Agile 101 (Part 1 of 3): Agile vs. Agility

Business agility and agile methodology have long surpassed any danger of being labeled flavor-of-the-month business trends. While various approaches pre-date it, The Agile Manifesto published in 2001 is credited with igniting the trend (beginning with, and now expanding beyond software development) toward project management approaches and business strategies designed for rapid innovation and adaptation. 

Organizations across industries and around the globe are adopting agile frameworks to increase revenue, reduce costs, and time to market while minimizing risk and maximizing value. 

Studies estimate that upwards of 75% of organizations are currently using or soon plan to adopt agile at some level (Freeform Dynamics, 2018). 

These trends don’t mean that agile is right for every project. Sometimes more traditional waterfall project management is best, especially if your project(s) is clearly defined, fairly routine and has minimal chance of new discoveries or changes along the way. Nonetheless, chances are good that you or your organization are using an agile methodology, such as Scrum or Kanban, in at least one of your teams. Perhaps you have been asked to join a Scrum team or take on some other role in an agile team.

Your company may be in the midst of an agile or digital transformation, and you hear terms like SAfe® or enterprise agility. Or, maybe you simply understand that to stay competitive in your industry, responsive to your customer needs, and a rapidly changing marketplace, you, your team, and entire organization need to be more agile.

SCRUM AGILE LEANBecause I have been working with leaders, teams, and organizations across industries that fall into each of these categories in recent years, and am frequently asked to distinguish between various agility terms and approaches, I have written this series of articles on the topic to help you distinguish between overall organizational agility dynamics and practices, and specific agile methodologies and frameworks so that you can begin to determine which might be right for you.

This series is not intended as an in-depth discussion of each approach, however, throughout each post, you will find links to additional detail that may be helpful in your exploration.

My intention is to provide leaders at all levels of the organization a broad view of the approaches that organizations across industries are using, to call out some of their critical success factors potential pitfalls that are often overlooked in the initial burst of enthusiasm.

With this big picture in view, my goal is to save you time, money and heartache and set you up for a wildly successful agility shift. 

Agility vs Agile Frameworks and Agile Methodologies

In this first post in the series, I will provide a very high-level description of some of the approaches that agile project teams are using to improve their processes and results.

I will go into much more detail on the topic of business agility in Part 3 of this series. Broadly, I view agility with an understanding that organizations are human systems of interaction. This means that we make sense of what is going on and get things done with and through other people. A humanistic understanding of business agility points not to a dictionary definition, but to a competence statement:

Agility is your ability to respond effectively to the unexpected and unplanned and quickly turn challenges into opportunities (The Agility Shift, 2015).

The individual, team and organizational capacities required to develop and sustain this competence require continuous attention and are the foundation for the successful implementation of the agile approaches I overview in this post. Rather than think of business agility and agile frameworks and methodologies as separate, they are interdependent.

What is the Difference Between Scrum, Lean, and Design Thinking?

Many agilists (people who embrace agile principles and practices or a specific agile approach) are fond of saying that “there is no agile methodology,” only agile frameworks that provide concepts and guidelines for improved project management and delivery.

In practice, most agile teams settle on and adopt a specific methodology. From here on out, I will refer to these as methodologies, recognizing that each approach is intended as a set of guiding principles and practices that can (and should) be adapted and refined to fit your needs.

Whether you are practicing Scrum (by far the most common agile methodology), Kanban, Crystal, XP or others (see brief descriptions of several methodologies here), agile methodologies share the same goal: to minimize risk and maximize value.

Agile vs. Agility SCRUM

 

Sample Scrum Overview

Agile methodologies, as practiced today, began in manufacturing, were modified in software

Agile software development

The Cycle of Agile Software Development

development, and are now used widely across domains for everything from new product development, marketing, event planning, learning and development, and R & D, to name just a few.

Regardless of the focus, agile methodologies center around rapid prototyping cycles (often called sprints) with each iteration focusing on delivering the highest value aspects of the project for inspection and adaptation.

In close collaboration with the end-user or other key stakeholders, agile teams quickly receive feedback that they use to inform planning and priorities for the next cycle.

 

When You Should Consider an Agile Methodology

Agile methodologies are ideal for complex projects where discoveries are likely to be made at each iteration, and requirements are likely to change as other new information becomes available.

Changing requirements and new learning are why IT projects are now almost exclusively developed using agile today. The exponential growth in agile is due to the realization that any complex project can benefit from an agile approach, such as marketing campaigns, change management, mergers and acquisitions, even family life

 

Critical Success Factors: There is a significant learning curve associated with adopting and implementing an agile methodology. It takes time to build what I call the Three Cs of the Agility Shift: Competence, Capacity, and Confidence. Before embarking on this learning curve, ask yourself:

  • “Do we have the commitment, resources, and patience to progress from novices to experts?”
  • “Do we have leadership buy-in and support?”
  • “Do we understand and have the willingness to make the mindset shift necessary for this new way of working to thrive?”

If the answer is yes to these questions, I highly recommend you and as many of your colleagues as possible start, as I did, by getting your ScrumMaster® Certification or share another immersive learning experience to become familiar with your agile methodology of choice.

 

Lean 

LEAN ManufactoringIn the same eco-system as agile methodologies, Lean approaches are designed to maximize customer value and minimize waste. While most strongly associated with its manufacturing roots,

Lean is also used in service delivery. As its name implies, the goal is to create the leanest, or most cost-effective value chain through experimentation and testing, to discover or refine standardized processes. Organizations from healthcare to consulting are adopting the principles and practices of lean.

 

When You Should Consider Lean

With its focus on cost and waste reduction, as well as efficiency, lean can be particularly useful LEANfor systems and processes that are relatively routine and include many moving parts. 

 

Critical Success Factors: Focusing solely on cost reduction and efficiency at the expense of continuous learning and innovation, which are processes that can be inherently messy. Meeting time and budget goals can lead to something called “technical debt,” a concept rooted in software development that applies more broadly.

It is a “debt” that is incurred when a team chooses an expedient but flawed solution that has to be paid, usually with interest, at a later date when the overlooked problem is even bigger and more expensive to solve.

 

Design Thinking

With many of the characteristics of agile methodology, design thinking, or human-centered design (HCD), might also be worth your consideration. While agile is considered a project management approach, design thinking is geared toward problem framing and solving (or alternatively, opportunity finding and exploiting). The human experience is central in both agile and design thinking.

