Agile Change Management Training Course

Agile Change Management Training Course

Introduction

In today's dynamic business environment, Agile Change Management has emerged as a crucial discipline, bridging the gap between traditional change models and the iterative, fast-paced nature of agile methodologies. Organizations are facing unprecedented rates of change, from digital transformations to evolving market demands. A traditional, linear approach to change often proves too rigid and slow to keep pace. This course is designed to equip professionals with the knowledge and practical skills to lead successful change initiatives by embracing an agile mindset and applying adaptive strategies. By focusing on continuous improvement, stakeholder collaboration, and incremental value delivery, participants will learn to manage complexity and resistance while fostering a culture of adaptability and innovation.

Agile Change Management Training Course offers a comprehensive framework for navigating organizational transformations effectively. It moves beyond the theory of change management and provides a hands-on approach to implementing change in an agile context. Participants will gain a deep understanding of how to integrate change management activities into agile frameworks like Scrum and Kanban, ensuring that change is not a separate project but an embedded part of the organizational workflow. The curriculum is built on real-world case studies and interactive exercises, enabling a practical and immersive learning experience that prepares individuals to become catalysts for sustainable, agile transformation.

Course Duration

5 days

Course Objectives

1. Grasp the core principles and values of agility and how they contrast with traditional change management.
2. Learn to seamlessly embed change management practices into existing agile frameworks.
3. Develop the skills to champion and guide an organization through a significant agile transformation.
4. Master techniques for continuous, two-way communication and collaboration with stakeholders.
5. Identify and address psychological and organizational barriers to change effectively and empathetically.
6. Utilize data-driven metrics and feedback loops to evaluate the impact and success of change initiatives.
7. Cultivate an environment where continuous improvement and rapid response to change are the norm.
8. Learn to prioritize backlog items based on business value using agile prioritization techniques.
9. Empower teams to self-organize, adapt, and thrive during periods of continuous change.
10. Use lean principles to reduce waste and maximize value in change initiatives.
11. Develop the skills to run engaging and effective workshops for co-designing and implementing change.
12. Learn to formulate testable hypotheses for change initiatives and validate them through experimentation.
13. Design targeted and timely communication strategies that keep pace with agile delivery cycles.

Organizational Benefits

• Enables organizations to react quickly to market shifts and changing customer needs.
• Accelerates the delivery of new products, services, and operational improvements.
• Fosters a collaborative and empowering environment that reduces resistance and increases buy-in.
• Creates a more flexible and resilient organization capable of thriving in a volatile, uncertain, complex, and ambiguous (VUCA) world.
• The iterative, 'test-and-learn' approach allows for early identification and mitigation of risks, preventing costly failures.
• Positions the organization to innovate continuously and stay ahead of the competition.
• Ensures that change efforts are aligned with strategic goals and deliver tangible business value.

Target Audience

1. Change Management Professionals
2. Project & Program Managers.
3. Agile Coaches & Scrum Masters
4. HR & Organizational Development Specialists
5. Senior Leaders & Executives
6. Business Analysts & Product Owners.
7. Team Leaders & Managers.
8. Transformation Consultants.

Course Outline

Module 1: Foundations of Agile Change Management

• Core Concepts: Introduction to the history of traditional vs. agile change management.
• Agile Manifesto for Change: The 4 pillars and 12 principles adapted for organizational change.
• The Agile Mindset: How to shift from a linear, command-and-control mindset to an iterative, empowering one.
• Key Roles: Defining the roles and responsibilities of the Agile Change Agent and Change Sponsor.
• Case Study: The Spotify Agile Transformation focusing on its shift to a decentralized, autonomous structure and the resulting cultural challenges.

Module 2: The Agile Change Lifecycle

• Iterative Planning: Breaking down large change initiatives into small, manageable increments (sprints).
• The Change Backlog: Creating and prioritizing a backlog of change activities based on value.
• Change Hypotheses: How to use the scientific method (hypothesis, experiment, data) to test and validate change.
• Feedback Loops: Implementing continuous feedback and learning through retrospectives and other ceremonies.
• Case Study: The ING Bank Transformation and its adoption of agile "squads" and "tribes" to improve speed and collaboration across the organization.

