The team I worked with was scattered in a cube farm with 5 foot walls. Well, except for the two who chose to work in a large storage closet. After the first sprint, we finally moved to a common area. Still in cubes, but with short walls so everyone could see everyone else. Well, except for the […]
In Understanding Change I described the Satir Change Model. Near the bottom I acknowledged that I described a “happy path” change. Many designed changes never change anything. Other change initiatives look promising for a while, but as time passes people revert to working “the way we’ve always worked around here.” In the “move to team room” […]
At the end of Andrew Fuqua’s presentation on “How to Energize Your Team” at agile-atlanta the conversation turned to how change affects teams. I drew and explained the Satir Change Curve. Late Status Quo – things humming along nicely. Everyone know what’s expected from them and how to do it. In a word – […]
In Changing Quicker we looked at reducing or removing system delays to reduce the time delay between realizing a change needs to be made, and when the change’s effects occur. Another way to change quicker involves learning to change. Learning is a process that depends on experience and leads to long term changes in behavior potential.
“Change quotients” prompted one particular thought – since I’m usually the person recommending a change, I tend to be more sensitive to lower quotients than mine. Yet, I do recall one organization which had an intrinsic change quotient which apparently exceeded mine – they reorganized every two weeks, more or less. 🙂