Presentation about Spiral Dynamics and Agile for the XPDays Benelux 2014

1. WARNING
The following presentation contains explicit
content, which can dramatically alter the way you
view the world. There are cases where people
who have been contaminated with this content
happen to see colors that aren’t there. Red
Hummers while they are black, Purple Agile
Coaches and managers in Orange suits.
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2. 2
Your Path to Agility
Becoming increasingly Agile with the help of Spiral
Dynamics
Dajo Breddels
Agile Wizard

3. 3
Introduction 1
Spiral Dynamics
Agile and Spiral Dynamics
Transform to Being
Wrap up
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3
4
5

4. Have you ever …
‣ Coached an organization to work Agile, everything
seemed ok, you left and half a year later they were
right back were they started.
‣ Been in an organization where people said that they
fully agreed with you, but didn’t change a thing.
‣ Discovered that there were different cultures in one
organization and people were unable to work
together.
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And wondered why this happened and what you can do
about this?

5. Who is Who
‣ Who are You?
• Role
• Experience
‣ Who is Dajo Breddels?
• Agile Coaching
• Life Coaching & Spiral Dynamics
• Agile Coaching & Spiral Dynamics
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6. Doing Agile vs. Being Agile
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Doing Agile Being Agile
‣ Rules and Procedures
‣ Knowledge intellectual
‣ Skills
‣ One Truth
‣ Principles and Values
‣ Knowledge intuitive
‣ Beliefs and values
‣ Multiple truths possible

7. 7
Introduction 1
Spiral Dynamics
Agile and Spiral Dynamics
Transform to Being
Wrap up
2
3
4
5

8. 8
“The Emergent,
Cyclical, Double-
Helix Model Of The
Adult Human
Biopsychosocial
Systems.”
Prof. Dr. Clare W. Graves

9. 8 ways of thinking, 8 Value Systems
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10. BEIGE Instinctive/Survivalistic VS
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Do what you must just to stay alive
‣ Uses instincts and habits just to survive
‣ Distinct self is barely awakened or
sustained
‣ Food, water, warmth, sex, and safety
have priority
‣ Forms into survival bands to perpetuate
life
‣ Lives “off the land” much as other
animals

11. PURPLE Magical/Animistic VS
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Keep the spirits happy and the tribe’s nest warm and safe
‣ Obeys the desires of the spirit being and
mystical signs
‣ Shows allegiance to chief, elders,
ancestors, and the clan
‣ Individual subsumed in group
‣ Preserves sacred objects, places,
events, and memories
‣ Observes rites of passage, seasonal
cycles, and tribal customs

12. RED Impulsive/Egocentric VS
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Be what you are and do what you want, regardless
‣ The world is a jungle full of threats and
predators
‣ Breaks free form any domination or
constraint to please self as self desires
‣ Stands tall, expects attention, demands
respect, and calls the shots
‣ Enjoys self to the fullest right now
without guilt or remorse
‣ Conquers, out-foxes, and dominates
other aggressive characters

13. BLUE Purposeful/Authoritarian VS
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Life has meaning, direction, and purpose with
predetermined outcomes
‣ One sacrifices self to the transcendent
Cause, Truth, or righteous Pathway
‣ The Order enforces a code of conduct
based on eternal, absolute principles
‣ Righteous living produces stability now
and guarantees future reward
‣ Impulsivity is controlled through guilt;
everybody has their proper place
‣ Laws, regulations, and discipline build
character and moral fiber

14. ORANGE Achievist/Strategic VS
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Act in your own self-interest by playing the game to win
‣ Change and advancement are inherent
within the scheme of things
‣ Progresses by learning nature’s secrets
and seeking out best solutions
‣ Manipulates Earth’s resources to create
and spread the abundant good life
‣ Optimistic, risk-taking, and self-reliant
people deserve success
‣ Societies prosper through strategy,
technology, and competitiveness

15. GREEN Communitarian/Egalitarian VS
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Seek peace within the inner self and explore, with others,
the caring dimensions of community
‣ The human spirit must be freed from
greed, dogma, and divisiveness
‣ Feelings, sensitivity, and caring
supersede cold rationality
‣ Spreads the Earth’s resources and
opportunities equally among all
‣ Reaches decisions through
reconciliation and consensus processes
‣ Refreshes spirituality, brings harmony,
and enriches human development

16. Yellow Integrative VS
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Live fully and responsibly as what you are and learn to
become
‣ Life is a kaleidoscope of natural
hierarchies, systems, and forms
‣ The magnificence of existence is valued
over material possessions
‣ Flexibility, spontaneity, and functionality
have the highest priority
‣ Differences can be integrated into
interdependent, natural flows
‣ Understands that chaos and change are
natural

