As I experience more and more situations or challenges that face corporations, teams and individuals alike, the one true common denominator is “the human dimension”.
Take your pic, organizations today are struggling with many facets of their workforce and most of them are being handled by their HR departments. The elements are engagement, loyalty, compensation, happiness, diversity and many more.
Whether you are facing a new adoption of scrum or simply dealing with ever changing conditions with your current implementation, the constant “rule” is having to engage in the change cycle and our human ability to absorb it.
Too many times organizations rush into restructuring, be it from a process or people perspective. I have become particularly fond of an expression these days, that of “you must first slow down before going fast”. This speaks to our ability to be patient and assess our surroundings while being transparent about our objectives, as an organization, to what matters most i.e. the very people that make our product(s). Technology is a beautiful thing, bonus being that it has no feelings and opinions, it therefore does not require peace of mind to sleep at night :P.
That said, often the concern about organizing teams or department structure is heavily coupled to technology or how it should be built. The human dimension of that is found in the lack of motivation, purpose or engagement people feel toward that structure having not been considered or given time to absorb the conditions. In Agility we talk about planning in the following manner, “we plan little and often”. This applies to the above circumstances where when adapting, plan little and communicate often while encouraging people to give feedback to these incremental changes.
To maximize “Peace of Mind”, consider the following 3 things:
- Trust & Responsibility – Trust in the ability of people to own and solve challenges that they face within their Team(s) and outside of it. Trust in their capacity to organize, if first given the chance. This results in greater sense of purpose and leads to greater engagement/drive. On the Peace of Mind scale, Trust is No.1.
- Transparency – When in doubt, be upfront about your intentions and expose the “plan” as early as possible. Inclusion provides trust, which we mentioned above and more importantly, we want to include them in feeling part of the big picture. Nothing better for Peace of Mind then to be treated like “Front Row seating” VIP people.
- Purpose & Freedom – When faced with a change as an organization, too often does the work or elements of it are handled by a committee or group. There is nothing wrong with that, though please consider that the majority of the affected people need to feel part of the activities and given a chance to participate. Purpose is the best way to tie people to a change and give them a first hand opportunity to “feel” what they are getting into. Involve don’t just inform. Peace of Mind comes from the organizations ability to create space for people to take action within the frame of change.
Thank you and Cheers!!! PS 🙂