Get unstuck and get going: Starting small with 5% and 15% outcomes

In chapter 1 of Agendashift (2nd edition 2021) you’ll find a crucial but awkwardly-named exercise, Practice Outcomes. It’s there because the main event, the Clean Language-inspired coaching game 15-minute FOTO, goes so much better if players have been primed to start small. If your first outcome is a small one, the chain of consequences that follows – “Then what happens? Then what happens?” – is so much more productive.

5% outcomes, getting unstuck

I’ve been working on making not just the exercise of Practice Outcomes but its outputs and its rationale easier to reference. Hence “5% outcomes”, the kind of teeny-tiny outcomes you get from the miracle question (source: Solutions-focused brief therapy, via the 2006 Jackson and McKergow book The Solutions Focus). The version of the miracle question we use in Practice Outcomes isn’t exactly canonical but it’s close enough:

  • If that obstacle disappeared overnight (it doesn’t matter how), what would be the first thing you would notice? (something positive)

The rationale? Make your outcomes small enough, and perhaps they’re there already if only you knew where to look. And if they’re there, so are what causes them – solutions! A great way to get unstuck.

If you find yourself not wanting to explain the miracle question, something simpler:

  • What first, tiniest signs of success might we see?
  • And before that, even tinier?

Context for those questions might be a some kind of obstacle, an outcome (a larger one, obviously), or even our overall objective. Here I’ve visualised it in terms of the IdOO (“I do”) pattern:

5-percent-outcomes

15% outcomes, getting going

If we get unstuck with 5% outcomes and their corresponding 5% solutions, then 15% outcomes and their corresponding 15% solutions are how we make faster progress. I’m riffing on the Liberating Structures pattern 15% Solutions, whose rationale speaks to the stuckness issue but invites us to think a little bigger. If our attitude is that “15% is always there for the taking”, then we’re primed to iterate towards our goals. Faced with an adaptive challenge, the sooner we embrace that kind of approach, the better. Here, 100% solution are worse than unlikely, they’re a route to failure.

15% is always there for the taking

15% Solutions: Discover and Focus on What Each Person Has the Freedom and Resources to Do Now (liberatingstructures.com)

The questions here:

  • “How will we know that we’ve made a small but significant step in the right direction?”
  • “And then what happens?”

Anticipating one of the three most important questions in 15-minute FOTO, the “And then what happens?” is already getting us to think more iteratively. Visualised:

15-percent-outcomes

5% and 15% outcomes, yes outcomes

You might be wondering why I start with Solutions Focus and 15% Solutions and invite participants to capture not solutions but outcomes. Is this some strange insult to my sources? Not a bit of it!

Think of Agendashift as a two-pronged approach to adaptive strategy:

  1. its formation through an ongoing process of meaningful participation
  2. integrated with innovation and learning processes

In the context of an adaptive challenge in a changing environment (one we’re actively changing, no less), if we take the attitude that solutions are always there for the taking – a core premise of both our sources –  the right time for solutions is just in time. To solutionise sooner is to invite solutions that may be beyond their shelf life by the time they’re really needed. Worse, having them designed only by the people who happen to be in the room at the time is another recipe for failure.

We are not merely counting on but institutionalising the emergence of solutions “from the people closest to the problem”, to quote my friend Karl Scotland. Keeping that innovation process well fed, appropriately oriented, and with room to breathe, strategy is developed in the language of outcomes.

Going as far as mostly as avoiding the term change management for fear of being associated with it, this is the very antithesis of 1990’s-style managed change. Great for upgrading your email server, but completely the wrong paradigm for anything transformational. Catch yourself thinking that a preconceived solution – worse, a borrowed one – should be your main response to your adaptive challenge? Tempting, but think again. You’d be making a category error, already a terrible place to start. Rolling it out, overcoming resistance to change and all that? Well that would be doubling down, compounding the mistake, and the consequences will be yours to own.

So solutions come well after outcomes, not before. But if you hear a solution prematurely – even a 5% or 15% solution – don’t worry. They’re easy to deal with:

  • Then what happens?

Get unstuck and get going with 5% and 15% outcomes. Small – tiny even – but powerful!


What if we put authentic agreement on meaningful outcomes ahead of solutions?

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Agendashift roundup, September 2021

In this edition: Academy update; Up and down the Deliberately Adaptive Organisation; Celebration-5W version 6; Upcoming events; Top posts

Academy update

Time to come clean: our next public workshops (there are still private workshops taking place) won’t happen until the new year. Honestly, the desire was there, but with all the behind-the-scenes work we’re currently doing, it just got too complicated.