17. TURQUISE Holistic VS
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Experience the wholeness of existence through mind and
spirit
‣ The world is a single, dynamic organism
with its own collective mind
‣ Self is both distinct and a blended part
of a larger, compassionate whole
‣ Everything connects to everything else in
ecological alignments
‣ Energy and information permeate the
Earth’s total environment
‣ Holistic, intuitive thinking and
cooperative actions are to be expected

18. New times, new ways of thinking
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Time / Complexity

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20. Mathematical Formulas
‣ 18 + 24 = 42
‣ 푎 + 푏 = 푐
‣ 푓 푥 = 푎푥2 + 푏푥 + 푐
‣ 푑푦 = 푓 푥 푑푥
‣ 퐹 = 푓 푥 푑푥
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Increasing complexity:
The bottom equation isn’t better than the top one.

21. Example individual Value System profile
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RED Centered: Hägar the Horrible Profile
ILLNESS
RELIGIOUS
FAMILY OR HOME
WORK
SOCIAL
(neighbourhood)
SOCIAL
(clubs)

22. Example individual Value System profile
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GREEN Centered: Scandinavian Society Profile
WORK
SPORTS
PARTICIPATION
FAMILY
SOCIAL RELIGIOUS
POLITICS

23. QUIZ
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What is the dominant Value System?

24. QUIZ
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What is the dominant Value System?

25. QUIZ
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What is the dominant Value System?

26. QUIZ
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What is the dominant Value System?

27. QUIZ
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What is the dominant Value System?

28. QUIZ
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What is the dominant Value System?

29. QUIZ
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What is the dominant Value System?

30. QUIZ
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What is the dominant Value System?
Your organization

31. 31
Introduction 1
Spiral Dynamics
Agile and Spiral Dynamics
Transform to Being
Wrap up
2
3
4
5

32. Agile Manifesto
‣ Individuals and interactions over processes and tools
‣ Working software over comprehensive documentation
‣ Customer collaboration over contract negotiation
‣ Responding to change over following a plan
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We are uncovering better ways of developing
software by doing it and helping others do it.
Through this work we have come to value:
That is, while there is value in the items on
the right, we value the items on the left more.

33. The world of the Value Systems
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‣ Individual
‣ Team
‣ Organization
‣ Environment
Individual
Team
Organization
Environment

34. Value Systems and Agile
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BLUE
Value System
ORANGE
Value System
GREEN
Value System
YELLOW
Value System

35. BLUE Purposeful/Authoritarian VS
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Being dominant in an Agile environment
‣ Name: Procedural Agile
‣ Right Use: Life critical applications
‣ Strong: Order and Control
‣ Weakness: Slow and Inflexible
‣ Danger: Unstoppable growth of
procedures
‣ Typical
‣ One Truth, hierarchical, inflexible,
silo thinking, one specific method,
reacts slow to changes,
guidelines, templates, procedures,
disciplined
‣ To keep it agile
‣ Something in, something out

36. ORANGE Achievist/Strategic VS
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Being dominant in an Agile environment
‣ Name: Money Driven Agile
‣ Right Use: Direct financial crisis
‣ Strong: Quick win and Improving
‣ Weakness: Long term
‣ Danger: Burning up people
‣ Typical
‣ More with less, success,
improves, competition, outsmart
others, situational ethics, drive
‣ To keep it agile
‣ Limit the maximum cost reduction
/ growth

37. GREEN Communitarian/Egalitarian VS
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Being dominant in an Agile environment
‣ Name: People Centric Agile
‣ Right Use: Political sensitive projects
‣ Strong: Team thinking and
involvement
‣ Weakness: Paralysis through
consensus
‣ Danger: To many people involved
‣ Typical
‣ People first, consensus,
everybody is equal, flat
organization, team effort,
acceptance, slow in taking
decisions
‣ To keep it agile
‣ Limit number of stakeholders

38. Yellow Integrative VS
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Being dominant in an Agile environment
‣ Name: Effective Agile
‣ Right Use: Chaotic and global
environments
‣ Strong: Respond to change
‣ Weakness: Seen as unstable
‣ Danger: Loosing the rest
‣ Typical
‣ Effectiveness over efficiency,
people are different, embrace
change, improve, out-of-the-box,
wolf in sheep’s clothing, hard to
understand, can loose interest, no
interest in status, long term
thinking

