Perspectives of Change

Lean Coffee is a fantastic tool to enable co-creating meaningful dialogue with those impacted by the change by letting them decide what they would like to discuss.Lean Coffee is a good practice that brings a simple, democratic structure to unstructured meetings too.Sarika, host of Perspectives of Change show, has been inviting practitioners to the Perspectives of Change show. She invited Jehaan to the July 2023 Disrupt Unleash Co-create Learning Series “Lean Coffee and Change” for Jehaan to share her experience experimenting and facilitating Lean Coffee's in her context. Jehaan onboarded her journey of Lean Change Management the last year 2022. She has been the driving force behind a number of Lean Coffee's in her context. Jehaan Ghaseeta, agile coach, shares from her experiments with Lean coffee what has worked well for her, what challenges has she seen during the journey and some advice too for those wanting to experiment with Lean coffee for the first time.More about Jehaan at https://www.linkedin.com/in/jehaan-naailah/Subscribe to YouTube channelSubscribe to new podcast channel SpodKast

A round-table conversation with global practitioners who have either been using the Personal User Manual for years or have just about created one to guide themselves and their teams on a transformative journey of self-discovery and personal growth.Let's hear more about the different perspectives at the table around the Personal User Manual as Lisette Sutherland, Andrea Woodard, Yu-Ju Lin, Tze Chin Tang and Sarika Kharbanda explore how understanding your own user manual can unlock your true potential.Connect with Lisette Sutherland over LinkedInhttps://www.linkedin.com/in/lisettesutherland/Connect with Yu-Ju Lin over LinkedInhttps://www.linkedin.com/in/yujul/Connect with Tze Chin Tang over LinkedInhttps://www.linkedin.com/in/tzetang/Connect with Andrea (Dea) Woodard over LinkedInhttps://www.linkedin.com/in/andreapwoodard/Connect with Sarika Kharbanda over LinkedInhttps://www.linkedin.com/in/sarikakharbanda/Subscribe to YouTube channelSubscribe to new podcast channel SpodKast

It takes a lot of effort to create alignment. For teams to be successful, they need to feel accountable. Telling them so is not going to get them to own up to it. Give them the space they need to co-create and continuously evolve their way of working.A team agreement is a great place to start for any team!Link to my article on Co-creating Team agreements on the Management 3.0 website - includes the Team agreement template toohttps://management30.com/blog/team-agreements/Link to the Personal Maps practice from Management 3.0 (SpodKast coming soon on this practice too)https://management30.com/practice/personal-maps/Link to my article on Conflict Management (SpodKast coming soon on this article too)https://management30.com/blog/workplace-conflict-management/Subscribe to YouTube channelSubscribe to new podcast channel SpodKast

Discussing various aspects of authenticity with Tze Chin Tang on this episode.What does it mean to be Authentic as a leader?How being 'real' can lead to effective Change Leadership? How does Authenticity enable leading change ? Can one be Authentic in Turbulent Times ? Being Vulnerable - is that good or bad as a leader ?Know more about Tze and / connect with Tze on LinkedIn.Subscribe to YouTube channelSubscribe to new podcast channel SpodKast

The Art of Teams: helping teams create valueIn this podcast, our guest Ralph van Roosmalen shares from his experience the different dimensions of growing a diverse, happy and successful team.Link to the Art of Teams book.Link to Personal Maps from Management 3.0 referenced in the podcast.Link to the Art of Teams community.Subscribe to YouTube channelSubscribe to new podcast channel SpodKast

It's a 9! No. It's a 6! Why don't you see things the way I do? Conflict is inevitable. We will have different perspectives. We need to be okay with that. With more than one person in the room there will be more than one perspective. We need to have an open mind to study, question, accept or reject that perspective. Link to a story that Sarika Kharbanda shares from her many experiences in an article with Management 3.0 https://management30.com/blog/workplace-conflict-management/

The pandemic, uncertainty, virtual working brought about a reset on humanity. The great resignation started, or shall we call it the awakening of many people? People following their purpose, starting to speak up and like to be appreciated for who they are instead of just getting their money paid. Businesses need to press the reshuffle button, re-discover what their X-factor is. Putting people first and connecting them to purpose can make the difference whether you are surviving or thriving.

