In our complex Lean/Agile transformation journey at the Ericsson 3G product development unit, we want autonomous individuals and teams, and, alignment of actions in the right direction – how do we find the right balance? Somewhat unexpectedly, a two century old idea turns out to be extremely relevant here. I’ll share a few Agile leadership experiments that we have performed on combining autonomy and alignment, and, the results that we have seen.

1. Agile Leadership:
Experiments with
Alignment & Autonomy
for results
Agile HR Sweden
Stockholm, November 27, 2013
Erik Schön
#agilhrsverigeNovember 27, 2013 | Page 1 (21)
@erik_schon | #agilhrsverige |
@erik_schon, @ericsson
erik.schon@ericsson.com

2. Who am I?
From 300 bps modem to 42 Mbps mobile in 30 years!
Currently developing people, teams and organizations @ Ericsson
@erik_schon | #agilhrsverige | November 27, 2013 | Page 2 (21)

3. Why am I Here?
Complex Environment
Complicated Product
Complex Transformation
Sharing an important idea and experiments from
large-scale Lean/Agile transformation @ Ericsson
@erik_schon | #agilhrsverige | November 27, 2013 | Page 3 (21)

4. An Idea …

5. Need: Flow Towards Results
RESULTS
FLOW
ACTIONS
@erik_schon | #agilhrsverige | November 27, 2013 | Page 5 (21)
PLANS

6. Reality: Friction Disrupts Flow
OW
FRICTION
Personal Interests
Different
Priorities
Different
Agendas
Independent
Wills
External actors
Unpredictable
Events
Chaotic
Environment
Chance
Limited
Independent
Knowledge
Agents
Human
Limitation
Different
Interpretations
Imperfect
Information Transfer
Imperfect
Information
Lack of data
Noise
Misunderstandings
Emotion & Stress
Complexity
Friction makes even the simplest tasks difficult
@erik_schon | #agilhrsverige | November 27, 2013 | Page 6 (21)
Stephen Bungay: “The Art of Action” (2011)

7. FRICTION creates 3 critical GAPS
RESULTS
Effects Gap
Δ what we expect our actions to achieve
vs what the actions actually achieve
Knowledge Gap
Δ what we’d like to know
vs what we actually know
FRICTION
ACTIONS
PLANS
Alignment Gap
Δ what we’d like people to do
vs what people actually do
Friction prevents us from reaching desired results
@erik_schon | #agilhrsverige | November 27, 2013 | Page 7 (21)
Stephen Bungay: “The Art of Action” (2011)

8. Avoid: Usual Reactions to the GAPS
RESULTS
Effects Gap
Δ what we expect our actions to achieve
vs what the actions actually achieve
Knowledge Gap
Δ what we’d like to know
vs what we actually know
FRICTION
Provide more
detailed control
mechanisms
ACTIONS
Ask for more
detailed information
PLANS
Alignment Gap
Δ what we’d like people to do
vs what people actually do
Provide more
detailed instructions
Command & Control
More delays, less innovation, less motivation
@erik_schon | #agilhrsverige | November 27, 2013 | Page 8 (21)

9. Try: Closing the GAPS
RESULTS
Effects Gap
Δ what we expect our actions to achieve
vs what the actions actually achieve
FRICTION
Give people/teams
freedom to adjust actions
in line with intent
ACTIONS
Knowledge Gap
Δ what we’d like to know
vs what we actually know
Focus on clearly
communicating intent
= WHAT & WHY
PLANS
Allow people/teams
Alignment Gap
Δ what we’d like people to do to define HOW to do it
vs what people actually do and report back
Alignment & Autonomy
Less delays, more innovation, more motivation
@erik_schon | #agilhrsverige | November 27, 2013 | Page 9 (21)

10. Alignment + Autonomy → Results
Autonomy
Alignment
Intent / Direction / Wanted Position
What & Why
Thoughtful, purposive action
in the right direction
by all people in the organization
to reach the desired results
Alignment
Autonomy
Actions
How
The more alignment you have around direction,
the more autonomy you can grant around actions
@erik_schon | #agilhrsverige | November 27, 2013 | Page 10 (21)
Stephen Bungay: “The Art of Action” (2011)

11. The Art of Action
From Command & Control to Alignment & Autonomy
RESULTS
Give freedom to adjust
HOW in line with intent
Communicate clear intent
WHAT & WHY
FLOW
ACTIONS
PLANS
Give freedom to decide HOW
within boundaries
@erik_schon | #agilhrsverige | November 27, 2013 | Page 11 (21)

12. Experiments …

13. Experiment #1: Individual Level
Improved Leadership Behaviour
RESULTS
Give freedom to adjust
HOW in line with intent
Coaching training,
coach networks,
Communities of Practices,
…
ACTIONS
FLOW
Communicate clear intent
WHAT & WHY
Interactive seminars
on alignment & autonomy
PLANS
Give freedom to decide HOW
within boundaries
Defining Agile/Lean line manager role: teaching, coaching, challenging
Ericsson Leadership Framework
@erik_schon | #agilhrsverige | November 27, 2013 | Page 13 (21)

14. Experiment #2: Team Level
Cross-component, cross-discipline, co-located development teams
RESULTS
Give freedom to adjust
HOW in line with intent
Team retrospectives
every sprint,
…
ACTIONS
FLOW
Communicate clear intent
WHAT & WHY
Continuous evolution
of every team
to out-learn competition
PLANS
Give freedom to decide HOW
within boundaries
Learning Days, Communities of Practices, Team Development Framework, …
Start with Scrum or Kanban
@erik_schon | #agilhrsverige | November 27, 2013 | Page 14 (21)

15. Experiment #3: Organization Level
Closing the gap between strategy and execution
RESULTS
Give freedom to adjust
HOW in line with intent
Quarterly strategy
retrospectives
with everyone
ACTIONS
FLOW
Communicate clear intent
WHAT & WHY
Dialogue around strategy
with everyone
in interactive workshops
PLANS
Give freedom to decide HOW
within boundaries
Quarterly focus area
Should impact the whole organization and be based on strategy & current needs
@erik_schon | #agilhrsverige | November 27, 2013 | Page 15 (21)

16. Results …

17. People’s Motivation
Frustrated
Motivated
18%
Alienated
73%
Satisfied
7%
Frustrated
Motivated
20%
Alienated
Commitment
72%
Satisfied
6%
Frustrated
67%
Alienated
Satisfied
9%
2%
Motivated
20%
5%
2010
2011
Satisfaction
Motivation clearly up
in our People surveys
@erik_schon | #agilhrsverige | November 27, 2013 | Page 17 (21)
2%
2012

18. References

19. Experiences and Research
@erik_schon | #agilhrsverige | November 27, 2013 | Page 19 (21)

20. TRY!
Too many organizations
are trying to control the waves
instead of learning how to surf.
@erik_schon | #agilhrsverige | November 27, 2013 | Page 20 (21)
Mary Poppendieck

21. @erik_schon | #agilhrsverige | November 27, 2013 | Page 21 (21)