Agile vs. Post-Agile ??

We don’t have to repeat what is being said almost daily about the post-COVID world with remote and hybrid work being an integral part of the new working reality.???

But what we all agree on is the exponentially increased usage of new tools to collaborate in a fully or at least partly virtual environment. On top of that is coming the even more frequent and dramatic market changes as opposed to a couple of years before. Adaptability while being efficient is key???! Solely sticking to playbook agility will not help here and might end up in being outdated after successfully implementing agile even.???

In an article from Kearny (https://www.kearney.com/advantage-transformation-services/article/-/insights/post-agile-and-beyond) some interesting take aways are stated in order perform organizational changes for rapidly changing working requirements:

1. “Transactions to projects”
2. “From experience to data”
3. “From roles and functions to expertise groups”
4. “From responsibility to transparency”

Where do we fit in here????

1. Offering the right communication tools to put overarching company goals into the bigger picture and each deliverable in the right context to derive interdependency out of it is essential to effectively manage allocated resources between ongoing programs. We offer exactly that with our goal management tool that puts the holistic reasons in the center of observation.????
2. Distribute decision-making across the organization by not only relying on experience but increasingly integrating data-driven approaches in the processes. Sharing information and data to derive reasonable decisions is the way to go. But how do you put relevant cultural, business and technical KPIs into the right context and a central place in order to come up with these reasonable decisions for your organizational development? We got you covered here as well with our organization’s and teams’ cockpits. Aggregate all relevant KPIs in one place and share information, also ensuring virtually collaborating teams are on the same page and have access to the relevant info they need and don’t have to dig deep into the jungle of overtooling and spread information across a multitude of tools.?????
3. Competencies and pooling people with the required expertise to take the right decisions became even more important. Having a clear overview of existing competencies and developing them further across the entire organization is business-critical. With our?Skill and Competence Management?we offer a data-driven and transparent approach to assess individual skills via self-assessment and assessment by direct peers and colleagues, no top-down performance measurement! Know what you know and develop yourself, both your entire organization and everyone individually.???
4. Our mission is to increase transparency and promote self-organized working in the entire organization by offering the People&Culture platform you were always looking for. Sharing insights into various KPIs and visualizing how the company interacts and works, we believe is an attempting way to let everyone into the holistic company development. Improve purpose and a shared responsibility within everyone.???

Wherever you are standing in your organizational development, your endeavors to change and adapt to the new need to resonate with your tooling. The right set of technologies that empower you to plan, share and visualize are essential.

That’s why we built agyleOS.???????