This is a private presentation I made few months ago. It ignited a very interesting dialogue with the attendees.

1. How would you implement Agile at
a company currently working in
pure-waterfall?
by @jmbeas
26/Oct/2015

2. HOW?

3. HOW?

4. WHY?

5. WATERFALL
PREDICTIVE
DIVIDE GOALS

6. PROBLEMS WITH WATERFALL
☟ ADAPTABILITY
☟ TIME TO MARKET
☟ CUSTOMER CENTRICITY
☟ INNOVATION
☝ COMMUNICATION COSTS

7. AGILE SOLVES THOSE PROBLEMS
ECONOMIC BENEFITS
FOR TOP MANAGERS
GO AGILE!

8. AGILE
TEAMS
AUTONOMY
SERVANT LEADERS
EMBRACE CHANGE

9. WATERFALL AGILE
current statu quo unknown statu quo
“stay comfortable in the uncomfortable”

10. “NO ONE WILL CHANGE JUST
BECAUSE THEY’RE ASKED
TO CHANGE”
— jmbeas

11. RATIONAL + EMOTIONAL
A GOOD REASON FEAR

12. MASLOW’S HIERARCHY OF NEEDS
SELF-ACTUALIZATION
ESTEEM
BELONGING
PHYSIOLOGICAL
SAFETY

13. HOW?

14. HOW?
(MY APPROACH)
ideal

15. STEP #1
MINDSET
(systems thinking, ToC, Lean, etc)
+
VALUES
(transparency, respect, courage, etc)

16. WHO
(autonomy)
WHY
(purpose)
STEP #2
* SHARE VALUES
AND MISSION
* DELEGATE THE
LEADERSHIP OF
THE TRANSITION
HOW
(mastery)
* GIVE’EM TOOLS
(PROCESSES, TRAINING,ETC)

17. WHO
(autonomy)
WHY
(purpose)
STEP #2
HOW
(mastery)
MOTIVATION
MODEL
http://www.danpink.com/books/drive/

18. STEP #3
TASK FORCES
+
CONTINOUS IMPROVEMENT
LOOP
OPENSPACE

19. STEP #4
…and stay
comfortable in the
uncomfortable.

20. TUCKMAN’S TEAM DEVELOPMENT MODEL
FORMING
STORMING
NORMING
PERFORMING
step#2
step#3
step#4

21. SATIR’S CHANGE MODEL
STATU QUO A
STATU QUO B
step#2
step#3
step#4
RESISTANCE
CHAOS
TRANSFORMING IDEA
INTEGRATION

22. WRAP-UP
* People won’t change just because you asked them
to change
* FEAR
* Top managers’ mindset and values
* Delegate the transition
* Let them write their own journey (with some help)

23. THANK YOU!
Any questions?
hola@jmbeas.es
@jmbeas
http://linkedin.com/in/jmbeas