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Organizations must be successful and ‘fit for human beings’.
Organizations for people adapt, are adaptive. Their structures support instead of restricting.
For lasting success, the adaptive organization focuses on new capabilities: learning and innovation.
The age of rapid change requires new approaches and skills from both organizations and individuals.
The big picture is the reference for the information. It serves as a guide, source of information, and glossary.
The community (GRADO = growing adaptive organizations) accompanies the journey to adaptive organization. Travelers who want to actively participate are very welcome. We firmly believe in open innovation.
Transition should focus on learning and helping organizations to develop faster, and concentrate on principles and values.
While learning is part of other concepts and frameworks too, we consider learning a “first class citizen”. It is not an afterthought.
It is time to put actions to develop an agile mindset and culture in the center of the discourse.
When embarking on the agile journey, only the first steps are visible, there is no complete plan or timetable.
More than a simple revolution, it is a fundamental shift from a static
to a dynamic view. Therefore, a one-time event is not a sufficient description –
the hard work always started after the revolution
Agile Evolution is a business agility framework that starts with the transition and shows structures for continuous further development. It is agnostic to agile practices, so it can be used in combination with one or more other frameworks.
There are now some experiences that can help steer efforts in the right direction. These are patterns that you can use to learn and orient yourself. They are not blueprints that are easy to adopt.
Learning is an integral part of work and must be available at all times. Just like our eTrainings and tapas . Learning becomes modular and self-determined, at the same time support is required. Just like our blended learning offers.
Today, qualification is more than training. Companies need a concept, employees want perspective and support. Maybe our concepts are interesting there. Do you find yourself in one of the scenarios ?
Management decides how people work together and develops structures and strategies in organizations.
Leadership works with people on culture.
Let’s talk about role models and the path to becoming an agile leader .
And about the big picture : what agile leadership encompasses.
Leading means giving direction. That demands: have direction, be consistent, authenticity. In this respect, each individual leads. Leading also means creating structures. In this way, I have a major influence on the daily experiences my employees have.
The overview picture of what belongs to agile leadership.