For a taste of things to come, Coaching with Outcomes will return in the format of four 2-hour online sessions over four weeks. Although (like the current one) you will be able to take it standalone, it will also:

  1. bring together cohorts of students taking Leading with Outcomes, and
  2. form part of a modular replacement for what was the Deep Dive workshop (actually we’re up to something more ambitious than that, but more than that I can’t say at this stage)

Outside-in Strategy with Outcomes (originally planned to be out by now) and the advanced modules based on the Deliberately Adaptive Organisation (more on that below) are similarly postponed. We’re confident though that the delay will be well worth it.

Up and down the Deliberately Adaptive Organisation

This month’s big event was the webinar Up and Down the Deliberately Adaptive Organisation. Read about it and watch the video!

Meanwhile, the Deliberately Adaptive assessment pilots are going strong – three have their debrief workshops scheduled for October.deliberately-adaptive-image

Celebration-5W version 6

Also this month, an update to our context-creating workshop kickoff exercise Celebration-5W. Read about that here:

I am also testing some changes to 15-minute FOTO, our Clean Language-inspired coaching game. More on that next month I hope, and in the #cleanlanguage channel in the Agendashift Slack meanwhile.

Upcoming events

Top posts

Predictably perhaps:

  1. Up and Down the Deliberately Adaptive Organisation
  2. Celebration-5W version 6, “your next big breakthrough”
  3. My favourite Clean Language question (January 2019)
  4. From Reverse STATIK to a ‘Pathway’ for continuous transformation (October 2019)
  5. ‘Right to Left’ works for Scrum too (July 2018)

What if we put authentic agreement on meaningful outcomes ahead of solutions?

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Up and Down the Deliberately Adaptive Organisation

As mentioned in last week’s roundup, I was the guest speaker last night at a #bacommunity webinar hosted by Adrian Reed of Blackmetric Business Solutions. I am blown away by the response (still ongoing), and Adrian has kindly made the recording available already. You can watch it here (below, ad free), on YouTube, or on Adrian’s webinar page (blackmetric.com).

A modern take on a 70’s classic, we take some of the tools of modern product and organisation development and plug them into Stafford Beer’s Viable System Model, a model that (still) describes organisations of all sizes that have the drive to survive in a changing environment. The result of this exercise will feel remarkably familiar to Lean-Agile eyes, and yet it helps to reveal some of the serious dysfunctions too often experienced with current frameworks, both team-level and larger.

Mike Burrows

About the Speaker
Agendashift founder Mike Burrows is the author of Agendashift: Outcome-oriented change and continuous transformation (2nd edition March 2021), Right to Left: The digital leader’s guide to Lean and Agile (2019, audiobook 2020), and the Lean-Agile classic Kanban from the Inside (2104). Mike is recognised for his pioneering work in Lean, Agile, and Kanban and for his advocacy for participatory and outcome-oriented approaches to change, transformation, and strategy. Prior to his consulting career, he was global development manager and Executive Director at a top tier investment bank, CTO for an energy risk management startup, and interim delivery manager for two of the UK government’s digital ‘exemplar’ projects.

Links shared in the talk:

  • deliberately-adaptive.org
  • agendashift.com/changeban
  • agendashift.com/assessments
  • agendashift.com/a3-template
  • agendashift.com/book (the 2021 2nd edition of Agendashift) and its recommended reading page, looking out in particular for these authors:
    • Stafford Beer (VSM originator)
    • my friend Patrick Hoverstadt – for The Fractal Organisation, the second of two of his books I reference
    • Robert Kegan & Lisa Laskow Lahey – here for An Everyone Culture.  Despite my oft-expressed aversion – alluded to in my talk – to staged development models, maturity models and the like, they impress hugely. The name ‘Deliberately Adaptive Organisation’ is totally inspired by their ‘Deliberately Developmental Organisation’, referenced towards the end of my talk. To integrate strategy, delivery, and development to the depth envisioned in Agendashift’s wholehearted mission, you need this stuff. Their Immunity to Change resonates too.
  • agendashift.com/subscribe – per the last slide, a ton of stuff still brewing and you don’t want to miss out 🙂

Enjoy!


What if we put authentic agreement on meaningful outcomes ahead of solutions?

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Celebration-5W version 6, “your next big breakthrough”

Agendashift is founded on one simple but radical idea: authentic agreement on meaningful outcomes as the basis for change. If there’s a stronger foundation for the kind of change where engagement, collaboration, and innovation are key – any interesting kind of change, in other words – I have yet to find it.

Accepting that authentic agreement is unlikely without some kind of conversation, where do those conversations start? One tried-and-tested place is Celebration-5W, our context-capturing workshop kickoff exercise. It’s not the only available starting point, but it is certainly a reliable one. It’s a time travel exercise with a simple premise: we use the journalistic Five Ws – Who, What, Where, When, and Why – to report on a celebration that will take place some time from now. The exercise is usually done in small groups, with outputs compared in a debrief afterwards.