Agilists often start by understanding the user experience and translating those experiences into user stories which include a statement of a user experience that needs to be improved; while design thinking teams start with empathizing with the person(s) who have the problem they have identified and craft user statements as their starting point to generate innovative solutions.

The most common design thinking framework includes the stages in the graphic below, with the understanding that there is no one right way to execute each phase. Tim Frick and Emily Lonigro, CEOs of their respective Chicago-based digital media companies, Mightybytes and LimeRed, have written an excellent article that details two business examples of how they have applied design thinking and HCD in their businesses. Lest you think design thinking is exclusively for creative businesses, check out how global logistics company UPS regularly applies the approach to identify and solve customer problems, reporting: “We can’t emphasize enough the importance of rapid prototyping, testing with real customers and iterating or even pivoting based on those learnings.”

  

Design Thinking Overview

When You Should Consider Design Thinking

Design Thinking OverviewDesign thinking and HCD are especially useful when you have a complex situation with many stakeholders and need a process to clarify the problem or opportunity by engaging many perspectives. It is also excellent when innovation is your top priority.While not the originators of design thinking (here is an excellent history) IDEO has become a leader in applying and teaching the process for new product and service development as well as for humanizing, simplifying, and solving complex organizational and social issues.

Critical Success Factors: Design thinking is a highly participatory approach, and to do it well, you need to make time and space to engage multiple perspectives, experiences, and voices of those who have or are touched by the issue.

It may be tempting to leapfrog over or truncate this stage in the interest of saving time and money, but doing so will undermine the essence of the process: the humans at the center of HCD. These diverse experiences and perspectives provide valuable insight to spur innovation; they can also disrupt your assumptions about the issue.

Do not start a design thinking process if you are already attached to your preconceived ideas; DO start the process if you are willing to listen and be surprised by what you discover.

Once they have experimented with and adopted agile methodologies in one or more areas and begun realizing the benefits, many organizations begin to scale these approaches across the enterprise. In Part 2 of this series Agile 101: Enterprise Agility Strategies, I overview the most common approaches and pitfalls of enterprise agility.


 

Are You Ready to Make The Agility Shift?


Pamela Meyer, Ph.D., is the author of The Agility Shift: Creating Agile and Effective Leaders, Teams and Organizations. As president of Meyer Agile Innovation, Inc. she is a sought-after keynote speaker and works with agile teams, as well as leaders across industries who need innovative learning and talent development strategies to make the mindset and business shift to compete in a rapidly changing marketplace.

Agile 101 (Part 2 of 3): Enterprise Agility Strategies

Understanding Which Enterprise Agility Strategy Might be Right for Your Organization

Many organizations begin their agile journey by forming agile teams in one or more functional areas, such as IT, marketing, and new product development. When they saw the results of improved time to market, lower cost, and higher employee engagement, they decide to adopt the framework across the enterprise. These enterprise agility initiatives are implemented using a variety of approaches, including Safe® or other customized agile transformation strategies, often branded internally by the organization. I won’t go into each enterprise approach in detail but want to help you distinguish between those that are sometimes used (mistakenly) interchangeably.

To help you begin to explore which approach may be right for your organization, in this second post of my Agile 101 series, I share very brief overviews to distinguish each along with links to fuller descriptions and examples to help you consider if an enterprise agility strategy is right for you.

Agile Transformation

Working model of business: AgileWhile more common in smaller organizations, large enterprises now recognize their urgent need to be more nimble to stay competitive in a rapidly changing marketplace. An increasingly favored strategy is to scale agile methodologies, such as Scrum, across the organization. Businesses, as varied as Ericsson, CapitalOne, and most notably, Amazon, have adopted this approach to improve the speed and quality of the products and services they bring to market. Here are brief descriptions of the most favored approaches.

SAFe® (Scaled Agile Framework) is the most common and fully developed approach to agile transformation, currently being used to some degree or another by 70% of Fortune 100 companies (according to the SAFe® website). With its roots in software development, the goal of the SAFe® approach is to create a Lean enterprise

Digital Transformation: describes the process whereby an organization moves all of its business operations, including people, processes, systems, and customer interactions to technology-based interfaces. For many, but not all, this includes a cloud-based strategy. Disrupters in every sector (think Amazon, Uber/Lyft, even companies like Quicken Loans) are forcing their competitors to adopt digital strategies, as well, if they want to stay competitive.

For a more complete overview and examples of digital transformation, I recommend Clint Boulton’s recent piece for CIO. Digital transformations, while not the same as agile, can certainly benefit from their ability to execute complex projects rapidly, as many organizations are finding. After all, you cannot improve agility using mindsets and approaches designed for another era.

DevOps: In its essence, DevOps is the convergence of Development and Operations and has roots in agile methodologies. The DevOps movement was sparked by software developers’ frustrations. While they were adopting agile methodologies in their teams, they encountered obstacles in actually releasing code and collaborating across organizational silos.

DevOps emerged as a strategy to integrate system-wide structures and processes to ensure that the communication, collaboration, and coordination of agile carried throughout the organization. In this sense, DevOps is a specific type of agile transformation. Atlassian, a leader in large-scale DevOps strategies and systems, has a more in-depth overview on their site. 

When You Should Consider an Enterprise Agility Approach

All approaches to enterprise agility can only thrive with engaged support from leaders throughout the organization who have themselves made the mindset shift necessary for a radical new way of working to take root. These leaders must also recognize the need to foster and sustain an organizational culture that values whole systems thinking, broad transparency, and understands their organization as a human system of interactions, not merely a series of operational transactions. 

Critical Success Factors: Scaling agile transformation requires communication, collaboration, and coordination of stakeholders and contributors across the enterprise, as well as the integration and, often, disruption of well-established systems and processes.

You should only consider a scaled agile approach if you have broad leadership commitment and resources to follow through. This commitment includes embracing the urgent business case for a radical change, along with the acceptance that leaders at all levels of the organization will be asked to make a significant mindset shift that will take them out of their comfort zones.

This shift may impact your leaders’ familiar ways of thinking and working, as well as their roles and even their hard-earned status. To support this formidable transition, organizations such as Ericsson established Centers of Excellence as central hubs to coordinate the transformation, as well as to provide training, coaching, and support across the organization early in their transformation.

At Meyer Agile Innovation, Inc. we are working with clients who, rather than rely on a central hub, are developing Agility Champions throughout the organization to serve as resources, coaches and guides on the side to support individual and team success through their agile transformation.

