At Hive17 Consulting, we are supporting organisations to accelerate operational excellence. This means we aim to cultivate creativity and agility within teams. You might ask yourself, what does agility mean and why is it so important?
Do you feel that your business is facing raising uncertainty and complexity? Are you facing with increased competition and customer requirements? In such situations, successful companies act with speed and they focus on delivering maximum customer value with their current assets. As an organisation, you want to quickly address changing customer needs, regulatory frameworks and pick-up new opportunities. And it is not sustainable to rush, increase pressure and centralise control.
How does leadership look like in an agile organisation?
Basically, we have identified four foundational drivers to cultivate agility as a leader:
Where do you find the biggest barriers to drive agility in your organisation?
Image credit: copyright by Lloyd images, Extreme Sailing Series, Carbon 6ix, Best, Land Rover
This week I coincidentally stumbled across this simple explanation of the foundation of agile. A reminder for myself - and for all of us - where does agile come from.
"A set of values and principles that guide the team’s decision making."
For example, the interaction with people is more important the processes and rules; or the collaboration with the customer is more valuable than the contract we negotiated. These will guide a team to make the right thing.
And as a leader? Give your teams a clear direction, remove barriers, motivate intrinsically, stay close with them and join the party as an equal.
What did I miss?
End of last year, we initiated a benchmark survey on how different companies experience their journey to accelerate innovation mindsets. How can we fully exploit our potential to deliver novel products, processes and experiences to our customers. We presented a number of activities and traits and asked two simple questions: are these important for innovation? and are they established in your organisation?
Here are the results of this APAC-focussed survey; they show clear indications on where to put energy and where to start:
Find here the complete survey results: The Current State of Innovation - Report.
Big Thank You to all that have participated in the survey!
In the recent months, I am very happy to support various teams in getting more agile. Last week, I had a call from one of the sites: "Tim, we have a huge problem! Some of our experiments have failed and some teams can't finish their projects" - "Hey, that's great! What we are focusing on is that we experiment and learn - getting faster along the way."
In a conversation earlier this week we reflected on this. Cultivating an agile mindset not only means applying the processes and methods for developing new solutions. In the example above, the teams struggle with significantly shorter project times and delivering experiments instead of fix deliverables - as usual, this is a journey.
Therefore, we need to experiment and use agility in applying the methods, concepts and processes of becoming agile. Experiment to experiment, be agile in becoming agile - if that makes any sense.
Implementing visionary solutions is like climbing a mountain. And so is to change a mindset of people. Why not using the same approach to take small steps to conquer the summit?
For the last about 150 years, we have become very good at becoming efficient. We have automated farming, manufacturing, and are full steam ahead in automating services.
In this process, we focused on making individuals and small units hyper-efficient. We looked at organisations as a system and producing in large scale based on rigid processes; using people as robots in these systems.
Today, the world is changing rapidly, predictions become less accurate and the systems don't operate in a stable environment anymore. In this context, how do we know that we are optimising the right processes and systems? Are we wasting efforts on the wrong things?
In order to be fast and successful in this uncertain environment, I suggest to focus back on the effectiveness of the overall organisation. Cultivating our relationships with peers, suppliers, customers. And, creating structures and routines which allow us to learn fast, reflect and focus on the right things.
Where do you want to reduce waste today?
We at Hive17 Consulting are devoted to creating an environment for people to work with passion, engagement and fun via positive leadership and intrinsic motivation. We believe that it takes more than perfect processes, systems, organizational charts and value statements to make your company successful. Our people need to understand, shape and believe in the change journey. And for us, it is clear that this foundation will unleash people’s full potential.
Where is your heart: in Design Thinking? or in Agile? Both concepts are used a lot in the context of innovation and excellence. I heard a lot of arguments from both "camps" which is superior and that the one is a subset of the other - rich discussions.
What most can agree is that the underlying concepts are pretty similar - why not use both? In programs I have conducted - especially in order to become excellent - I have combined them to accelerate creativity and speed.
There is a huge overlap: both concepts are about empowerment, experimenting, minimal viable products, fundamental concepts of agility (arguably from Lean Manufacturing).
Where they distinguish are in two particular areas; and it is good to understand their strength apply where most valuable. Here is how I make the simple distinction.
> Create Ideas: human-centric Design Thinking helps to go deeper in your understanding of the customers and stakeholders.
> Execute Ideas: the strong focus on iterations in Agile, combined with the scientific approach of measuring assumptions are great to accelerate momentum when solutions are implemented.
How do you see the two concepts play with each other?
Today, in our production facilities in Thailand we started to discuss how we can execute ideas to improve productivity in a different way: achieve results in a faster way while keeping the big picture in mind.
The excellent outcome of today's workshop was the definition of Focus Topics. We took the solution ideas we created during a Design Thinking workshop in August and modularised them into smaller chunks that can be implemented as minimal viable products. The teams have now selected the first Focus Topic which will be implemented in the next three months. The graphic below vitally supported the understanding of this concept - visualisation is such an important aspect in discovery.
The objective of this approach is not only to create tangible results fast; we also aiming to cultivate agility and a new mindset. Looking forward to see the results soon.
While supporting large corporate organisation, I often hear that we need more entrepreneurship. What makes entrepreneurs so special and different?
as start-up there is no other way than to deep-dive into the needs and insights from your customers; in the corporate world, there is a huge lack of this mindset; and it starts with identifying, who is my customer
2) taking risks
no risk, no reward; following the beaten path, the safe path is the quickest way to failure as an entrepreneur; most larger organisations stop to experiment and create a culture that builds on fail-safe results
people start their own, successful business based on a strong belief, a product or solution they are passionate about; corporate leaders often fail to create a purpose the people in the organisation care about
how will you cultivate entrepreneurship in your organisation?
It is Friday and in today's "Quick Share" I am pondering about how close change management and knowledge management are.
A long time ago I was very deep into Knowledge Management; and one key topic was making communities (of practice) successful.
When you are doing this, you realise that you need a lot of change management expertise; that is why I evolved into a change management professional.
Today, I am driving innovation, new mindsets, nudging new cultures - guess how - with communities. This is a very interesting reflection.
Why communities? Because they bring people closer, build relationships, facilitate to have common grounds, etc.
Where do you bring people together to work together outside of their daily job?
Culture is identified as the major enabler of mastering the digital age - how to drive this cultural change?
a - delegate decision-making and enable all levels in the organisation take managed risks
b - customer focus across the entire organisation; understand and design the entire customer journey (and this starts at the initial research when identifying the need for a new purchase)
c - connecting people across silos to drive innovation and enable systematic problem solving
What do you add to this list? How do you drive your teams into the digital age?
Tim is a change practitioner in the area of innovation and excellence. He is working with teams to accelerate innovation, collaboration and agility.