As Agilists we can make an impact to our communities and the worlds wicked problems. Now more then ever, our communities are suffering from the gnarly problems of the world, such as covid, climate change, poverty, mental health and so much more. Wicked Agility is bringing the power of agility to the wicked problems of our community. It's time to bring our ability and skills to our local communities to help chip away at the problems our communities face. To serve our communities require us to become Wicked Leaders. We need a vision, a passion, a focus on the problem not process, a focus on the balance of well being and delivering, and an ability to lead by example. Learn more about Wicked agility, reach out to Joanne using this link https://us20.list-manage.com/contact-form?u=eba32d1fc7aa58e0c86e6cff9&form_id=cfe6e6f0b282cfead252e39fb40a0594

What if everything you have ever learnt about change and social impact were totally wrong? In grade 12 Sam Demma had a high school teacher who convinced him that change and impact was not the result of massive shifts, but instead the outcome of committing to Small Consistent Actions. Sam is a 22-year-old professional speaker, avid reader and co-founder of the social enterprise, PickWaste. Due to his work with PickWaste, he was named one of the top 25 under 25 environmentalists all throughout Canada. He strives to spread a simple but powerful message, that small consistent actions will lead to massive changes. When Sam's not picking up trash, you can find him reading, at the gym, or spending time with his family.

When we typically think of change communication, how can we change the stance from broadcasting, telling people towards deeper meaningful dialog!

Combine the best from Lean Change and OKRs using lightweight planning and exploration tools to get your OKR implementation off the ground. Conversation between Sarika and Natalija around the OKR Lean Change Mojito at the Perspectives of Change show!

There is nothing easier, in the short term, than doing nothing. Nothing more appealing than the Status quo. But purpose, innovation, and progress never occurs by sitting still. It happens when purpose is aligned to action. And for organisations, breaking down resistance to change, is one of the most important steps towards creating value for your customers - no matter what the future brings.

The Agile Online Summit has been evolving since 2017. This year 2021, the Agile Online Summit brings you a highly engaged conference with a difference. + Overarching Theme of Shu-Ha-Ri + Pre-recorded and / or Live sessions + Gamified approach to engagement + Participant guide + Tracks such as Future of Work, Applying an agile lens to Change management and many more!

Lean Change Facilitator Jorge Ulsen R shares his Change journey at the Perspectives of Change podcast.

Trust is a key ingredient. Yet we hear many leaders and teams talk about trust as if it is some magical, hard to identify, harder to hold impossible to maintain, unicorn like creature! This is a huge myth and it's dangerous because it stop us from seeing trust as a skill we can learn, build, improve and apply in many different situations, with ourselves and others. There are soo many moments in our lives where we can increase or decrease trust. Our conversation revolves around all of this and how to start now to trust more, in yourself and others by practically exploring how to: + See trust as a learnable skill and know the dangers of believing trust is magical + Be a trusted leader at work or at home to successfully influence + Build trust that is a momentum for connection and the critical success point – engagement! + Understand that collaboration, continuous improvement or innovation will never happen without trust…never. Because once we have trust anything is possible….maybe we can even find a unicorn!

How you can cut through all the noise in your workplace by visualising your change initiative? Which would you rather look at - a cartoon summarising your change initiative or slabs of text? A picture paints a thousand words so why not bring your change to life and paint your strategy for all to see?

It's our 3 year anniversary of Perspectives of Change! Here's a short clip that describes why we changed from the Modern Change Podcast to Perspectives of Change and a few stories about the format!

No matter where and how you start, 1 thing will lead to the other. Agile will affect the way of working, the structure, the way we manage teams and communicate with each other, the way information flows through the organisation, the way we are leading and directing the organisation! So, the road to agile is agile: who dares to take the lead? Is it the agile coach, scrum master, OD expert or is HR brave enough to take a step forward?

How to use Gestalt principles to enhance your Change agenda initiatives and create stronger advocates along the way. Discover how to be an even more effective agent of change.

