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For organizations to succeed with business agility, formal leadership and management roles must evolve to focus on creating a supportive and empowering environment for ongoing learning and development.
This begins with the leader’s decision to continue growing themselves and others to empower and develop people and teams continuously. This comes from the ability to step into the stance of leader, coach, and mentor and let go of the need to be seen as an “expert.”
Agile leaders and managers must encourage and enable continued growth and development while modelling an agile/growth mindset. They look to create environments where individuals, teams, and team of teams thrive.
Explain the fundamental ingredients for a human-centric culture that enables continuous development and learning. Identify gaps in their organization and contrast different approaches to shifting to a more development-oriented culture
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Conduct a self-assessment as it relates to personal development needs. Identify tendencies that may block or foster development. Prepare a roadmap for self-development in these areas.
Compare and contrast elevating and delegating behaviors. Apply these concepts to their context.
Apply several techniques to create an environment for individual development, explain why these techniques work from a neuroscience perspective, and then identify ways they can apply these to themselves and their organization.
Demonstrate techniques that help surface an individual’s strengths, passions, interests, etc., and explain how you would approach a scenario where an individual’s development path does not align with the organization’s needs.
Apply techniques for developing leadership in others in a way that leaves space for them to adopt their authentic style. Demonstrate advanced techniques for providing feedback and approaching difficult conversations.
Show through examples and their own experience how self-organization and team development are inherently linked. Show the leader’s role in encouraging self-organization and continuous learning.
Explain potential impediments to team success and describe ways to balance individual, team, and organizational factors to maximize development at all three levels.
Describe techniques that can help create a safe culture for continuous learning and high performance. Explain the power of bringing diverse experiences to the table.
This certification was designed explicitly for leaders where one or more of the following criteria apply:
This training can lead to a certification by International Consortium for Agile (ICAgile), a certification and accreditation body if you perform the Certification Assignment and send it to your trainer within three months after the training. ICAgile works with course providers to accredit new or existing courses against comprehensive and proven Learning Outcomes. ICAgile collaborate with worldwide agile thought leaders to develop learning programs that lead people to agile mastery. Learn more about ICAgile
Agile People is an ICAgile Member Organization, and this is an ICAgile Accredited Course.
For this training, you will participate in a 2-day in-person workshop or ten online sessions á 2 hours.
Day 1 or Session D1-10 Agile People Development
Session D1: Introduction to Agile People Principles and the Online Training setup
The foundation of Agile Peoples’ mindset is about the principles, values, methods, and tools we need to start using to release competence and innovation – and what we stop doing. This session is an introduction to each other and how we run the training.
Session D2: Types of Learning and the Effect on the Culture
Individual agility influences organizational agility. Here, we describe ways to increase engagement within organizations. Assessing the culture, we recommend how to create a continuous learning culture. What are the factors that would promote vs detract from this kind of culture?
Session D3: Being a Role Model for Continuous Development
Evaluation of your attitudes towards learning and the importance of self-development and the development of others within the organization. Unlearning existing knowledge and beliefs becomes essential in order to create opportunities for new learning to happen. The insight that learning is an organizational competency tied to certain behaviors of people – how can we avoid the wrong behaviors and amplify those that support a learning culture?
Session D4: Delegating Outcomes and Hiring to Elevate
Focusing more on delegating outcomes than tasks impacts the organisation's learning and development. How can we delegate, and what delegation techniques are there? How do we limit the way we delegate responsibility and decision-making? Contrast hiring to elevate vs hiring to delegate and provide examples of where hiring to elevate has been done.
Session D5: Early Focus on Motivation and Brain-Based Learning
When joining a new team, learning your own way starts early in the onboarding process. Your motivational factors will decide within what areas and how you would like to develop yourself. The SCARF model helps to understand how your brain works and what learning techniques work with your brain, not against it. What is the difference between you and other team members, and how can you overcome these to work well together?
Session D6: Developing your Learning Journey
Explain here how to co-create development plans and encourage individual ownership of development. What tools can be used in self-evaluation with individuals and teams in your organization to identify strengths, passions, and interests? How to link personal development plans to align with organizational needs, and what happens when personal and company goals do not align?
Session D7: Everybody needs to be a Leader and find their Unique Style
Leadership at every level is necessary and valuable in an agile organization. Self-leadership becomes a must for every employee; for most people, it’s also about helping to lead others. Finding your leadership style is essential – you need to be authentic. Here, we also learn how to approach difficult conversations that challenge behavior without undermining the dignity of the individual.
Session D8: Self-organizing for Collective Outcomes in a Suitable Environment enables Team Accountability
We learn here why self-organizing can make the team move quicker through team development stages and what leadership skills are required to speed up the process and shape the environment. Different physical environments impact a team’s ability to collaborate and learn towards a common, collective purpose when moving through team development stages.
Session D9: Providing Effective Feedback and setting up the Team to Succeed in the Larger System
We look at how to encourage open, multi-directional, and timely feedback within teams and how teams can relate and be visible in the larger organization. What impact could organizational conditions, such as imperative structures, have on the team and the relationships between team members? What scenarios are there, and when should we intervene?
Session D10: Diversity, psychological safety, and conflicts in teams
There are many benefits of diverse teams over homogenous teams, and if there is psychological safety, cognitive diversity can maximize collaboration conditions. We examine how working together can create more value when we have a trusting, safe team environment. What are the leadership qualities that become important here, and how can leaders contribute to creating a climate of healthy conflict?
Your course leader and facilitator vary depending on location and dates. See more details in the events
We all have different learning patterns; some look for general knowledge, while others prefer to go more in-depth. So we have tried to build a learning experience that fits most.
All our courses are available online on our Agile People Campus, and you will be invited to Campus before the training starts. The course is divided into sessions with a learning theme. Before each session, you are asked to watch a 20-30 min course video and read some relevant articles.
In the training session, we will meet via Zoom and work on Mural, an interactive digital canvas. You will work in small breakout rooms with different exercises, and we will debrief discussions and activities in the main room. For many, the best learning experience happens when you share experiences and views with other participants.
If you would like to go more in-depth after the online session, additional reading is available on Campus. All participants can also read our books during the course. As a minimum, we recommend that you watch the course video before each session.
To qualify for a course certificate, you need to do a certification assignment to show that you understood the learning objectives. During the training, we will provide more information, and we believe you would need to spend at least 2-3 hours on the certification assignment.
We all have different learning patterns; some look for general knowledge, while others prefer to go more in-depth. So we have tried to build a learning experience that fits most.
All our courses are available online on our Agile People Campus, and you will get an invitation to Campus before the training starts.
The course is divided into sessions with a learning theme. Before each session, you are asked to watch a 20-30 min course video and read some relevant articles. You can also watch the videos after the training as you get access to the Campus for three months after the training.
In the workshop, we go through concepts, work in groups with different exercises, and share learnings, reflections, and experiences. For many, the best learning experience occurs when different views and experiences are shared. If you would like to go more in-depth after the online session, additional reading is available on Campus.
All participants can also read our books during the course. As a minimum, we recommend you watch the course video before each training.
To get a course certificate, you must do a certification assignment. We will provide more information during the training, though we believe you would need to spend at least 2-3 hours on the certification assignment.
Glad you want to learn more!
Hello! I am Ingela, and I work with the core team at Agile People. I’d love to connect woth you and explore potential solutions.
You can write me an email or schedule a meeting to discuss further!
