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 »
by Michael Sahota | Apr 5, 2016 | Organizational Culture, Reinventing Organizations |
Here is a visual that captures the essential elements of Teal Organizations as described in Frederic Laloux's book "Reinventing Organizations". This describes the Future of Work. Except that it has been here for decades. We never noticed how to have radically successful organizations. Enjoy. Evolutionary Purpose The foundation element is that the organization has clear [...] Continue reading »
by Michael Sahota | Apr 1, 2016 | Agile |
Here is my one page summary of some key differences between Agile and Waterfall. (I created this when I was asked to explain this to an exec earlier this month about this and I didn't have anything good in my toolkit nor could I find something on google.) Key Differences between Agile and Waterfall In waterfall, [...] Continue reading »
by Michael Sahota | Oct 19, 2015 | Agile, Organizational Change, Organizational Culture, Reinventing Organizations |
Excited to share slides describing the latest evolution of my story (at the Toronto Agile Conference). I talk about how we may dare to create environments where Agile may flourish so we have Organizational Agility. This requires reinventing organizations. My message is really simple: If you want Breakthrough Results Cultivate Culture to Create Places People Love [...] Continue reading »
by Michael Sahota | Oct 9, 2015 | Agile, Kanban, Scrum |
One of my clients was struggling with Kanban vs. Scrum as a starting place. They really like the energy of Scrum: teams, collaboration, learning but from a workflow perspective needed the adaptability of Kanban: urgent requests, different ticket types, able to change direction quickly. This happens when the management and culture is there but there [...] Continue reading »
