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I´m so happy to share the Agile Coaching in a Nutshell poster also with all the Russians 🙂 Thank you so much to the wonderful Anton Serzhantov who has translated this poster.

This poster is aiming ro visualize the different perspectives, ways of working and competences in the role of an Agile Coach. feel free to download it and use it to develop yourself or others, increase collaboration and collective outcome or to help others understand what we can help with 🙂

FREE DOWNLOAD: Here you can download it for free in high resolution (PDF)

Agile Коучинг В двух словах

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This is a canvas you can use with your team to visualize some of the key concepts, facts about the team – but it is also a part of the process to build a high performance team to do the activities needed to fill out the canvas with the team. Keep it visual by the team and bring it with you on important team meetings.

Download the Team Canvas for free in high resolution (PDF) >
team canvas 1

Team Name
It is always great for the team spirit to come up with a nice and cool or funny name by them selves, don’t let any one else set it for them.

Purpose or Mission
It is crucial for the team to set a clear mission to enable them to focus and give clarity. It should be in connection with user- and business strategy and it is usually a job for the Product Owner if the team has one. What the team delivers and prioritizes depends on their mission. (more…)

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Business Performance TeamMost CEO’s today say Business Agility is important to them. It´s becoming more and more clear that organizations that enable their employees to find the best solutions to important problems outperform their competitors. To do this we many times need to take a very different perspective on how to manage our companies than what we have been used to. Old leadership principles and management practices don´t give the support or control they used to – they are instead actively hindering the organization from acting on new knowledge and doing whats best for the company and the customers.

How to create human and flexible organizations for more value

In this poster we cover the combination of the people perspective and the business perspective and how new perspectives and ways of working can enable business agility. Only once these two perspectives are in sync we can truly empower people and build learning organizations that not just handle complexity better – but even uses it as a business advantage.

To create this poster I have worked with two of the front runners within both of the areas (together with Managers) that most of all have to change to enable Business Agility, Bjarte Bogsnes within Finance and Pia-Maria Thorén within HR.

FREE DOWNLOAD: Here you can download the Enabling Business Agility Poster for free (PDF) >

FREE DOWNLOAD: Portuguese >
Enabling Business Agility

Pia-Maria Thorén - Inspiration Director at Agile People and Bjarte Bogsnes - Chairman Beyond Budgeting Roundtable. Björn Sandberg has also contributed with his elegant model for learning organizations.

TRAINING: Don´t miss learning all about how to do this at the awesome training “Enabling Business Agility” with Pia-Maria and Bjarte Bogsnes at Dandy People in Stockholm!

Beyond Budgeting Principles
Beyond Budgeting principles

Separating Business processes to enable Business Agility

Separate conflicting purposes into different processes and then improve each one

People Perspective – Theory X and Y

If we have an X view on people we believe they are lazy and don’t want to do a good job. They need to be managed and controlled to do their work and have very little creativity. This is reflecting how traditional management processes are set up.

If we have an Y view on people we believe that under the right conditions people like to work and that they are creative. People are motivated when they take ownership and set their own goals. This is a modern management view for the knowledge era of today.

Free to download, use and share

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Once again a big thank you to the crew at Adaptworks and Amanda da Rocha Reis for your effort to translate also this poster to Portuguese 🙂 As always, please feel free to use in your works it and share it as you like.

Here you can download the original poster in English >

DOWNLOAD: Here you can download the Portuguese Agile Coaching in a Nutshell poster for free (PDF) >

agile coaching poster portuguese

Free to download, use and share

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We are so happy to be able to share another of our Agile posters translated to Portuguese! Thank you so much AdaptworksFREE DOWNLOAD IN PORTUGUESE: the Propriedade de Produto Ágil as high resolution PDF >

Here you find the original English poster >

Propriedade de Produto Ágil

 

Free to download, use and share

The posters is published under Creative Commons License, so please use it and share it as you like. If you are interested in doing a translation to any other languages please let me know and I will help you with the file and publish it here in the blog as well.

You are free to:

Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, even commercially.
This license is acceptable for Free Cultural Works.
The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
ShareAlike — If you remix, transform, or build upon the material, you must distribute your contributions under the same license as the original.
No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

Here you find all the other posters in the series that are now translated to 14 languages and downloaded over 70.000 times world wide.

 

 

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The speed of change today is extremely high as well as complexity, but our organizations and the way we manage it was invented for very different times – 100 years ago. The performance of traditional organizations are decreasing dramatically due to this discrepancy. For organizations to be able to adapt and find new flexible ways of thinking and working to deliver value a human view is key. To enable this HR and Finance must join forces and work in collaboration to change the system dramatically. Only then will organizations survive.