HR is Our Business by Sarika Kharbanda

The momentum for rich and impactful D&I conversation is gathering speed. But most efforts seem to concentrate around gender & race. The D&I conversation needs to expand to include different styles of thinking & perceiving. You need to ensure that you are leveraging abilities of those employees who can naturally help you thrive in the VUCA.

Management 3.0 - Manage the System , not the People

Agility in HR with Pia-Maria 18 March 2020 by Sarika Kharbanda

How to be a high performing distributed team?

Lessons in Lean Change Management after 6 years, 300 workshops and 5000+ attendees with Jason Little

A virtual conference: Perspectives with Tom Henricksen

Sometimes we forget that our perspective as change agents is one of many. This show is dedicated to exploring how to nudge change forward by understanding and valuing multiple perspectives.

Joao and I sit down to chat about the new Lean Change Professional workshop, what's similar and different between it and the original Lean Change Agent, how it came to be and who it's for.

10 years ago you’d be laughed out of the building if you used words like love and vulnerability in the boardroom. Today, there seems to be a trend towards stripping away the noise as leaders understand that meaningful change isn’t going to happen through the $4 million worth of buzzword-filled documents that big consulting firms like to deliver. From the ineffectiveness of the carrot and stick method, to the effect that societal change has on our organizations, Paul Gibbons, who helped launch the first podcast, is back to restart the podcast along with a Modern Change video channel.

In this episode, Mathias Gorf, Patrick Verdonk and Peter Rubarth debate the points raised by Eric and I during Episode 4: - the concept of getting people to ‘buy in’ to your change - intentionally changing, and measuring culture - how to preserve your existing culture during growth - whether ‘chief culture officers’ are a good idea or not

In this podcast, we hand over the hosting reigns to Lean Change Facilitator Richard Atherton - one of the leaders of Lean Change in the UK. Richard first discovered Venkataraman on LinkedIn in 2016 and was attracted to his incisive writing on organisations. In this episode they explore: What do we mean by bureaucracy? How do we “debug bureaucracy”? What’s the meaning and value of “working out loud”? Venky and Richard recommend the following if you’d like to dive deeper on bureaucracy: David Graeber's The Utopia of Rules: On Technology, Stupidity, and the Secret Joys of Bureaucracy Neil Postman's Technopoly: The Surrender of Culture to Technology Pournelle's Iron Law of Bureaucracy You can find more of Venky’s writing at LinkedIn, especially Debugging Bureaucracy and the Voldemort Effect.

Most of the stories we hear about agile transformation, or a rollout of , it’s from someone selling something, or from the consultants, or leaders who were responsible for the rollout itself. I haven’t seen very many (any?) stories from people who were employees of the organization who had to figure out how to work within the method when they didn’t really have a say in how and why it was brought in. This podcast features Ryan Latta, who was a developer on a team, and Sean Melody, who was a chief architect at the time their organization brought in SAFe. The purpose of this podcast is to understand the difference in perspective about a change that was decided upon that people affected had no real say in. In this instance SAFe is the trigger for change, so this podcast isn’t about debating whether or not SAFe is good idea, or how it works. We chat about what the reaction was like, how the teams adjusted, what problems they ran into and how they dealt with them.

This week’s podcast, and video chat, closed the chapter of the book! Jill and I explore: how did you get started with your change canvases? how did people react to formalizing change management for the first time? how deep did you go while exploring who was affected? has IT change gotten easier because we’re used to software changing all the time? how did operational readiness happen? how did visualizing the change help? what outcomes did you get, and what were the lessons learned?

Nowadays, the word agile has baggage. Despite the amount of information out there, some still think agile means no planning, no process, and no documents. If you feel you have an agile mindset, it can be extremely difficult to work with those who “don’t get it”. If you look at the 4 values and 12 principles, agile is simple, and it’s not about the methods, or frameworks, or certifications, it’s about how organizations can figure out more effective ways to manage work and people. Some organizations will have more process than others, some organizations will use sticky notes, others will use tools. A friend of mine once said, “Agile helps people learn how to think in their own context”.

