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An Analogy Between a Consultant/Coach and Paratrooper. Information and Adaptability is Key!

“Paratroopers are used for tactical advantage as they can be inserted onto the battlefield from … any location[. This] allows paratroopers to evade emplaced fortifications that exist to prevent an attack from a specific direction”

Excerpted from Wikipedia

I believe there are certain analogies between being a Paratrooper and being an Agile Coach or Consultant, including having strategic objectives, a purpose of infiltration, a sense of opposition, and a goal or cause that you believe in. However, I am not asserting that, a) implementing Agility at an organization is a declaration of war, b) Agility is a tactical warfare technique, or, c) being an Agile Coach or Consultant is synonymous to or nearly as dangerous a job as a Paratrooper.

Having said that, depending on the environment an Agile Coach or Consultant may sometimes feel like they are actually entering a corporate or political war zone. They are often viewed as outsiders posing a clear threat. They are often in the minority. They are often dropped in to unfamiliar territory. They often have incomplete or incorrect information. They are often surrounded by opposing forces. They are often made a target, either passively or aggressively. They often start with plans, but what makes them successful is their ability to adapt their plans and react to situations. In other words…be agile!

Like a Paratrooper, a Coach or Consultant is often “parachuted” or “inserted” in to an organization or foreign group with a specific mission. It is often to provide a “tactical advantage” and doing so helps a Coach or Consultant “evade emplaced fortifications [well established norms or strong opposition] that exist”, so they can get the job done from the inside and with less opposition.

A Paratrooper should always enter the field with a good understanding of the landscape, environment and situation. Similarly, a Coach or Consultant should also become familiar with the working environment and culture they are about to interface with. Without critical information both would risk the success of their mission and perhaps more. For a Paratrooper a lack of information could be life threatening, but fortunately the threat is not usually life threatening for organizational change agents.  It just might be professionally damaging to their career as well as others and their business.

 

Perform Reconnaissance

To that effect, I believe if you are a Coach or Consultant then you should still perform advance research for your intended mission in order for you to be successful, provide value and create an opportunity for learning and improvement. This means you will need to have conversations with both the leadership of their target (organization) and also with the people doing the work. Here’s why.

Leadership (usually the “paying customer” is management in the organization) should have specific and measurable outcomes they want achieved, and it is critically important for you to identify what those are up front and how they are expected to address their business problems. Meanwhile, the employees (usually the workers or teams) are often directly associated with and intimately familiar with the true needs and system issues, so you must also become familiar with their understanding for perspective. Unfortunately, the first battle is often that workers and their leadership do not align on their expectations and outcomes, and without their alignment you have little hope of true customer satisfaction and helping them collectively solve their real business problems.

As such, to manage expectations and increase chances for success it is critically important for a Consultant or Coach to investigate and identify both the needs of the leadership AND the needs of the employees, and then work to align them before any substantial work takes place. The best approach is to have face-to-face conversations with all the leadership and employees but that can take considerable time in a larger organization. So how do you get a realistic pulse of the company without talking to absolutely everyone?

 

Assess the Team

If the team(s) are using Scrum as a framework then one option is to use a Scrum team assessment tool like Scrum Insight. This tool provides objective coaching advice tailored specifically to a Scrum team as it is designed to detect how aligned the team is to Scrum practices and methods. The free version of this tool provides access to the basic report which contains the team’s overall scores, a “quick win” recommendation that identifies and provides suggestions that can be made to provide the biggest improvement on the team, and a list of support resources. The paid service provides everything in the basic report as well as a detailed Scrum Score Card, a Team Environment Score Card, a relative industry ranking, other education and support resources available for consideration, and it is usually followed up with a personal call to provide you with detailed explanation on the results.

Here is a sample Team Environment Score Card from Scrum Insight. Detailed descriptions for each bar/category are provided in the report:

SI Team Environment Score Card
Scrum Insight – Team Environment Score Card

 

Here is a sample Quick Win Report from Scrum Insight A more detailed description is provided in the report, and it is tailored to the team’s specific challenges and opportunities.

Scrum Insight - Quick Win
Scrum Insight – Quick Win

 

If you would like more information, you can also view a full sample report from Scrum Insight.

