Lmst

If you are an executive, think about how you can create safe spaces for people to learn.

#BetterWaysOfWorking #ManagementInnovation #AdaptiveOM

#FASTAgile addresses autonomy, ownership, alignment and team topology.

Don't be surprised to find in the years coming to see #FAST used in more and more #ProductLed organizations as their preferred #agile method.

#ManagementInnovation #BetterWaysOfWorking #AdaptiveOM #ModernProductManagement

The bottom line is that, if you are a product leader, the empowerment of your company's product teams is greatly impacted by your topology choices. Optimizing for empowerment requires balancing three interrelated goals: ownership, autonomy, and alignment.

There are two aspects to diversity to think about in your organization.

When most people are talking about #diversity they are referring to social diversity. That is solved by removing unconscious bias from your #hiring methods.

But the other aspect to diversity that you don't hear so much is cognitive diversity - and that is where the changes to #innovation come in.

My advice is to find a way to address both of these in your hiring strategy and practices.

#ManagementInnovation #AdaptiveOM

Eliminating unconscious bias assists with finding the best individuals regardless of race or gender—but it doesn’t, in and of itself, optimize cognitive diversity. These two challenges are conceptually distinct. Great organizations need to do both.

Many of our #agile practices are from a previous era. They represent the best thing we could do at the time with what we knew.

Yet we are continuing to discover better ways of delivering products (and not just software). With these better ways, there is no clear done point of a feature. It is an evolving and changing target. (Other than sunsetting it.)

#BetterWaysOfWorking #ModernProductManagent #ProductOM #AdaptiveOM

making a thing, creating an output of some sort, is not our goal. Instead, success is the extent to which we achieve an outcome and help our customers achieve an outcome they seek. Make it easier to connect to family and friends, make it easier to find healthy food in a supermarket-these are outcomes that create value for the customer and, if delivered correctly, to the business in turn. This is the new definition of a product or service that is "done." And it's an evolving target.

#FAST is trending! Join this 20+ hour live online training class to prepare for the next emerging evolution of #Agility and #Adaptivity.

(FAST is the acronym for Fluid Adaptive Scaling Technology and is a shockingly simple method for self-organizing people around work - that scales.)

#AdaptiveOM #BusinessTransformation #BetterWaysOfWorking #Agile at scale

https://buytickets.at/fastacademy/r/mas

#ManagementInnovation tip - information transparency for high performance.

#Leadership #BetterWaysOfWorking #AdaptiveOM

Senior managers stunt the abilities and intelligence of their own workforce by keeping financial and strategic information hidden. Although just about all companies talk about empowering staff, in the vast majority of organizations, real empowerment is a pipe dream because employees aren’t given enough information to take ownership of anything.

#AdaptiveOM (That the #FASTMethod sits in.)

Product managers have had to completely rethink the way they plan out their road maps and budgets. They have had to adjust their approach to coordination and planning. Marketers and salespeople have had to adapt their approaches. They have had to change their sales models and their contracts with vendors. And of course, senior managers and executive leaders are faced with a tidal wave of bottom-up planning that challenges their expectations, their mandate, and their authority. In organizations that have been able to adjust their approaches to take advantage of this energy, we're seeing a smooth transition to the postindustrial age. But for organizations that continue to impose industrial-age centralized, top-down planning, we see a great deal of struggle. The gears, if you will, are grinding.

I’ve noticed that the orgs that are chasing predictability have zero chance of getting there, and even less chance of ever being #agile or achieve anything remotely looking like #innovation.

And yet by switching your focus to outcomes instead of deliverables and being product led, you can achieve predictability. It is unintuitive, and why so few companies go that path I guess.

#BetterWaysOfWorking #BusinessTransformation #ManagmentInnovation #AdaptiveOM #ProductOM

In many companies, the root cause of their lack of innovation is quite plain to see. They have designed their organization and how they work around the goal of predictability. They simply focus on being able to ship large numbers of features every quarter. It's not that they are intentionally abandoning the goal of innovation, but as Henrik Kniberg says, “100% predictability = 0% innovation.” Companies that focus on predictability will tell you that it's the stakeholders’ job to worry about whether the features shipped are valuable or not. But strong product companies know this is not a question of smart stakeholders. It goes to the nature of technology-powered products, and especially that stakeholders and customers don't know what's possible. It is the engineers who know what is just now possible. Today, more than ever, companies depend on continuous innovation. So, recognize that predictability is good but not as important or necessary as innovation.

