4. excella.com | @excellaco
VersionOne,
12th Annual
State of Agile Report
Organizational culture
at odds with agile
values
Top
challenges
53%
General organization
resistance to change46%
Inadequate
management support
and sponsorship
42%
8. excella.com | @excellaco
Change Management
Level Set • Personal growth and
development
• Reducing impact of change
• Empathy, understanding,
and encouragement
• Clear communication
• Managing expectations
• Creating an engaged
culture
Helps reduce the impact
that change has on an
organization, its culture,
its people, and its ability
to fulfill its vision and
mission
9. excella.com | @excellaco
Identity
Incremental
Change
Feedback
Loops
Personal growth and
development
Reducing impact of
change
Empathy, understanding,
and encouragement
Creating an engaged
culture
Managing expectations
Clear communication
Pull-system
Flow
Limit WIP
Predictability
Visibility
Focus
Explicit Policies
Kanban Change
Management
11. excella.com | @excellaco
Identity
A sense of identity is what makes every
person, team and organization unique:
• biographies
• role identities
• unique characteristics
• personal experiences (private &
public)
14. excella.com | @excellaco
Scrum Proto-Kanban
Do ALL these – or you’re
not doing Scrum
Roles: Developer, Scrum Master,
Product Owner
Artifacts: Product Backlog, Sprint
Backlog, Increment
Events: The Sprint, Sprint
Planning, Daily Scrum, Sprint
Review, Sprint Retro
Start with what you do now &
For example, you may start without…
Kanban Cadences: Standup,
Replenishment, Operations Review,
Delivery Planning, etc.
Work in progress (WIP) limits or WIP
limits per person
build towards a true Kanban System
20. excella.com | @excellaco
Managing Resistance
• Respect individual identity
• Encourage and advocate for management’s
support and sponsorship
• Provide clarity around the details of the
change (e.g. when/how it will be introduced
and intended outcome)
• Communicate how roles, responsibilities,
and value will translate during the change
• Engage, empower, and support change
champions and coalitions
22. excella.com | @excellaco
Kanban
Many small j-curves to
limit the disruption
Cost / pain of
change
Payback
period
Capability
Time
Current
Capability
Desired
Future Capability
Based on image from: David Anderson’s March 2017 Kanban Coaching Professional Masterclass
Reducing the disruption
27. excella.com | @excellaco
Identity
1. Have you considered how potential changes may impact an individual’s identity and their
perception of the value they provide?
2. Do individuals understand how their skills, role, and responsibilities will be impacted by the
change?
3. Do individuals buy-in to the proposed changes?
Incremental Change
1. How can larger changes be broken up into many smaller efforts?
2. What high value activities or process changes can be made at the start to encourage buy-in and
ease the transition?
Feedback Loops
1. Are you creating and promoting a safe space for people to ask questions and voice concerns?
2. Have you communicated the cadence and forums in which feedback will be gathered?
3. Are you gathering feedback across the whole system?
28. excella.com | @excellaco
In Summary…
• Consider Kanban as an alternative
path to agility
• Kanban’s change management principles
help:
• Reduce resistance
• Limit disruption
• Create a continuous improvement
culture
• Increase the likelihood of success
and achieving lasting change
29. excella.com | @excellaco
Resources
Kanban: Successful Evolutionary
Change for Your Technology Business
Lean from the Trenches: Managing
Large-Scale Projects with Kanban
The 8-Step Process for Leading Change
Prosci
