You can align people in your organization to achieve greater goals. The keys are shared purpose and emergence. Shared purpose forms the basis for alignment. Emergence can hold the endeavor together. Emergence describes how individual things come together to make something bigger than themselves. Individual molecules of hydrogen and oxygen interact to create water. Individual people interact with each other to form a team. Individual customers and suppliers interact to form an ecosystem. Individuals and interactions are also the first value of the Agile Manifesto. Emergence appears to be a fundamental principle of the universe.
Most of the companies who publish their strategies to deal with business agility often make a mistakes in building a strategy. Often organizations share their goals and objectives and call them as strategies.
How did Pepsi deal with Coke and grab the market share?. How did Nike became to known as the title sponsor of London Olympics 2012 though Adidas was the official title sponsor with spending 1/10th of what Adidas spent?. What strategy did Nike apply to make this huge impact.? It is very essential to build strategies to deal with the constant changing businesses and market. Without a meaningful strategy it looks like you are trying to cross turbulent river without a bridge or a boat.
Metrics on employee happiness, theoretical value, and work not done are just plain dumb. I will reveal the metrics that you need. That mean something. And that get results. In the video you will learn: The best agile metrics. The viewers will understand that “fluffy” metrics are dumb. The viewers will learn that executives need real metrics and not silly Agile Coach metrics.
EQ is often most neglected part of team formation. Teams are generally formed on the basis of the skills, experience and specializations of people. But EQ happens to be the biggest reason why teams are not able to work as one unit, EQ and not IQ of individuals leads to personal conflicts & toxicity in relationships. EQ is not a philosophy but is a well established science and very easy to focus on.
Success Patterns for a Global Delivery ModelGlobal System Integrators (GSI's) have a unique challenge of working for a customer who is building a product or Solution and not directly working with a "customer" in most cases. This also puts them in a unique and positive position to influence the solution intent. Through this talk the speaker will explore the patterns of success for the Global SI's and teams involved from his implementation knowledge.
The enduring promise of Agile has been an empirical approach to software delivery: enabling businesses to test a hypothesis early. However, deep in the trenches, it is easy to lose sight of the big picture. Cultivating an ecosystem for delivery of software that is flexible at its core, is the only way to future-proof ourselves – be attuned to the pulse of the end-user through analytics, be responsive to market volatility through flexible product strategy, and be prepared for quick-and-painless adaptation in our implementation methods.
In this interactive session audience will discover why one needs to take an extra effort when you want to build strong distributed teams. You will also experience a few ways you can use directly with your teams. They help you to build reliability, credibility and intimacy, the building blocks of trust.
On the journey of standardization and optimization, we are making our systems robust. But at the next disruption, our system shows its fragility. In this VUCA world, the only way forward is to build systems that can thrive amidst disorder and emerge even more agile than before. The time has come to use agile as a springboard for a higher order of thinking - antifragility.
the speaker discusses how to become a great leader to not only create influence but the impact and transform the whole society. We will study the new 4C model to explore how a Good leader can become a Great Leader. New 4C Model of for Great Leader to become a Great Leader that has 4 dimensions and 12 factors. Study and understand different factors and theories for its dimensions and factors. How to create an environment to motivate the people.
we’ll explore the 5 Universals of Change and take a peek at organizational change through a different set of lenses designed to help us find our way forward when we feel stuck. As much as we want change to happen in a logical and structured way, it has never, and will never work that way. Since 2014, I’ve traveled to over 12 countries, trained thousands of change agents, and visited countless organizations. I wanted to find out how people were getting stuck with change, and what they were focusing on in order to move change forward.