It’s an exciting day for Lena Ross of #changehacks and me!
10 enthusiastic participants kick-off with the pilot program of our latest collaboration – The Agile Change Leadership Certificate program.
Perfect for time-poor managers and leaders, it’s a self-paced program covering 18 topics in six modules. The program is delivered via short videos with follow up experiential activities to try to embed the knowledge.
Topics covered include:
| 3 x Rs | Resilience | When faced with continuous and relentless change, it’s important that we build our own personal change resilience. This clip offers six consideration on how to do this. |
| Resistance | Change resistance can be particularly vexing! Or a gift to us … this clip takes us through ways to look at resistance to change that makes it easier for change to land. | |
| Readiness | Focussing on readiness for change can be one of the most important enablers of successful change whether it be at an individual, group or organisational level. This clips looks at how we define readiness to change in order to measure it in a way that is useful. | |
| 3 x Cs | Community | It takes a village, it is said, and often we forget that a community can speed up change considerably. This clip looks at how to initiate community driven change. |
| Co-creation & Collaboration | When faced with a Volatile, Uncertain, Complex and Ambiguous (VUCA) our best way forward in change is to collaborate. Easier said than done, this clip looks at what collaboration really requires and ways to do it. | |
| Communication | Good change communication is so important in our people’s experience of workplace change. This clip takes you through how to work out what your objectives are of change and how you might best communicate to achieve those objectives. | |
| Personal Qualities | Vulnerability | The quickest way to gain followers as a leader in change, is to embrace vulnerability. Not always the easiest for us to do though. This clip looks at how you can do this as a leader in a safe way. |
| Empathy | Empathy is the foundation of good change design. | |
| Curiosity | How does curiosity afford a leader an advantage in change? We explore this in this clip and look at the different ways curiosity can play out. | |
| Leadership | Servant Leadership | New ways of working calls for different approaches to leadership. Servant Leadership, is based on the premise that to be a good leader, one must first be a good servant. This is one of the three leadership approaches that supports an agile organisation and empowers teams. |
| Adaptive Leadership | Adaptive leadership inspires and helps people adapt in times of great uncertainty. We cover why and how leaders cannot do their job alone, and need to identify adaptive challenges and how they are best solved by many, rather than one. | |
| Distributed Leadership | Distributed leadership is leadership style that is comfortable with sharing and collaboration, nicely aligned to an emerging business climate of ‘new power’ where work and decisions are shared, are peer-driven and participatory. | |
| Agile | Fail Fast & Feedback | Find out why we need to fail to succeed, and how this mantra is being used to support innovation and change in organisations. |
| Minimum Viable Product (MVP) | Minimum Viable Product, often called MVP, is commonly used by lean start-ups. We explore the broader application of this useful practice in all organisations to gather useful feedback faster and act on it. | |
| Done is Better than Perfect | Sometimes perfection can paralyse action. This bump covers more on taking the approach of ‘done is better than perfect’, and how it nudges us out of inertia and into a culture of iteration. | |
| Human Centred Change | Psychological Safety | Employees will do their best work in an environment where they feel it’s safe to speak out without fear of criticism. This clip covers the research on psychological safety and how it promotes high performance and employee engagement, setting a positive climate for change and change resilience. |
| Employee Journeying | Design Thinking isn’t just for creating a great customer experience. In this clip, we cover how a Design Thinking practice, such as an employee journey map, helps you create human-centred change that is more likely to stick! | |
| Personas & People | A persona is another practice borrowed from Design Thinking that is valuable and can be applied in all organisations. Find out how to use personas to build empathy and unlock insights that will improve the overall employee experience and productivity. |
Assessment occurs via written exam questions, reflective journals and a final “in-person” exam. Once successful you receive a Certificate of Agile Change Leadership and a digital badge.
We’re taking expressions of interest now for the public launch once we have feedback from the pilot participants – drop either Lena or I a note.
And to think I thought I left marking assignments behind when I left academia and university life …
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Hi Jen and Lena- very keen to know more. Jacinta
Sure thing Jacinta, will be in touch!
A great coverage of important things for being an Agile Change Leader. Well done on figuring out aspects of value to address.
Thanks Helen – we imagine this will evolve over time, but for now it’s certainly resonating with leaders we work with!
Hi Jen,
This sounds great. I am increasingly finding myself leading change within Agile projects/programmes, so would appreciate the opportuity to be invovled.
Thanks
Hi Jen, the course content really resonates with me as a change practitioner working in an Agile environment. The leaders in my business could benefit hugely from it. I would love to know more 🙂
Hi Jen, the content in this course really resonates with me as a change practitioner and leader working in an Agile environment, and I think the leaders in my business would really benefit from it. I would love to know more 🙂
Super, thanks Eve, great to hear. We will be in touch
Hi Jen and Lena, I’m interested to hear more please! Thanks, Holly
Terrific, thanks Holly, we’ll be in touch!
Hi Jen,
Super keen to know more and participate.
Cheers
Terrific – we’ll be in touch Sandy, thanks
I know I’ve messaged you already but wanted to reinforce my interest again; both the scope and flexible format is really appealing – Jen & Lena, thank you – change agents from all walks will benefit from this, as will their circles of influence. P.
Hi Paul – sure thing – thanks so much for your feedback!
Hi Jen and Lena,
I would love to learn more please.
many thanks,
Tamana
Sure thing Tamara – we’ll be in touch! Thanks for the interest.
I’m interested in hearing more about this please.
Hi Kim, sure thing – we’ll be in touch once the pilot is finished – thanks for your interest.
Definitely interested in this learning. My organization is attempting agile change and doing it all wrong IMHO. This could help me lead them down a better path.
Hi Lorraine – absolutely, will be in touch once we have feedback from pilot participants – thanks so much
Hi Jen
Definitely interested in the program, please place my name down.
Thanks
Hi Marcia – sure thing, will come back to you once launching!
Please take my expression of interest. Definitely one worth sharing with my change colleagues. Thank you!
Absolutely Michelle, will do – thanks!
Hello, it’s what I’ve been looking for as there are so many theory about change management, but more in a traditional way, and nowadays many organizations use agile for everything, so it would be interested to know more how to merge those two topics. I want to know more information and possibility to do have a programme online?
Hi Julia – sure, that’s why we have created this. It will be delivered online so once we are ready to go I will drop you a note!
Hi, Helen Palmer put me onto your course and website and I’m keen to know once the pilot is complete and you’re looking for participants. Cheers, Debbie
Hi Debbie – sure thing, thanks for your interest and we’ll come back to you once ready to launch!