{"id":3344,"date":"2022-02-27T14:33:46","date_gmt":"2022-02-27T14:33:46","guid":{"rendered":"https:\/\/agilebeyondboundary.com\/?p=3344"},"modified":"2022-02-27T14:33:46","modified_gmt":"2022-02-27T14:33:46","slug":"5-simple-yet-powerful-ways-to-build-agile-culture","status":"publish","type":"post","link":"https:\/\/agilebeyondboundary.com\/index.php\/2022\/02\/27\/5-simple-yet-powerful-ways-to-build-agile-culture\/","title":{"rendered":"5 simple yet powerful ways to build Agile Culture"},"content":{"rendered":"\n

“Agile” is a very powerful culture to bring success to the organization (& even in personal life). At the same time, it is the most difficult thing to practice. The fundamental reason behind this is one key statement of this philosophy – “Agile is a Mindset”<\/strong>.<\/p>\n\n\n\n

Mindset is nothing but the set of values of a person. & developing the value does not have a straightforward recipe.<\/p>\n\n\n\n

Most of the time, VALUE is either<\/p>\n\n\n\n

  1. Inherent to the person OR<\/li>
  2. It develops with experience<\/li><\/ol>\n\n\n\n
    \"Credits<\/figure><\/div>\n\n\n\n

    The absence of Agile Values, hence mindset – is the most important reason behind the struggle while adopting AGILE.<\/p>\n\n\n\n

    However, there are some key actions that could contribute to developing these values in the team.<\/p>\n\n\n\n

    1. T shaping culture<\/strong><\/li><\/ol>\n\n\n\n

      People come with different levels of skill sets. They might have one key skill as a primary skill.<\/p>\n\n\n\n

      As a leader or a coach – It is essential to motivate & support individuals to enhance their skills in other areas of interest. This is nothing but “T” shaping. It could be done in multiple ways – Like shadowing each other, pair programming, Peer As A Mentor etc. Whatever the way could be, this is a very powerful way to enhance the skills, reduce dependency and create a culture of bonding among the teammates.<\/p>\n\n\n\n

      2. Brown bag sessions<\/strong><\/p>\n\n\n\n

      \"No<\/figure><\/div>\n\n\n\n

      “Brownbag sessions”<\/strong> are nothing but informal discussions with a cup of coffee or a plate of snacks by the entire team. The discussion could be anything – trending technology, tool, or even a very generic topic. This enhances collaboration and transparency in the team and contributes to a healthy culture.<\/p>\n\n\n\n

      3. Diversification in team<\/strong><\/p>\n\n\n\n

      \"No<\/figure><\/div>\n\n\n\n

      There is a saying – “There won’t be an innovation if everyone thinks alike”. Diversification helps debate, manifold thinking and hence innovation. If the team is diversified in terms of demographic traits or skills – it helps a lot. It should be one of the most important aspects while building the team.<\/p>\n\n\n\n

      <\/p>\n\n\n\n

      <\/p>\n\n\n\n

      <\/p>\n\n\n\n

      4. Promote visual thinking<\/strong><\/p>\n\n\n\n

      \"No<\/figure><\/div>\n\n\n\n

      User stories and meetings are good but might not prove effective until the team can visualize the outcome. There could be prototyping, process flows, a usable application from the market or even a simple dummy sketch – Anything could work if it helps the team to think and visualize the outcome, which they are trying to achieve.<\/strong><\/p>\n\n\n\n

      Especially, the product owner should come up with innovative techniques to make sprint goals more visible for the team.<\/p>\n\n\n\n

      <\/p>\n\n\n\n

      <\/p>\n\n\n\n

      5. Trust & Give Ownership<\/strong><\/p>\n\n\n\n

      \"No<\/figure><\/div>\n\n\n\n

      Hiring a candidate with the lengthy process to test – skills, and personality traits and then telling him\/her what to do and how to do – leads to a very negative culture. Trusting the team and giving them ownership is the best way forward. Let them understand the outcomes of the success and learn from the failures.<\/p>\n\n\n\n

      Delink the failures from the appraisals and motivate them to retrospect better.<\/p>\n\n\n\n

      There could be many ways other than these. These are some of the ways which I experienced and found very effective to nurture the Agile culture in the team.<\/p>\n\n\n\n

      Please feel free to share your thoughts.<\/p>\n\n\n\n

      #Agilemindset #Agileculture #Designthinking #Brownbag #Trust #Ownership #Scrummaster #Leadership<\/p>\n","protected":false},"excerpt":{"rendered":"

      “Agile” is a very powerful culture to bring success to the organization (& even in personal life). At the same time, it is the most difficult thing to practice. The fundamental reason behind this is one key statement of this philosophy – “Agile is a Mindset”. Mindset is nothing but the set of values of a […]<\/p>\n","protected":false},"author":2,"featured_media":3345,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_oct_exclude_from_cache":false,"footnotes":""},"categories":[15,43,14,9],"tags":[17,19,57,58,55,53,54,56],"class_list":["post-3344","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-agilework","category-blog","category-leadership","category-people","tag-agile","tag-agile-coaching","tag-agile-leadership","tag-agile-learning","tag-agile-transformation","tag-agilemindset","tag-best-agile-practices","tag-building-agile-culture"],"blocksy_meta":{"styles_descriptor":{"styles":{"desktop":"","tablet":"","mobile":""},"google_fonts":[],"version":6}},"_links":{"self":[{"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/posts\/3344","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/comments?post=3344"}],"version-history":[{"count":1,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/posts\/3344\/revisions"}],"predecessor-version":[{"id":3346,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/posts\/3344\/revisions\/3346"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/media\/3345"}],"wp:attachment":[{"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/media?parent=3344"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/categories?post=3344"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/agilebeyondboundary.com\/index.php\/wp-json\/wp\/v2\/tags?post=3344"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}