What is leadership Agility?

This workshop will introduce a promising framework for leaders to increase Self-awareness in them and help them connect the "Why" and "How" part. Over the years,

I have learned that the future is already here and that your organization’s survival is based on several critical factors—including its ability to be agile — one of the essential drivers to achieve this through leadership agility.

Learning objective:

-Introduce four areas that a Leader should all focus on.

-Use Ken Wilber’s integral model as an anchor point.

-Use “I\Its” quadrants

-Relate I/its Quadrant as the Future Focus of Leadership

- Increase self-awareness on what quadrant we are residing.

Discussion:

-Agile Leaders need to keep the balance to focus on all four areas

-Too much focus on the right two quadrants (and none on the left) leads to disengagement and mechanical agile implementations

-Too much emphasis on the left two-quadrant (and none on the right) leads to a lack of results and ambiguity

What's Unique?

I would extend this Wilber Model with a few practices that would help leaders to move from Impasse to Insights

This workshop is 100% activity-oriented and will enhance awareness level in Leaders.

A powerful tool help leaders to balance "I" vs "We" quadrant. Connect the "Vision" and "People" in an Enterprise.

We all know that #Facilitation is a key buzz word. A difference in understanding facilitation begins with an awareness of the difference between facilitating and leading. It has been said that leadership is something you do to a group, while facilitation is something you do with a group.

Facilitator assist group[s] as they work together toward achieving group goals, and in most instances do not interject their own personal opinions or agenda. By expressing their opinions to the group, facilitators risk discouraging others with differing opinions from speaking.

They remain alert to group dynamics and encourage challenging reflection while maintaining respect and safety within the group. Although facilitators may help guide a discussion, they also recognize and foster the groups' own ability to lead itself. Thus unlike authoritative leaders, good facilitators relinquish control to the group and promote open, democratic dialogue among group members.

Agile Architecture

Do you remember the famous dialog from the movie Spiderman – “With great powers comes great responsibility”? Today’s world is driven by Software and as a Software Professional we have great powers and so have a great responsibility towards this world and the human kind. We can use our powers to make this world a better place to live or can destroy it with our bad practices.

The talk is about Ethics and Professionalism. As an ethical professional, its our responsibility to make sure that the work done by us and the practices being followed by us are benefiting the society.

The Wikipedia definition of Corruption is a form of dishonesty or criminal offense undertaken by a person or organization entrusted with a position of authority, to acquire illicit benefit or abuse power for one's private gain.

Knowingly or unknowingly, software profession is being infected with corruption resulting in bad behavior, bad practices and bad products. The talk will be covering some case studies and asking every Software Professional, are we doing the right thing for the society?

We have to do an introspection and ask ourselves –

1. Are we abusing the power to our's or organization’s gain?
2. Are we dishonest towards our profession?
3. Are we getting involved into a criminal activity without being aware of it?

Any change fails predominantly because of 2 reasons – because it tries to change the way WE work; and because it tries to change the way I work.

WE denote an organization – with all its culture and structures. And if any change interferes with the organization’s existing belief system itself, it treats that new change as a virus – as a threat to its existence and way of living – and kills it. Much like a bad organ transplant.

But, there is also an equally, if not more, important “I” part… “How I work”. This is purely an individual decision. And these individuals, who are the most complex system within an organization. How people will respond to change is difficult to predict. It’s all about understanding the perspective of the people affected by the change.

We need to transform how our brain thinks in order to transform how our organization works.

Change is the only constant in the world. That's an universal truth. But today businesses are facing tremendous competition and disruption in terms of both business and technology. The need of the hour for them to survive is to constant adaption and innovation. As per the PMI President and CEO Mark Langley, "the most important factor influencing project success rates is an organization's agility level. ...greater the agility, the better the outcomes: financial results, customer satisfaction, project metrics, strategy implementation, and benefit realization".

Agility X.0 – a thought to lookback the progression and the would be state that can happen in coming days, where we are heading to. We started the journey from a product development concept and borrowing the name from a game called Rugby, created multiple frameworks and then a Methodology to bring all of them under a single umbrella.

Industry has progressed to Industry 4.0, Management has progressed to Management 3.0, but where does Agile is? Is it Agile 1.0 or Agile 2.0 or somewhere else?

If we think about team level Agile – we may call that Agile 1.0, then the major second wave was Scaling Agile – we may mark that Agile 2.0 and then the current wave of Business or Enterprise Agility can be considered as Agile 3.0. or are we missing something?

As an Agile process to adapt to the business demand, in the evolution we added the newer concepts like, Kanban Lean startup, Lean change management, etc. bring the best practices from other industries to bring greater perspective to the Agility to the entire Business.

In my talk I’ll try to highlight most of the major changes or shifts in Agile happened in last about 20 years and will try to bring a different perspective on the progression happened. In the current scenario sometime it might be confusing with so many branches or variations – Business Agility, Enterprise Agility, Emotional Agility, Leadership Agility, HR Agility or Agile HR, etc. etc. – which one is more relevant than other or one is complementing to another. I’ll try to find out if there is any pattern exists on the evolution of the practice or process.

In my talk, I'll take you thru how the most of the key drivers of agile leadership are influencing the progression towards the newer forms or shapes of the Agility keeping the actual DNA of Agility as is. e.g. how the Agile Leaders are creating the sense of urgency to adapt with changing environment and then creating engagement across the organization. Providing Direction to align People and other resources and bringing the culture of Innovation across the Organization.

Let us all understand the 5 love languages which will help us to better collaborate at scale. Have you ever heard about the 5 love languages Words of Affirmation, Acts of Service, Receiving Gifts, Quality Time, and Physical Touch. Want to know more about this come on Let’s discuss in detail!

Did you ever understand the which is the prime of 5 languages of others so that your actions can be in alignment to their languages which will bring a better collaboration at scale. which will be of great help in your coaching conversations.

we will be discussing how at work, people express and receive appreciation in different ways. If you try to express appreciation in ways that aren’t meaningful to your co-workers, they may not feel valued at all. This is because you and your co-workers are speaking different languages. These insights are from The 5 Languages of Appreciation in the Workplace, by Dr. Chapman and Dr. White which will help you identify the five languages of appreciation in order to: 1.Express genuine appreciation to co-workers and staff — even on a tight budget. 2. Increase loyalty with the employees and volunteers in your organization. 3. Reduce cynicism and create a more positive work environment. 4. Improve your ability to show appreciation for difficult colleagues. 5. Convey the language of physical touch in appropriate ways.

Based on the #1 New York Times bestseller, The 5 Love Languages, Dr. Chapman and Dr. White which gives you practical steps to make any workplace environment more encouraging and productive, This talk will be an enlightened one for sure for the target audience.