Session Title: Are you on an Agile Journey? Do not underestimate Culture... Session Abstract: As per the 13th State of Agile Report, the top challenge in adopting and Scaling Agile is Culture. We hear that 'Culture eats Strategy for Breakfast' as stated by Peter Drucker. We also hear that Culture change comes last, also changing Culture is not easy. This is a double edged sword. On one hand Cultural change is essential on other hand Cultural change comes last. How to handle this Culture beast in the transformation journey. If this interests you, please join the session to get deep dive...

1. Are you on an Agile Journey?
Do not underestimate Culture…
by
Mohammed Javid
Agile Coach
CSM,CSP, PMI-ACP, SAFe Agilist, ICP-ACC
www.agilemumbai.com

2. Organization – Culture, Behavior
Culture Behavior
Organization
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3. Wikipedia Definition of Culture, Behavior
Culture is an umbrella term which encompasses the social
behavior and norms found in human societies, as well as the
knowledge, beliefs, arts, laws, customs, capabilities and
habits of the individuals in these groups.
Behavior is the actions and mannerisms made by
individuals, organisms, systems or artificial entities in
conjunction with themselves or their environment.
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4. Case Study – Covered in the Presentation
Background of project:
Multiple GEOs – India, USA
Distributed in multiple locations within India
Teams comprised of members from several practices
Executed in Fixed Price
72 associates grouped in 9 teams
Issues in the teams:
Accountability issues
Slippage of milestone dates
Communication within teams
Blame game
USA based leading provider of print and digital solutions.
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Commitment Ratio
Milestone Adherence
Arresting Defects
DevOps Adoption

5. VersionOne – State of Agility 13th Annual Report
https://stateofagile.versionone.com
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Organizational culture at odds with agile values
General organization resistance to change
Inadequate management support and sponsorship
Lack of skills/experience with agile methods
Inconsistent processes and practices across teams
Insufficient training and education
Lack of business/customer/product owner availability
Pervasiveness of traditional development methods
Fragmented tooling and project-related data/measurements
Minimal collaboration and knowledge sharing
Regulatory compliance of government issue

6. References of Employee Engagement/Motivation Studies
Google Aristotle Project
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https://rework.withgoogle.com/print/guides/5721312655835136/

7. References of Employee Engagement/Motivation Studies
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Gallup Study
https://www.gallup.com/workplace/257552/state-global-workplace-2017.aspx

8. References of Employee Engagement/Motivation Studies
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Daniel Pink’s book Drive
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9. How to bring Behavior Changes? Still Open Question.
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10. Discussed with Managers for possible options to issues
The question still remained open.
How to bring Behavior Changes in the teams?
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11. Motivation Survey of Teams
Created customized open ended questionnaire to assess Motivation
Questions were framed in a way that behavior relates to Motivation
Facilitated the Motivation Survey across all Teams
Survey Parameters where classified into:
 Basic Category
 Individual Category
 Teamwork Category
 Growth Category
Decided to increase Motivation of Teams.
Motivated Teams can buy-in Behavior changes.
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12. Discussed with Managers Again, this time it worked
Managers agreed to bring in Behaviors changes in teams.
The Journey started…
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13. Behaviors Identification
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Basic Individual Team Growth
Pick and Match Basic and Individual Behaviors
Trust
Courage
Safe to Fail
Quality
Commitment
Transparency
Sustainable Pace
Respect
Communication
Simplicity

14. Behaviors Identification
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Basic Individual Team Growth
Trust
Respect
Transparency
Safe to Fail
Sustainable Pace
Commitment
Courage
Communication
Simplicity
Quality
Self Organization
Leadership
Risk Taking
Recognition
Healthy Conflicts
Accountability
Continuous Improvement
Result Oriented
Collaboration
Continuous Learning
Pick and Match Basic and Individual Behaviors

15. Behaviors Identification
www.agilemumbai.com
Basic Individual Team Growth
Trust
Respect
Transparency
Safe to Fail
Sustainable Pace
Commitment
Courage
Communication
Simplicity
Quality
Healthy Conflicts
Accountability
Collaboration
Continuous
Improvement
Recognition
Result Oriented
Self Organization
Leadership
Continuous
Learning
Risk Taking

16. Behaviors Linked to Motivation Questionnaire
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Business Benefits
Market trends in the Domain
Clarity on Roadmap and Progress
Category: Basic
Behavior: Transparency
Survey Questionnaire: The purpose of the project is clear
to me and my work contributes towards achieving it.
One on one Mentoring
Leadership sessions
Group Discussions
Actions to increase the Motivation of members

17. Behaviors Linked to Motivation Questionnaire
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Identifying aspirations
Creating appropriate opportunities
Category: Individual
Behavior: Commitment
Survey Questionnaire: My Strengths are being recognized
at my work place and I put them into practice each day.
Identifying strengths
Recognition of strengths
Actions to increase the Motivation of members

18. Behaviors Linked to Motivation Questionnaire
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Positive Feedback
Encouragement
Category: Team
Behavior: Collaboration
Survey Questionnaire: My opinions are taken into account
and considered.
Active Listening
Importance to Opinions
Actions to increase the Motivation of members

19. www.agilemumbai.com
The Journey so far…
Commitment Ratio
Milestone Adherence
Arresting Defects
DevOps Adoption

20. The Journey so far…
30% Motivated
70% Neutral
0% Demotivated
61% Motivated
39% Neutral
0% Demotivated
Culture
Values
Behaviors
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21. Challenges
Facilitating Motivation Survey across locations without bias
Buy-in from Management
Getting the unbiased feedback from participants
Behavior changes from senior members
Experiential learning of Behavior changes during Sprints
Sustaining changed Behaviors under pressure situations
Receiving feedback with positive mindset
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22. Key Takeaways
The behaviors can be linked to motivation
The motivation of teams can be measured and increased
Develop Open ended Motivation Questionnaire
Leadership Influence and Inspiration is essential
Listen to the team, they have great Ideas
Communication channels within and across teams is essential
Employ innovative ways to get Behavior changes
Stick to changed behaviors even under pressures
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23. Questions?
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