What Happens When the Driving Force Leaves?

Let’s Talk About Agility and Who Carries It Forward

I've seen it time and again—agile transformations that start with an inspiring figure, a hero who shakes things up, challenges the old ways, and gets people excited about change. And then, one day, that person leaves. What happens next? Does agility fade away, or does it stand on its own?

It’s an interesting question, and one I’ve wrestled with over the years. Some companies pin their agile hopes on one person, while others try to build a self-sustaining culture. But which works best? Let’s dig into it.

The Hero-Led Transformation: A Blessing or a Trap?

We all know this person. The passionate Agile Coach, the relentless leader, the one who refuses to accept the status quo. They inspire, drive change, and push teams to new heights. They’re often the reason agile even gets off the ground in the first place.

And honestly? It works—at least for a while. Heroes can cut through bureaucracy, rally people around a vision, and make things happen at a speed that committees never could. The problem? Dependency. If the whole transformation relies on one person, what happens when they’re gone? More often than not, things start sliding back to the way they were before. It’s like watching a sandcastle get washed away by the tide.

I’ve seen organizations struggle after their hero leaves. The teams, once motivated, suddenly find themselves lost. The executive support wavers. The momentum fades. Not because the people involved don’t care, but because the transformation was never fully decentralized. The hero had been holding too much of the weight, and when they were gone, no one knew how to carry it forward.

The Agile Team Approach: Strength in Numbers

Then there’s the other side of the spectrum—where agility isn’t about one person, but a collective effort. Instead of a lone hero, there’s a team committed to fostering agility. This could be Agile Coaches, Scrum Masters, product leaders, or just passionate individuals spread across the organization.

This model is way more sustainable. Even if some people lose interest or move on, agility doesn’t disappear overnight. It’s ingrained in how people think and work. The downside? It can be slower. Without a strong, central driving force, things might get stuck in endless discussions or, worse, lose direction altogether.

But I’ve also seen how powerful a truly engaged team can be. When a team takes ownership of agility, they don’t just execute change—they embody it. They ensure that agile principles don’t just come from the top but are deeply embedded in the culture of the company. They create an environment where change is continuous, and innovation doesn’t depend on a single individual.

So What’s the Best Approach?

Honestly? A mix of both.

Heroes are great for sparking change, but they can’t do it alone. If you’re that person—the one driving agility in your company—your mission isn’t just to inspire. It’s to make sure the movement lives on without you. That means creating a network of champions, embedding agility into the culture, and making yourself replaceable (in the best way possible).

On the flip side, if you’re part of an agile team, don’t just assume someone else will carry the torch. Agile isn’t a project with an end date—it’s a continuous evolution. It needs people who care. Even if you’re not the loudest voice in the room, your commitment matters.

I’ve worked with teams where agility became second nature. They didn’t wait for a hero to tell them what to do—they took ownership. They built communities of practice, shared knowledge, and challenged each other to grow. And because of that, they didn’t just survive when leadership changed—they thrived.

Agility: A Face or a Symbol?

I’ve heard people ask: should an agile transformation have a face? Should there always be that one person leading the charge? Or should it be more of a symbol, a shared mission that outlives any individual?

My take? It’s both. People connect with other people—so having someone to champion agility is always valuable. But if we do this right, agility becomes bigger than any one individual. It becomes a mindset, a way of working that sticks around no matter who comes and goes.

Think about it like a relay race. The first runner is crucial—they set the pace, they inspire the team, they get the energy going. But if the baton isn’t passed correctly, the race ends when they stop running. A true transformation ensures that the baton is always being passed, that the race continues no matter who’s on the track.

So if you’re the hero, build your legacy through others. If you’re part of the team, don’t wait for someone else to lead. And if your organization is serious about agility? Make sure it’s something that stands on its own, long after the faces have changed.