If your business is operating in a rapidly changing VUCA environment and has the understanding, commitment, resources, and willingness to persevere through a complex process, agile transformation could well be worth your investment.

In my next and final post of this series Agile 101: Developing Agile Leaders, I make a case for and provide an overview of the mindset and cultural shift, as well as the six dynamics of the Agility Shift that are crucial to realizing the results of any agile transformation.


How agile is your Talent Development Strategy?

EQUIP YOUR LEADERS & TEAMS FOR AGILE TRANSFORMATION SUCCESS


Pamela Meyer, Ph.D., is the author of The Agility Shift: Creating Agile and Effective Leaders, Teams and Organizations. As president of Meyer Agile Innovation, she is a sought-after keynote speaker and works with leaders and teams across industries who need innovative learning and talent development strategies to make the mindset and business shift to compete in a rapidly changing marketplace.

 

Agile 101 (Part 3 of 3): Developing and Sustaining Agile Leaders

Agile 101 (Part 3 of 3): Developing and Sustaining Agile Leaders

Developing and Sustaining Agile Leaders, Teams, and Organizations

In Part One [insert link] I shared the inspiration for this three-part series. In a nutshell, this series is for anyone whose organization has made agility a top strategic priority. This includes, but is not limited to, companies that are adopting agile methodologies at the team level, are starting to scale agile across the enterprise (see Part Two of this series), or have more broadly understood that business agility is critical to staying competitive in a rapidly changing world. This final post is for you if your organization fits any of these categories, and you want to assure that your investment in business agility delivers the results you seek.

“Where Should We Start?”

The question above is the first one leaders ask after committing to being more agile. Of course, before we can answer that question, we must agree on what are we talking about when we talk about agility?

Broadly, I describe agility as your ability to respond effectively to the unexpected and unplanned and quickly turn challenges into opportunities.

This is not a dictionary definition but a performance statement. The leaders I work with don’t need to know what agility looks like on paper; they need to know what it looks like in action.

The goal of any agile initiative is not agility itself, but sustained performance through both stable and volatile conditions.

To consistently achieve this level of performance, the organizations I have researched and work with consistently attend to each of the six dynamics of the Agility Shift. To fully understand each dynamic and how to bring it to life in your organization, I direct you to my book, The Agility Shift: Creating Agile Leaders, Teams and Organizations, as well as my website for additional resources. Below is a brief introduction to each of the dynamics:

Relational Web

Relational Web: The network of skills, knowledge, talent, and resources that you need to be able to tap at a moment’s notice when things don’t go as planned or a new opportunity emerges. 

Relevant: The ability to understand current trends, customer and workforce needs, and adapt to stay relevant to and competitive in the market. 

Responsive: The ability to respond in a timely and effective way to unexpected and unplanned challenges and opportunities.

Resilient: The ability to quickly regroup when things don’t go as planned.

Resourceful: The ability to make optimal and innovative use of available resources.

Reflective: The ability to learn the lessons from experience and thoughtfully apply those lessons to new and emerging situations. 

Agility and Agile methodologies are certainly not mutually exclusive. You don’t need to adopt a specific agile methodology to improve your leadership, team, or organizational agility. Yet, adopting an agile methodology without attending to the necessary mindset, culture, and practice shifts will not yield the hoped-for results, especially over the long haul.

Making the Mindset and Culture Shift So Agility Can Thrive

Now that we have a shared understanding of agility and the six dynamics necessary to sustain it, we must understand and make (and continue to make) the mindset and culture shift required to thrive in this radical (for many) new ways of working.

A recent joint global survey by Forbes Insights and the Scrum Alliance of 1,000 C-suite executives across industries that found 83% of respondents cite an agile mindset/flexibility as the most essential characteristic of today’s C-suite (2018).

At its core, an agile mindset and culture value learning and change over planning and control.

In my research of more than 1,500 leaders at all levels of business and industry, an agile mindset is tightly linked to two key aspects of agility: Responsiveness and Resourcefulness.

Responsive and Resourceful

In particular, the ability to quickly turn challenges into opportunities and look for opportunities in the midst of change are strongly connected to Agility Shift Inventory-takers’ ability to be responsive and resourceful. These mindset attributes also strongly differentiate the most agile from the least agile respondents in the Agility Shift Inventory

Reinforcing our research, when Nigel Davies at Forbes interviewed several leaders about the pitfalls of adopting agile, he also found that mindset was a common challenge.

For example, Christopher McFarlane, an agile project manager for Walmart Canada, shared with him, “instilling an agile mindset internally is one of the hardest things about the transition.” Successfully building an agile organization is also an endurance sport, says David Fort, managing director at Haines Watts Manchester, “Being an agile business isn’t a start-stop scenario, it’s a constant shift in culture and balance that has to be regularly revisited. If you stop running as an agile business, you’re likely to seize up. The real challenge is ensuring the agility is fresh, and the team members are focused on being agile.” (Davies, 2019)

Adding urgency to the need to attend to the leadership mindset is that many organizations are not yet seeing the expected returns of their formidable investments in agility because leaders underestimated the mindset and cultural shift that would be required for a successful transformation.

Mindset and culture are directly linked. Mindset influences thinking; thinking influences our actions; culture is created through repeated patterns of thinking and acting.

Version One’s survey of 1,319 leaders in organizations ranging from less than 1,000 employees to greater than 20,000 found that the top challenge in a successful agile transformation is that their current culture is at odds with the degree of communication, collaboration, self-organization and continuous learning that is at the heart of agile practices. Coming in a close second is an overarching organizational resistance to change (13th Annual State of Agile Report, 2018).

There is good news, however. The Forbes Insights and the Scrum Alliance report cited earlier also found that those organizations that were realizing results from their adoption of agile practices also reported strong cultural alignment, while those that were not yet seeing a return cited organizational culture as the impediment (2018). Leaders have a significant influence over the success or failure of agile initiatives as they set the tone, model, and reinforce the underlying beliefs, values, and behaviors that make up their organizational cultures. 

This growing body of evidence all points in the same direction: any organization that makes agility a top strategic priority, must also prioritize learning and talent development strategies that support the critical mindset and behavioral shifts necessary to achieve the results of these investments.  

Our work in recent years with companies like T-Mobile (see case story and webinar) demonstrates the power of engaging leaders across the enterprise in high-content, high engagement learning, and development experiences and has yielded exciting results. In addition to high net-promoter scores, showing initial enthusiasm, a rigorous analysis of how learning is being applied across the organization is demonstrating significant business value. If an organization like T-Mobile, operating in an extremely competitive environment and through years-long uncertainty of a possible merger can sustain results, your organization can, too. 

