As an Agile Coach I support your organization in becoming adaptable and self-learning.
The result of this work
- adjusted processes in the organization, and on the other hand also
- an organization that changes its processes independently as needed.
As part of the process support not only
- collaboration will change but also
- intrinsic values, beliefs, abilities and
- the knowledge of the individual team members in a now self-learning organization.
In the context of agile coaching
I observe and reflect on collaboration models and at the same time bring my practical experience from many different organisations to the table. It helps me to know the principles behind agility not only in theory, but to also recognize in reality their (non-) application and to communicate what I have seen in an appreciative way.
When an organization takes the first steps towards agility, this usually means
- a letting go for the management.
- less direct instructions,
- more decision-making space for the subordinates.
This disengagement however is not a passive “doing nothing” and just observing.
Quite the contrary is the case. As the management gives fewer direct instructions it opens up space to do more on another level.
- Set out and shape the context and framework,
- promote more direct interactions,
- ask more questions etc.
This is a personal change process in which I am happy to support managers and offer them a conscious approach to the associated fears, so that in the end their own (learning) success and the new design options outweigh the fears.