Have you ever noticed that whenever you push a system to change, it pushes back? All these scenarios are common when we seek change in an organisation. And yet change does happen, all around us, often welcomed by those closest to it - ask most new parents. How do we engage people in change? What are the factors that generate change resistance? Let's reset our understanding of change, inviting those most affected to be our co-creators and leaders.

1. Transformation by
Invitation
October 3 2018
MARTIN BURNS
TRANSFORMATION CONSULTANT
AGILITY SERVICES DIRECTOR
@MartinBurnsSCO
slideshare.net/martinb9999
uk.linkedin.com/in/martinburnsuk

2. @MartinBurnsSCO
It’s
MARATHON,
not
SNICKERS!
Well, if
I really
have to
Change
happens;
I’m OK
with that
I quite like
to be part
of new
things
Wildly
enthusiastic
How do you feel about
Change?

3. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO 3

4. @MartinBurnsSCO
It’s
MARATHON,
not
SNICKERS!
Well, if
I really
have to
Change
happens;
I’m OK
with that
I quite like
to be part
of new
things
Wildly
enthusiastic
How do you really feel about
Change?

5. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Photo: https://flic.kr/p/ombuy1
Martin Burns
Enterprise Plumber
Recovering Programme Manager
Transformation Consultant
Barely Adequate Blues Guitarist
@MartinBurnsSCO

6. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO 6
I am a Settler
Image: Wikimedia

7. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Telling
Selling
Testing
Consulting
Co-Creating
Source: Peter Senge
The 5th Discipline
Why do Smart People
Resist Change?
Photo:Pixabay

8. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Only ever work
with volunteers
Engagement,
enthusiasm and
results come for
free
9

9. @MartinBurnsSCO
Culture
10
Photos: Pixabay, Happy Melly

10. @MartinBurnsSCO
Everything
you do or think is a
Cultural
Assumption
and you
can’t see it
11Photo: Pixabay

11. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
The culture of a group
can be defined as the
accumulated shared
learning of that group
…patterns of beliefs, values,
assumptions, and behavioral
norms
Edgar Schein
12

12. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Organisations are
perfectly tuned for
what they do now
13

13. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Cultural DNA
is hard to change because
group members value stability because it
provides meaning and predictability.
Members will find behaviour
based on any other premise inconceivable.
14
Edgar Schein

14. @MartinBurnsSCO
Culture eats
everything for breakfast
15
Jurgen Appelo
Photos: Pixabay, Happy Melly

15. @MartinBurnsSCO
If you do not manage culture
it manages you
The shared assumptions about “who we are”
limit the strategic options available to the organisation.
16
Photo: Pixabay

16. Transformation
changes
cultural norms
1

17. Changing in-situ
cultural norms is
nigh on
Impossible
1

18. Delegation Poker
https://management30.com/practice/delegation-board/

19. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO

20. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Delegation Board
21
Tell Sell Consult Agree Advise Inquire Delegate
Select
Features X
Define
Standards X
Select
Team X
Accept
Features X
Define
Schedule X

21. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Squadification
http://www.marcusoft.net/2013/01/team-marketplace-how-we-splitted-big-40.html
http://nomad8.com/total-squadification-large-scale-self-organisation/

22. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Squadification Method. Timebox: 2 hours
VISUALISE EVERYTHING!
PRODUCT OWNER PRESENTATIONS
SET CONSTRAINTS
CHOOSING ROUND
REVIEW & ITERATE
1
2
3
4
5
23
Photo: Nomad8

23. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Agile Volunteer
Corps

24. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
“We can’t all be
Spotify”
25

25. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
When you can’t be Spotify, what do you do?
IF you cannot
change in-situ
IF existing
cultural norms
are unhelpful
Start with a small
cadre of all
volunteers
with values close to
your target, and
co-create a culture.
26

26. @MartinBurnsSCO
Apply the
Pickling
Cucumber
Method
27
Photo: Pixabay

27. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Transformation Engagement Model
• Drive Engagement &
Empowerment
• Support Engagement &
Empowerment
• Encourage Engagement
& Empowerment
• Empower Engagement &
Empowerment
28
Plot
Twist
Ahead

28. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Transformation Engagement Model
You cannot mandate
participation in
empowerment
initiatives
L David Marquet
29
Plot
Twist
Ahead

29. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
You cannot mandate
participation in
empowerment
initiatives
L David Marquet
30
Transformation Engagement Model
Transformation
only works
when people
freely opt in and
actively participate

30. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Transformation Engagement Model
31
Transformation
only works
when people
freely opt in and
actively participate
Don’t Drive
Don’t Encourage
Don’t Empower
INVITE

31. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Transformation Engagement Model
32
Start tomorrow:
Invite a discussion
with your team:
what decisions do
you want to
control?
Don’t Drive
Don’t Encourage
Don’t Empower
INVITE

32. Copyright © 2017 CA. All rights reserved. @MartinBurnsSCO
Transformation Engagement Model
33
Start tomorrow:
Invite a discussion
with your team:
what decisions do
you want to
control?
You will gain active
co-conspirators;
the power of
“All of Us”
behind the change

33. Agility Services EMEA Director
martin.burns@ca.com
Martin Burns
@MartinBurnsSCO
slideshare.net/CAInc
linkedin.com/company/ca-technologies
ca.com
Read an early version of these ideas:
http://everydaylean.info/2016/12/scaling-self-selection/

34. Thank You.