by Michael Sahota | Oct 19, 2016 | Agile, Leadership |
Excited to share slides from my workshop/talk at PMI Professional Development Symposium in Toronto today. Great group. Great questions. A lot of motivated, caring people in the room today. Agile Mindset Summary "Agile is both a set of practices and a mindset. Success lies in understanding both “Doing Agile” as well as “Being Agile”. In [...] Continue reading »
by Michael Sahota | Oct 14, 2016 | Leadership, Personal Growth |
Want to grow and develop quickly? The 4A's Leadership Model is a simple and effective process for personal growth. In this post, you will learn how to use it. Stand in the Truth - A Leadership Model Summary One can see "Stand in the Truth" as a summary of the 4A's leadership model. When we stand [...] Continue reading »
by Michael Sahota | Sep 1, 2016 | Agile, Leadership, Organizational Change, Organizational Culture, Reinventing Organizations |
Want increased success with your Agile Transformation? Here are the 10 most important Navigation Secrets for Execs and Coaches. In this post, I share key lessons I have learn over years of industry experience. This presentation came out of a webinar I ran with Maria Matarelli to help generate interest in execs and coaches for my [...] Continue reading »
by Michael Sahota | Aug 12, 2016 | Leadership, Management, Organizational Change, Organizational Culture |
One of the most important lessons I have learned over the last few years is that Organizational Behaviour Follows Leadership Behaviour. Lasting improvements can only start with leaders modeling new behaviours. I use this all the time to help leaders choose what they really want for themselves and their organizations. Current Organization Behaviour is a result [...] Continue reading »
by Michael Sahota | Jul 12, 2016 | Leadership, Management, Personal Growth |
I noticed a pattern early on in my career helping organizations use Agile as a way to grow their capabilities: The Leader is the Limit for Growth. I am speaking about the most senior person involved in the change initiative: Director, VP, or CEO. How they show up as an individual would determine how far [...] Continue reading »
by Michael Sahota | Apr 29, 2016 | Reinventing Organizations |
In this post I will share how to unleash the power of individuals in your organization by inviting in the whole person. Below is the visual summary. People are powerful when we invite the whole person to work: spirit, heart, body, and mind. Key environmental ingredients are: safety, trust and valuing people as human beings. #2 [...] Continue reading »
by Michael Sahota | Apr 28, 2016 | Agile, Organizational Culture, Scrum |
If you are having culture challenges with your organization, you are not alone. 80% of participants at a recent conference (Scrum Gathering in Orlando) reported that the dominant culture in their organization is not supportive of progressive working environment such as Agile. Where is Your Organization? The infographic below show my simplification of the Laloux [...] Continue reading »
by Michael Sahota | Apr 26, 2016 | Agile |
Doing Agile and Being Agile are different. Here is a popular infographic that explains what Agile really is and illustrates common misunderstandings about it: Doing Agile Doing Agile is about the practices: standups, user stories, iterations, etc. There are significant benefits from using Agile practices - I see it as "common sense" of getting work done. [...] Continue reading »
by Michael Sahota | Apr 21, 2016 | Organizational Culture, Reinventing Organizations |
Here is my updated drawing showing how Culture is the core of your organization - how it binds everything together. "Organizational Culture" = the wibbly, wobbly thing that connect everything. In this model, there are two important dimensions of culture: Consciousness = intangible way of being that reflects how we are as human beings. Inner world. Structure [...] Continue reading »
by Michael Sahota | Apr 14, 2016 | Management, Organizational Culture, Play |
Introducing Advice Cards - a powerful tool for improving decision-making in your organization by using the Advice Process. You can use them to increase awareness and options around who makes decisions and how those decisions are made. Advice Cards - Meaning I Decide: I make this decision alone. I Decide After Seeking Advice: This decision is mine to [...] Continue reading »
