The Real Agility Program is an Enterprise Agile change program to help organizations develop high-performance teams, deliver amazing products, dramatically improve time to market and quality, and create work environments that are awesome for employees.
This article is a written summary of the Executive Briefing presentation available upon request from the Real Agility Program web site. If you obtain the executive briefing, you can follow along with the article below and use it to present Real Agility to your enterprise stakeholders.
At Berteig Consulting we have been working for 10 years to learn how to help organizations transform people, process and culture. The problem is simple to state: there is a huge amount of opportunity waste and process waste in most normal enterprise-scale organizations. If you have more than a couple hundred people in your organization, this almost certainly affects you.
We like to call this problem “the Bureaucratic Beast”. The Bureaucratic Beast is a self-serving monster that seems to grow and grow and grow. As it grows, this Beast makes it progressively more difficult for business leaders to innovate, respond to changes in the market, satisfy existing customers, and retain great employees.
Real Agility, a system to tame the Bureaucratic Beast, comes from our experience working with numerous enterprise Agile adoptions. This experience, in turn, rests on the shoulders of giants like John Kotter (“Leading Change”), Edgar Schein (“The Corporate Culture Survival Guide”), Jim Collins (“Good to Great” and “Built to Last”), Mary Poppendieck (“Lean Software Development”) Jon Katzenbach (“The Wisdom of Teams”) and Frederick Brooks (“The Mythical Man-Month”). Real Agility is designed to tame all the behaviours of the Bureaucratic Beast: inefficiency, dis-engaged staff, poor quality and slow time-to-market.
Studies have proven that Agile methods work in IT. In 2012, the Standish Group observed that 42% of Agile projects succeed vs. just 14% of projects done with traditional “Bureaucratic Beast” methods. Agile and associated techniques aren’t just for IT. There is growing use of these same techniques in non-technoogy environments such as marketing, operations, sales, education, healthcare, and even heavy industry like mining.
Real Agility Basics: Agile + Lean
Real Agility is a combination of Agile and Lean; both systems used harmoniously throughout an enterprise. Real Agility affects delivery processes by taking long-term goals and dividing them into short cycles of work that deliver valuable results rapidly while providing fast feedback on scope, quality and most importantly value. Real Agility affects management processes by finding and eliminating wasteful activities with a system view. And Real Agility affects human resources (people!) by creating “Delivery Teams” which have clear goals, are composed of multi-skilled people who self-organize, and are stable in membership over long periods of time.
There are lots of radical differences between Real Agility and traditional management (that led to the Bureaucratic Beast in the first place). Real Agility prioritizes work by value instead of critical path, encourages self-organizing instead of command-and-control management, a team focus instead of project focus, evolving requirements instead of frozen requirements, skills-based interactions instead of roles-based interaction, continuous learning instead of crisis management, and many others.
Real Agility is built on a rich Agile and Lean ecosystem of values, principles and tools. Examples include the Agile Manifesto, the “Stop the Line” practice, various retrospective techniques, methods and frameworks such as Scrum and OpenAgile, and various thinking tools compatible with the Agile – Lean ecosystem such as those developed by Edward de Bono (“Lateral Thinking”) and Genrich Altshuller (“TRIZ”).
Real Agility acknowledges that there are various approaches to Agile adoption at the enterprise level: Ad Hoc (not usually successful – Nortel tried this), Grassroots (e.g. Yahoo!), Pragmatic (SAFe and DAD fall into this category), Transformative (the best balance of speed of change and risk reduction – this is where the Real Agility Program falls), and Big-Bang (only used in situations of true desperation).
Why Choose Transformative?
One way to think about these five approaches to Agile adoption is to compare the magnitude of actual business results. This is certainly the all-important bottom line. But most businesses also consider risk (or certainty of results). Ad-Hoc approaches to Agile adoption have poor business results and a very high level of risk. Big-Bang approaches (changing a whole enterprise to Agile literally over night) often have truly stunning business results, but are also extremely high risk. Grassroots, where leaders give staff a great deal of choice about how and when to adopt Agile, is a bit better in that the risk is lower, but the business results often take quite a while to manifest themselves. Pragmatic approaches tend to be very low risk because they often accommodate the Bureaucratic Beast, but that also limits their business results to merely “good” and not great. Transformative approaches which systematically address organizational culture are just a bit riskier than Pragmatic approaches, but the business results are generally outstanding.