 

Assess the Organization

Another option is to conduct a REALagility assessment – either for a team, a group or an entire organization. The assessment is a 10 minute online survey conducted by every individual, and it is designed to uncover the misalignments between what leaders think and what employees think in an organization. The resulting report reveals the soul of the current culture, and it is grounded in real, actionable data to improve on the problem areas unique to the organization. As a Consultant or Coach these insights can be invaluable in helping you prepare for the engagement, identify opportunities, create alignment, and elicit real, meaningful and sustainable change for the organization.

Here is a sample diagram from a REALagility assessment, showing the relative rankings for an organization around five cultural measures. Detailed descriptions and insights for each cultural score are provided in the report.

Real Agility Assessment - Cultural Scores
Real Agility Assessment – Cultural Scores

 

Conclusion

In summary, I find it immensely helpful to “arm” myself with information prior to a Coaching or Consulting engagement, and these tools have been pivotal in filling that gap. Having early access to information such as this enables insights that might otherwise not be detected until I am on the ground helping the individuals, teams, and leadership tackle their business problems, which saves time, frustration, and money. An additional advantage with leveraging these electronic evaluations is that they provide an opportunity for people to provide ideas, feelings, agreements or disagreements that they may hesitate to share in a face-to-face interview.

There are certainly other tools that are designed to provide insights and information, but I’ve chosen these two because of my familiarity with them, and because of their effectiveness.

Of course, I would never replace good, valuable conversation with tools or data, but I do find these tools provide additional contextual information that further enables me to ask the right questions and have the right conversations early in an engagement. Finally, these tools can also be used as a benchmark for comparison of progress after a period of time has elapsed, which allows you as a Coach or Consultant to measure and be accountable for success.

 

Main Image – Paratrooper

Public Domain Image

http://www.acclaimimages.com/_gallery/_pages/0420-0907-2418-1546.html

Stock Photograph by Department of Defense Public Domain

Image Number: 0420-0907-2418-1546

 

 

 

 

 


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Six Rules for CHANGE – Notes from a Talk by Esther Derby

Hired to help change and grow a business? These ideas are a guide for agile coaches and consultants, when you’ve been asked by a company to make them “agile.”

Esther Derby began by noting that traditional ideas of change can get in the way of real change. For example, ideas such as “Driving the change” or, “Installing Agile” or, “Evangelizing Agile” are not helpful.

What is helpful is to NURTURE complex change in complex environments.

Her Six Rules are:

1.Work from a stance of congruence.

Congruence is a place from which empathy is possible. Consider your own internal state, the context, and the situation of the people who are facing change. Think about what legitimate reasons they may have to keep things as they are!

2. Honour what’s valuable about the past and what is working now.

Don’t force people to admit they’ve been wrong. Shift your language, i.e. “This served you well when…” People don’t change because of data, but only because of what they value!

3. Assess the current situation and the current system.

How is the system working now? What holds the current pattern in place? What might shift the pattern? Who benefits from the status quo, and who will benefit from change?

4. Work by attraction.

Find those who are willing to work with you, i.e. try pair-programming with someone. Find your allies and follow the energy. Don’t rely only on the formal hierarchy. Analyze existing networks, activate and enhance them. Those who cross silos can influence others and change people’s norms. Ideas can be contagious.

5. Guide the change, and work by successive approximation.

Everything (and everyone) thrives in different conditions. Not every scrum team needs to work in the same way. Consider where global principles apply, and what can evolve locally. “When people get their fingerprints on something, it becomes theirs.” Ask for more of this, and less of that – scrum teams aren’t necessarily standardized.

6. Use experiments.

Big changes scare people. Experiments help people practice and learn. Insert at least 3 ideas – not more – then observe, evaluate and adjust.

7. (Esther tacked on this extra…) Use your own curiosity, generosity, patience and self-care. Use yourself. Change is often stressful.

These are my notes from the Regional Scrum Gathering, Toronto, March 2018, and any misunderstandings of Ms. Derby’s presentation are mine.

