The Role of an Agile Leader is based on a high level of self-Organization that is the reason why Dittmar agile organizations, in general, need less managers. Rather they need real leaders being as a collaborative leadership team and as servant leaders to the organization.
Managers and leaders have various roles in agile organizations, including setting product directions, settling on staffing decisions, and helping team members with professional development. Traditional management regularly depends more on command rather than impact. For agile teams, the contrary should be valid.
Agile leadership isn’t about tools, practices or methodologies. It’s a capacity to take a look at the organization from the framework point of view, understand framework dynamics, have the capacity to get mindfulness about what’s going on, embrace it, understand it and turn into a integral part of the framework and finally have the capacity to act upon and influence it with training, and initiate a change.
Agile Leadership Model
New management paradigm is about collaboration and trust, decentralization, constant adaptation and flexibility, cooperation and teamwork. From the static management in the industrial era, we moved to strategic management in the last twenty years century and moved rapidly into the dynamic management which attempts to keep up the speed with modern continuously changing, complex world. That is the world which basically needs agile leadership as whatever else isn’t sufficiently adaptable to manage these days challenges.
Organizations require greater creativity, collaboration, and innovations – simply agility. That is the route of how to be effective. That is the path of how to achieve their objectives.
Here is a great video about Agile Leadership:
Principles of Agile Leadership
1. Actions speak louder than words
Agile leaders are ‘congruent’, and align what they do with what they say. They themselves reflect and benefit from retrospection. They accomplish more than ‘walk the talk’, they model the change they need to find in others.
2. Improved quality of thinking leads to improved results
Agile leaders recognize the value of creating space to thoroughly consider an issue legitimately. This isn’t simple, given the consistent pressure individuals are under and the increasing level of busyness. Anyhow, prioritization dependent on basic value to the business is at the core of Agile. Agile leaders are ‘laser-like’ in their analysis of problems, recognizing that different methodologies are required for different kinds of problems and extending their reasoning past circumstances and logical results models.
3. Organizations enhance through effective feedback
Agile leaders are courageous, effective feedback with their own actions and behavior offering it for their teams. Making a safe environment where feedback can be offered without risk tends to surface any sources of conflict before they escalate.
4. People require purpose and reason to look for employment satisfaction
Agile leaders recognize that everybody’s inspiration will be different. They will take opportunities to learn what drives their team members.
Emotion enhances creativity and innovation
Agile leaders don’t expect that individuals will ‘leave their emotions at home’. Emotions are viewed adversely, to such an extent that an ’emotional’ individual might be viewed as being over sensitive and snappy to overreact. However, emotions are frequently the source of ‘our best selves’ and the route to real creativity and innovation. Agile leaders will give a safe environment where individuals can learn how to harness their emotions to energies their performance and productivity.
- Developing yourself first
- Adapting to the objectives of your organization
- Building on an agile culture
- Forming self-organizing/managing teams
- Rewarding and measuring team performance
- Working across time and separation boundaries
- Personal effectiveness and empowerment
- Managing budgets – If a project or department budgets fall under your oversight, regardless you’ll have to deal with those. While you may see certain details and allocations change as agile procedures are tested and implemented, the fundamental budgetary process won’t.
- Recruiting, hiring and firing – While your perception towards optimal candidates may change as you see what kind of individual works best within your organization’s Agile framework, the fundamental recruiting functions will still be yours to manage.
- Setting expectations, best practices – As an Agile leader, you’re team will at present seek you for benchmarking and monitoring expectations, occasional reviews, and adherence to cultural and technical best practices.
- Putting out fires – Inevitably, issues will occasionally emerge that the individual or the team won’t have the capacity to solve on their own. As the manager, it’s your responsibility to take that ball and keep running with it so everybody can return to work.
Responsibilities of an Agile Leader
- Champion the Agile Process – As a leader, you will be required to get behind the move to agile and support it in both your words and your activities.
Key tip: Learn as much as you can ahead of schedule as could reasonably be expected in the progress so you can honestly communicate its advantages and drum up support.
- Guide Teams to Solve Problems – Scrum Masters and Product Owners will be new positions to the organization, and may sometimes absorb responsibilities you recently held. Their confidence and the level of respect they acquire from their teams will depend to a huge degree on how you treat them, particularly right off the bat. Avoid micromanagement and overstepping their authority, however, make sure to observe and mentor them in their new roles.
- Participate in Transition Planning – Agile change promotes self-organized teams that work productively without anyone else, which includes strategic planning. It’s up to the management to facilitate multi-team collaboration and interaction to meet overarching or organizational goals.
- Find Ways to Reduce Waste – As an Agile leader, you will be expected to constantly enhance work process and maximize efficiency by eliminating with hindrances, which may not be a part of your present role as a manager.
WHY AGILE LEADERSHIP?
Globalization, automation, regulation, and 24×7 mobility have definitely changed the scene of work (and life). Leaders can no longer rely upon their past patterns of success to work effectively in this landscape. Agile Leadership is effective leadership in a profoundly intricate, uncertain and quickly changing environment.
Agile Scaling Frameworks have become the go-to solution for leaders all around, but are falling short in delivering the expected outcomes. This is because none of the frameworks sufficiently address the mindset and behavior of the leader and their role in shaping the structures and culture to enable agile practices and teams to thrive and grow.
The Agile Leadership Journey provides training, education, and direction for leaders to personally navigate their very own path toward improves leadership effectiveness and improving the effectiveness of their organizations.
It might appear like Agile is attacking management, but Agile actually is offering management and managers an opportunity to add to the new solution space that has emerged out of the increasing complexity of the present world. Agile empowers managers to develop teams and organizations at delivering customer value by leading admirably and utilizing new specialized devices.
Agile aims to eradicate traditional ways of thinking, being and acting that give managers the false sense that they are “more important” than their reports. Agile managers and leaders are so significant to Business Agility that we have joined it into our Agile Transformation Solution. Without buy-in and modeling from Agile leaders, no enterprise can successfully accomplish sustainable systematic change.