Monetical.Agile Designing an Agile Organisation
Ensuring the Agile transformational program focusses on laying down the foundation for developing an Agile Mindset and creating the appropriate operating models to support the execution of Agile Ways of Working.
Six individual phases covering all aspects of a successful design based on the results of several capability assessments ensure the program starts with a clear definition of the current organisation’s capability, which creates an ability to constantly monitor the progress of the Agile transformational program.
Stage 1 of the Monetical.Agile transformational framework guides the transformational change team through these important prerequisite activities with the support for Agile Coaches, Change Agents and Scrum Masters.
Organisation and Tribe Capability
Before any Agile transformational program commences it’s imperative the change team captures baseline performance data across a number of functions.
Calculate the added-value of the adoption of an Agile Mindset and Ways of Working bring to the organisation.
Two sets of baseline performance data is needed:
Operational and Commercial capability
Benchmark 10 Enterprise capability
Operational and Commercial CapabilitY (Ops&COM)
Data that represents the organisation’s current operational and commercial capability is used throughout the organisation’s use of Monetical.Agile and its suite of applications to measure and adapt the performance of the Agile transformational program.
The Marketing capability assessment seeks to establish three distinct data sets that relate to a product or project lifecycle:
Time taken to create and approve a successful business cases
Level of direct Customer engagement in the definition of requirements through the project life cycle
Average elapsed time between approving a business case and Go Live
The Financial Management capability assessment seeks to establish three distinct data sets that relate to a product or project lifecycle:
Accuracy of implementation cost estimates (i.e. expenses)
Accuracy of financial benefit estimates (i.e. income)
Accuracy of Return on Investment timeline (i.e. number of months)
The Sales capability assessment seeks to establish six distinct data sets that relate to a product or project lifecycle:
Qualify the value of individual opportunities
Quantify the sales value of individual opportunities
Ease of access and the accuracy of Sales forecast data
Period 1 to period 2 sales income and volume
Ability to track actual benefits against forecast
Identify factors influencing opportunity outcomes
The Service Delivery capability assessment seeks to establish five distinct data sets that relate to a product or project lifecycle:
Ability to delivery what is required
Maintain profitability from service delivery
Demonstrate quality/value to Customers
Ability to manage change effectiveness
Accurately audit service delivery activities
Support (Customer Services)
The Support (CS) capability assessment seeks to establish four distinct data sets that relate to a product or project lifecycle:
Reduce the average length of an open support call
Increase Customer retention
Reduce the number of recorded support calls
Reduce Customer complaint numbers
Note. Some organisations may chose to tailor these capability assessment datasets to accurately reflect their own business.
benchmark 10 enterprise capability
Benchmarking ten enterprise capabilities against industry best practices, (Organisational Innovation, Organisational Communication, Knowledge Management, Facilities Management, Operational Management, Sourcing Management, Commercial Execution, Resource Management, Customer Services, Financial & Legal).
Assessment results reveal how the current organisation compares to industry known best practices and lays down a roadmap for improvement that can be incorporated into the Agile transformational journey.
AGILE ADOPTION STRATEGY ASSESSMENT
Using phrases such as “becoming or being Agile’ by individuals, organisations and some self-claimed experts has fuelled confusion across the industry. because it doesn’t accurately reflect what being Agile means. As Agile adoption increased a swell of people have come to realise that for Agile to truly deliver on its promise, the entire organisation needs to embrace an Agile Mindset and ways of working so that a two-track organisation isn’t formed:
with software and I.T. pressing a short-cycle strategy (i.e. 2 weekly Sprints)
the rest of the organisation maintain an annual-cycle as dictated by the existing financial planning cycle and governance.
When developing Monetical.Agile the team at Monetical were conscious of the need to make a clear distinction between the need for organisations to:
‘instil an ‘Agile Mindset’
adopting ‘Agile Ways of Working’
An Agile organisation is one that has a customer-focused short cycle of learning mindset geared to meet an ever-changing external landscape and internal capabilities
Agile Ways of Working
Creating a collaborative, customer-focused short cycle of learning mindset, requires:
a permanent change to the organisation’s DNA
empowering teams to determine the ‘How’
celebrating failure / creating a test-and-learn culture
embedding a Plan, Do, Check, Adjust cycle everywhere
Adopting the right ways of working to meet the unique characteristics of the project or solution
Too often an Agile transformational program is seen in black and white, or a one-size-fits-all process. Rather it should be tailored based on the nature, type or maturity of the product or solution being developed.
Approach - MINDSET
Approach - ways of working
Discover how to bring about a permanent change of the organisation’s DNA, i.e. ‘being completely customer centric, so that it instinctually analysis opportunities and threats quickly to respond to unforeseen circumstance’ isn’t easy.
Bringing about a permanent change to the way large organisations operate must take account of:
leadership strategies that are focused on delivering shareholder value by adopting an M&A strategy or driving out cost.
middle management preoccupied managing day-to-day activities to meet this year’s commercial and operating targets rather than organisation behavioural change matters.
