This was in my Product Backlog for a long time, and I always wanted to jot down a few of my debatable thoughts (as others may not agree with my views) on how to identify the skills that we should look for when hiring for Leadership roles for an organization that follows Agile ways of working or is at very advanced stages of adoption and transformation.
Visualize that your organization is in a steady and stable Agile way of working. Across the board (including non-IT functions are also implementing Agile ways of working like Kanban and your product development teams are involved in Scrum or Kanban as the need may be). Your organizational Leadership is undergoing a massive change and restructuring is planned, wherein your company would be hiring Leaders (Heads for various Business Units) from the industry to take your organization forward.
Now with the requirement in our focus, we should design our Job Description (Do remember every hiring and at all levels should have a JD). The Leadership of an Agile organization is responsible for leading and implementing the company’s strategic vision, objectives, and goals in an Agile environment. They are accountable for developing and executing strategies that drive the organization’s growth and success while promoting a culture of agility, innovation, and continuous improvement.
Having the wrong leaders in an Agile organization can have a significant negative impact on organizational performance and the team’s productivity. Here are some potential consequences:
- Slow decision-making: Agile teams require quick decision-making and responsiveness to changing requirements. If leaders are indecisive or take too long to make decisions, it can slow down the team’s progress.
- Lack of clarity and direction: Agile teams require clear goals and direction to work effectively. If leaders are unclear or constantly changing their minds, it can cause confusion and make it difficult for the team to focus on their tasks.
- Poor communication: Effective communication is critical in Agile teams. If leaders are poor communicators or don’t listen to their team members, it can cause misunderstandings, delays, and ultimately result in poor-quality work.
- Lack of trust: Agile teams require a high level of trust between team members and their leaders. If leaders don’t trust their team members or their abilities, it can create a negative atmosphere and lead to decreased morale and motivation.
- Lack of support: Agile teams require support from their leaders to be successful. If leaders are unsupportive or don’t provide the necessary resources, it can hinder the team’s ability to deliver high-quality.
If you or your organization has a dysfunctional leadership, then it can be challenging, but several steps can be taken to address the situation and promote a more collaborative and effective leadership culture. Hiring the right candidate is a critical element of the game and the first step that your company should be embarking upon.
In one of my previous engagements, we experienced a significant negative impact of Leadership approach and behavior on their organizations, agile teams, and employees. Listed here are some of the ways in which poor leadership had adverse effects on the entire journey:
- Low Morale: It created an environment of low morale and a lack of motivation among employees. This led to high turnover rates and low productivity and a lot of sick leaves.
- Poor Performance: When we experienced ineffective leadership, it resulted in poor performance from employees. This led to missed deadlines, and sub-standard quality, and this resulted in missed revenue targets.
- Unhealthy Workplace Culture: Poor leadership in the organization led to a toxic workplace culture that was characterized by favoritism, discrimination, and harassment.
- Lack of Direction: Poor leadership did not provide clear direction and vision for the organization. This resulted in confusion (across all levels), frustration, and a lack of focus among employees, causing considerable wastage of resources and missed opportunities.
Now with this background, let’s identify what are the good attributes of a Leader in an Agile Organization and check for these thoughts and approaches when you engage any person who would be part of your leadership team:
- Visionary: Good leaders have a clear vision of where the organization is heading and communicate it effectively to the team. They inspire and motivate the team to work towards a common goal.
- Agile Mindset: Having an Agile mindset and being open to change is vital. They embrace the Agile principles and values and lead by example. They promote a culture of continuous improvement and experimentation.
- Servant Leadership: Effective leaders practice servant leadership. They focus on serving the team and removing impediments that hinder the team’s progress. They empower the team to make decisions and take ownership of their work.
- Collaborative: A good leader in an Agile organization is collaborative and fosters a culture of collaboration. They encourage cross-functional collaboration and communication to ensure that the team is aligned and working towards the same goal.
- Effective Communicator: It is important for the leader is an effective communicator. They communicate clearly and regularly with the team and stakeholders. They provide feedback to the team and encourage feedback from the team.
- Decisive: Ideal leaders make informed decisions in a timely manner and are not afraid to take risks. They allow the Product Owner to prioritize the team’s work and ensure that the team is working on the most valuable work items (they would not and should not interfere in the working of the team).
- Empathetic: Empathy is an essential quality that leaders should imbibe. They understand the team’s perspective and concerns and consider them when making decisions. They create a safe and inclusive environment where everyone feels valued and respected.
- Continuous Learner: Leaders must be lifelong learners. They stay up to date with the latest Agile practices and methodologies and encourage the team to do the same. They seek feedback and learn from their mistakes to continuously improve themselves and the team.
One would always want a leader who would provide support, and ensure the team has sufficient resources and support that they need to implement Agile. This may include providing training, coaching, or other support, led by example. Leaders must adopt Model Agile behavior and demonstrate how it can improve the team’s performance. This can help to motivate the team to adopt Agile principles.
Managing an organization that applies and adopts Agile requires patience, persistence, and a willingness to work with the team to find a solution that works for everyone. By educating the team, addressing concerns, starting small, providing support, leading by example, and monitoring progress, you can help the team become more open to Agile and ultimately improve their performance.
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