Hello there! Just a note to discuss our preliminary thinking about the Leadership and Organizations theme for the Agile 2010 conference. I’m Pollyanna Pixton, one of the members of the conference’s program committee, responsible for this theme. I plan on sending you more news as it arrives!
Agile has been around for many years with amazing results. However, many organizations suffer under a old command and control leadership style. To create an environment where agile thrives takes a different kind of leadership – one that gives ownership and doesn’t take it back, that creates a culture of trust, that provides the tools and lets the team make the decisions and discover the solutions. This is the kind of leadership we need to lead agile. In this stage, we want to educate, present and share experiences about the tools that can help leaders lead.
But leadership is not the only factor in adopting and implementing agile principles and practices. It takes teams working together, within their team and with other teams. Some people say we don’t need it at all for successful agile teams. So, what do agile teams need? We want an agile organization and an agile enterprise, one that works together effectively using agile best practices, one that delivers the right products as markets are rapidly changing. We want coaches to help us
What kind of leadership do we need?
It is situational. We have leading agile adoption, manifesting agile in the organization, creating cultures where agile thrives, coaching agile teams, and exploring new leadership styles that collaborates with agile teams to succeed. Leading has come to the attention of the community. Last year 40% of the evaluations came from the associated stages in this area. We need leaders to make sure all teams have what they need to succeed: the support of their ideas and practices, facilitating their goals and objectives, and protect the team as well as assisting teams in the development of their agile skills.
What do teams need?
An enterprise that can integrate with agile teams effectively and smoothly – end to end. This means an organization to add value to the team, not dampen their creativity and progress. Lean and kanban come to mind here. Teams need skills to deal collaboratively within their teams and outside of their teams to reach high performance levels. And, it is clear that agile coaching brings great benefit to teams and organizations as they implement agile. Teams need support from the organization and its leadership in becoming successful with agile.
Leadership is needed at all levels in the agile organization in many different forms: team-based, across the enterprise, in coaching, adopting agile, and in gaining customer interaction. Bring your experiences, your successes and your failures, and help us formulate and put into practice the kind of leadership styles needed for agile delivery. And talk about what leading in an agile manner means. Join us this year at Agile 2010 for this important topic!
Five Tracks in this Theme
The Leadership and Organizations Theme will be divided into
- Agile Leadership and Cultures: What does it mean “Agile Leadership”? Is that leading in an agile manner based on agile principles? Or leading agile teams that are implementing agile practices? Actually, both!
Any why is this coupled with Agile Cultures? The culture is created by leadership, at all levels in the organization, creating a place for teams to thrive, be innovative, and deliver. If you think cultures can be created or changed without leadership, make your case in your submission!
- Agile Organization and Enterprises: Pushing agile principles across the entire organization and life cycle of products and software.
- Coaching Agile: What makes a good and effective agile coach.
- Building High Performance Teams: What best practices can be put to work in teams to improve teamwork, market insight, productivity and effectiveness.
- Agile Adoption: How does a team, division, and organization transition to agile.
What have I forgotten? Or left out? Let me know! Contact me at: email@example.com