Module 3: Stakeholder Engagement & Communication

• Continuous Engagement: Techniques for involving stakeholders early and often to build buy-in.
• Adaptive Communication: Designing communication strategies that are targeted, transparent, and responsive.
• Managing Resistance: Tools and techniques for identifying, understanding, and addressing resistance.
• Neuroscience of Change: The psychology behind why people resist change and how to use this knowledge to help them.
• Case Study: Microsoft's cultural shift to a growth mindset, highlighting the communication strategies and leadership behaviors that drove the transformation.

Module 4: Agile Metrics & Measurement

• Beyond Go-Live: Moving from a project completion mindset to a value realization mindset.
• Value-Driven Metrics: Defining and tracking metrics that measure the effectiveness and adoption of change.
• Leading & Lagging Indicators: Understanding the difference between effort and outcome metrics.
• Data-Driven Decisions: Using data from feedback loops to inform the next iteration of the change plan.
• Case Study: A large retail company's digital transformation, analyzing how they used a "lean change" approach to measure the impact of small, frequent updates on customer engagement and sales.

Module 5: Leading with Agility

• Agile Leadership: The shift from directing to coaching and enabling teams.
• Empowering Teams: Fostering psychological safety and autonomy to encourage ownership and innovation.
• Conflict Resolution: Techniques for mediating and resolving conflict within and across teams.
• Building Resilience: Helping individuals and teams build the capacity to thrive in a continuously changing environment.
• Case Study: LEGO's turnaround, focusing on how a shift in leadership and a move to a more agile product development model revived the company.

Module 6: Change at Scale

• Change in Hybrid Environments: Integrating agile change management with traditional project management.
• Scaling Change: Applying agile principles to large-scale, enterprise-wide transformations.
• Portfolio Management: Prioritizing and managing multiple change initiatives at a strategic level.
• The Change Enablement Team: How to build and structure a small, dedicated team to support change across the organization.
• Case Study: Bosch's journey of adopting agile principles across its diverse and global engineering divisions to improve innovation and efficiency.

Module 7: The Agile Change Toolbox

• Visual Management: Using tools like Kanban boards and user story mapping for change.
• Co-design Workshops: Facilitating workshops to involve stakeholders in creating the change plan.
• Liberating Structures: A set of simple rules and activities to foster creativity and participation.
• Lean Change Canvas: A practical tool for visualizing and managing the iterative change process.
• Case Study: A local government agency's implementation of activity-based working, demonstrating how a small, incremental approach with visual tools can lead to a successful relocation and culture shift.

Module 8: Capstone Project & Certification

• Agile Change Plan: Participants will apply all learned concepts to develop a comprehensive agile change plan for a real-world scenario.
• Peer Review: Presenting and receiving feedback on the change plan from peers and the instructor.
• Simulation Exercise: A hands-on, simulated change initiative that requires participants to apply their skills in a dynamic environment.
• Next Steps: Developing a personal action plan for applying agile change management principles in their own organizations.
• Case Study: The General Electric turnaround and its shift to a "learn by doing" culture under a new CEO, illustrating a large-scale, high-stakes agile transformation.

Training Methodology

This course employs a participatory and hands-on approach to ensure practical learning, including:

• Interactive lectures and presentations.
• Group discussions and brainstorming sessions.
• Hands-on exercises using real-world datasets.
• Role-playing and scenario-based simulations.
• Analysis of case studies to bridge theory and practice.
• Peer-to-peer learning and networking.
• Expert-led Q&A sessions.
• Continuous feedback and personalized guidance.

 Register as a group from 3 participants for a Discount

Send us an email: info@datastatresearch.org or call +254724527104 

 Certification

Upon successful completion of this training, participants will be issued with a globally- recognized certificate.

Tailor-Made Course

 We also offer tailor-made courses based on your needs.

Key Notes

a. The participant must be conversant with English.

b. Upon completion of training the participant will be issued with an Authorized Training Certificate

c. Course duration is flexible and the contents can be modified to fit any number of days.

d. The course fee includes facilitation training materials, 2 coffee breaks, buffet lunch and A Certificate upon successful completion of Training.

e. One-year post-training support Consultation and Coaching provided after the course.

f. Payment should be done at least a week before commence of the training, to DATASTAT CONSULTANCY LTD account, as indicated in the invoice so as to enable us prepare better for you.