39. Value Systems and Agile Manifesto
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BLUE
Value System
ORANGE
Value System
GREEN
Value System
YELLOW
Value System
Comprehensive
documentation over
working software
Following a plan over
responding to change
Processes and tools over
individuals and
interactions
Contract negotiation over
customer collaboration
Working software over
comprehensive
documentation
Individuals and
interactions over
processes and tools
Customer collaboration
over contract negotiation
Responding to change
over following a plan

40. Real life example
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‣ Management
‣ Team
‣ Organization
‣ External Environment

41. Value Systems and your version of Agile
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What’s the dominant Value System in your agile
implementation and why?
BLUE
Value System
ORANGE
Value System
GREEN
Value System
YELLOW
Value System

42. 42
Introduction 1
Spiral Dynamics
Agile and Spiral Dynamics
Transform to Being
Wrap up
2
3
4
5

43. Where is change needed?
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‣ Individual
‣ Team
‣ Organization
‣ Environment
Individual
Team
Organization
Environment

44. Ideal World
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‣ Management
‣ Team
‣ Organization
‣ External Environment

45. More realistic
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‣ Management
‣ Team
‣ Organization
‣ External Environment
‣ Scrum Master

46. Assessing Value Systems
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In individuals, teams and organizations
Observation Questionnaires
‣ Behavior
‣ Interactions with others
‣ Use of language
‣ Value words
‣ Beliefs
‣ Don’t judge too fast
‣ Personal test
‣ 300+ Questions
‣ One on one
‣ Group tests
‣ Initial questions very important
‣ Don’t use it too mechanical

47. Examples of using language
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To determine the corresponding Value System
We have to be sure about what to do, before we can give a reliable
estimate
It’s important we all agree on this solution.
Scrum says that we have to do …
Let’s improve x … so we become the most successful team.
Eric, what’s your opinion about this? I really want to know.
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48. Example individual questionnaire
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To determine the corresponding Value System

49. Example group questionnaire
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To determine the corresponding Value System
Traditions Ambition Complexity Respect Charisma Protection
Direct
reward
Bureaucracy Equality Change Safety Success
Structure Profit Magical Tolerance Insight Enthusiasm

50. Example group questionnaire
50
To determine the corresponding Value System
Traditions Ambition Complexity Respect Charisma Protection
Direct
reward
Bureaucracy Equality Change Safety Success
Structure Profit Magical Tolerance Insight Enthusiasm

51. Transform from Doing to Being
‣ Look for what to keep
‣ Make use of the dominant color to implement the new one
‣ Don’t skip colors (there is no shortcut)
‣ Acknowledge the past and show that the environment has
changed
‣ Emphasize signs of the new color when they occur
‣ Make sure the environment supports the new color
‣ Use Real Life
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Making the transition from one color to the next

52. Change Cultural DNA
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Three strategies
Decrease
‣ A Value system has a
negative impact on the
system
‣ Lessen the influence of
the Value System
Increase
‣ The lack of a Value
System has negative
impact on the system
‣ Add something new in the
system to add a little bit
of this Value System
Transcend
‣ The current dominant
Value System can’t cope
with the Life Conditions
‣ Use parts of the old Value
System to interest people
to new ideas which are
part of the next Value
System

53. From BLUE to ORANGE Value System
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From doing your duty to making a success
‣ Use the higher authority
‣ Design new leaner procedures
‣ Design new procedures which embed
continuous improvement
‣ Reward results instead of doing your
tasks
‣ Flatten organizational layers
‣ Add competition

54. From ORANGE to GREEN Value System
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From personal success to shared goals
‣ Use scientific research to persuade new
way of working
‣ Make rewards team-oriented
‣ Make competition team-oriented
‣ Reward people for growing and caring
not only for getting successes
‣ Remove the boss/manager and let the
group make important decisions

55. From GREEN to YELLOW Value System
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From all equal to all unique value
‣ Make rewards for contribution to team
growth and wellbeing
‣ Remove consensus thinking and
introduce situational leadership2
‣ Make an ecological mission and/or
vision statement to inspire
‣ Remove strict Function/Job Descriptions

56. 56
Introduction 1
Spiral Dynamics
Agile and Spiral Dynamics
Transform to Being
Wrap up
2
3
4
5

57. The four most dominant Value Systems
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In an Agile context

58. Resources
‣ Books
• Spiral Dynamics, Don Beck and Christopher Cowan
• Spiral Dynamics Integral, Don Beck (audiobook)
• Coaching the Agile Enterprise, Michael Spayd
‣ Websites
• http://www.jobeq.net (example Value System test)
• http://www.clarewgraves.com/
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59. 59
Contact for more information
Dajo Breddels
Agile Wizard
dajo@dajobreddels.com