Agile People Leadership (ICP-LEA) [10 Online Sessions]
Country Category 1: Euro 873
Country Category 2: Euro 783
Country Category 3: Euro 630
Country Category 1: Euro 970
Country Category 2: Euro 870
Country Category 3: Euro 700
Agile People Leadership Certification
Today the most progressive companies have changed the formal management role to a more servant leadership role, realizing that people are most productive, creative and happy when they have personal control over their own lives and the ability to be leaders of their destiny, private or work-related. In these organizations, everybody is expected to be a leader, so there is paradoxical, a lot more leadership there.
This training leads to an ICAgile Certification in Leading in Agility (ICP-LEA) – read more under FAQ below
Although the changed view on leaders and of the formal manager role is far from mainstream today, many organizations are experimenting with alternative structures, replacing budgets with forecasts and dynamic resource allocation, to create the best possible value. The role of managers is changing rapidly and also, the role of HR is under tremendous change, from focusing mainly on policies and processes to understanding that the future for HR lies in creating conditions for people to perform and be happy. By removing impediments, we can instead maximize engagement and employee satisfaction that will fuel speed and adaptability in a common, strategicction.
The question is, where do managers and HR go from here? What will become of them, when everybody seems to be able to lead themselves? Will, they slowly become obsolete when information and knowledge are transparent for everybody and power is not anymore in the hands of a few “talents” who were promoted because they were seen as “HIPOs” in a world where people were judged in a yearly performance review? Or is there an alternative future role that would be the natural step when leaving the process-oriented and transactional leadership style in favor of ways of working more suitable for a complex reality?
Regardless if you are an agile coach, a line manager or an HR professional, you need to understand how people strategy and people operations need to change when working in a company embracing the agile value structure.
During the Agile People Leadership training we cover 3 perspectives:
Individual perspective (YOU) Knowing yourself and why you do what you do.
- The Reiss Motivation Profile (RMP) shows your basic needs and motives, and contributes to a better understanding of yourself and your leadership, and why you do what you do…
- Helping others finding their perfect place in the organization taking their personality and situation into account
Team perspective (WE IN OUR TEAM)
- How to increase the pace from immature to mature high-performing teams, using skills for communication and conflict resolution
- How to grow and develop teams to be independent and empowered to make their own decisions, for example about their contribution to the organization’s goals or their salaries
Organizational perspective (ALL OF US)
- How to balance an agile culture with an agile structure, providing enough support for emerging strategies where all people are involved in setting thection (via OKRs or other kinds of relative targets)
- How to work to change behaviors – accomplishing an agile mindset and culture through removing limiting structures (budgets linked to fixed performance targets and rewards)
- Create a Learning organization where it’s ok to make mistakes and learn from them (requires a platform of Psychological Safety)
The program is made up of 10 topics that we will cover over 10 intensive online sessions (Zoom) on Monday and Friday mornings – beginning November 23 and ending on December 07, 2020. Session 1: 08:00 – 09:30 / break / session 2: 10:30 – 12:00
Workshop program Session 1-5: Agile People Fundamentals
Session 1: Introduction to Agile People Principles:The foundation of Agile Peoples’ mindset is about the principles, values, methods, and tools that we need to start using to release competence and innovation – and what we stop doing. Your own challenges are discussed. Certification assignment and presentations.
Session 2: Psychological safety: The importance of an approach that is pervaded by security and confidence to increase profitability and innovation – to increase creativity through a culture where it is ok to fail and try again. We play “The Psychological Safety Game” to facilitate dialogue about difficult topics.
Session 3: Emerging Strategies, Structures and Goals: Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimization of departments. WoWs to be used: Beyond Budgeting, OKRs, Impact Mapping, VSM, etc.
Session 4: Growing an Agile Culture: Creating conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure. The gap between structures and culture/values. Structure – Culture Misfit Role Play. The importance of country culture for an Agile transformation.
Session 5: Creating Conditions for Change: What type of people are we looking for? And why do growth and fixed mindset matter? We go through some important topics for the change journey and how HR and managers need to change their role to support the organizational learning journey.
Workshop program Session 6-10: Agile People Leadership
Session 6: The Why and What of Leading with Agility: In this session we explore the changing environment & dynamics that call for a different approach to leading and following. We look into the misalignment between what managers think drives their people, and what people – knowledge workers specifically – expect from the people managing and leading them. Finally we explore our own personal understanding and expectations.. what are some of the attitudes, expectations and concrete behaviours we expect to see from people who lead with agility.
Session 7: Leadership Behaviours that enable Agility: When you wish to make a radical change or transformation, understanding three things enables you to make the shift. Where are we coming from, where are we now, and where are we heading toward. In this session, we explore the evolution of leadership theories and which leadership styles and approaches they have given birth to. We determine what is still relevant.. and what needs to change. A big part of that shift comes from understanding the nature of Power & Influence, and how the ways in which we gain power might be changing. Finally we look into specific qualities & competencies we can cultivate and develop to increase our own personal agility.
