What does ChatGPT know about Agendashift?

Posted on by Mike Burrows

My friend Kjell Tore Guttormsen persuaded ChaptGPT – OpenAI’s AI chatbot – to produce a post about Agendashift. With some caveats, what it came out with was pretty impressive!

Agendashift is a framework and set of tools for helping organizations to adopt and adapt practices from the Lean, Agile, and business agility communities. It is focused on helping organizations to assess and improve their culture, processes, and outcomes, and provides a holistic approach to organizational change that considers the needs and perspectives of all stakeholders. Agendashift is designed to be flexible and customizable, and can be used in a wide range of contexts and industries.

Agendashift can be particularly useful for leaders who are looking to implement organizational change and drive cultural transformation within their organizations. The framework provides a number of tools and approaches that can help leaders to engage with their teams, assess the current state of the organization, and develop a shared vision for the future. It also provides guidance on how to create and implement change initiatives that are aligned with this vision, and how to measure and track progress to ensure that the desired outcomes are being achieved.

That’s pretty good! Because it hasn’t led with Agendashift as an approach to strategy development (that comes later) I could argue that its opening sentence defines Agendashift too narrowly, but it well describes how it is most often used and I’m not going to complain. But for one problem which I’ll come to after the next paragraph, the rest is spot on.

One of the key features of Agendashift is its emphasis on outcome orientation, which is the practice of focusing on the desired outcomes of an organization or initiative, rather than on the specific activities or tasks that are needed to achieve those outcomes. This approach is based on the idea that organizations are most successful when they are clear about what they are trying to achieve, and when they are able to align their actions with their goals.

It has correctly identified outcome-orientation as one of Agendashift’s key features. The other is participation, which unfortunately doesn’t get the same attention. Without it, its attention to alignment seems to suggest something top-down, which Agendashift certainly isn’t. On balance, there may be a charitable reading that’s compatible with Agendashift, but the easier reading really isn’t. Clearly, I won’t be outsourcing my writing just yet, but let’s see how it continues…

In the context of Agendashift, Leading with Outcomes refers to the idea that leaders should take a proactive, forward-looking approach to driving organizational change, rather than reacting to events or simply following established processes. This means focusing on the outcomes that are important to the organization, engaging with stakeholders to understand their needs and priorities, and creating plans and initiatives that are designed to achieve those outcomes. Leading with Outcomes also involves being transparent and accountable, and regularly measuring and tracking progress to ensure that the desired outcomes are being achieved.

I’m pleasantly surprised that it has identified Leading with Outcomes as a thing. The rest of that sentence is just made up, but the rest of the paragraph isn’t bad at all.

Agendashift is well suited for strategy development and continuous transformation because of its focus on outcomes and its holistic approach to organizational change. The framework provides a number of tools and techniques that can be used to help organizations identify and prioritize their goals, and to develop strategies that are designed to achieve those goals. These tools can be used to engage with stakeholders, understand their needs and priorities, and develop plans and initiatives that are aligned with the organization’s vision and values.

Yes!

Additionally, Agendashift is designed to support continuous transformation, which means that it is not just a one-time change initiative, but rather an ongoing process of adaptation and improvement. This is important because organizations are operating in increasingly complex and dynamic environments, and they need to be able to adapt and respond to changing conditions in order to remain competitive and successful. Agendashift provides a framework and set of tools that can help organizations to continuously assess and improve their processes and outcomes, and to adapt to new challenges and opportunities as they arise.

Keep going!

Agendashift should be part of every Agile Leadership training because it provides a comprehensive and flexible framework for implementing organizational change and driving cultural transformation. The framework is grounded in the principles and practices of the Lean, Agile, and business agility communities, and it provides a holistic approach to organizational change that considers the needs and perspectives of all stakeholders.

In addition, Agendashift’s emphasis on outcome orientation and continuous transformation makes it well suited for helping leaders to develop and implement strategies that are aligned with the organization’s goals and values. It also provides a range of tools and techniques that can be used to engage with teams, assess the organization’s current state, and develop plans and initiatives that are designed to achieve the desired outcomes.

