We present an alternative view to fitting agile into larger organisations. Inspired by Fred Laloux’ book “Reinventing Organisations”, we offer a coherent and comprehensive model for organizational development which encompasses the past and guides us into the future. Agile finds its place in these concepts, and becomes a means to move between the model’s stages. As a leader in an organization on its agile journey, you’ll notice at various pain points that increasing agility struggles with existing organizational structures, governance systems and management expectations. We’ve understood for a while that the prevalent ways of how we run organizations are not compatible with Agile. We’ve tried to package Agile in a way that makes sense to people in organizations working the classical way. Learn what’s new and essential about this model: the idea of organizational models developing with the evolution of human consciousness, progressing in clear stages. Now being a time where a new organisational model is emerging, and what that looks like. Learn how self-management, wholeness and evolutionary purpose shape organisations where agile will flourish and which agile can help bring about.

1. @MichaelSahota @OlafLewitz
Reinventing Organizations for
Enterprise Agility

2. In Small Groups, Share how do
people show up at work?
Whole PersonWear a Mask

3. @MichaelSahota @OlafLewitz

4. @MichaelSahota @OlafLewitz
Why Is this Relevant?

5. Credit:(h*p://www.krivitsky.com/2011/10/offshore:outsourcing:and:agile.htmlAlex(Krivitsky

6. Agile Mindset
http://www.flickr.com/photos/tza/3214197147
Doing
Agile
Being
Agile
Agile Practices

7. Most Value Comes from Mindset/Culture, not Practices
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RI(provides(a(model(that(lets(us(apply(Agile(or(
better(mindset(to(organizations;
How do we get to an Agile Enterprise?

36. @MichaelSahota @OlafLewitz
Reinventing Organizations

37. To fully
Engage People
…
you need to
change
Your
Organizational
Model

43. PEOPLE

44. Trust Level
1 10
TRUST NO ONE

45. Safety Level
1 10
FEAR

46. Openness Level
1 10

47. Connection Level
1 10
FEAR
ALONE

48. Wholeness Level
1 10
Whole PersonWear a Mask

49. ORGANIZATION

50. Power Leadership
1 10
FEAR
Centralized Distributed

51. Information Access
1 10
Restricted Transparent

52. Planning Control
1 10
FEARPredict
Control Emergent

53. Performance
Compensation
1 10
FEARFEAR
Centralized Distributed

54. @MichaelSahota @OlafLewitz
Teal Organization

56. @MichaelSahota @OlafLewitz
How Do We Use This Model?

57. Consciousness
Trust
FEAR
Engagement
Outcomes

59. This is not a a recipe

60. @MichaelSahota @OlafLewitz
Conscious Change

61. Voice of the System

62. Freedom to Choose

63. awareness options
Olaf Lewitz

64. “Inviting people to personal
transformation is key to the
transformation of the whole
organisation.”
- Olaf Lewitz

65. Start with yourself …

66. Let’s Travel Together

67. @MichaelSahota
Questions?
@OlafLewitz

68. @MichaelSahota @OlafLewitz
About Olaf Michael

69. Do you….
Feel stuck in an Agile
Transformation?
Dream of a better place for your
people to work?
Want to love what you do?

70. UNLEASHING WHOLEHEARTEDNESS IN ORGANISATIONS
@OlafLewitz
http://trustartist.com

71. Want Help on Your Journey?
•1:1 Coaching/Guiding (Skype)
•Culture Leadership Training
•Coaching/Guiding (especially Pair-Coaching)
•Blog/Website
•Email me: michael.sahota@agilitrix.com
•Call me: 416.999.3297

72. Michael Sahota
~20 years IT
14 years Agile
STRATEGIC
PLAY®
!
!