This document discusses how to build teams with a culture of innovation using Agile principles. It recommends that managers empower teams by building trust and a fault-tolerant environment. It also suggests capturing team principles, inducting new members, and creating a safe space for innovation and open collaboration. Additionally, the document advises leadership to regularly check in with all levels, ensure two-way communication, and share stories of success and learning. The overall goal is for managers to give teams ownership while establishing and maintaining an organizational culture that promotes questioning and innovation.

1. Building teams imbibed with a culture of innovation - Powered by Agile
https://www.agilechennai.com/

2. Prelude
 Who Am I?
 Delivery/Program Manager, Scrum Master, Agile Coach, Product Manager
https://www.linkedin.com/in/dhandy-k/

3. Problem statement – In person or Hybrid
 Why people feel disconnected with the organization?
 Why some teams lack stickiness, especially new joiners?
 Why is there a lack of innovation quotient?

4. A small (real) story
Agile Way of Working – Seamless movement to WFH

5. How to imbibe and retain culture
1. Ownership
2. Initial Hand-holding
3. Creating Safe space
4. Leadership Check-in
5. Share the story!

6. Ownership
 Managers must let go
 Empower the team – by building & gaining “Trust”
 Enable the team – by creating a fault tolerant environment

7. Initial Handholding
 Capture the team’s Principles – Purpose & Value Statements
 Induct into principles
 Create open culture – to voice questions/concerns

8. Create Safe Space for Innovation
 Only watercooler conversation initiate Innovation?
 Innovation Summit
 Safe space for innovation
 No mocking
 No hijacking
 Bounce idea
 Open collaboration

9. Leadership Check-in
 Check pulse – at all levels – ears on the ground
 Must not be top-down communication
 Right action at the right time – Covid scenario
How to get the leaders to do it?
Living Agile

10. Share Stories
 Circle of confluence
 Share stories of success, learning…

11. Take Away’s!
 Managers must let go of “Power” for the team to take “Ownership”
 Handhold on organization/team culture, speak about it!
 Allow the team to openly raise concern and act on it!
 Create safe space for innovations…
 Listen often and
 Share learnings as stories…

12. Thank You
https://www.linkedin.com/in/dhandy-k/
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