Overall, the inclusion of Agendashift in Agile Leadership training can help leaders to understand and apply the principles and practices of business agility, and to drive effective and sustainable change within their organizations.

Yes, yes, and yes! And not just Agile Leadership training (interesting capitalisation there)!

Inside-out Strategy and Outside-in Strategy are two key features of Agendashift that are designed to help organizations develop and implement effective and sustainable change initiatives.

Inside-out Strategy is based on the idea that organizations should begin the change process by looking inward, and by understanding their own capabilities, resources, and constraints. This involves assessing the organization’s current state, understanding its strengths and weaknesses, and identifying areas where improvement is needed. Once this analysis is complete, the organization can then develop a strategy that is aligned with its goals and capabilities, and that is designed to achieve the desired outcomes.

In contrast, Outside-in Strategy is based on the idea that organizations should begin the change process by looking outward, and by understanding the needs and priorities of their stakeholders. This involves engaging with stakeholders to understand their perspectives, and developing strategies that are aligned with their needs and priorities. This approach is particularly useful for organizations that are operating in complex or dynamic environments, where the needs and priorities of stakeholders are constantly changing.

Together, Inside-out and Outside-in Strategies provide a comprehensive and flexible approach to strategy development that can help organizations to adapt to changing conditions and to achieve their desired outcomes.

Those are quite generic descriptions of inside-out and outside-in approaches to strategy, but they’ll do. And top marks for “Together”.

When leaders adopt a Leading with Outcomes leadership style and use Agendashift to guide their approach to organizational change, the impact on the business can be significant. This approach can help leaders to engage with their teams, understand the needs and priorities of stakeholders, and develop strategies that are aligned with the organization’s goals and values. It can also help to create a culture of continuous improvement and adaptability, where teams are empowered to identify and solve problems, and where they are able to respond to changing conditions and opportunities in real time.

Overall, the impact of Agendashift and Leading with Outcomes leadership on the business can be to improve outcomes, increase engagement and collaboration, and drive innovation and growth. This can help organizations to remain competitive and successful in an increasingly complex and dynamic marketplace.

There are a number of advantages for emerging leaders to adopt Agendashift early in their careers. First and foremost, Agendashift provides a comprehensive and flexible framework for implementing organizational change and driving cultural transformation. This can help emerging leaders to understand and apply the principles and practices of business agility, and to develop the skills and knowledge that are needed to drive effective and sustainable change within their organizations.

Additionally, the focus on outcome orientation and continuous transformation in Agendashift can help emerging leaders to develop a forward-looking and proactive approach to leadership. This means focusing on the outcomes that are important to the organization, engaging with stakeholders to understand their needs and priorities, and creating plans and initiatives that are designed to achieve those outcomes. This approach can help emerging leaders to drive innovation and growth, and to create a culture of adaptability and continuous improvement.

Overall, the adoption of Agendashift early in their careers can provide emerging leaders with the tools and skills that are needed to drive organizational change and achieve success in today’s complex and dynamic business environment.

I notice shift over the course of those paragraphs from “leaders” to “emerging leaders”. If the latter refers to leaders who are willing to give Leading with Outcomes a try, then I’m totally fine with that. And with the caveat about participation, the rest is surprisingly good.

Overall, I’ve gone from deeply skeptical to really quite impressed. I’ve seen plenty of bot-generated rubbish, but ChatGPT has done pretty well here. Because it’s quite capable of giving a misleading impression I wouldn’t recommend using its outputs uncritically, but it is certainly powerful.

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The four modules of Leading with Outcomes:

  1. Leading with Outcomes: Foundation
  2. Inside-out Strategy: Fit for maximum impact
  3. Outside-in Strategy: Positioned for success
  4. Adaptive Organisation: Business agility at every scale (from early 2023)

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