Supporting Your Organization’s Agility Shift Through Learning and Talent Development

Just like reaching your health and fitness goals, developing and sustaining business agility, is not a one-time endeavor but a commitment to a new way of life. Fitness experts have found that the secret to sustained success is consistency and variety. The same is true for your organization’s leadership, team, and organizational agility.

Making the Agility Shift

Making the Agility Shift

Attaining a consistent practice for agility requires an approach that includes enough variety to keep your workforce stretching and growing. The strategies we have found most impactful put the mindset shift in the center and build the Three Cs of The Agility Shift: Competence, Capacity, and Confidence. Consistent and innovative learning and development approaches in each of these areas reinforce a culture in which agile thinking and behavior can thrive.

 

Scalable Talent Development Approaches for Agile Leaders, Teams, and Organizations

One of the challenges in supporting organization-wide agility initiatives is providing meaningful and impactful learning opportunities across the enterprise. Whether led by your in-house training team or outside contractors, you are likely constrained by budget, available time (both training professionals’ and employees’ available time), as well as personnel.

We use several highly adaptable strategies to help our clients overcome these barriers:

  • Human Resource Strategies: To ensure an integrated approach across the organization, we often work with HR and Talent Development leaders. Aligning staffing, talent development, performance appraisal, and coaching with agile organizational goals helps assure that you are building a workplace culture in which agility can thrive. 
  • Train-the-Trainer: We work with in-house learning and development professionals to train and certify them in customizable modules that they can then use to lead sessions for leaders at all levels of the organization. We provide an Agility Shift Facilitator Guide and participant materials. This approach offers the most flexible and comprehensive approach for building and sustaining an agile workforce.
  • Agility Champion Training: In this immersive training session, we help designated Agility Champions throughout the organization learn the foundational concepts and best practices of team and leadership agility, while building their competence, capacity and confidence as an agility resource person, coach and activity facilitator. Agility Champions are also trained on and given access to a series of micro-learning resources and Take it to Your Team activities they can use to support continuous leadership and team development. 
  • Agility Lab Micro-learning Resources: Many managers and agile team leaders like to integrate our range of micro-learning resources and guided activities to support team engagement, innovation, and performance. These resources can be used one-on-one or to kick-off a meeting, planning session or integrated into a retrospective.
  • Agility Assessment: Often, the biggest challenge in making the Agility Shift is the mindset shift and understanding how that mindset shift translates into new habits in each of the six dynamics of the agility shift. The Agility Shift Inventory (ASI) helps individuals and teams discover where their greatest strengths and opportunities lie and so that they invest their time and resources for maximum impact.
  • Coaching: Because agile ways of thinking and working represent a significant shift for most leaders and team members, we provide individualized coaching to help contributors make their own agility shift so they can ensure their teams and the organization realize results from their agile initiatives.
  • Leadership Development: An agile leader is anyone who spots a challenge or opportunity and effectively responds. Now more than ever, organizations need agile leaders at all levels of the business who can lead effectively in the midst of rapid change and uncertainty. Your current and emerging leaders need to be able to consistently model and inspire others to make the Agility Shift.
  • Team Development: Agile organizations are team-centric and increasingly networked. The best investment you can make is in team success, whether or not you are adopting agile methodologies, teams need to be able to effectively innovate and adapt, as well as communicate, collaborate and coordinate resources. We help teams build their agility competence through high-content, high-engagement development days that integrate reflection and action planning based on the results of their Team Agility Shift Inventory.
  • Customized Solutions: There is no one-size-fits-all solution for any organization. Your business priorities, leadership commitment, environment, and available resources all dictate which strategy is best for you. We work with organizations to determine the approach that will be most effective and sustainable to improve performance.

When You Should Consider an Agile Learning and Talent Development Approach

The good news is that building your organization’s overall competence, capacity, and confidence in agility is compatible with overall organizational agility objectives and each of the agile methodologies and agile transformation approaches described in this blog series. Not only is it compatible, but it is essential that you provide engaging and motivating development opportunities and help your leaders and teams make and sustain the necessary mindset and practical shift required to deliver results. Because we, as humans, are hard-wired to scan our environments for threats (read changes and disruptions) and avoid or resist them at all costs, we need new and continuous practices to help us make the intentional shifts to help us maximize each new disruption and opportunity. Whichever approach you choose, you need to have a strategy that helps your human system of interactions engage with and deliver the positive benefits and outcomes of your agility shift.


Which learning and development approach is right for you?

SCHEDULE TIME WITH PAMELA MEYER TO FIND OUT

 


Pamela Meyer, Ph.D. is the author of The Agility Shift: Creating Agile and Effective Leaders, Teams and Organizations. She is a sought-after keynote speaker and works with leaders and teams across industries who need innovative learning and talent development strategies to make the mindset and business shift to compete in a rapidly changing marketplace.

Additional References

13th Annual State of Agile Report. (2018). Retrieved from https://www.stateofagile.com/

Davies, N. (2019). Agile Deserves The Hype, But It Can Also Fail: How To Avoid The Pitfalls. Forbes. Retrieved from Forbes website: https://www.forbes.com/sites/nigeldavies/2019/07/02/agile-deserves-the-hype-but-it-can-also-fail-how-to-avoid-the-pitfalls/#c9ced757a0cf

How Agile and DevOps enable digital readiness and transformation. (2018). Hampshire, UK: Freeform Dynamics.

The Elusive Agile Enterprise: How the Right Leadership Mindset, Workforce and Culture Can Transform Your Organization. Jersey City, NJ: Forbes Insights and the Scrum Alliance (2018). Retrieved from: https://www.scrumalliance.org/ScrumRedesignDEVSite/media/Forbes-Media/ScrumAlliance_REPORT_FINAL-WEB.pdf

Schwartz, J., Collins, L., Stockton, H., Wagner, D., & Walsh, B. (2017). Rewriting the Rules for the Digital Age: 2017 Deloitte Human Capital Trends. Retrieved from: https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/hc-2017-global-human-capital-trends-gx.pdf

 

 

Developing Agile Employees Who Can Thrive in the Age of VUCA

Developing Agile Employees in the Age of VUCAWritten by Pamela Meyer, PhD

By now VUCA is common language for the Volatility, Uncertainty, Complexity, and Ambiguity of business. The term originated at the US Army War College to describe the changing conditions on the battlefield, and its wider usage now serves as a call to action for all those who wish to be more agile and effective in an increasingly complex global world.