More specifically, Pragmatic approaches such as SAFe (Scaled Agile Framework) are popular because they are designed to fit in with existing middle management structures (where the Bureaucratic Beast is most often found). As a result, there is slow incremental change that typically has to be driven top-down from leadership. Initial results are good, but modest. And the long term? These techniques haven’t been around long enough to know, but in theory it will take a long time to get to full organizational Agility. Bottom line is that Pragmatic approaches are low risk but the results are modest.
Transformative approaches such as the Real Agility Program (there are others too) are less popular because there is significantly more disruption: the Bureaucratic Beast has to be completely tamed to serve a new master: business leadership! Transformative approaches require top-to-bottom organizational and structural change. They include a change in power relationships to allow for grassroots-driven change that is empowered by servant leaders. Transformative approaches are moderate in some ways: they are systematic and they don’t require all change to be done overnight. Nevertheless, often great business results are obtained relatively quickly. There is a moderate risk that the change won’t deliver the great results, but that moderate risk is usually worth taking.
Regardless of adoption strategy (Transformative or otherwise) there are a few critical success factors. Truthfulness is the foundation because without it, it is impossible to see the whole picture including organizational culture. And love is the strongest driver of change because cultural and behavioural change requires emotional commitment on the part of everyone.
Culture change is often challenging. There are unexpected problems. Two steps forward are often followed by one step back. Some roadblocks to culture change will be surprisingly persistent. Leaders need patience and persistence… and a systematic change program.
The Real Agility Program
The Real Agility Program has four tracks or lines of action (links take you to the Real Agility Program web site):
- Recommendations: consultants assess an organization and create a playbook that customizes the other tracks of the Real Agility Program as well as dealing with any important outliers.
- Execution: coaches help to launch project, product and operational Delivery Teams and Delivery Groups that learn the techniques of grassroots-driven continuous improvement.
- Accompaniment: trainer/coaches help you develop key staff into in-house Real Agility Coaches that learn to manage Delivery Groups for sustainable long-term efforts such as a product or line of business.
- Leadership: coaches help your executive team to drive strategic change for long-term results with an approach that helps executives lead by example for enterprise culture change.
Structurally an enterprise using Real Agility is organized into Delivery Groups. A Delivery Group is composed of one or more Delivery Teams (up to 150 people) who work together to produce business results. Key roles include a Business leader, a People leader and a Technology leader all of whom become Real Agility Coaches and take the place of traditional functional management. As well, coordination across multiple Delivery Teams within a Delivery Group is done using an organized list of “Value Drivers” maintained by the Business leader and a supporting Business Leadership Group. Cross-team support is handled by a People and Technology Support Group co-led by the People and Technology leaders. Depending on need there may also be a number of communities of practice for Delivery Team members to help spread learning.
At an organizational or enterprise level, the Leadership Team includes top executives from business, finance, technology, HR, operations and any other critical parts of the organization. This Leadership Team communicates the importance of the changes that the Delivery Groups are going through. They lead by example using techniques from Real Agility to execute organizational changes. And, of course, they manage the accountability of the various Delivery Groups throughout the enterprise.
The results of using the Real Agility Program are usually exceptional. Typical results include:
- 20x improvement in quality
- 10x improvement in speed to market
- 5x improvement in process efficiency
- and 60% improvement in employee retention.
Of course, these results depend on baseline measures and that key risk factors are properly managed by the Leadership Team.
Not every organization needs (or is ready for) the Real Agility Program. Your organization is likely a good candidate if three or more of the following problems are true for your organization:
- high operating costs
- late project deliveries
- poor quality in products or services
- low stakeholder satisfaction
- managers overworked
- organizational mis-alignment
- slow time-to-market
- low staff morale
- excessive overtime
- you need to tame the Bureaucratic Beast
Consider that list carefully and if you feel like you have enough of the above problems, please contact us at firstname.lastname@example.org. or read more about the Real Agility Program for Enterprise Agility on the website.