Boardroom Transparency

THE QUESTION IS… Executive Transparency does it catalyst Agile Transformation?

 

  Are executives willing to go through the pain their teams endure

 during an Agile transformation?

 

Should  what goes on in the boardroom stay in the boardroom?

 

The Vegas rule of secrecy applies only to Vegas bedrooms and casinos. That kind of thinking has no place in the fast paced world of business. Instead of boardroom secrets, senior leaders need to become transparent with the teams they lead.

Here is the key to a strong run…

and an even more powerful finish.

 

Share with the entire team the ups and downs, the struggles and pitfalls associated with the changes and operative directives. There is no doubt that the boardroom sets the goal, sounds the charge and is the rallying place for everyone to check their launch plans, not to mention there is support there that will encourage everyone in those times when making changes can bring about uncertainty and paranoia.

The word “our”,  “us”, “together” can become an explosive words. Before you know it, those words can ignite the commands and control culture, from it’s ashes can rise a collaborative body of individuals who value real team work . Arise Agilest.

Vital to the success of any project is the awareness of the strategic Agile boardroom.

An Agile boardroom births, an Agile organization. To not have executive leadership embrace the values and principles of the Agile Manifesto while expecting to reap the rewards of an Agile Transformation is a remedy for failure. Which often rears its head after the all the coaches and have packed their bags and left.

The boardroom gets the team into the game…

And affects the much-needed change

But their change sustains the Transformation

1. Transparency on every level. Everything on the table means “everything!”

2. Teaming. Be part of the team. Abolish departmentalism and promote cross-functional behavior by asking questions like…”How can I help you get what you have to get done.” That kind of communication will show and announce to all that you are choosing to team with your peers.

3. Communicate. Utilize every medium available to promote communication with your teams. While email, phone and memo communication is great, nothing beats a one on one conversation!

4. Retrospect. Utilizing retro techniques and come up with action plans to resolve issues and create accountability to your team.

Leaders! Join your teams in the Agile Transformation. Open the boardroom doors and invite your teams to join you in drinking the Agile Koolaid! Tell them why there are dysfunctions and how together you will solve them and make the much-needed change.

 

“A company that changes together grows together.”

Be a courageous leader!  Challenge your peers to see how their title and position can be a resource to empower, manage and inspire accountability amongst your teams.

Agile can and will lead to higher functioning teams that create an even higher producing organization. Never forget, those firms that are highly hierarchical in nature and structure are capable of transforming and creating that “zing” atmosphere so often found in start-up companies.

Agile Transformation begins to take root when management at every level choose to adopt and promote a transparent, team-centric, collaborative and communicating retrospective company.

The choice must be made in the Boardroom. If there is no Boardroom Agile there will be no true Agile Transformation, regardless of how many Agile Transformation coaches you bring into your organization.

Agile Works in the atmosphere of a boardroom where the Executive leadership lead the charge for change by example and not mandate. Change starts with Choice. Choosing to Change starts the process that creates results.

A Transformed Boardroom, Transforms Teams, that Transform Organizations .

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