Month: February 2018
Here at Hot Spots Movement, we have supported many leading organisations in realising their ambitions around agile working. This experience has revealed to us what it takes to successfully roll out an agile working approach in big, established companies – and crucially – the pitfalls to avoid. Here are five questions you need to ask yourself in order to unleash agility in your organisation:
- Are you clear about why you’re embarking on agile working?
Agile working not as an end in itself, however, many companies fall into the trap of addressing it as if it is a separate initiative on the to-do list. Instead, for agile working to really take hold it must be viewed as an enabler of individual, team and organisational outcomes important to your company. What is it about agile working that will enable you to deliver on your business or talent strategy?
- Where are you on the journey?
Like any culture shift, agile working takes time. Every organisation is at a different level of maturity when it comes to bringing about this agility – for some, it’s facilitating the next level of coordination between team members on different working contracts, in different locations, combining under one purpose; for others, it’s about getting acceptance of the idea of working from home once in a while. Both are valid and important milestones, and it’s critical that organisations appreciate where they are on the journey and avoid the temptation to run too fast.
- Who’s leading the way?
A common challenge for organisations embarking on agile working is converting the intellectual understanding of why this approach is required, with the practical commitment to make it happen in teams and divisions throughout the organisation. Our experience is that this challenge tends to manifest at senior leadership levels, with sentiments such as ‘I agree we need agile working, but not for my team – it wouldn’t work for us.’ It’s essential that leaders are presented with the case for agile working as an enabler of the business strategy (See point 1) and are tasked with being part of the solution as to how it will work within their team.
- How will you take everyone along with you?
Agile working is a journey that everyone in the organisation must be on together. While it is critical that leaders appreciate and act on their role in endorsing agile working, the success or failure will ultimately rest on the everyday behaviours and interactions of colleagues and team members. Everyone must appreciate their role not only in taking up flexible working themselves, but in enabling their colleagues to do the same. The emphasis on each person’s role in enabling agile working shifts the conversation away from the individual, instead focusing it on the team dynamic. Doing so alleviates from the very beginning some of the concerns from leaders and managers about negative impacts on collaboration and team performance.
- How will you tap into what really drives behaviour in your organisation?
A common barrier to agile working is the belief that it will negatively impact one’s career progression, being viewed as a sing of less than 100% commitment to the organisation and its clients. To overcome this, agile working must be positioned as a capability required of high performers who want to progress in the organisation. Those on high potential programmes or Partner tracks must be evaluated in part on their ability to work in an agile way themselves, and enable high performing agile teams. Creating this link is essential in shifting the perception of agile working away from isolated initiatives for specific groups of employees, and towards a future-proofed way of working to unleash performance.
With employees increasingly impatient for new and agile ways of working, perhaps it’s time to ask (and answer) the questions that will move your organisation forward on the journey.
Find out more about our work in this area by contacting:
E: firstname.lastname@example.org | T: +44 (0) 20 7759 1848