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How do you handle resistance or conflict when introducing or implementing agile frameworks?

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Agile frameworks are popular and effective ways to deliver value to customers and stakeholders in a complex and uncertain environment. However, introducing or implementing agile frameworks can also generate resistance or conflict from different sources, such as team members, managers, clients, or culture. How do you handle these challenges as an agile leader? Here are some tips and strategies to help you overcome them and foster a successful agile transformation.

本文章的要点总结

Empower stakeholders:

Engage overlooked roles like PMO and Project Managers by creating dashboards they can use. This active participation fosters comfort with agile frameworks and turns potential resistors into allies.
Build on experience:

Identify team members with prior agile experience to understand past challenges. Use their insights to build trust and shape a supportive environment where learning from past sprints enhances efficiency.

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1 Assess the source and level of resistance or conflict

The first step to handle resistance or conflict is to understand where it is coming from and how intense it is. Different sources may have different motivations, expectations, fears, or concerns about agile frameworks. For example, team members may resist agile frameworks because they are used to working in a certain way, they lack the skills or knowledge to adapt, or they feel threatened by the changes. Managers may resist agile frameworks because they fear losing control, authority, or visibility over the work. Clients may resist agile frameworks because they are not familiar with the benefits, they have fixed requirements or budgets, or they distrust the feedback process. Culture may resist agile frameworks because it is deeply rooted in traditional values, norms, or practices that are incompatible with agile principles. The level of resistance or conflict may vary from mild to severe, depending on the degree of alignment, trust, and communication between the parties involved.

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2 Communicate the vision and value of agile frameworks

The second step to handle resistance or conflict is to communicate the vision and value of agile frameworks clearly and consistently. As an agile leader, you need to articulate why agile frameworks are important and beneficial for the organization, the project, and the people involved. You need to explain how agile frameworks can help achieve the strategic goals, deliver better outcomes, and improve the quality of work and life. You need to use concrete examples, stories, or data to illustrate the advantages and opportunities of agile frameworks. You also need to listen to the feedback, questions, or objections of the stakeholders and address them respectfully and honestly. You need to show empathy, curiosity, and openness to understand their perspectives and needs.

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3 Involve and empower the stakeholders in the agile journey

The third step to handle resistance or conflict is to involve and empower the stakeholders in the agile journey. As an agile leader, you need to create a collaborative and supportive environment where the stakeholders can participate and contribute to the agile transformation. You need to invite them to join the agile ceremonies, such as planning, review, or retrospective sessions, and solicit their input and feedback. You need to provide them with the necessary training, coaching, or mentoring to help them develop the skills and knowledge to work effectively in agile frameworks. You need to give them the autonomy and authority to make decisions and take actions that are aligned with the agile values and principles. You need to recognize and reward their efforts and achievements and celebrate their successes.

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Nancy Weekley

B
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Several key stakeholders are often initially overlooked as part of an Agile Transformation. Program Management Offices(PMO) and Project Managers are examples of roles not defined in the frameworks. By proactively addressing their concerns and creating dashboards and pull reporting, you can simplify and improve the process and empower these stakeholders to address their needs. Be open to their suggestions and enable them to participate at the level they need to get comfortable. You may even be surprised at their ability to influence and reduce resistance as your transformation journey progresses.

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4 Adapt and experiment with agile frameworks

The fourth step to handle resistance or conflict is to adapt and experiment with agile frameworks. As an agile leader, you need to acknowledge that agile frameworks are not one-size-fits-all solutions and that they may require adjustments and modifications depending on the context and situation. You need to encourage a culture of learning and experimentation where the stakeholders can try new ideas, methods, or tools and learn from the results. You need to use feedback loops and metrics to measure and evaluate the impact and value of agile frameworks and identify areas for improvement. You need to embrace change and uncertainty as opportunities for growth and innovation and foster a mindset of continuous improvement.

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5 Resolve and prevent resistance or conflict

The fifth step to handle resistance or conflict is to resolve and prevent it as much as possible. As an agile leader, you need to use effective communication, negotiation, and conflict resolution skills to address and resolve any issues or disputes that may arise during the agile journey. You need to respect the diversity and differences of opinions and perspectives among the stakeholders and seek win-win solutions that benefit everyone. You need to avoid blaming, criticizing, or judging others and focus on the facts, goals, and solutions. You need to build trust and rapport with the stakeholders and establish clear roles, responsibilities, and expectations. You also need to anticipate and mitigate any potential sources or triggers of resistance or conflict and proactively communicate and collaborate with the stakeholders to prevent them.

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Stephanie Savoia CSP-SM, CSPO

Product Operations Manager | Sr Program Manager | Agile Professional
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Early in the transformation, I learn which team members have previously participated on an Agile team and find out what went well/not so well for them. My experience has been that the ones resisting most are the ones that have had a bad experience in the past. If I can gain their trust, it makes it easier to get the rest of the team to try. I also ensure the team knows this is a learning experience for all of us and could take several sprints to learn the team's best and most efficient way of working together.

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6 Review and reflect on your agile leadership

The sixth step to handle resistance or conflict is to review and reflect on your agile leadership. As an agile leader, you need to continuously monitor and assess your own performance and behavior as a leader and as a learner. You need to seek feedback from the stakeholders and other sources, such as peers, mentors, or coaches, and use it to improve your skills and competencies. You need to recognize your strengths and weaknesses and identify areas for development. You need to practice self-awareness, self-regulation, and self-care and maintain a positive and resilient attitude. You also need to model the agile values and principles and inspire others to follow them.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Collette Okole
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In my experience, I have realised that there are no difficult people however it is their mindset. So, what I would do to manage resistance or conflicts in a team, is: understand the Mindset of the individual, find out their knowledge in agile or scrum, their thoughts around scrum values, agile principles and practices. Most often, you could find out that they will start improving their thoughts as they express their understanding. As you carry on sessions with practical benefits on how this could improve their ways of working and continuously add value to their deliverables. Continue coaching, monitor, ensuring that they reflect and collaborate in an approach that is agreeable. As for conflict, identify root cause, agree possible solution.

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How do you handle resistance or conflict when introducing or implementing agile frameworks?

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1 Assess the source and level of resistance or conflict

2 Communicate the vision and value of agile frameworks

3 Involve and empower the stakeholders in the agile journey

4 Adapt and experiment with agile frameworks

5 Resolve and prevent resistance or conflict

6 Review and reflect on your agile leadership

7 Here’s what else to consider

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