Session 8: Knowing & Connecting with Yourself: If we cannot understand and embrace ourselves, we have little hope for fully understanding and accepting others. Understanding why we react to things in certain ways gives us the insights and ability to better choose our responses and change how we show up in our interactions. Leading others starts with developing our own self-leadership. In this module we explore ways to become more aware of our own experience. We dive into heuristics – cognitive biases – to understand how they work; how we can become more aware of them and most importantly.. how we can counter them. Finally we explore specific leadership mind-traps, and how we can unlock those mind-traps to show up in better ways as leaders.
Session 9: Developing & Leading Yourself: Having gotten some insights into how we can know and connect with ourselves to choose how we respond to situations and show up in our interactions with others, its now time to put that into practise. We familiarise ourselves with the Clear Leadership model developed by Gervase Bushe, and how to develop the 4 selves of the Leader.. the Aware Self, the Descriptive Self, the Curious Self, and the Appreciative Self. We explore several different contexts where we can put these into practise… to better check-in with people; give and receive effective feedback, step into coaching leadership and defusing conflicts through creating inter-personal clarity.
Session 10: Skillful Communication: Communicating effectively; relating to others, creating and maintaining healthy interactions, having productive conversations and influencing people towards a common objective requires practise and an understanding of the dynamics of communication. In this session, we work on the dynamics of effective communication through the lenses of several mental models; the dynamics of productive conversations, and the power of effective storytelling to move people to action. We explore 3 types of stories we can learn to identify, and some narrative patterns that help you tell compelling stories as a leader.
Conclusion and next steps: Retrospective (ALL) and KUDOs
This highly interactive course will give you the tools and roadmap on how to grow in your Agile People skills – from building your capacity and skill in self-leadership, how to lead others at all levels in the organization and ultimately how to support and enable others to lead at all levels.
You will also be welcomed into the Agile People network.. a global network of agile professionals collaborating to promote and help modern organizations towards increased Business Agility.
Summarize and following up on our own challenges and the next step.
Agile coaches, consultants, HR managers, HR Business Partners, HR professionals, line managers, operational & business managers and consulting managers in both the private and public sectors.
Manfred van Veghel, has 30 years of training and consultancy experience from large Dutch and international companies for Agile, HR, Leadership and Organization. He is the founder of the Agile Caribbean Meetup Group and has a global network of Agile People.
As a consultant he has worked with Agile since 2001 at ABN AMRO (DSDM) with several frameworks, Agile Project Management, DevOps, Scrum, Kanban, SAFe, Agile HR, Lean Leadership & Kaizen, from the Healthcare sector to ICT and governmental organizations in Europe, US and on different Caribbean islands.
He was involved as Agile Coach for the Agile HR transition of ING HR from 2015 – 2017, one of the biggest Agile HR transitions of its kind. Currently he involved in Agile Transitions in the Caribbean.
We are working with Zoom for presentations and team exercises, Trello for keeping track of the agenda items and exercises and Slack for communication between the sessions. There will be some work to be done after every session, so add about 5 hours more every week. Course literature and material will be sent to your location and distributed digitally.
During the period, you take part in 1,5-hour sessions. Totally 12 sessions – six options, depending on where you are in the world. The date and time are the of every session. Please add what Option you choose when you sign up.
Frequently Asked Questions
Do I need any pre-competence?
You don’t need any pre-competence of agile to attend the online course. We are tailoring the course for the participants and your level.
How does the process look for this training?
The training is a copy of the physical training but we will use online tools instead of face-to-face meetings. You will need a good internet connection and an undisturbed workplace where you can have a quiet background. We will work in break-out sessions in Zoom and other online tools.
All material will be shared via a Trello board and a Google drive. We will let you know everything about practicalities during the first session.
Are these scheduled on specific days at specific times?
Yes will be scheduled on specific days and times. See above what applies to this course.
After training completion, what is the process to become ICAgile Certified?
The process of certification is that you need to finalize the certification assignment, which is to describe how you would turn around HR and leadership in a company that has gone bankrupt due to not being agile enough (real case, a Swedish fashion company). When the assignment is finalized (approved with feedback from us), we will make your certificate download available from ICAgile via a link.
Events cancellation policy
If you should have to cancel your registration, notification in writing should be sent to email@example.com. Please make sure you state the name of the conference/event in the subject line of your email.
– A refund of 85% will be given for cancellations received 60 days before the start of the event
– A refund of 50% will be given for cancellations received between 59 days before 31 days to the start of the event
– A refund of 25% will be given for cancellations received between 30 days before 14 days to the start of the event