Here’s the situation: you’re working on developing a product or service, and know for sure that it has to add value. But what does value mean? How do you know if you’re contributing it? And, surely the most important question is: who do you need to create value for? Value…

Recently, I had a customer ask me for a way to understand how they were doing on their “agile journey”. I know there is some debate on maturity models. And I do agree with some of the positions against them — as a business analyst by trade, my answer to…

A good analogy is capable of bringing concepts together and making abstract ideas easy to understand and remember. …

Organizational culture can be defined as the established and accepted system of behaviors, values, beliefs, and assumptions that are shared by an organization. That is, the line (often implicit or assumed) between what is okay and what is not in a company. The culture of an organization is not defined…

While the responsibility to learn belongs to each person, not to the organization, it is the responsibility of the organization to create an environment in which this can happen. Collective learning is needed to make an impact towards meaningful and lasting change.

I know we’ve said it, but it is hard to talk about change in any sense without noting that we are facing a new paradigm of change: the paradigm of constant change, where each change generates new change. …

I can’t tell you how many times in class I hear students say things like: “ My boss should be in this training,” “ My clients will not accept this,” or “ My suppliers won’t work like that.” …

Many times, teams are handed a project and don’t know where to start. Another scenario is that a team was involved in the decision-making process but has to re-position in order to execute their vision. A while back I facilitated an inception workshop for what will be our client’s first…

One of the most common questions I hear in organizations that I work with is: “When will we finish our agile transformation?” This question is based on a traditional way of understanding change management and organizational change in which the paradigm is stability. Traditionally, we start from a stable situation…