Tag Archives: vision

Leading to Real Agility – Leader Responsibilities

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Leading an organization to Real Agility is a complex and difficult task.  However, the core responsibilities of leaders attempting this are simple to describe.  This video introduces the three core responsibilities of the senior leadership team as they lead their organization to Real Agility.

The video presents three core responsibilities:

  1. Communicating the vision for change
  2. Leading by example
  3. Changing the organization

Future videos in the series will elaborate on these three core responsibilities.

Real Agility References

Here are some additional references about how leaders can help their organizations move towards Real Agility:

Please subscribe to our YouTube channel to receive notifications when each new video is published! (There are 15 more videos coming in this series, and more beyond that on other topics!)  You can also find the summary article that helps you find all the videos and additional references here: Leading to Real Agility – Introduction.

Mishkin Berteig presents the concepts in this video series.  Mishkin has worked with leaders for over fifteen years to help them create better businesses.  Mishkin is a certified Leadership Circle Profile practitioner and a Certified Scrum Trainer.  Mishkin is co-founder of BERTEIG.  The Real Agility program includes assessment, and support for delivery teams, managers and leaders.

BESTEIG Real Agility logo


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Welcome to LEGOLAND

Learn more about transforming people, process and culture with the Real Agility Program

I was observing a workshop last week that had been put together to create greater cohesiveness in a large organizational team who needed to create a unified vision about their department.

Initially they were broken up into smaller groups to discuss some of the ideas, issues, and challenges they had encountered.  It was obvious how stressed everyone was.  People were speaking animatedly with louder than usual volume, there was a great deal of tension, and everyone seemed agitated and uneasy.

Then came the LEGO.  Mountains of it.  Not just some mismatched pieces either. The kind of LEGO that would have made any child squeal with joy.


Each person was asked to create a model of what they thought their department was like at that moment, using the LEGO.  Then another model of what they each envisioned their department could be.  They were then asked to combine the ones they thought were best into a grand model for the department.

I immediately recognized this approach of play therapy used in child psychology, and I was curious to see how it would translate to adults in the workplace.

The effects were wonderful.  The room that was once filled with heated arguments and loads of stress, had transformed into complete calm.  Everyone was so engaged with building their models, they were quiet and relaxed, and whenever there were bursts of noise it was joyful laughter.

Then came the moment of truth, they had to present the large departmental model that they had all collaborated and contributed to making.

They spoke of their vision clearly without argument or dissent.  They shared the space freely encouraging others to speak on parts of the model they didn’t know in detail.  And when they finished their presentation, there was a long pause of silence where everyone was looking at the model, and in each person’s eyes, I saw pride for what they had accomplished together, and a deep sense of hope for the future where it was absent before.

I guess those colourful blocks really do have some magic in them.

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The Rules of Scrum: I take direction for product vision and scope from my team’s Product Owner

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As a Team Member, it is my job to figure out how to solve a problem or request that is stated by a Product Backlog Item (PBI), with the help of my team.  It is the responsibility of the Product Owner to give us the vision of the product and decide how much scope is to be done to satisfy the PBI.  One simple way to think about this concept is that the Product Owner is responsible for the “what” and “why” and the Scrum Team is responsible for the “how” and “who”.  If the Team Members decide on the product vision by themselves, they run the risk of misinterpreting features, moving down a path that is not valuable or even creating work disconnected from the needs of those who will be using the software.  If the Team Members choose their own scope they may do much less than is needed or much more than is required.  There is a balance in the Product Owner providing vision and scope, and the Scrum Team providing knowledge and experience in its execution.

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The Rules of Scrum: I know my product well and can quickly describe its high-level purpose

Learn more about transforming people, process and culture with the Real Agility Program

All Scrum Team Members, including the ScrumMaster and Product Owner, should understand the high-level business aspects of the product that is being built.  As well, that understanding should be solid enough, that it can be communicated to other people.  This understanding helps the team members in many situations dealing with each other and with stakeholders.  Understanding the purpose of the system is an aspect of both Focus and Transparency.  This is essential for maintaining overall quality of the product. Development should always be done in a way that moves the system towards fulfillment of its intended purpose.  If team members do not know their product in this way, it can cause significant problems in communication and in how Product Backlog Items are implemented.  Finally, and perhaps most importantly, understanding the overall purpose of work is critical for a team to become a high-performance team.  Without knowledge of this purpose, a high-performance team is impossible.

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