This module looks at two more important concepts to help you understand the role AgileSHIFT plays in an organization. First, it investigates how organizational transformation takes place and the importance of empowering individuals to make small incremental changes across the organization, rather than relying on formal large-scale transformational change initiatives. Then it further develops the concept of value by describing the importance of co-creating value with customers and other stakeholders, and defining the path to value.
Please note: this content was produced in the UK and may include the use of British English.
Learning Objectives
The objectives of this course are to provide you with and understanding of:
- Preparing for transformational change
- How the AgileSHIFT framework supports organizational transformation
- The path to value – outputs, outcomes, benefits, and value
- The benefits of ongoing transformation
Intended Audience
The target audience for the AgileSHIFT qualification is any employee of an organization that intends to adopt AgileSHIFT. This includes people who will become champions of the new working practice and employees from any part of the business who will contribute to the incremental improvements that will make up the wider change the organization requires.
Prerequisites
There are no specific pre-requisites to study the AgileSHIFT course or for entry to the examination.
Feedback
We welcome all feedback and suggestions - please contact us at qa.elearningadmin@qa.com to let us know what you think.
Empowered to change
AgileSHIFT is about encouraging all areas of an organization to be more agile and provide a simple framework that enables individuals to take responsibility for changing the way they work – empowering them to be more agile.
It means preparing people for transformational change by creating a culture of enterprise agility, which it does by:
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Demonstrating why change is needed;
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Describing agile ways of working; and
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Providing an uncomplicated framework to allow local changes to deliver increased value to the organization.
Don’t forget, changes can be small and incremental in one area or large organizational transformation programmes, led by senior level management. But every change – no matter how small – should contribute to improving the way the organization interacts with and serves its customers.
The organization you work in is likely to be very complex and have a unique structure of people, tools, suppliers, customers and processes. Then it will have another level of complexity with the interconnected relationships between all of these things.
The way the organization works needs to enable everybody to ‘run the organization’ and ‘change the organization’, so they must be empowered to suggest and implement improvements. This is likely to be a big change in the way people think and work – which itself can be a major transformation for some organizations.
Here’s Ady Dike, Principal Agile Learning Consultant at QA explaining the paradigm shift of organizational transformation.
The analogy that comes to mind is that of the transformation of a butterfly. A butterfly goes through many changes but the most transformational part of the life cycle is when it changes from a caterpillar to a butterfly. Literally a new body is formed.
Organizational transformation can be described as almost as dramatic as that – a paradigm shift in the way business is done. This may be a structural change like an IT implementation, a digital transformation or it could be a cultural one that addresses mindsets and behaviors.
The AgileSHIFT framework helps organizations transform by empowering each individual to make a contribution – it helps an organization to ‘shift’ the way it thinks and operates.
But, it’s not a process-driven approach to large-scale transformational change – that’s for programme management methods like MSP. It prepares the organization to be open to change, and offers a flexible and agile way of working across the whole business.
Before you move on, take a look at the background information on the role of organization change management in the Making it Real guide.
Tony has over 20 years’ experience in Business Development, Business Change, Consulting, and Project/Program Management working with public, private, and third sector organizations.
He has helped organizations to design and create processes and procedures to align ways of working with corporate strategy. A highly motivated and detailed solution provider, utilizing a wide range of methods and frameworks to provide structure whilst promoting creativity and innovation.
As a confident and self-motivated professional with excellent communication skills, Tony is able to bring people together and get them working as a team quickly.
Tony is an Agile and Scrum trainer with a vast knowledge spanning IT Systems, Business Change, Program and Project Management. With excellent presentation skills and a solid background, he ensures that all clients gain maximum benefit from his training. He has successfully guided those new to the industry through their initial training, helped experienced staff as they progress in their careers, and worked at the director level advising on best use and practice, as well as tailoring courses to fulfil the exact needs of clients.