Building Agile Cultures Through Transformational Change
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The document discusses building agile cultures. It provides biographical information about the author, C.N. Mohan, who has over 20 years of experience across different industries. Mohan is currently the founder and CEO of Praxis Strategy Consulting, where he helps clients translate ideas into action through applying agile principles in a habitual way. Mohan believes in transforming organizations to be agile by creating a culture of leadership at all levels from within. The document then discusses what organizations and organizational culture are, as well as what affects culture and who a change agent is. It outlines some of the challenges change agents face and steps they can take to drive change, such as leading by example and empowering others. The document focuses on
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Building Agile Cultures Through Transformational Change
- 1. Building Agile Cultures C N Mohan
- 2. With over 20+ years of experience in the industry. My domains range from Telecom to Banking to Automotive Industry. I have worked in both software and non- software organizations. Currently I am the Founder and CEO of PRAXIS STRATEGY CONSULTING. As William Shakespeare says " All the world is a stage and one man in his time plays many parts", I have played many roles in my life and the nearest to my heart is that of being to that of being an Agile Coach. Various organizations have provided me ample opportunities to grow and play in many of the above roles. I am an eternal student in life who believes that learning happens by sharing and also am a hardcore Agilist who believes in the Values and Principles of Agile. I love transforming Organizations to Agile by engaging and creating a Culture of Leaders at all Levels. I personally feel that Agile is all about transforming oneself from inside out. Apart from being an Agilist in Heart, I am also an Electronics hobbyist. I have a 11 year old son who is my Best Friend and keeps me on my toes to be motivated to learn all through my life. About Myself
- 3. Praxis Strategy Consulting for helping its clients translate an idea into action that is achieved in a habitual way of being and behaving by putting hard theories to practice. We believe in the act of engaging, applying, exercising and realizing your ideas to your business. Apply Create Produce
- 4. A social unit of people that is structured and managed to meet a need or to pursue collective goals. All organizations have a management structure that determines relationships between the different activities and the members, and subdivides and assigns roles, responsibilities, and authority to carry out different tasks. Organizations are open systems-- they affect and are affected by their environment What’s an Organization?
- 7. Who is a Change Agent?
- 8. The Leaders Need The Organizational Atmosphere Overall Competence within the Organization Change Agent Challenges
- 9. Steps Change Agents Take
- 10. Take Charge Catalyst Leaders Lead by Examples Listen Aggressively Communicate Intent, Pursue Outcomes How do they go about?
- 11. Gemba Walks Build Learning Culture “I Don’t KNOW” Ask : “Is there a better way to do it?” or “What would you do?” Leave your comfort zone an chart your own course EMPOWER means defining the parameters in which people are allowed to operate and then setting free, where the consequences of the decision has a potential to risk or damage, then Take Charge else stand by even wrong decisions How do they go about?
- 12. Create Climate of Trust Take Calculated Risks Go Beyond Standard Procedures Build People (Culture of Leaders) Standardize, Yet Innovate How do they go about?
- 15. Questions
- 16. Thank You
Notas del editor
- The values and behaviors that contribute to the unique social and psychological environment of an organization. Organizational culture includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid. Also called corporate culture, it's shown in the ways the organization conducts its business, treats its employees, customers, and the wider community, the extent to which freedom is allowed in decision making, developing new ideas, and personal expression, how power and information flow through its hierarchy, and how committed employees are towards collective objectives. It affects the organization's productivity and performance, and provides guidelines on customer care and service, product quality and safety, attendance and punctuality, and concern for the environment. It also extends to production-methods, marketing and advertising practices, and to new product creation. Organizational culture is unique for every organization and one of the hardest things to change.