How should we prepare the workforce?

It would be a mistake to lump all aspects of VUCA together, as volatility calls for a different response than ambiguity. Yet, when it comes to developing employees who perform effectively in the midst of the unplanned and unexpected, there is a universal need to shift the way we prepare the workforce.

Most employee development strategies assume a stable future and that the skills and knowledge learned today can be readily applied to tomorrow’s conditions. VUCA challenges those assumptions and urgently calls for new approaches and strategies to develop employees at all levels of the organization who can learn and adapt in changing contexts—in other words, employees who are not only agile but are learning agile. Recent research on learning agility, as well as lessons from those preparing for such diverse roles as those on SWAT teams; and improv troupes, can guide us in developing a more agile workforce.

Rather than develop competence and confidence to execute a set plan or follow a script, agile individuals train to be effective in the midst of the unexpected and unplanned developments and are prepared to adjust in rapidly changing conditions. For most businesses and their employees, this represents a significant shift, one I have come to call the Agility Shift. It begins with a shift in mindset and follows through to a shift in how employees make decisions and the actions they take.

 

The Agility Shift

For film crews, SWAT, and improv teams very little of their ability to think on their feet comes from classroom training or their formal Agile Employeescredentials. They develop their agility competence and confidence in hands-on and often high-stakes situations. Similarly, helping employees develop their agility competence and confidence requires a shift away from traditional approaches that rely primarily on pre-planned curricula, delivered via a range of onsite or online channels toward more informal learning strategies, where 70-90% of workplace learning takes place (Kim, Hagedorn, and Collins et al., 2001).

Below I highlight six of the most impactful shifts you and your learning and talent development team can make below:

1. Shift From Planning to Preparing

Most business schools and training programs are effective in helping people analyze data, develop and execute a plan. They are less successful in helping them quickly turn unexpected challenges into opportunities, or improvise with available resources. VUCA conditions require a shift away from an over-reliance on the plan, to one that focuses on preparing employees to think on their feet and be confident in their ability to respond to the unexpected.

Improvisers don’t rehearse, because of course, there is nothing to re-hear, but they do regularly get together to workout by playing games and improvising new scenes. SWAT teams similarly prepare for hundreds of scenarios, which not only expands their repertoire of responses but also their individual and team confidence when they encounter the completely unexpected.

2. Shift From Information to Interactions

In my work with organizations, I discovered that the agility shift also requires employees who can quickly tap their web of relationships and resources, or their “Relational Web,” to respond to new challenges and opportunities. Information is, of course, still valuable; its value, however, is realized through the interactions between and among employees as they make sense of what is happening, and then decide, and take action based on their sense-making. Researchers Beckey and Okhuysen’s study of film crews shows the value of the Relational Web, which includes awareness of available resources, a social-professional network, as well as past experience. On a film shoot, time is money. With hundreds of variables on any given day, from the weather to equipment failure to illness, everyone on the crew must be prepared to adapt, switch roles, and make optimal use of available resources. The time to discover and build this Relational Web is not in the midst of a crisis but through their day-to-day interactions.

3. Shift From Command and Control to Communication, Coordination, and Collaboration

This third component of the agility shift has significant implications for employee development, and even organizational structure. Agile teams and organizations do not miss opportunities or slow their response time because they are waiting for approval, or waiting for someone with the correct job description to become available. Like their improvising counterparts in the theater, they communicate, coordinate and collaborate in the present moment. This means shifting the focus of employee development from narrowly defined skills and knowledge to creating what IT consultant Scott Ambler calls “generalizing specialists” (2014) who can communicate, collaborate, and coordinate whenever and with whomever to respond to unpredictable challenges and opportunities as they arise.

4. Share Responsibility for Learning and Agile Employee Development

In addition to the mindset and strategy shift described above, the agility shift also requires that the responsibility for learning and Agile Employeesemployee development be shared across organizational roles, especially by the employees themselves. This means helping employees become more learning agile. Just as healthy people don’t abdicate responsibility for their wellness because they have access to doctors, we don’t want our employees to give up responsibility for their learning and growth because the company offers training resources.

Learning agile employees take responsibility for their own learning. They are not only effective at thinking on their feet, but they are also able to quickly tap their prior experience to be successful in new and unfamiliar situations. This ability first gained the attention of Morgan McCall, Michael Lombardo, and Ann Morrison in the late 80s when they studied the significant learning experiences of more than 190 executives. They found that the key to success within a complex organization was the ability to manage something new without having to master it first (McCall, Morgan, and Lombardo, 1988). Learning agility is now widely cited as a critical success factor for long-term leadership success (De Meuse, Dai, and Hallenbeck, 2010).

5. Shift From Formal to Informal Development Strategies

Coach employees to seek out stretch opportunities. Studies of successful executives highlight the value of taking on new roles that stretch employees outside of their comfort zone. These can include expanded responsibilities, a broader scope of current responsibilities (e.g., from managing a team to a full department, or a distributed global team) and/or working in a new culture.

6. Shift From Planning and Analysis to Rapid Prototyping

You don’t need to be a software developer to experiment with some of the concepts of agile methodology. Many organizations, such as Ericsson, are using lessons from agile methodologies throughout their organization to shorten product development time and increase profits.

Rather than develop a detailed plan up front, agile developers collaborate with their customers (who may be internal) to agree on the objectives and prioritize product features. They then move into action in short work cycles to get working versions of the product (idea, project) into the hands of the customer or end-user as soon as possible to test, setting in motion an action-feedback cycle that greatly reduces the implementation time.

Shifting your employee development strategies must include a shift in how and what you recognize and reward. The best success indicator for the agile employee is not only whether or not they meet their sales goals or implemented the strategic plan effectively, but it is also how effective they are when things didn’t go as planned, or when they are thrown into a new situation with little or no preparation. By including indicators of agile performance in your evaluation and recognition programs, you will reinforce the mindset and behavior shift needed for success in a VUCA world.

The ideas in this article are adapted from my latest book The Agility Shift: Creating Agile Leaders, Teams and Organizations.

 

Ambler, Scott W. (2014). Generalizing specialists: Improving your IT career skills. Agile Modeling. Retrieved November 19, 2014, 2014, from http://agilemodeling.com/essays/generalizingSpecialists.htm

Bennett, Nathan, & Lemoine, G. James. (2014). What VUCA really means for you. Harvard Business Review, 92(1/2), 27.