Don’t miss this new unique and important workshop
In the workshop you will learn how to enable business Agility through HR and Finance. This workshop is both inspirational with a lot of new thinking and cases, but you will also get to do hands on practical exercises on how to change the system together.

Join us in Stockholm at Dandy People on February 20 or April 11! Sign up and read more here >

Interview about how to enable Business Agility through HR and Finance (18 min)

This video is a short walkthrough of some of the core concepts behind the work Pia-Mia, Inspiration Director and Agile People Coach at Agile People and Bjarte Bogsnes, Chairman of the Beyond Budgeting Round Table, are doing and also part of the 1 day Workshop “Enabling Business Agility through Finance and HR” that you can read more about here >

You should join
Any Manager, Finance and HR people, as well as Agile Coaches or Change Leaders.

 

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We’re so happy to be able to present the Agile HR in a Nutshell poster in Spanish! Thank you so much Pablo Riviera  and Matias Fourment  for the awesome work with the translation!

Estamos descubriendo mejores maneras de desarrollar una cultura del trabajo comprometida, haciendo y ayudando a otros a hacerlo.
A través de este trabajo hemos llegado a valorar:

  • Redes colaborativas por sobre las estructuras jerárquicas
  • Transparencia por sobre los secretos
  • Adaptabilidad por sobre la prescriptividad
  • Inspiración y compromiso por sobre el management y la retención
  • Motivación intrínseca por sobre las recompensas extrínsecas
  • La ambición por sobre la obligación

Here you can download the Spanish poster for free – Agile HR en pocas palabras >

Agile HR en pocas palabras

Free to download, use and share

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This is a visualization of what we as Agile Coaches do and what competences we have. The purpose of this poster is to create a common understanding of this new role(s) and function for the rest of the organization – but also a way for us as Agile Coaches to use for growing our competences in a strategic way and building cross functional Agile Coaching teams.

At Dandy People we work as Agile Coaches at our customers and support them in Agile transformations over time. I started to create this poster to create a common understanding at our clients, and within the new Agile Coaching group that we build. I have already used it (the first version) a couple of times with great success, the confusion of what we do is gone in minutes and we can get started to bring value to people! This version of the poster is even better. It is a collaboration with the experienced Agile leader Frank Olsen who is Chief Agile Coach at Simcorp, leading their LACE team. Thank you Frank for awesome collaboration!

FREE DOWNLOAD ENGLISH: Here you can download the Agile Coaching in a Nutshell poster for free in high resolution (PDF) >

FREE DOWNLOAD PORTUGUESE: Here you can download the poster in Portuguese >

FREE DOWNLOAD RUSSIAN: Here you can download the poster in Russian >

FREE DOWNLOAD TURKISH: Here you can download the poster in Turkish >

agile coach in a nutshell

The content of the Agile Coaching in a Nutshell poster

The Agile Coaching Competency Framework
The framework that I find best describe the complexity of the role in a great way is the Agile Coaching Competency Framework by Lyssa Adkins and Michale Spayd at agile Coaching Institute. I have tweaked it a bit  to be able to use it on a broader perspective then within software development. My hope is that it can be used by Agile Coaches across the organization. The way they explain it is that every Agile Coach should master at least one area within the 4 main areas. (more…)

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Projekt Elmarknadshubben – Erfarenheter av agil upphandling ur både kundens och leverantörens perspektiv. Det här är en presentation från konferensen “Agile Procurement for Business Agility” 2018 som Dandy People var medskapare till för Agilakontrakt.se.

Om föreläsningen
När Svenska kraftnät skulle upphandla en systemutvecklingsleverantör valde man att göra det på ett nytt och spännande sätt – en Agil upphandling. Under presentationen berättar vi: Vad fick Svenska kraftnät att välja att genomföra en icke traditionell upphandling, hur utvärderades leverantörernas kompetens och förmåga och vad var Svenska kraftnäts och den valda leverantörens utmaningarna och lärdomar av upphandlingen. (more…)

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Vi är så glada att kunna presentera vår senaste poster “Agile HR in a Nutshell” nu även på Svenska! Översättningen är gjord i samarbete med Frida Mangen som driver Agila HR Podden. Tack Frida för ännu ett roligt samarbete 🙂

Den här postern är en del i en serie av 9 st Agila posters som vi på Dandy People har producerat inom olika ämnen. Ni kan läsa mer och ladda ner även de andra gratis här >

Här kan du ladda ner postern gratis i högupplöst format (PDF) >

gratis poster - agil HR i ett nötskal

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This is the recording from the second of two webinars from the global launch of the Agile HR in a Nutshell poster made on January 15, 2019. The Agile HR in a Nutshell poster was created in collaboration between me and two of the pioneers in Agile HR, Natal Dank and Riina Hellstrom.

