EVENTS & Training

Flexibility and adaptability have long since ceased to be a pure option for companies, but have become a matter of survival.

You can't build an adaptable organization without adaptable people - and individuals change only when they have to, or when they want to. (Gary Hamel)

It is obvious that change projects that are intended to bring about a profound cultural shift toward more agility cannot be successful with classic change management methods. Instead, the new desired culture must be able to be tangible and experienced during the change process itself. Changes are more successful and sustainable when employees are involved in their design and implementation.

The 2-day workshop "Coaching Agile Transitions with Lean Change Management" provides essential impulses for this.

However, a modern work culture also demands new skills and a high degree of reflectiveness and personal development from individuals and especially from managers. An essential skill is self-responsible thinking and acting.

The 1-day workshop "The Responsibility Process Leading and Coaching Workshop" often leads to interesting insights and aha-experiences concerning the assumption of responsibility. And it shows a feasible way how ownership can be fostered in companies.

Deepening of these two workshops and further topics in the environment of agility can be arranged individually.

Coaching Agile Transitions with Lean Change Management

This ICAgile accredited workshop teaches participants how to use modern, feedback-driven change management to intiate and guide agile transformations.

It brings together the best ideas from Agile, Lean Start-Up, Design-Thinking as well as cognitive psychology and neuroscience to live agile values and principles while establishing new ways of working.

Lean Change Management is a 100% agile approach. The core aspects are

• People over processes - co-creation of change
• Transparency of the process - information radiators
• Review and adaptation - iterative-incremental approach

 Workshop Agenda

• Introduction: Gather individual issues, what questions should be answered?
• The Change Agent: Meaningful change happens when the change agent is fully engaged in the work.
• What is Lean Change Management: The Lean Change Management Cycle and 5 universals of change.
• Agile Change Management: overview of Agile values and principles and how this thinking can be applied to change management.
• The Eco-System of Change: Seeing the big picture: How change is perceived and impacted at different organizational levels.
• Alignment: How to use lightweight tools to achieve common alignment on the intended change.
• Experimentation: How to move away from working through a plan of action and toward an experimental mindset.
• People: Why different people respond differently to change and how to manage this complexity as a change agent.
• Your Own Change Framework: We take the learnings from the entire workshop so far and discuss what an individual change framework might look like for the participants.

Scope

The workshop consists of 13 pure working hours. Breaks are not included here. In presence - unless otherwise agreed - the workshop takes place on two days from 9:00 - 17:30. Remotely, the time is usually spread over 4 days.

Included in the workshop package are:

• One (electronic) copy of the book "Lean Change Management" by Jason Little.
• Access to the Lean Change Agent Network
• Lean Change Management Workbook
• ICP-CAT certification
• Additional tutorials

The Responsibility Process Leading and Coaching Workshop

Individual Workshops

I offer individually designed workshops on the following topics in presence or remote:

• Decision making based on Systemic Consensing: Making sustainable decisions in groups can be quite difficult, especially when conflicting interests are involved. Systemic Consensing (formerly SK Principle) is a consensus-oriented decision-making process that is suitable for almost all decisions in groups of different sizes.

• Communication and conflict management: Successful handling of conflicts is closely linked to the ability to communicate well and in a goal-oriented manner. Possible building blocks are:
• The 4-Ears-Model by Schulz von Thun
• Basics of  Non Violent (or appreciative) Communication according to Marshall Rosenberg
• Conflict escalation according to Friedrich Glasl
• Conflict talks and finding solutions

• Leading yourself: The ability to lead oneself is considered a core competence for managers today. With increasingly flat hierarchies and self-organized work, this is becoming more and more relevant for all employees of an organization. Possible contents:
• How experience is created by focusing attention.
• The side model - inner parts and beliefs
• Activation of resources
• Taking responsibility for one's own thoughts and actions
• Somatic markers
• Dealing with ambivalences and uncertainty

• People and change: How do we react as people when we are confronted with change? What is important to accompany changes in a goal-oriented way? This workshop can - but does not have to - be taken as an extension to the workshop "Coaching Agile Transitions with Lean Change Management".
• neuro-systemic basics
• SCARF model by David Rock
• Meaning and sense-making
• Nudging
• Microhabits

• Complexity and Systems Thinking:
• Mental Models
• The Cynefin Framework
• Visualization
• Effectuation

• Scrum: Introduction to Scrum for managers, product owners and teams.