De Meuse, Kenneth P., Dai, Guangrong, & Hallenbeck, George S. (2010). Learning agility: A construct whose time has come. Consulting Psychology Journal: Practice and Research, 62(2), 119-130. doi: 10.1037/a0019988

Kim, K., Hagedorn, Collins, Williamson, J., & Chapman, C. (2004). Participation in Adult Education and Lifelong Learning: 2000–01. Washington, D.C.: U.S. Department of Education, National Center for Education Statistics.

McCall, Morgan W., Lombardo, Michael M., & Morrison, Ann M. (1988). Lessons of experience: How successful executives develop on the job. Lexington, MA: Lexington Books.

Mitchinson, Adam, & Morris, Robert (2012). Learning about learning agility. Greensboro, NC: Center for Creative Leadership, Teachers College Columbia University.

Tap the Agile Power of Your Relational Web

Tap the Agile Power of Your Relational Web

By Pamela Meyer, PhD with contributions from Nick Freiling, Director of PeopleFish

Over the past two years, we have collected and analyzed almost 1,000 Agility Shift Inventories (ASI) from people working in organizations large and small, across industries and nations. Each individual who takes the ASI receives a snapshot of their current agility capacity and opportunities, based on their answers. They also receive our complimentary Agility Shift Catalyst and Conversation Guide, that provides a series of reflective questions and action steps to help them begin to make their own individual agility shift.

While individuals are using their results to expand their own agility competence, capacity and confidence, we have been aggregating and analyzing the anonymized results looking for additional trends and actionable insights to help our clients reach their business goals.

Our Surprising/Not so Surprising Finding

One of the first things that caught our attention was how significant a role an individual’s Relational Web plays as a predictor of their overall agility. If you are new to the six dynamics of The Agility Shift, the Relational Web is your web of skills, knowledge, talent, and resources that you need to be able to tap at a moment’s notice when things don’t go as planned or when a new opportunity emerges.

Understanding the Dynamics of Your Relational Web

The Relational Web is woven into each of the other five dynamics of agility and is at the center of the Agility Shift model, for a reason. All of my prior research and experience helping organizations become more agile and innovative showed a link between the size and diversity of the Relational Web to individuals, teams and the entire organization’s ability to be agile.

We were surprised and excited by additional correlations we found between an individual’s Relational Web and other agility-enhancing behaviors. For example, those who report intentionally making and building connections that expand their Relational Web are also significantly more likely to practice other key behaviors linked to overall agility. These include evaluating the diversity of relationships to ensure access to multiple perspectives, effectively making sense and meaning of what is happening when things don’t go as planned, and intentionally becoming aware of new resources in the environment.

The graphic below highlights some of the most interesting and actionable correlations.

These findings align with other recent research, such as the Google study of 180 of their teams, in which they found that the most successful teams had leaders with the largest and most diverse social networks (one aspect of the Relational Web). These leaders were also intentional about making and building their connections by doing things like regularly rotating who they ate lunch with.

We have long known of the importance of networking for career success. Our latest findings highlight the value of consistently and intentionally weaving a dynamic Relational Web for sustained agility.

So What? Turning Insight into Action

Whether you are a sole practitioner, individual contributor, or a leader with hundreds of reports there are things you can do to turn these latest insights into positive action:

Expand your awareness and access to available resources. Attend (or organize) meet and greets for new colleagues. Learn about emerging technologies or other relevant developments in your environment.

Build meaningful connections with other people. This goes beyond sending and accepting LinkedIn invites. It means understanding the value of building connections that are founded on more than their transactional or operational value.

Participate in informal networks and affinity groups. Whether in a focused Community of Practice or simply a community, you can connect and build relationships and share resources with others who share your passion for continuous growth and learning.

Review your on-boarding experience with the RW in mind—does it help people discover who does what, become familiar with available resources, build relationships?

Seek and provide opportunities to expand your/your employees Relational Web and organize/participate in:

  • Volunteer projects
  • Job shadowing/mentoring programs
  • Recreational activities
  • Off-sites
  • Industry, vendor or practice-area conferences
  • Lunch & Learns

In coming weeks, I will share more actionable insights from our research. In the meantime, I invite you to inventory your own agility capacity by setting aside a few minutes to take the complimentary Agility Shift Inventory.

We have also developed a Team version of the ASI designed to give your entire team or department actionable insights for building on their strengths to improve agility and overall business results. Our clients find this resource particularly valuable to jumpstart agility, or to help their team lay the foundation for success whether they are adopting agile project management methodology, or simply wanting to improve overall success. Click here to learn more about the Team ASI, or contact us here.

How Fit is Your Business? Part 5: Endurance

How Fit is Your Business? Part 5: Endurance

Endurance, the final of the five fitness indicators in the “How Fit is Your Business?” metaphor is a measure of sustained success, perseverance, and resilience.

Have you built systems, processes and a culture that supports sustained success?

Earlier this year many of us in North America were treated to a full out deep freeze, followed by the bomb cyclone hitting the east coast. This and my own love (and I know I am in the minority here) of winter weather has me thinking a lot about “hardiness”. Something I admire about my fellow winter sports enthusiasts is their consistent, good natured heartiness. They inspire me and in my own quest to emulate them, I came across some research on “endurance work,” which is an academic term that closely parallels heartiness, and is “defined as the ability to keep going (physically and mentally) in the face of pain, discomfort and suffering, including as a celebrated cultural practice in endurance sports such as triathlon and distance running”  (Allen-Collinson, Crust, & Swann, 2017, p. 4).

How to Be Hardy. In their study of the endurance work of high altitude mountaineers, the authors found that their participants drew on their past lived experiences of pushing past their pain and exhaustion (their embodied experience), as well as an ability to make intentional cognitive choices to push on by thinking about all they had invested in their goal and the goal itself (in this case, summiting). This is the intentional practice of endurance work and “Mountaineers must learn how to interpret sensations in order to render them meaningful, before responding to them” (Allen-Collinson, Crust, & Swann, p. 8). 

When Not to Endure. Like all guiding principles, endurance is not an absolute. Experienced climbers also know when “not to endure”. In fact, it is key to their survival. They learn to assess their bodies and the external conditions, as well as their fellow climbers to know when pushing on would be too risky—either for themselves or their fellow climbers. All too often leaders and their businesses fail because they could not adapt their goal based on new information or discoveries.