What to Expect in the webinar?

• Why organisations and teams are ‘going Agile’ and the implications for HR and the future of work

• What is Agile HR and how it is transforming the HR profession?

• Meet Mia Kolmodin and explore her Agile in a Nutshell infographic series

• Meet Riina Helström and Natal Dank from the Agile HR Community

• Explore the Agile HR in a Nutshell infographic and the core elements of Agile HR

• Understand the new knowledge, behaviours and skills Agile HR demands from a HR professional

• Open question and answer discussion

Download the poster

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Once again we’re so happy to be able to present one of our posters translated to a new language. This time it´s the wonderful Adaptworks who has helped to translate the new Agile HR in a Nutshell poster to Portuguese. We are so grateful!

FREE DOWNLOAD: Here you can download the Portuguese poster in high resolution (PDF) >

Agile HR in a Nutshell - Portuguese

Free to download, use and share

The posters is published under Creative Commons License, so please use it and share it as you like. If you are interested in doing a translation to any other languages please let me know and I will help you with the file and publish it here in the blog as well.

You are free to:

Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, even commercially.
This license is acceptable for Free Cultural Works.
The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
ShareAlike — If you remix, transform, or build upon the material, you must distribute your contributions under the same license as the original.
No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

Here you find all the other posters in the series that are now translated to 14 languages and downloaded over 70.000 times world wide.

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At Dandy People we support growth both our personal and our customers. Continuous improvement has always been part of an Agile Coach journey and learning from different fields and industries is what we believe makes a team of Agile Coaches great.

Looking for a inspiration? Look no further, few of us would like to share our January picks with you:

 

Eduardo Llanos Eduardo (Eddie) Llanos

Can’t get enough of this fantastic talk: “Why Agile Fails in Large Enterprises” by Mike Cottmeyer

“Why? Real concrete discussion on how to get the benefits of agile in a large complex organization. Pragmatic. Handson.”

Beata Padlo

Is discovering  the science behind the perfect timing techniques while reading Daniel H. Pink “When”

“This book totally changed my life in a way I look at time!
Did you know that by adjusting activities in your team to match different type of  personalities you can help your team grow and create inclusive culture. The one that doesn’t judge whether you are an early bird, middle bird or an owl you can create environment for everyone to thrive in.”

Catrine BjörkegrenCatrine Björkegren

Is aiming to get healthier with Lina Aurell, Mia Clase and their “Food Pharmacy”

“I find it interesting because I get to learn so much about the body, what fuel it needs and why. And at the same time it’s hands on things I can easily change in my life to feel better.” (more…)

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The Agile ladiesWe’ve teamed up with the talented Riina Hallström and Natal Dank –co-founders of the Agile HR Community –  to create the first Agile HR in a Nutshell free infographic resource.

Join us for the global online launch on Jan 15th and webinar to learn how this excellent learning resource will help all Agile HR enthusiasts, from active practitioners to budding learners.

As for all our other free Agile in a Nutshell posters we share this poster for free with any one interested in using it. Here you find all the other posters in the series that are now translated to 14 languages and downloaded over 75.000 times world wide.

IN ENGLISH: Download the Agile HR in a Nutshell poster for free here in high resolution (PDF)

IN SWEDISH: Read more and download it for free here >

IN SPANISH: Read more and download it for free here>

IN PORTUGUESE: Read more and download it for free here >

IN TURKISH: Read more and download it for free here >

IN SERBIAN: Read more and download it for free here >

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The challenge

How do I do a retrospective that feels like a live meeting though we are distributed?

I have recently started working with a new team. We are distributed in two locations with a 7-hour time difference. We have not met in person (yet). We use slack for our daily communication, using it both for text communication and audio calls. In the retrospectives we always use video since it’s so much better to get the feeling of being closer to each other.

My team had a history of using the 4L retrospective technique every sprint for a long time. They used slack video call and confluence for documentation during the meeting.

I wanted to do something different, and I wanted the retro to be as much like a live meeting as possible.

The solution

I read about the Speedboat retro and really wanted to try it, but I was not sure how I could make it work with the team being distributed.

I had a vision of us using an online sticky tool and putting our stickies on the picture of the pirate ship.

