After a whirlwind tour of the vast history and experience that Henrick brings to the table we jump right in with the question we always wonder about – his thoughts on the Spotify model. I’ve always wondered what the technical changes that were needed in order for the model to work internally after working with organizations that simply want to adopt it because they heard it worked well somewhere else.
Changing from “we can’t because” to “if we could would we want to?” Start with a visualization. When we can see things clearly, it is easier to see the need for change.
Creating the right learning environment. Henrick talks about the lessons learned from working with his own children and Jeff and I add our experiences about when you make the learning applicable, and desirable, it has a much better lasting effect on people.
We chat about Henricks initiative: https://www.goclimate.com/
The change to remote work. A really great point Henrick hits on is the value of having people in the same room where the conversation can happen. It was never a requirement to physically be there, just that everyone who wanted to be part of the conversation could be. His team has also come up with a convention where people that want to be actively engaged in a meeting turn their cameras on while those that just want to listen in have it off but are still listening.
Another great learning lesson: do not get lost in the dogma. No one should really care about Agile for the sake of being Agile. Care about what you are supposed to get out of being Agile. Focus on the outcomes and why you are, or are not, seeing them.
Post Agile Buzzword. Is it a good word or a bad word at your organization?
Visualize where you are now and where you want to go.
Experimental mindset. Don’t assume you’ll figure out the right answer from the beginning.