High Performing Teams: An Integral Agile Approach

Transcript

1. High Performing Teams: An Integral Agile Approach -Upper Left "I": Individual, Intentional, mindset, Spirit, Mind, Body -Upper Right "IT": Behavioral, Causal, Subtle -Lower Left "WE": Collective, cultural, , relationship, All of us. -Lower Right "ITS": Systems, structural Collective
2. The characteristic approaches between quadrants can be summarized in two fundamental ways: (1) Each quadrant has its preferred subject matter or object of study, and (2) each has its preferred methodology or way of studying
3. "I" Quadrant: Mindset Looking at the "I" quadrant, what are the attitudes, feelings, and beliefs about Agile held by team members? By middle managers? By senior leaders? What is the belief of individuals about why they are going through this Agile change? Do individuals have clarity about what they are supposed to be doing differently? "I" Quadrant: Lines of development focus on the overall level of leadership maturity, working with individual beliefs about the change, the new way of working, leadership beliefs and vision, and leadership effectiveness and alignment to a Lean and Agile mindset. Example: Emotional intelligence
4. "IT" Quadrant: Behaviors Looking from "IT", what are the common practices of teams? Of leaders? Of departments? Which collaboration practices are used to solve challenges? Do people have the skills needed for the new way of working? "IT" Quadrant: Lines focus on the practices and behaviors needed to enable an Agile way of working at the enterprise level and on bringing an organization’s products to market. Example: Technical practices.
5. "ITS" Quadrant: Systems What is your organization’s structure—flat, hierarchical, matrix, or something else? Are the organization’s current systems and structures set up for work to flow, or are there a lot of temporary workarounds and glitches? How does the organization’s current structure support people’s ability "ITS" Quadrant: Lines focus on the organization’s structure and systems, its adaptability to changing conditions, and the flow of value to achieve the level of agility desired. Example: Flow of communication.
6. "WE" Quadrant: Culture How would you describe your organization’s culture? What are relationships like in the organization between different team members? Between people in middle management? Between senior leaders? Across levels? Do people feel safe (i.e., psychologically safe) about trying something new, or is there a fear of failure in the culture? And how do you add media files, like an image? Just drag and drop. "WE" Quadrant: Lines focus on the health of the culture and of relationships needed to enable collaboration, innovation, and collective effectiveness, moving into a transformative “we” space and away from an “us versus them” mentality. Example: Shared worldviews.
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