Not sure that fun is the best word. I'd shoot for fulfillment instead but I think the idea is solid. Redistribute power and decision making for a more effective and engaged organisation.

#BetterWaysOfWorking #BusinessTransformation #ManagementInnovation #AdaptiveOM

The amount of fun in an organization is largely a function of the number of individuals allowed to make decisions.

This learned helplessness or trained followership is the damage our institutions has done to the human psyche. Time to heal this.

#BetterWaysOfWorking #BusinessTrsnsformation #ManagementInnovation #AdaptiveOM #FASTAgile

The complaint I hear most often from leaders is that they try giving their people control but their people "don't want it." There could be many reasons for this, including cultural safety, the size of the change, and prior experience making decisions. But it seems to me that there is a link between our history of command and control leadership-separating workers into tellers and those who are told-that has conditioned many people into believing that resistance is futile. Their early efforts to bring up good ideas and suggestions were ignored. They learned that they were helpless in the workplace.

The first step in breaking organizational culture inertia is simplification. This helps to eliminate the complex routines, processes, and hidden bargains among units that mask waste and inefficiency. …The simpler structure will begin to illuminate obsolete units, inefficiency, and simple bad behavior that was hidden from sight by complex overlays of administration and self-interest.

#BusinessTransformation #BetterWaysOfWorking #AdaptiveOM #FAST #FASTAgile #ManagementInnovation

#Leadership tip - Invite Dissent Rather Than Drive Consensus

#BetterWaysOfWorking #ManagementInnovation #AdaptiveOM #businesstransformation

Invite Dissent Rather Than Drive Consensus

What if there are no outliers to embrace? What if the group is consistently clustered together? That’s when you need the next play: don’t drive consensus, invite dissent.

opening company secrets to employees had another outcome: it made our workforce smarter. When you give low-level employees access to information that is generally reserved for high-level executives, they get more done on their own. They work faster without stopping to ask for information and approval. They make better decisions without needing input from the top.

#BusinessTransformation #BetterWaysOfWorking #ManagementInnovation #AdaptiveOM

The industrial mindset isn’t enough – a whole new way of thinking is called for.

#betterwaysofworking #businesstransformation #AdaptiveOM #FASTAgile #managementinnovation

Of course, we should acknowledge everything that industrial companies have achieved. But let’s not beat about the bush. There’s a better way. And just tinkering with the industrial mindset isn’t enough – a whole new way of thinking is called for.

#Innovation absolutely depends on empowered engineers.

#BetterWaysOfWorking #ModernProductManagement #AdaptiveOM

Of all the principles underlying the product model, the single most important is the realization that innovation absolutely depends on empowered engineers. That's because the engineers are working with the enabling technology every day, which puts them in the best position to see what's just now possible. But that's only true if the engineers care just as much about what they build as how they build it. The old and misguided adage that “a PM is responsible for the what and why, and the engineer is responsible for the how” completely misses the point of empowered product teams and the source of real innovation.

Don't get caught in the KPI trap: Indicators, not truths: Remember, KPIs are just hints, not absolutes. Use them to understand your progress, not define your success. ~ Bjarte Bogsnes

#ManagementInnovation #AdaptiveOM

I will be facilitating a #FAST workshop at the upcoming #AgileAndBeyond conference in Detroit next month. My workshop highly relates to "The Build Trap," which Melissa Perri will cover in the opening keynote immediately prior! Then, following my workshop is a session from a group sharing their experiences of a FAST experiment that they have been a part of. Wow! #AdaptFAST #AdaptiveOM #ModernProductManagement #Adaptivity @fastagile

OKRs are a hot trend in businesses today. But are mostly misapplied and turn into yet another reductionist command and control mechanism.

Cagan has some advice on how to get the benefits from this technology.

#ModernProductManagent #ManagementInnovation #BettetWaysOfWorking #AdaptiveOM

So, in terms of actually getting the benefits of OKRs, there are three critical prerequisites:
- Move from the feature team model to the empowered product team model
- Stop doing manager objectives and individual objectives, and instead focus on team objectives
- Leaders need to step up and do their part to turn product strategy into action

At most companies, even at those who have leaders who don’t micromanage, employees seek to make the decision the boss is most likely to support.

We need #BetterWaysOfWorking. #AdaptiveOM

#AdaptiveOM

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