People in Agile

The first ever People in Agile conference was held this past April, and we were there as the proper Agile fans that we are!

What was it all about?

If you are reading this article, you have probably already heard of Agile. For many of us, Agile and Scrum are what we know and use.

And as Scrum is basically just a framework within which people can address complex adaptive problems, while productively and creatively delivering products of the highest possible value, one question comes to mind: why not try it somewhere else, outside of software development?

And that is exactly what this conference was about: Agile in Human Resources. It was full of great people, interesting topics, experience-sharing and practical workshops. It was full of enthusiasm and encouraged being patient with changes, investing time wisely, recognizing the first fruitful steps and celebrating the successful journey that follows. You can watch the presentations here (they are in Czech).

The main topic woven throughout the conference was (at least from my point of view) the need to have a clear vision for your team, project and company. Without a clear vision, teams will lose direction, enthusiasm and joy in their work. And the company can lose a lot of money and time by doing something that creates no value at the end of the day.

Another important topic was the fact that Agile takes time and is a considerable investment. And to make it worthwhile, you will need somebody who will “hold the line” and bring everybody back on track when they deviate from the Scrum journey. Someone who will talk to them and explain why it is important to adhere to the principles, give them the big picture and illustrate the value of Scrum—and not just illustrate, but let them also “taste” the value so they will want to stay on the Scrum journey.

If you want to start an Agile transformation within your HR department, you can take some additional steps to make it smoother for everybody:

  • Create and communicate a clear vision and strategy
  • Build an open environment based on constructive feedback
  • Lead by example
  • If you have rules, hold on to them, but avoid having too many and only keep those that are sensible—then obey them.

You need to make sure that the transformation is easy to understand and that everybody knows what it is about. It is a hard and long journey, but the results are worth it, I promise!

Have courage and be kind.

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