In version 6 I’ve made a couple of small changes to align the materials with how I already introduce and facilitate it:

  1. Under What, “your next big breakthrough”. This is a deliberate nudge away from the thinking that we must wait for the end of a project. For a while in my patter I would say things like “your next big piece of learning” but that’s too abstract for this early stage in proceedings and not nearly as engaging.
  2. Under When, I inserted “business-relevant” to make a “significant and business-relevant challenge”.  An obvious enough tweak, but I have always stressed that it’s not good enough to celebrate something specific to (say) Agile practitioners without making its business relevance very clear. Better indeed to start with something recognisably business-related and work backwards from there. In fact, it’s perfectly possible to do an Agendashift workshop without mentioning the A word at all and I make no apologies for that.

Celebration-5W-slide-2021-08-v6

As per the tip highlighted middle right on the above slide, the two affected W’s together represent a good place to start the exercise. The trick is to iterate between the What (top right in Mike Haber’s nice template) and the When (bottom right) until you have a scope that seems to work. We recommend a timeframe measured in months, long enough for there to be some real challenge remaining but not so long that it risks becoming just an aspiration or someone else’s problem.

Your next big breakthrough

What if workshop exercises aren’t your thing or if now’s not the time? Fair enough! A little mental/paper exercise for you:

  • What is the next big (multi-month, significant, and business-relevant) breakthrough that you would like to be celebrating?
  • Where do you think that breakthrough will come from?
  • Were you to ask those questions of your colleagues, how do you think they would answer?
  • How would their Five Ws compare to each other’s and to yours?

Be honest now! Answers aren’t going to be identical, but you do want them to be coherent. If they are not, you have a problem, perhaps even the seeds of real crisis (I do not exaggerate – we’ve seen it firsthand). Of course it’s not normally as bad as that, but incoherence, misalignment, or complacency are hardly trivial issues either. One way or another, it’s time to get together and start creating some shared context.

Celebration-5W is one of the first exercises in our self-paced online training Leading with Outcomes. It represents just one of multiple opportunities for you to engage with questions of transformational leadership and with a range of tools specifically designed for productive conversations in the language of outcomes. Whether you’re a manager or a practitioner, we’re confident that it will help you be a better leader. Could it be where your next personal breakthrough comes from?

Related resources


What if we put authentic agreement on meaningful outcomes ahead of solutions?

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Inside-out or outside-in? A strategy warmup

In case you have been wondering why it has been quieter than usual here, we had four night’s worth of respite break last week (long story but it was great, the longest break we’ve had since the pandemic started). Refreshed and energised, by the power of Zoom I was in New Zealand early in the morning of my first day back for a Limited WIP Society meetup and I thought it would be fun to try an experiment.

As per most of my meetup appearances we did a IdOO (“I do”) pattern exercise, three breakouts discussing the Ideal, Obstacles, and Outcomes for a given challenge. Composed for the event, here’s the challenge we used:

Imagine…

…reaching the right customers, meeting their strategic needs*, achieving results in the way to which we aspire

*strategic needs: their needs, our strategy 

(And here is that challenge plugged into the IdOO Breakout Generator announced last month)

There are several things going on that challenge, and I was careful not to steer people towards any particular element. In the debrief afterwards:

To which part did you most respond? Right customers and their strategic needs, or how we achieve them? If right customers and their strategic needs, chat “outside-in”. If you responded mainly to the how part, “inside-out.

Interestingly, the split was roughly 50:50.

Inside-out and outside-in describe two important and complementary approaches to strategy. If you start with developing capability, performance, or culture, it’s inside-out. Whether or not it qualifies as effective strategy depends on a few things: if you identify one or more meaningful objectives (not too many of those – you need focus), some measures of success (how to know that you’re winning), the most important obstacles you’ll likely need to overcome (no point focussing on the wrong obstacles or obstacles that don’t really exist), and other sources of uncertainty (be honest now), you’ve made a good start, but still you’re set up for failure if you can’t back that up with the necessary commitments.

You can get all of that right and still waste a lot of time finding out that it’s all completely irrelevant from the customer’s perspective – a potentially catastrophic problem if left unaddressed. The alternative? Outside-in means starting from the customer and other actors in the changing business environment, and working inwards. In the process, it creates meaning and context for what happens inside, a powerful exercise in alignment when done right.

Don’t get me wrong, organisations absolutely need to balance both perspectives, and it’s good to be skilled in facilitating both approaches. It’s good also to know which one you’re doing, and to recognise when the other is what’s needed or is happening anyway (trust me, it happens, and it can be a good thing).