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Agile HR Poster - Global LaunchWe’ve teamed up with the talented Riina Hallström and Natal Dank – co-creators of the Agile HR Manifesto –  to create the first Agile HR in a Nutshell free infographic resource. Join us for the global online launch and webinar to learn how this excellent learning resource will help all Agile HR enthusiasts, from active practitioners to budding learners.

We’ll be hosting two webinars on Tuesday 15th January to cover different time zones around the globe.

What to Expect?

• Why organisations and teams are ‘going Agile’ and the implications for HR and the future of work

• What is Agile HR and how it is transforming the HR profession?

• Meet Mia Kolmodin and explore her Agile in a Nutshell infographic series

• Meet Riina Helström and Natal Dank from the Agile HR Community

• Explore the Agile HR in a Nutshell infographic and the core elements of Agile HR

• Understand the new knowledge, behaviours and skills Agile HR demands from a HR professional

• Open question and answer discussion

Sign up here: https://www.agilehrcommunity.com/agile-hr-in-a-nutshell-webinar/

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On the Agile contracting conference 2018 Maria Izzo presented how iZettle – Using Agile Contracting, went from idea to improving business in 6 months.

Salesforce was implemented globally to handle automated marketing, and Maria was responsible for the implementation.

Dandy People is part of agilakontrakt.se and co-hosts of the conference.

Description of the talk

Maria Izzo, Automation Lead at iZettle, talks about how they refactored their CRM system merging two off-the-shelf solutions using Agile Contracting. These tools enabled them to go from idea, to working solutions in just 6 months. An interesting aspect of the challenge is that this involved updating critical business processes, around the globe.

About Maria
Maria Izzo is the Automation Lead at iZettle. The multifaceted nature of her background tells the story of a person who loves to learn, be curious and see the world. Her dream is to live in a world where humans can spend most of their time traveling, thinking, creating and exploring.

This is what inspires her every day to act upon the closest small-scale environment at hand – work – and strive toward simplifying and innovating small and big things whenever there is the opportunity.

She has found purpose in working hard to make processes easier, enable people to focus on what matters the most at work and decrease wastes of time spent on redundant, frustrating, unnecessary tasks.

View all the videos (in English) from all presentation on agilakontrakt.se >

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I podden får du först höra Viktoria Sundberg från Kommittén för Ålands Digitalisering . Viktoria berättar om hur de har arbetat med digitaliseringen av Åland genom att samla in “gnäll” i en app, från invånarna på det som var sämst på Åland. Sedan höll man en tävling där man fick in förslag på lösningar och därefter skrev man ett Agilt kontrakt med de som hade bäst lösningsförslag. Lösningen de valde släptes precis efter konferensen och handlade om att förbättra Ålänningarnas dubbeltaxering.Ålands Digitalisering - Viktoria Sundberg

De intervjuar också Maya Jernström och Klas Ljungkvist från SBAB som berättar om hur de genom en Agil upphandling har kunnat utföra byte av bankens gamla legacysystem med Agila arbetssätt.

Maria Izzo berättar om hur iZettle genom att använda Agila kontrakt gick från ide till att förbättra sin affär med använda Salesforce globalt på 6 månader.

Vår egen Mia Kolmodin, som är en av arrangörerna av konferensen berättar om arbetet med att sprida goda exempel kring agil upphandling genom agilakontrakt.se och den här konferensen.

Jonas Söderström som har skrivit boken: Jävla skitsystem!, och var en av besökarna på konferensen blir även han intervjuad 🙂

agilpodden på agolakontrakts konferens 2018Agilpodden var med på Agilakontrakts konferens “Agile procurement for Business Agility i Stockholm, oktober 2018.

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Christmas is a time for happiness and joy with family and friends. We feel so lucky to be part of an growing Agile Community in the world that care for each other across the world.

We know that not all people are as lucky as we are. Thats why we would like to take a moment to reflect, and to give to the children. We have started a fundraising campaign via the Swedish Charity organization; SOS Barnbyar. We hope that if you enjoy our posters perhaps you would like to join us in this Christmas Campaign to share with those we care about.

Join the Fundraising here (SOS Barnbyar) >

For the past 2 years Dandy People have created free Agile infographics that have been translated to many different languages, and downloaded over 50.000 times.

Dandy People Christmas Campaign

 

Join the Fundraising here (SOS Barnbyar) >

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A big thank you to the Agilist and Service Designer Ricardo Martins from Curitiba, Brazil, who has been kind enough to translate the Free Agile in a Nutshell poster to Portuguese! We are so happy that we can share this poster with even more people in the world.

