“Agile Transformation” is something that you might have heard about or even experienced in your own work environment.
Most often this is a quite lengthy process that takes years. And change agents like Agile Coaches or Agile Consultants at the beginning often have the same problem.
Find out what needs to be done and visualize it in a way that the management – which is more than often knowing little or nothing about agile – understands it.
Lean Change Canvas
- Change Recipients
- Target State/Foundation
- Required Investments
- Success Criteria/Measurable Outcomes
- This needs to be a SMART goal, so that you can track it. If this is too vague you will hit a wall sooner or later when you try to define the “hows” and “whats”, so better take your time to break the abstract goal down into something achievable.
- This is the person/group that can help you or block your endeavour. It is a person/group that is impacted by what you want to do
- Here you list what the individual(s) listed under “who” can do to help you. How they should change to produce the desired outcome. Or for example what they should not do
- This is the things that you as a team that is creating the impact map can do to support the impacts that you want to achieve
This is just a quick example that I created. It is by far not complete but maybe gives you a few ideas to get started on your own.
Combining The lean Change Canvas and Impact Mapping helps you in several ways:
- Quickly get an overview over the giant task at hand
- Identify the most important changes that you want to start with
- Get the big picture about the involved individuals/groups
- Get a tangible picture on the wall – you can use post-its to create that
- Rough view for management and High resolution view for all others who are impacted