Endurance is intentional work. Yes, it requires mental toughness, but also mindful presence and the ability to fully experience and interpret subtle cues from our bodies and environment. Endurance also demands the ability to draw on past experiences of times when we forged ahead and pushed beyond previous limits, and our ability to refocus on our value and meaning in reaching our goals. Without a clear purpose, it is difficult to forge ahead when you encounter formidable challenges and obstacles.

Lessons for Leading Agile Teams

Leaders of agile teams must develop the capacity for endurance work, as well, and know when to push their teams to new levels, and when to make adjustments. They must be able to quickly assess whether or not the project pace is sustainable. If it is not, they likely need to adjust by either adding more people to the team or dialing back the amount of work they are attempting to accomplish during each work cycle or sprint.

  • How do you and your team assess your current capacity for endurance?
  • What indicators do you monitor that signal your need to adapt and adjust your team(s), workload and/or workforce?

Athletes know that their quest for success cannot lead to burnout, though all too often organizational leaders overlook their team’s capacity to endure. Ignore it at your peril. Attending and attuning to our individual and team endurance and the practices that can sustain it is a critical dimension of organizational fitness. 

Turn Challenges into Opportunities 

I have written about my passion for amateur alpine ski racing and some of the agility lessons I have learned out on the slopes. On some of the coldest days, including a day in January

Enduring sub-zero temps on race day

when the wind chill hovered between 10-15 degrees below zero Fahrenheit, I’ll admit that I was tempted to hunker down and stay cozy. And yet, I had signed up for two days of racing in Wisconsin. In the spirit of practicing what I preach and turning challenges into opportunities, I got out there and used it as an opportunity to work on my own heartiness.

The author sporting the spoils of endurance

I’m not suggesting winter sports are for everyone, however, I am challenging you to think about how you can develop your own and your team’s endurance and heartiness.

What practices do you, or could you, experiment with to enhance your ability to “keep going.”?

#MondayMotivation – Keeping Your Team Agile in the Fourth Quarter

#MondayMotivation – Keeping Your Team Agile in the Fourth Quarter

 #MondayMotivation two tiny little words that really hit home on a morning in December. With 4th quarter coming to a close the year’s end is certainly not all holiday parties and gift exchanges. For many of us, it means motivating our team to work long hours, reviewing a year’s worth of data, and creating plans for the year ahead.

 

How do we stay motivated to get the job done with pine scented, green and red distractions on every corner?

One way is to spend time thinking about what your team or business has done well over the last year. Create a list of strengths and achievements, and make time to celebrate and brainstorm how you can build on your success. Want more ideas?  Try downloading one of my favorite agile team meeting activities.

 

The new year is a great time for team development.

When planning for next year, consider agile teams can learn, adapt, and innovate in the midst of change all while using their available resources. How responsive is your team? How prepared are they to handle the uncertainty and or complexities of the New Year?

As you begin to answer these questions, consider there is now compelling research to support the business case for making agility a strategic priority for organizations across a diverse range of industries and roles. 

How Do We Grow Agility?  

  • Continuous Learning   Assessment and often re-assessment will provide your team with regular information and the time to regroup and adjust.
  • Fluid Communication –  Open channels of communication across all job functions and levels of authority.
  • All In Context –  Create an environment where teams feel empowered to respond in the moment.

To learn more read my blog Three Lessons From (and for) Agile Teams or reach out via the contact form below.

Now Accepting 2018 Engagements.  Book by December 29 to assure 2017 fees! 

Meyer Creativity Associates designs and delivers custom programs to develop your workgroup, department, or entire organization’s competence, capacity and confidence for innovating, learning and positively responding to change.  

          Our list of services and approaches includes:

Contact Pamela About Working With/Speaking to Your Team?

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Give the Gift of Agility

Give the Gift of Agility

There can be no doubt, the holiday season is upon us! I’m certain that many of you, like myself, are currently sorting through a barrage of shopping bags and cyber sales, and like me, you find yourself in search of a meaningful gift for each person on your list.

After a year of great work, I particularly enjoy recognizing colleagues, mentees and team members with a token of my appreciation. I’ve found gift cards, customized coffee mugs and stylish office supplies were appreciated (if only for the thought), but having worked with many colleagues for years, I sometimes needed a fresh idea.  This year I’ve been thinking about ways to give the gift of agility.

Here are four ideas that might fit the bill for your colleagues and team members:


Give a Stretch Experience

Offer to cover the cost of a stretch experience up to a set amount. The only guideline being that it offers a chance for your team members to venture beyond their routine and do something that scares them.  Afterward have them share their experience and lessons learned with the rest of the team.

 

 

Give Improvisation  

Improv classes are a great way to help people out of their comfort zones. While having fun and building their confidence your team will expand their ability to think and collaborate on their feet. In the Chicago area, check out the Training Center at CSz Chicago http://www.cszchicago.com/training-center/, or many other great options near you.

 

Give The Agility Shift to Your Team

Share a book on business Agility that you’ve enjoyed. Your colleagues and team members will appreciate you sharing a book that has impacted your own professional development. Don’t stop there, everyone loves a party; include an invitation to your first Agile Book Club gathering. Bringing the team together for a book and/or journal club is a great way to build community, generate ideas and reinforce a culture of collaboration and resource sharing. I can recommend reading The Agility Shift as a fun and engaging way to kick off the series! http://pamela-meyer.com

 

Give the Gift of Giving Back 

One of the most rewarding ways to give is when you see the immediate impact of your gift in your community in a way that reinforces your values. This year Meyer Creativity Associates is supporting the values of innovation, arts and youth education with a donation to The Albany Park Theater Project. If you already have a relationship with a non-profit or community organization, identify their current needs and organize a gift to help them meet those needs. Better yet, organize a volunteer day or afternoon to support the organization as a team. Not sure how to find the right fit? You can identify a volunteer opportunity in the Chicago area by checking out https://www.chicagocares.org or find an opportunity anywhere in the US at https://www.volunteermatch.org.

What gifts are you giving this year to recognize your colleagues’?

How to Help Your Team (and Yourself) Be More Agile

Reposted with Permission From the October 10, 2016 IBM Social Business Spotlight Blog by Pamela Meyer

While major corporations such as AT&T are recognizing the need to create a more agile workforce1, most continue to rely on strategies designed for the mythical stable, knowable future. Whether you are leading or a member of a software development team, developing and executing your company’s sales and marketing strategy, or working in any number of high-stakes, rapidly changing contexts, you know that your success in the moment is likely not going to be based on the finer points of your strategic plan, or even the day’s to-do list. It is also nearly certain that when the unexpected hits, your success is not going to come from something you learned in business school or other formal training program.

