It has been over a decade now that surveys reveal – again and again – the one biggest challenge when transforming to agile: an organization’s culture. No surprise, since organizational agility arises not from doing agile alone but from being agile. So, let’s look at how agility can be anchored in the company culture, so it becomes a lever, not a challenge in achieving agility.
If an organization is agile, it can be seen in how aware they are about trends and developments on the market, how quickly and flexibly they can adapt to the changes they sense around them, and how spot on they come up with their solutions. Structure and process can help to set the organization up for agility, agile methodologies and tool support.
Agility does not happen through structure or tools; it happens through people
However, the heart of agility lies simply in the way people in the organization think and act. What they pay attention to, how they prioritize, how they get stuff done, how well they plan by sight and keep their eyes on the customer. Agility happens through people. By being agile, they form an agile culture in the organization. Intuitive, right? A lot about agility is intuitive. This is why it works so well.
For such a culture to grow and sustain, three elements, summarized in the TEC culture code (Puckett, 2020) are needed.
We all know how to best solve problems. We’ve done it since we learned how to walk
Imagine a project you would like to realize. Any project, business or personal. Often, the very first thought after we come up with an idea is “Can I do this?”
To answer this question, we think:
- Do we have enough knowledge to understand what we are getting into?
- Do we have access to all relevant information and data to validate that we are taking the right steps?
- Do we know what success looks like?
-> This is our way to create the TRANSPARENCY we need to see this through and to self-correct and steer ourselves along the way towards success.
Behind the initial question if we can do this, lies another basic condition. Some very basic thoughts:
- Can we take that decision?
- Do we have the freedom and the means to take on and execute the project?
-> This is our way of ensuring that we have full EMPOWERMENT.
Lastly, we make sure we are not on our own. We activate our network or build a network with people that we can use as a sounding board, bounce ideas off, learn from and ask for support if needed.
-> We ensure that we have the COLLABORATION we need.
The common denominator in agile organizations
This is it. This is the common denominator of agile culture –> TEC: Transparency, Empowerment and Collaboration. Manifested as pillars of a company’s culture, they come each with three unique aspects, each that require attention.
The three pillars and nine facets of the TEC culture code
Pillar 1: Transparency
- Information: transparency with information and data
Direct line of sight to the customer, access to information about developments in technology and market, knowing what the competition is doing, etc. goes in line with transparent key performance indicators of the company. This allows us to think strategically.
- Intention: transparency with intention and plans
To make sure we align forces and act as one organization, we all need to understand the organization’s purpose, its intentions and plans. This way we can channel ideas and align our efforts with the current corporate priorities.
- Effect: transparency with results & impact
Feedback is key to be able to optimize solutions on evolving customer needs. A direct line of sight, where possible, allows us to see firsthand how our work is perceived. Knowing where and how the different tasks we are working on play a role, we can self-steer to have maximum impact on value creation.
Pillar 2: Empowerment
- Freedom: freedom to adapt and create
Work is more fun if we are in control and can decide or at least influence when, where and how we work. We are also more creative if we have the freedom to try things differently or experiment with something new. Freedom also allows teams to quickly adjust and adapt to changing circumstances, fostering adaptability and speed throughout the organization.
- Enablement: empowerment to take charge
Empowerment means not only deciding how to do things right but doing the right thing. Given the transparency that provides a clear line of sight to the customer or access to data in combination with knowledge of the strategy, every team can act as an autonomous unit that works to generate maximum value. Ideas are implemented fast, adaption happens where it is needed most, at the contact point to the outside (e.g. customers).
- Ownership: ownership, biased toward action
Where we used to hear “not my job” before, people are now committed to achieving a goal, not to filling a job role. Entrepreneurship is fostered when people take initiative and have end-to-end responsibility.
Pillar 3: Collaboration
- Exchange: collaboration through exchange and sharing
One advantage an organization has, is that it can achieve mastery, generate new knowledge and ideas by connecting the many minds within, fostering exchange and sharing.
- Contribution: collaboration through contribution and flexibility
Modern organizations focus on value creation. This requires us to think about our skills and how to add value with them. It requires commitment to doing your best (when and where needed), not on doing a certain job in a certain team in a certain role. It also requires investment in building flexible networks that form temporary and open teams to achieve different goals.
- Learning: collaboration through learning and growing together
To advance together as an organization, we must learn together. The starting point is taking time and extending trust, to openly talk about mistakes and to learn from them, together. Collaboration also means to support each other’s success and development, and to challenge each other to leave our comfort zone. Growth happens if we take risks and challenge the status quo.
We are the culture!
Achieving the three TEC elements is what organizations strive for. However, we are the organization. We are the culture. Look at your own space to maneuver, at your area of responsibility. What can each of us do to increase transparency, to empower others and to improve collaboration to the next most intense, and most flexible level?
Source: Puckett, S. (2020). THE AGILE CULTURE CODE – A guide to organizational agility. BusinessVillage.
Image courtesy of IndypendenZ at FreeDigitalPhotos.net
Contributing Author
Dr. Stefanie Puckett has lived and worked globally for several consulting firms, in management and global roles for a Fortune 500 company and ran her own business. She is a psychologist that turned to agile once she saw that decades of organizational psychology research are basically summed up in the agile manifesto. Since then, agile transformation has become her passion as a consultant and executive coach. Stefanie is author of “The agile culture code – a guide to organizational agility” (BusinessVillage, 2020) and co-author of “Agile Leadership – leadership competencies for the agile transformation” (BusinessVillage, 2020).
- Stefanie’s email address: stefanie.puckett@agilethroughculture.com
- Website: www.agilethroughculture.com
- Linkedin Profile:https://www.linkedin.com/in/dr-stefanie-puckett-agile-leadership-culture-transformation-expert/
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