- Agile: It’s only a model
- Keep trying until you find a way that works
- We tried agile, and it didn’t work
- Scrum: The Three Questions
- Self-organizing teams
- The coach knows all
- We’re not ready to try [insert practice here]
- Alignment and communication of requirements
- The value of comprehensive documentation
As an agile/lean coach and “change agent,” I often find myself working with dozens of individuals at the same time at any given client. I’m not a great fan of “assessments,” but I do need some practical way to keep track of where everyone stands and how they tend to think and collaborate. To do that, I consider the following factors.
Do people resist change? The consensus appears to be that they do.
- Changing Minds (many articles)
- Prosci (models, tools, training)
- Harvard Business Review, “How to deal with resistance to change”
- Forbes, “Overcome the 5 main reasons people resist change”
- Human Resources at about.com, “How to reduce resistance to change”
- Small Business Chron, “How to overcome resistance to change in an organization”
- Computer Weekly, “How do I overcome resistance to change?”
- Paycor, “Change management in the workplace: Why do employees resist it?”
- “Overcoming resistance to change – isn’t it obvious?” (Video, script by Eliayu Goldratt and Ilan Eshkoli)
Well, with all that consensus floating around, I guess resistance to change must be a Thing. It’s hard to argue with a million articles that all say the same things.
On the other hand…not everyone sees it that way.
No one can see their reflection in running water.
It is only in still water that we can see. (Lao Tzu)
A friend of mine was telling me about the new apartment he and his family have bought. The building is under construction, and is located in a prestigious part of a major city. We got into a discussion about choosing where to live. He prefers large cities, and I prefer living far from a city (although I work in cities).
Continue reading Take a walk in the desert