We underestimate the importance of psychological safety, and meaningful conversations when it comes to running our organizations. In this episode, Jerry Koch-Gonzalez explains the 3 structures of sociocracy, why organizations are choosing it, how they’re getting stuck, and what’s getting them past those sticking points. Our topics include: - what is sociocracy, and what are the 3 structures of sociocracy? - why are organizations choosing sociocracy?1 - do organizations see sociocracy as a process or an intentional shift in culture? - are some organizations predisposed to this way of working? - challenges organizations have with sociocracy and how they overcome them. - the importance of psychological safety - what do people who don’t like sociocracy do? Do they opt-out? Do they eventually come around?

There are more change frameworks out there than you can shake a stick at. We all have our favourites, but how necessary are they? We know change is hard, and we know the debates about why change fails have been circular over the last decade or perhaps longer. Yet here we are, inventing, and reinventing more frameworks, best practices, and standards in the hopes that will fix what isn’t working. What if we relied on our brains and ears instead of boxes on a PowerPoint? This week’s podcast features Lean Change Agent Facilitators Ro Gorrell and Charlotte Mawle. Our topics include: - The ‘Brains and Ears’ approach to change - The perception that Agile is chaos - Breaking verticle and horizontal boundaries on the org chart - How those new to change can avoid getting sucked into framework bias

In 2001, the Agile Manifesto was created and along with it, a movement for a better way to build software. Since then over 40 methods, tools, frameworks and more have been created as the software world learned that 4 values and 12 principles alone were not enough. 16 years later, and some feel that we need to take Agile back from the bureaucratic organizations. For every movement, there is a counter-movement and this week’s podcast features Ryan Lockard of Agile Uprising. Our topics include: - how Agile Uprising came to be - how the ‘take agile back’ movement compares to the original agile movement - is change resistance a thing? - becoming too attached to the change as a change agent - focusing on meaningful change over models and process

I was fortunate to be interviewed by Ro Gorrell and Charlotte Mawle for their upcoming Change Ignition podcast. In this episode we talk about simple solutions for integrating change management and agile teams, as well as how letting go as a change agent helps you keep your sanity, and helps people realize you’re there to help, not to push change on them.

I was recently interviewed by Elizabeth Plouffe on her Across the Desk podcast. This is a re-broadcast of her podcast! In this episode we talk about the Happy Melly ecosystem is helping people understand the importance of workplace happiness, how we can focus on understanding what in our system is affected when we want to introduce change and more! We also talk about the upcoming Happy Melly Exploration Day which is the first in-person Happy Melly event worldwide! The Lean Change Management podcast will be back in 2017 while I focus on other stuff for the remainder of 2016.

Topics I explore with Ty Crockett: - experiences working with centralized Agile transformation teams - is the ‘guiding coalition’ an outdated concept? - what alternatives exist? - how has Kotter’s 2nd step been mis-interpreted

In this episode, Eric Lynn, founder of Culture Q’s, and I discuss culture, including whether or not you can measure it and why the approach some companies take is the wrong way to do it. This episode was recorded at #DareFest in Belgium so I apologize for the audio as I didn’t have my studio mic with me! If you’re interested in being part of the followup conversation, contact me!

This week’s episode features a few people from Canada, the US and Australia. Our topic, debating the arguments from Episode 1 with Paul Gibbons. Is pop psychology all that bad or is it necessary for more people to have surface knowledge as opposed to deep knowledge of these change models? We also talked about organizational coaching and how agile and OD intersect.

This episode features Salah Elleithy, Agile Coach, Trainer and founder of Spark Agility. Salah joined an open session with me at Agile 2015 where myself and a few other people tried out a technique called The Hot Seat. Salah recently tried this out with a client and in this episode we chat about why he wanted to try it, how he did it and what happened.

This is the first Lean Change Management podcast featuring Paul Gibbons, the author of The Science of Successful Organizational Change. In this episode we talk about what the Agile community can learn from the organizational development and change management communities. We also tackle a variety of topics including: The dangers of Pop Psychology (2:25) The expert trap (4:00) The need for certainty as it relates to change (7:10) 70% failure ‘stat’ (8:15) BDUF – Big Design Up Front for change programs (10:00) Agile and Organizational Change (20:26)