I worked with an Agile Coach who used to be a development manager and was famous for telling people he could expect a 5-10% attrition of his employees when Agile was getting introduced. It begs the question of why in the world an organization would be willing to undergo such a disruptive change in how they work, knowing that such a large portion of their current staff will consider leaving because of it? For many organizations, the answer became self-apparent. They have recognized the need to be faster, more adaptive in their market. They became self-aware in knowing that, without such a change, they would quickly become an afterthought. So, the need for change is apparent but how does an organization deal with the inherent personnel issues that could come with adopting an Agile culture? By not taking this part of the change into serious consideration, you could be inadvertently undermining your entire transition into an Agile organization!

Tell me if this sounds familiar. Organization A decides to adopt Agile methods and begin the lengthy and possibly (probably) expensive transformation process. In doing so they engage in lots of training, read books, attend conferences and listen to webinars. They engage a consulting organization to help coach the change. But, after a period of time has gone by someone brilliantly asks, “So, are we better for having done this?” Great question. Many companies have no idea whether or not these Agile methods are actually helping the bottom line and the way we deliver overall. We figure that if teams are sprinting and doing retrospectives we must be better. If teams are co-located and I see sticky notes on the wall, we must be better.

It’s not a secret anymore. I’m not sure it ever was a secret.

There are many differentiators that can ultimately impact whether or not an organization succeeds or fails in their adoptiontransformation with Agile. But, none are as impactful as that of leadership influence. We’re not just talking about the “I don’t care what you call yourself as long as I get what I want faster” apathetic leadership. We’re talking about something much more meaningful and impactful.

Tell me if this sounds familiar…

We have a mission critical project coming up and after putting together the requirements document we were told that the 2 years the project was going to take to complete is too long. But wait! I heard that Agile delivers projects in a much faster timeframe. All we have to do is change our process to something called Scrum; then we will get what we want in 6 months instead of 2 years!

Let’s do it!

Slow down…before we go invest stock in sticky notes, blue painters tape and index cards, there are a few questions we should consider to see if we are ready to embark on our Agile journey.

1) Do we have anyone internal to our organization now who has decent experience with Agile?