“If you want something very, very badly, let it go free. If it comes back to you, it’s yours forever. If it doesn’t, it was never yours to begin with.” – Harry Kronman
I have discovered the truth of this with Agile. The one time in my whole life I truly surrendered my attachment to Agile, it resulted in a beautiful transformation starting. But most of the time I was too attached to Agile to let it go.
This post is about how we may accidentally harm organizations with Agile and how we can let go so that we may succeed.
Accidentally Harming Organizations
Here is the basic thinking:
- Agile is a good thing.
- We can help companies if they use Agile.
- Let’s do it!
Trap #1: Accidentally introduce cultural conflict
Agile for me is basic common sense – this is how to get stuff done. BUT Agile does not work in most organizations due to culture. Sure there are some small pockets where Agile just works but this seems to be relatively rare – especially now that Agile has crossed the chasm.
Agile is a different culture from most companies, so the first trap is to accidentally introduce organizational conflict. That’s why I wrote “An Agile Adoption and Transformation Survival Guide: Working with Organizational Culture” – to help people notice this trap and avoid it.
My suggestion was to look at two options:
- Adopt elements of Agile that fit with the culture.
- Transform the organizational culture.
For many, option 1 is like giving up on Agile since they key part of it is missing so many Agile folks don’t like that option.
Increasingly Agile experts go for option #2 instead: Transform the Organizational Culture. I sure did. I set out to learn how to change organizational culture. And I figured it out. But there was a problem. A big one.
Trap #2 Attempt to Transform to Agile Culture
The core of the problem is that Agile is not an end in itself. It is means to an end. Some common goals (ends) are: a quality product, time to market or engaged staff. The problem is not that Agile doesn’t help with these goals (it certainly does), the problem is that people confuse Agile as the goal and often act in ways that undermine the real goal. We see Agile being used as a Whip or a Shield. That is why it’s a good idea to Stop Agile Initiatives. A better alternative to an Agile initiative is to have an initiative around the real goals. One way to get at the real goals is to run a workshop to clarify why people want Agile.
It is a good thing to change culture in service to what organizations really want for themselves. A specific culture is not a goal in itself, but a means to accomplishing something. We may seek a culture of engagement and innovation not for itself, but because we want our organization to thrive in a competitive landscape.
There are many many beautiful, productive organization cultures all over the world that have nothing to do with Agile. The implication is that there are many ways to get to a place where people love what they do. If we really want to help people, then the best move is to work with them to evolve a wonderful culture that is right for them. And for sure it will not be exactly “Agile Culture” (especially since this is not completely precise). If it is a progressive culture, it will likely be Agile-compatible and using Agile to get benefits will be very natural. It’s a win – win.
Agile Culture should never be a goal. If it is, we will likely just cause harm.
Let Go of the Outcome to Find Success
Here is my secret to success: Let go of the outcome.
I wrote a couple of years about about how leaders have a choice between the red pill (deeper reality) and the blue pill (surface reality). I stated it like I gave people a choice. But I didn’t. The only choice I wanted was the red pill. I wanted so much to help the people in organizations I pushed for the red pill. The truth is I cared so much for the outcome which I assumed was best that I didn’t really give a open choice. In subtle and more obvious ways I was attempting to coerce leaders into taking the red pill. Ooops! Coercion is not any part of Agile, but here I was wanting my outcome for others. And it is not just me. I have talked to dozens of professional coaches and this is pandemic in the Agile community.
The solution is obvious. If we really want to stay true to Agile values, we can’t coerce. We have to let the people (especially management teams) make their own decisions and their own mistakes. We have to help them find and walk the path that they choose. This means letting go of the outcome. This means letting go of Agile.
This business of learning to let go is not new. In fact, letting go of attachment is a central message of Buddhism.
To close, the one time I fully let go of Agile it came back in such a beautiful sustainable and lasting way. Time to rinse and repeat.
“If you want Agile very, very badly, let it go free. If it comes back to you, it’s there forever. If it doesn’t, it was never meant to be.”
(Stay tuned for a follow-up post on Agile as a means of creating freedom by Olaf Lewitz.)
I helped a lot of people see Agile as a culture system and learn how to stop causing accidental conflict.
Unfortunately, I also energized a lot of people to seek culture change with the goal of growing Agile. As clarified in this blog post, this was a mistake. I am sorry.
What’s the alternative? For those who want real change, let’s help them meet their organizational goals with culture transformation and let Agile come willingly.