1995 called, they want their change management framework back

VersionĀ One's 17th State of Agile survey shows that resistance to change, lack of leadership support, and inadequate management support are the reasons why Agile fails. Version One's 1st report from 2006 had the exact same reasons. In the same order. With the same percentages. If you dig into these 3 problems, they're about blame:

  • "It's their fault."
  • "People are resisting"
  • "The managers don't get it"

The real problem is how we approach change. We get locked into a linear, phase-based approach to change that assumes we can capture the current state accurately, design the new utopia, and manage our way towards it with tried and true project and change management practices created before the internet existed. In this session, we'll explore why we're so comically bad at change, and how we can figure out how to balance the art and science of change in order to create an approach to change that suits our context.

This session is for you if:

  • you're a change agent, whether that be an Agile coach or change manager, that feels like you're spinning your wheels because the changes don't seem to stick.
  • you're a manager or leader who wants to support the transformation without being overly prescriptive.
  • you want to modernize your organization's approach to change with big ideas and tools & practices specifically designed to keep pace with today's fast pace of change.

You'll take away big ideas that'll change how you see change and a handful of practical ideas that you can start using right away in your organization.

Jason Little
Date & Time
Monday, July 22, 2024, 2:00 PM - 3:15 PM
Location Name
Texas AB
Session Type
Enriching Organizations
Learning Level
Learning Objectives
- understand the difference between traditional approaches to change, and modern approaches
- how to create experiments that gently nudge your organization into action, or completely disrupt the status quo when needed
- how to integrate modern, light-weight tools into your existing change management framework
- how to stop thinking about change as a step-by-step, linear process and start thinking about it as a fluid and dynamic one
- how to think about organizational change as continuous evolution versus a journey with a start and end date
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Survey Link