Our company has originally and already had good culture: Collabora8on, Autonomy, Failing fast, Quick decision and so on. • We are now in a rapid scaling up phase. Our team is the one of team which have a responsibility to keep the good culture. • (Most of teams are not necessarily using speciﬁc Agile process framework.)
and execute them. • e.g. Basic knowledge of Lean / Agile / Scrum / Kanban, Guidance of RetrospecDve, etc. • Also make & execute Non Lean & Agile themed sessions. • e.g. MeeDng FacilitaDon Technique, Leadership Technique, etc.
• It is important before introducing any methodologies. • In our ﬁrst 3-hour training session, we don't teach any speciﬁc prac>ce (e.g. Scrum, Kanban). • Instead of that, we do below using enough >me. • Read the Agile Manifesto deeply again • Do a game for realizing Agile principles • Introduce real-life examples of Agile-Minded teams in the company.
(Net Promoter Score) 2 from a8endees a:er ﬁrst training session without too much eﬀort. • Current Avg. Score: +60 (Detractor rate: 4%. but score of all detractors are 6-point.) 2 "How likely is it that you would recommend this training to a colleague?" (0 - 10)
is important thing. • But at the early stage, one successful experience is more important (as if it is small one.) • The ﬁrst (small) one success encourages people to take a next posi2ve step. • Agile leadership role should do everything to help the ﬁrst experiment and celebrate it a5er success.
to make only one ac)on item at ﬁrst retrospec)ves to raise the chance of success . • In some case, we even say "It is ﬁne even if you don't made any ac@on item today. It was great opportunity to dialogue among us!"
for making your colleague "A fan of Agile"? • Think yourself (2min) • Share with the person next to you (4min) • Do not forget to introduce yourselves • Post it to LINE Timeline or TwiIer or FB or your ToDo list!