Here you can Download the Resumo “Ágil” fro free in high-resolution (PDF )>

Resumo Ágile

Here you find all the other languages of the same, and other free Agile posters >

Free to download, use and share

The poster and other content is published under Creative Commons License, so please use it and share it as you like. If you are interested in doing a translation to any other languages (Chinese is coming soon) please let me know and I will help you with the file and publish it here in the blog as well.

You are free to:

Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, even commercially.
This license is acceptable for Free Cultural Works.
The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
ShareAlike — If you remix, transform, or build upon the material, you must distribute your contributions under the same license as the original.
No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

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I våras blev jag inbjuden att medverka som talare på Agila Örebro. Det var ett väldigt trevligt event med massor av intressanta talare och deltagare från regionen, men också från andra delar av Sverige.

När kunderna kräver bättre digitala tjänster och produkter behöver företagen hitta nya sätt att organisera sig för att snabbare leverera kundnytta. Gör man inte det riskerar man att bli omsprungen av snabbare konkurrenter. För att lyckas med detta krävs medvetenhet hos ledning och ett strategiskt ledningsbeslut. Den här föreläsningen riktar sig till nyfikna ledare som vill möjliggöra kundfokus och innovation.

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In the same way as Aesop’s Fables from Ancient Greece talked about serious matters but transferred them into the world of animals, this game lets all participants play in a friendly environment where nobody is in their ordinary job role. Instead the whole team is challenged to draw randomly selected wild animals well enough so the “customer” can guess what animal is is. The challenge can only be overcome through learning about- and improving how the team is organized and how it works. Two to three hours of laughter, serious learning and quite silly-looking animals can be expected.

The game has been used in one of the largest companies in Sweden to give hundreds of employees a “hands-on” feel for the difference between resource optimization and flow optimization. Especially counter-intuitive ideas need to be experienced to really win acceptance and nothing beats having done it yourself. It also clearly illustrates the value of small rapid improvements in a complex situation (like when working with flow) where you can’t analyze your way to the perfect solution. Sometimes groups of more senior participants try to discuss for a long time before playing another 5-min round. This results in fewer rounds being played, less reality feedback being generated, a slower learning cycle and a lower final score. The team that has the global high-score in the game is a group of junior engineers who could decide rapidly what to try next, play more rounds and thus learn quicker what ACTUALLY worked best. A healthy atmosphere of wanting to change many things compared to the original (and really bad) delivery process was certainly to their advantage too. (more…)

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Since the customer is what drives the value in the organization, we must also organize accordingly. Narrow minded, sub-optimized-silos-days are finally over – future proof organizations with teams that have customer focus and can use their brain power to deliver value – here we come!

Poster downloads (PDF):

English poster > 
Brazilian Portuguese >

business valueTo organize around the customer journey has proven to be extremely effective in order to deliver as much value as possible, as fast as possible – and to make the customer as well as the employees feel awesome! In most organization the organization structure itself is what´s causing the most pain – maybe no wonder when you reflect on that the silos based hierarchical organization is over 100 years old! You can download the Agile Leadership poster for more on that topic.

We are starting to see great results from organizations that have embraced this that makes for a strong business case for any organization. We love to be able to finally be able to share this concept with you. Enjoy!

The Over all Structure of the Customer Journey Product Organization

We have captured the over all visualization of how the organization can work hoping to give you a goal picture and a common understanding.

Here you can Download the poster in high resolution (PDF) > 

At Dandy People we support teams and organizations to become Agile to be able to focus on the business strategies and to mobilize the brain power in the teams to deliver value continuously. We call these value driven Agile teams for “Lean Teams” since they own the process end 2 end to deliver value, and that they also own the part of the service or product end 2 end. These teams work hypothesis based and have clear missions for 6-12 months with clear KPIs that gives them mandate to decide what to do when and enables them to have a ongoing learning process – all which is needed in a fast paced world if you desire to be the leading product or service within your niche. Crucial for these teams are of course the T-shape of the team members. The T-shape is something that enables the team to work as a team and it creates a really strong teams without dependencies to people within the team – and it also prevents the team to not do mini-waterfall in the team (just doing their part and handing over to the next). You can read more about T-shape here and how to grow it as a leader.

In this post you can download the poster for free and learn more about:

  • Lean Teams Connected to the Customer Journey with Missions
  • User research, Planning and Delivery across the Organization – connects as never before
  • Slicing for Value with User Story Mapping to create Alignment
  • The different type of teams
  • Cross-functional competences is needed in the Lean Team
  • Modern Agile and Continuous improvement of the System
  • Choosing what type of Organization you want to have Together
  • Avanza Leads the way with Lean Teams and Customer Journey Organization
  • Presentation on the Customer Journey Product Organization

Lean Teams Connected to the Customer Journey with Missions

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