Despite evidence that up to 90 percent of executive action is ad hoc2, most training programs and businesses are doing a dismal job preparing their workforce to be effective in an increasingly VUCA (Volatile, Uncertain, Complex, Ambiguous) environment. Two outdated approaches are impeding organizations’ ability to create a more agile workforce, and in turn—your ability to help yourself and your team be more agile:

1) Most business school and workplace learning approaches disproportionately focus on aspects of the business that (in theory) can be controlled, which leads to an overemphasis on planning and analysis, and role-specific skill and knowledge development.

2) Most approaches to workplace learning, whether delivered at the university or at the workplace itself, are based on the assumption that information shared and skills developed in the classroom (on-ground or virtual) will be readily transferred to the complex and uncertain environment of the workplace and world of business.

The problem with these assumptions is borne out by the disheartening 10 percent of learning transfer from training room to the workplace3. Why the low transfer rates? Most learning approaches do not take into account the level of complexity required to access and translate prior learning and apply it in new and often unfamiliar contexts, let alone create opportunities for learners to develop their agility competence, capacity and confidence.

Developing the Agile Team

If you truly want to develop your and your team’s overall agility, rather than teaching new skills and knowledge with the assumption they will be applied in a known, stable context, you must seek and provide opportunities to experience situations that demand adaptive responses. This means experiences where you and your team not only need to find and frame the issue or opportunity, but also to then generate novel approaches using available resources. I am not talking about canned training activities where you work to solve a pre-defined problem (solve a puzzle, build a tower, etc.), but ill-defined, high-stakes scenarios and activities with real or almost-real-life consequences.

Such activities, whether experienced in the safety of formal training or encountered on the job, also help team members develop their capacity for learning agility. In recent years researchers have identified learning agility as the single most critical success factor for long-term career success, as well as for organizational results. Defined variously as the ability to “learn and adapt in changing contexts,”4 and “the willingness and ability to learn from experience, and subsequently apply that learning to perform successfully under new or first-time conditions,”5 learning agility is the key to success when things don’t go as planned and when new, unexpected opportunities arise. In other words, learning agility is the key to business success.

Learning-agile people and teams are better able to adapt when asked to switch roles, work in a new culture, expand the scope or complexity of their responsibilities, lead a new initiative, learn lessons from experience after a set-back and use them to guide their future success, and innovate with limited resources.

Critical Success Factors: Intentionality and Responsibility

When you make your own and your team’s agility your top priority, you must make opportunities to develop learning agility the core of your talent development and management strategies. This responsibility is not something to pass off to your HR department or Training and Development Team. In the agile organization, everyone is a learning leader. Those formally charged with people development in your organization, if you are lucky enough to have them, can be excellent partners for you, and ultimately, you are responsible for developing your own and your team’s agility capability.

In practice, this means being intentional in your agile practices and taking responsibility for your own learning, while encouraging your team members to do the same. Here are just a few best practices that companies I work with are adopting with excellent results:

  • Seek out and provide new and unfamiliar opportunities that require new learning, innovation and adaptation.
  • Practice high stakes “What, if . . .” scenarios that require your team to rapidly come up with alternative strategies and resources, in order to maintain business operations in the midst of a disruption or quickly capitalize on a new opportunity.
  • Intentionally expand, diversify and strengthen your Relational Web of skills, knowledge, talent and resources so that you have access to them when the unexpected happens.

Taking the time to be intentional and responsible for agility and to develop learning agility is well worth the investment. Studies show that adopting best practices such as these, as well as others borrowed from agile project teams, can increase your productivity as much as 38 percent.6 Even if you and your team realized a only fraction of these results, wouldn’t it be worth it?


1. Hardy, Q. (February 13, 2016) “Gearing Up for the Cloud, AT&T Tells Its Workers: Adapt, or Else.” New York Times. Retrieved from http://www.nytimes.com/2016/02/14/technology/gearing-up-for-the-cloud-att-tells-its-workers-adapt-or-else.html?_r=0
2. Mintzberg, H. (1973) The nature of managerial work. New York: Harper & Row.; Moorman, C., & Miner, A. S. (1998) The convergence of planning and execution: Improvisation in new product development. Journal of Marketing, 62(3), 1—20.
3. Brinkerhoff, R. O. (2005) The Success Case Method: A Strategic Evaluation Approach to Increasing the Value and Effect of Training. Advances in Developing Human Resources, 7(1), 86-101. doi:10.1177/1523422304272172
4. Mitchinson, A., & Morris, R. (2012) Learning about learning agility.
5. Lombardo, M. M., & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39, 321-330.
6. Salesforce.com. (2010) White Paper: Transforming your organization to agile. Retrieved from https://developer.salesforce.com/page/Transforming_Your_Organization_to_Agile

Giving (and Receiving) the Gift of Agility

This holiday season as you begin to transition from the year that is wrapping up to the shiny new one that is about to begin, you will likely be making time for celebration. Hopefully you are also making some time for reflection, regrouping, restoration and re-energizing.

In the spirit of the season and all of the above activities, I offer you a few gifts you may want to consider giving to yourself and others. Each will go a long way in helping you and your friends, colleagues and loved ones stay agile and energized in your life and work:

  • Give the gift of a new experience or adventure. It might be as simple as a membership to the local art museum, botanical garden, experimental theater company
  • Or as grand as a hot air balloon ride, cross-cultural travel, or an outdoor adventure

Give the Gift of Adventure

  • Write a note of appreciation highlighting the ways your colleagues responded to the unexpected and unplanned or turned a challenge into an opportunity.

Give the Gift of Appreciation

  • Give the gift of an invitation to participate in a new volunteer experience that is aligned with your shared values

Give the Gift of a Volunteering

  • Give the gift of self care: a spa treatment, 10-pack yoga class card, gym membership

 

Give the Gift of Self Care

  • Give the gift of time and resources to:
    • join or form a community of practice
    • attend a conference or professional development opportunity
    • develop a new idea, business relationship, product or service prototype

 

These are just a few ideas to get your creative wheels turning. However you choose to celebrate and co-create the season and the year ahead, remember like fitness, your ability to stay agile and engaged requires the gift of your continuous and generous attention.