How Can Managers Develop the Skills/Toolset to be an Agile Manager
In the dynamic world of corporate leadership, many managers find themselves navigating uncharted waters without the compass of formal management training.
Picture this: you've excelled as an individual contributor, earning accolades and perhaps even titles like 'senior' or 'principal'. Yet, as you ascend the corporate ladder, you're faced with the daunting challenge of people management—a realm where past achievements don't necessarily equate to future success. The skills that once propelled you forward might now seem inadequate, or even counterproductive, especially in an agile and forward-thinking environment.
How do you adapt in such a shifting landscape? The skills that once propelled you forward might now seem inadequate, or even counterproductive, especially in an agile and forward-thinking environment. Succumbing to frustration, resorting to quick fixes, or adopting coercive management tactics are ill-suited for the modern workplace.
To effectively navigate this new terrain, managers need a structured approach to skill development. This is where the 70-20-10 framework comes into play. This model posits that a majority (70%) of learning is derived from hands-on experiences, 20% from interpersonal interactions, and just 10% from formal training. In essence, while individual mastery might have been a solo endeavor, people management is inherently collaborative. The 70-20-10 framework emphasizes that the crux of managerial growth lies in active management, team interactions, and learning from these engagements. But how can managers ensure that their learning aligns with the agile principles that dominate the modern corporate world?
Leadership Agility: The Next Frontier
Bill Joiner's concept of "Leadership Agility" emphasizes that today's leaders need to be more agile than ever. This agility is not just about speed but about adaptability and flexibility. Joiner suggests that leadership agility is the ability to take effective action in complex, rapidly changing conditions. It's about leading with focus, clarity, and compassion amidst the chaos of a constantly evolving business landscape.
For agile managers, this means not just managing tasks or projects but leading people through change. It's about fostering a culture of continuous learning, where feedback is welcomed, and failures are seen as opportunities for growth. This requires a shift from a fixed mindset, where abilities are seen as static, to a growth mindset, where abilities can be developed through dedication and hard work.
Image Courtesy of Changewise.biz, Bill Joiner
The Age of Agile: Principles for the Modern Manager
Stephen Denning's "The Age of Agile" offers a profound insight into how management practices are evolving in the modern age. Denning suggests that the age of top-down, command-and-control management is over. In its place, the age of agile has begun, characterized by a focus on customers, small teams, and a network structure.
For managers transitioning to an agile mindset, Denning's principles offer a roadmap. Firstly, the focus should always be on delivering value to customers. This means understanding their needs and continuously adapting to meet those needs. Secondly, managers should empower small teams, giving them the autonomy to decide how they work and solve problems. Finally, organizations should shift from a hierarchical structure to a network structure, where information flows freely, and teams collaborate across boundaries.
Practical Steps for the Agile Manager
While understanding these concepts is crucial, managers also need practical steps to implement them. Here are some recommendations:
- Embrace Continuous Learning: Attend workshops, read books, and engage in discussions about agile and leadership agility. Resources like Manager Tools, TED Talks, and Forbes offer invaluable insights. Project Brilliant offers a host of resources and training for your continuous learning needs as well.
- Foster a Growth Mindset: Encourage your team to see challenges as opportunities. Celebrate failures as learning experiences and promote a culture of feedback.
- Empower Your Teams: Give your teams the autonomy to make decisions. Trust them to do their jobs and provide them with the resources they need. Resources like David Marquette’s Turn the Ship Around and Leadership is Language offer great insights.
- Engage with Customers: Regularly seek feedback from customers. Understand their needs and adapt your products and services accordingly.
The role of the manager is undoubtedly evolving, particularly in our rapidly changing business environment. In the age of agile, the old paradigms of management are swiftly becoming obsolete. Managers are no longer just overseers; they are expected to be visionary leaders, dedicated mentors, and adept facilitators. By embracing the principles of leadership agility inherent in the age of agile, managers don't just adapt—they thrive. It's no longer enough to merely react; the contemporary manager must anticipate, innovate, and inspire. As we navigate this modern business landscape, it's imperative for current and aspiring managers to transition from a purely tactical approach. Embrace a strategic and visionary mindset, and in doing so, unlock unprecedented potential in your teams and organizations. It's time to lead with vision, agility, and purpose. Are you ready to rise to the challenge?
Project Brilliant can help. From intensive training to extended consulting, we’ll work with all levels of your organization to improve your organization’s Agility. Schedule your meeting today to learn how we can help.