See also http://www.agileadvice.com/2015/02/10/referenceinformation/retrospective-technique-what-did-you-learn/


Affiliated Promotions:

Try our automated online Scrum coach: Scrum Insight - free scores and basic advice, upgrade to get in-depth insight for your team. It takes between 8 and 11 minutes for each team member to fill in the survey, and your results are available immediately. Try it in your next retrospective.

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Consulting and Coaching – An Exploration

We occasionally see people confusing the terms “consultant” and “coach”. Some people tend to use those terms interchangeably while other people see them as distinct. I believe a consultant and coach normally serve two different purposes, however I also recognize the overlap in their abilities and responsibilities that may often lead to the confusion.

To me, a consultant is a referential expert who understands a particular domain or field. They are often brought in to observe and provide domain expertise and knowledge, and it is usually conducted ‘on site.’ A consultant typically provides specific directives, recommendations, suggestions, data or case studies to help their client (company or individual) make informed decisions and avoid pitfalls that might otherwise not be known. They may act as a sounding board to a company’s expressed needs and offer specific guidance on how to achieve those outcomes.  Typical reasons for bringing in a consultant include but are not limited to a need for a timely or quick resolution, or a need for a single-event decision (e.g. where the knowledge or decision will not likely be needed in the future).

A coach is also a referential expert who understands a particular domain or field. They also are most effective if they are ‘on site’, however their approach differs substantially from a consultant. A coach observes and typically provides guidance and suggestions, but they do not normally give answers. A coach is usually there to help a client realize the answers through exploration and discovery, and in doing so grow the client’s domain knowledge and problem solving skills. A coach will often use tools such as asking powerful questions and reflecting what they are observing back to the client. Anecdotes, examples, data, and parallels may be provided by the coach when they are helpful at providing context. A coach often acts as an agent to help a company grow their own expertise on how to achieve their business needs and outcomes, as well as to continuously improve how they work together, and in doing so become systems thinkers and a learning organization.

Organizations generally will hire either a consultant or coach when they have goals and they need domain expertise to achieve those defined outcomes. These goals may be determined by various factors, such as a wish to grow the company, or a need to respond to disruptions in the business world that make change a necessity. Either way, this usually means the client has a need for more agility, and the consultant or coach can help them achieve those outcomes.

The choice whether to engage a consultant or coach is often a complex one. However, when needs are urgent in a company a consultant will often be brought in to expedite the solution by providing advice and expertise. Meanwhile, a coach will usually address longer-term goals to help a company grow and realize their own solutions. As such a coach typically is a longer-term investment, however they usually provide longer-term assistance to a business to grow on many fronts or at an enterprise level.

A key difficulty from a company’s perspective is knowing what problem needs to be solved or what the baselines should be for their defined goals. To help with this decision, reputable companies will provide proper guidance and pre-sales support.  For example, BERTEIG has created the Real Agility Assessment, which is a tool designed specifically to identify the problem(s) that require addressing as well as what the baselines are.  Based on the results from this assessment an organization may determine which type of support is required including whether a consultant or a coach is more appropriate (or even required!)

Regardless of whether a consultant or coach is required, an organization would be wise to ensure the expert they bring in will be compatible, empathetic, considerate, inclusive and respectful towards their existing culture and environment. Certainly the skills and domain knowledge of the expert are critical factors to success, but equally important is whether this external individual will know how to connect with the individuals and the organization so they may be effective.  When you know they are aligned with your culture you can also ensure they will be accountable for helping you achieve your outcomes.

At BERTEIG we recognize how critical culture is to determining success so we ensure our consultants and coaches are compatible with an organization to help them achieve their desired outcomes. Please take a few moments to learn more about our team, or learn more about our coaching and consulting engagements in these case studies from Suncor and SickKids Foundation.

Header Image: CC0 Public Domain.  Free for personal and commercial use.

Source: Pxhere – https://pxhere.com/en/photo/1026034 


Affiliated Promotions:

Try our automated online Scrum coach: Scrum Insight - free scores and basic advice, upgrade to get in-depth insight for your team. It takes between 8 and 11 minutes for each team member to fill in the survey, and your results are available immediately. Try it in your next retrospective.

Please share!
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