What you should know about change even in post-agile times

How to get out of the hangover of an agile transformation and which proven models from the past help to better understand and implement change? Michael Mahlberg provides insights into how models such as John Kotter’s and the Satir Change Model can be used to achieve effective and sustainable change in organizations. Understanding and applying these models is critical to successfully implementing change. A gradual and deliberate approach helps to avoid overwhelm and ensure long-term success. In doing so, it becomes clear how important it is to remain continuously adaptable and to face the challenges of change.

“This (post-agility) is more comparable to ‘post-modernism’. This post-something is generally used when a topic has arrived in society at large, but has also lost its sharpness and clarity” - Michael Mahlberg

Michael Mahlberg has been supporting clients in organizational development with lean and agile methods, especially Kanban, since the 1990s. He was co-founder of the Cologne-based “Limited WIP Society” and speaks regularly at conferences. His focus is on the helpful use of these methods at personal and team level, accompanied by his mantra: Accept Reality.

Highlights of this Episode:

• Michael Malberg talks about the “hangover” after an agile transformation and how you can still have a positive outlook on change
• We discuss how to learn from historical models and use them for current challenges
• The concept of post-agility is explained, which describes the change in the understanding of agility in society
• Michael introduces John Kotter’s eight-step model for change management, which helps to approach change in a structured way
• Virginia Satir’s Change Curve is presented as a tool to understand the personal approach to change
• Discussion on the importance of small, continuous changes rather than large, overwhelming change processes
• Tips on how to transfer models for change into practice in a lightweight way
• The importance of reflecting on your own change processes is emphasized
• Michael shares resources and slides that may be helpful to the audience

Further links:

• Michael’s Blog
• Slides from the talk at OOP 2024

Navigating through the agile transformation - and not missing the boat afterwards

Michael Malberg talks about the challenges and opportunities that arise after an agile transformation. He presents models such as the Kotter model and the Satir change model, which can help to shape change in companies more effectively.

Agile transformation and its consequences

Today I’m talking to Michael Mahlberg about a topic that concerns many companies after an agile transformation: the so-called hangover. This phase is characterized by a feeling of exhaustion and disorientation after extensive change processes. It’s like being in a constant state of transformation without really seeing progress or understanding which historical models of change management could already offer valuable solutions.

Post-agility: a new perspective on change

Michael introduced the term ‘post-agility’, which aims to describe the current situation of many companies after their agile transformation. The idea behind it is that agility is now so widespread that it has lost its sharpness and the term has become vague. This state requires new ways of thinking and methods in order to effectively tackle the next stage of organizational development.

The Kotter model: steps to successful change

One of the models Michael highlights is the Kotter model for change management. This eight-step model offers a structured approach to managing transformation processes. Starting with building a sense of urgency, building a leadership coalition and anchoring new approaches in day-to-day business, the Kotter model provides companies with a guide to successfully manage change processes.

The Satir Change Model: Focus on personal change

In addition to the Kotter model, Michael also emphasizes the importance of the Satir Change Model, which focuses on individual change. Originating from family therapy, this model can help to understand how people react to change and what processes they need to go through in order to adapt to new circumstances. This understanding is particularly valuable for teams and managers who accompany employees through transformation phases.

Practical implementation

So how can this theoretical knowledge be put into practice? Michael suggests looking at different models like a toolbox and applying the right model depending on the situation. It is important to regularly reflect on the change processes you are undergoing and how you can shape them effectively. Developing an awareness of this and continuously sharpening it is crucial for the success of any form of organizational or personal change.

A continuous learning process

Change in companies is not a one-off event, but a continuous process. Kotter and Satir’s models offer valuable approaches for successfully shaping this process. Ultimately, however, it is about developing a deeper understanding of the dynamics of change and being able to react flexibly to new challenges. Agile transformation is an ongoing discovery of new possibilities.