Agile Change Management – What Is It?
Agile change management is an approach to managing the people side of change that works in concert with the agile project management methodology. Agile project management is a team-centered, iterative, and cross-functional approach to project management that breaks projects into manageable tasks that are tackled in short iterations or sprints. Done right, the agile approach to project management enables teams to adapt to change quickly and deliver work faster.
That is good news from a change management consulting perspective. Agile change management thrives on a team-centered, iterative, and cross-functional approach to organizational change. Because the planning, design, development, and testing phases are ongoing, it sets the stage for continuing change management that is flexible and stakeholder-centric at its core.
Rather than running a single 26.22-mile marathon in one race to reach a big goal, agile change management works in more achievable and evolving sprints. Done right, agile change management uses speed, autonomy, and collaboration to break down silos and create higher levels of performance through greater levels of stakeholder engagement.
Basic Elements Change
To succeed, all organizational change plans need to incorporate the following change management basics:
How Agile Change Management Is Different
The agile approach to change differs from the kind of change where everything is planned and in place before the initiative is launched. As a result, agile change approaches need to differ in the way they roll out. After you charter your change leadership team, ensure that you:
At the outset, the same is true for an agile approach to change. The main difference is that once leadership has defined (or co-created) the desired outcomes, teams must be given autonomy to achieve the results in a way that makes sense.
Change leaders must have the confidence and competence to step back so that their teams can step up. Leaders can then focus on guarding against backsliding into old ways of thinking and working to show that change will be handled differently from past “big bang” and “top down” types of deployment.
This allows the agile approach to change to be more iterative, organic, and people-driven – all positive change qualities.
Those charged with implementing and living with the change need to understand that progress will be made in transparent small steps, one at a time. There will be multiple milestones and rollout windows.
While most successful change efforts create high levels of transparency, agile change management gets change teams to create transparency during every sprint and UAT (User Acceptance Testing) in a way that keeps up with the new required, and ever-changing, ways of working. Because the agile process itself has the built-in flexibility to frequently recalibrate plans, change leaders are forced to do the same – in 90-day cycles.
Whenever possible, build your change management communication and feedback loops directly into the agile process so that you share and gather feedback about change-related strategies, readiness, structures, cultural norms, processes, practices, systems, and people.
Those affected by change need to be educated on agile and change management.
Start by identifying the critical few behaviors, skills, and knowledge that matter most for your change initiative. Then reinforce them consistently and invest in real-time coaching and relevant skill building during each 90-day sprint.
The Bottom Line
Successful agile change initiatives mobilize leaders and change champions while actively involving those most affected by change in adopting ways of thinking, behaving, and working. Agile change allows new ways to occur along with, not despite of, unexpected shifts in product development, the marketplace, consumer needs and economic downturns. Are you and your workforce ready for agile change?
To learn more about setting your organizational change up for success, download the 5 Science-Backed Lenses of Change that Leaders Must Get Right
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