Tailored leadership coaching is needed that focusses on four key topics:
Agile Added Value
Demonstrates clear how the adoption of Agile Ways of Working and a Agile Mindset (i.e. customer centric obsession) will improve the overall success of their particular part of the organisation.
Change Leadership Behaviour
Extensive effort is needed to bring about the adoption of servant leadership behaviour, so that:
the implementation ‘i.e. the how’ is left to the teams having received clear ‘what’ requirements
the entire organisation appreciates the value of ‘learning fast/failing fast’ and when appraising performance the behaviour is seen in a positive light
Dedicated training and coaching of leadership needs to bring about change to the following traits:
Stop: Micromanaging, directing the team
Stop: Scrutinising the team’s work
Stop: Estimating on behalf of the team
Start: Providing clarity on desired outcome
Start: Leading by example
Demonstrate how a Customer centric Agile mindset will help them:
regain the ‘hearts and minds’ of the customer
identify critical customer features and functions
appreciate why they must place greater importance on “the customer experience from purchase to support
develop an iterative minimum testable, minimum releasable and a minimum lovable product strategy
Helping project teams tailor its approach to Agile adoption for each of the four phases of operation:
Retain current ways of working and develop an Agile Mindset (customer centricity and leadership).
Retain current ways of working, adopt Agile principles and introduce customer centric iterations of delivery whilst retaining current structures.
A comprehensive program shaping the future operational model, HR organisation, finance management, governance. Commence a number of pilot projects.
Full Agile Ways of Working and constant optimisation of the maturing Agile organisation.
Risk & Value
Dedicate training and coaching is needed so that leadership team are reassured that no un-necessary risk or disruption of existing commitments and targets.
carryout dedicated one-on-one coaching and training across a number of months
provide leadership coaching that places emphasis on how to quickly breakdown a set of complex objectives into a number of smaller, incremental ones
explain how to define and measure the incremental value they create
Permanent change is based on an understanding and appreciation of how Agile Ways of Working will contribute to changing their mindset because they’ll truly understand:
what is customer value
the importance of breaking complexity down
value of a frequent inspection and adapt cycle
Organisation or Tribe Design (Goals)
The Organisation or Tribe Design phase of the Agile by Design transformational framework guides organisations to tailor the ways of working and Agile teachings on a project by project and not a big-bang, one-size-fits-all, top-down implementation approach.
Core teams defines a Timeline that consists of a series of iterations each with a specific set of objectives, key results and key performance indicators.
The Core team is led by Business and Technical Lead, who themselves are responsible for:
create a organisational Design Stage Timeline
define the business purpose as a set of business objectives
define a set of high-level Key Performance Indicators
produce a Solution Statement using Lean Canvas
specify finance and budget requirements
tailor the Organisational Mobilisation Blueprint
engage other stakeholders and contributor
Agile Design Activities (Team or Squad Design)
When forming Teams and Squads to deliver customer-centric solutions by applying Agile principles the Core Team should consider the following:
Appoint a Product Owner who can speak on-behalf of the Customer
Define core business objectives that will be used to shape the Product Backlog (i.e. calculate Business Value Score)
Perform a Competency and Capability Assessment to ensure Team or Squad has the right membership with end-to-end responsibility and are empowered
Produce a Solution & Marketplace Definition (i.e. Pitch) that relays a clear and concise objective for the Team or Squad
Provide focus for the initial release by describing the initial target segment
Complete a high-level SWOT analysis
Identify any initial Learning & Development needs
Create a Communication Matrix (ownership, communities, format and timeline)
Agree on an implementation kickoff/launch date
business Objectives & key results (OKR)
What does early success look like for the Team or Squad?
Determining how the success of the Team or Squad will be tracked and measured requires the definition of a series of Business Objectives and a number of Key Results prior to mobilising the resources.
These Business Objectives and Key Results then need translating into a number of Key Requirements that can be completed within the first quarter. The progress made against these initial Key Requirements will validate the Team or Squad suitability. Furthermore, the Core Team must define a series of Key Performance Indicators (KPIs) that are not mistaken for Business Objectives. KPIs are associated to sub-elements of each Key Result so that progress can be monitored during the early stages of the project on a monthly basis.
The definition of the initial series of OKR are support by the publication of the following information tailored to the first period of implementation:
Publish an In and an Out Statement (i.e. pitch)
Stakeholder matrix (e.g. customer, contributor, influencer)
Creation of a baseline Stakeholder needs & wants
Executive Sponsor Identification & Engagement
Stakeholders validation of value proposition
Evaluate organisation & team inter-connections
Buy-in (Go/No Go)
Is the newly formed Team or Squad ready for launch? Have they been set-up for success?
The final activity in successfully Designing an Agile Organisation requires a comprehensive presentation, review and approval of all the information that has been prepared for the sponsors and business leaders. The Core Team is also responsible for completing a number of additional activities, (see below) that form part of a Formal Go/No Go decision-gate.
Agile foundation & advanced training
Secure suitable colocation office space for Team or Squad
Select suitable Agile tools and applications
Confirm availability for proposed Team or Squad
Schedule Go/No Go decision-gate meeting
Agree Team Mobilisation start date (formal kickoff/lift off)