Agility Coaching by David Siegel & Experts
Business agility encompasses a wide range of activities, all designed to make your company more effective, delight customers, create a great place to work, and make it sustainable. We custom tailor our work to your needs. We seek to coach and build capabilities from the bottom up, rather than do the work and leave clients dependent on us.
To work with us, you must agree with at least FOUR of the following statements:
- We're not attracting and retaining the best people
- Our employee engagement numbers are (still) too low
- We're not innovating, despite all the innovation consultants and workshops
- We have to do more faster. Size is no longer an advantage.
- Mobile/social customers are no longer loyal to our brand
- I can see huge trust issues, both inside and outside the company
- The thing I fear most is the thing I can't see
If these describe your company, you are not alone. Set aside your urge to look for a quick fix. Calling another consultant with a "solution" is going to address the symptoms at best. To give your company a lean/agile culture, where everyone has new energy and new purpose, takes more than a set program. You need a smarter, more holistic approach. That's why we ask you to trust us and go through a trial, three-month period that will show you a better way.
The Starter Package
The starter package gives us a way to dive into your challenges, start working together, and use agile methods to build agile solutions. Most clients want "concrete deliverables," but the softer coaching approach is more effective in the long run. Bring David Siegel in to coach one division or group of around 50-100 people for one to two weeks a month, and in 3 months you'll see very measurable results. The goal is to turn your most progressive people into trainers. Together, we create an environment that ...
- improves communication
- gets people excited about quality
- implements smart systems and continuous learning
- empowers people to come to work energized
- turns followers into leaders
David starts with a culture audit, which he does simply by sitting down with people and listening to them (you'll find this part amazing, because they will tell him things they will never tell you). The first three months, he works with a small innovation team two weeks on, two weeks off, with the goal of creating a measurable and lasting transformation of your corporate culture. David tells it from here:
Weeks 1 and 2: I spend the first few days going over the business agility toolkit and making a short-term plan. By the end of the first week, a number of things are in place. We do some lean and agile exercises. Week 2 we start a Kanban system, plus pairing and custom workshops/experiments. Pairing is amazing, and using communication tools like Slack immediately makes the company feel flatter. By the end of these two weeks, you will see a very measurable difference. There will be sticky notes all over the walls, people will be reading books, forming discussion groups, and doing homework on the side.
Then two weeks without me, with your people continuing on, very gradually, just building awareness. During this time, I will send some of the trainers to some training sessions to learn some new skills.
Weeks 3 and 4: another two weeks working with your teams and people. During this time, we do some small experiments. We move some furniture. We use some new communication tools. We try out some systems and modify them to suit. We change a few roles. We start to cross-train and learn what others in the company know. We (experimentally) mash up a few departments and talk about central services, rather than specialists. We work in pairs. You have a lot of employees, so it will be round-robin with several of these leaders in different areas. at the end of these two weeks, you'll see some successful experiments and a few learning experiences. But there will be visible changes in energy, awareness, and possibility. Nothing is set in stone - we're starting to build in continuous improvement and continuous delivery.
During the interim two weeks, your team will start to take the initiative, run some experiments of their own, and welcome more people to the movement. During this time, we will discuss mission, purpose, and values.
Weeks 5 and 6: now we can see what is beginning to work and start to build on it. By this time, there should be teams working on improvement, other teams working on delivery, and some teams dedicated to measuring and improving culture. Some things will already be sustainable, others will take more attention - everything is always a work in progress. Trainers will start thinking how to take the learning and patterns to the next level. At the end of this two weeks, things are going to start to turn the corner. Your people will start to sign up for training workshops you haven't even heard of. The lift in energy and spirit will be measurable. It will be hard to go back after that.
Keep focusing on the basics: continuous improvement + continuous delivery. Do those right, and the results are amazing. Treat people like grown-ups, give them more responsibility, start implementing servant leadership, move authority from people to systems. Ask what can be automated and how the system can be modified to suit the mission:
- Delight customers (even if it's not always profitable)
- Create a great place to work
- Make it sustainable
After three months, you will see significant changes happening all by themselves. Then we make a plan for scaling it up to the entire organization. As always, my goal is to help companies build the training capacity in-house and then keep it up to date, rather than continuing to consult for years on end. For a large company, after the first three months, we can go to a one-week-per-month schedule and then taper down from there.
Specialized Coaching Services
We also do coaching and consulting in the areas of:
- lean strategy and culture
- agile methods and culture (agile everywhere, not just in the IT department)
- modeling and forecasting
- analytics check-up
- decision support
- risk audit
- HR audit
- Portfolio reality check
We don't expect your people to become world-class experts in everything. Therefore, we offer five specific support desks that will help you get up to speed and bring new capabilities in-house.