If you know you have an urgent need to look at things from both ends, my firm advice is to start outside-in. With the right kind of structure you’ll get quickly to a point where you can bounce back out again, and the whole exercise will make so much more sense. Agreeing instead on a load of improvement work that later turns out to be irrelevant is at best wasteful, and at worst, demoralising.

Back from my break I have started recording Outside-in Strategy with Outcomes, the outside-in complement to the self-paced training Leading with Outcomes with which we launched the Agendashift Academy last month. Together with our signature interactive workshops – see Upcoming below for dates – we’re building a comprehensive training programme, all designed to help organisations, their leaders, and their expert practitioners thrive together in a changing environment. For us that means some motivating objectives for the year consistent with our mission, and some new capabilities to develop. And don’t worry, no shortage of commitment!

Related posts:

Resources (agendashift.com/resources)


Upcoming

Always and at your convenience:

Further self-paced training modules in the pipeline:

  • Outside-in Strategy with Outcomes – due summer 2021
  • Transforming with Outcomes – due autumn/winter 2021

Scheduled:


Upcoming

Always and at your convenience:

Further self-paced training modules in the pipeline:

  • Outside-in Strategy with Outcomes – due summer 2021
  • Transforming with Outcomes – due autumn/winter 2021

Scheduled:


What if we put authentic agreement on meaningful outcomes ahead of solutions?

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My kind of…

Two years ago almost to the day,  I was among a group invited by Pierre Neis to answer this question:

What kind of Agile is your Agile?

I was writing Right to Left at the time, and “my kind of Agile” was already a feature of chapter 2. Here it is (the short version at least):

People collaborating over working software that is already beginning to meet needs

That’s just a starting point. To put it into practice, we work backwards from there, keeping needs and outcomes always in the foreground as we go. Understand how that “right to left”, outcomes-first kind of Agile differs both philosophically and practically from a “left to right”, backlog-driven kind of Agile – a kind that too often involves imposing process on people for the sake of mediocre results (at best) – and you’ll understand why the book needed to be written.

If you appreciate that essential difference already, you’ll enjoy the book’s singular perspective. If you don’t, you’ll find it a highly accessible introduction to the Lean-Agile landscape, one that avoids the mistake of explaining Agile in the terms of the models it seeks to replace, a mistake that undermines it every time it is made.

I opened this post with Pierre’s question of 2 years ago because I was delighted this week to speak at his invitation on “My kind of Agile” at an online meetup he hosts. In preparation I put up a new page:

In the print and e-book editions, My kind of… is Right to Left’s Appendix B. It’s a glossary of sorts, a gathering together of some informal definitions that are especially characteristic of the book. It starts with two versions (shorter and longer) of “My kind of Agile” and continues in that same vein.

If you’re listening to the new audiobook edition – out just a few days ago – the appendices aren’t included, so here you go!

cover right to left audiobook.001

Upcoming workshops (all online of course)

With yours truly unless otherwise indicated:

For the latest workshop and speaking events check the Agendashift events calendar.


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Phases 1 & 2 of the agendashift-open project

I’ve finished moving the source files for two sets of pages on agendashift.com to a public git repo, asplake/agendashift-open. In the process I’ve reformatted them from HTML to CommonMark – slightly limited but very much easier to maintain, a worthwhile tradeoff in this case.

The two sets of pages concerned are these:

  1. Agendashift as framework – principles, patterns, and activities
  2. Agendashift Workshops

Look around in either of those areas and you’ll see that each page links to its respective source file just below its license notice.

All 29 pages of this content were already Creative Commons, specifically CC-BY-SA. This change just makes it easier for others to reuse, comment on, or contribute fixes to these pages, and potentially to fork them and create create derivative works under the terms of that same license.

Let’s be clear what that means: Just about all the workshops and consulting services I offer are defined by this content and I accept the commitment to curate it carefully; others are free (within the quite generous license terms) to use it. It attracts some to join the community; some collaborate actively (see for example the Wholehearted:OKR page, very much a collaborative effort); some become Agendashift partners, gaining access to other tools and materials on a commercial basis; some corporate clients arrive via this route too.

Phase 3 will involve doing the same for the all CC-BY-SA content in the Resources area. Some of the pages are quite substantial and the conversion will require a little bit of effort, but worth it I’m sure. Making (for example) the page for Featureban page more community-maintainable must surely be a win.

Thank you John Grant for the nudge. Channel #open in the Agendashift Slack.


Upcoming workshops (all online of course)

With yours truly unless otherwise indicated:

For the latest workshop and speaking events check the Agendashift events calendar.


agendashift-banner-2019-12-17
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Doing Agendashift online (4 of n): Ideal, Obstacles, Outcomes (IdOO)

The time to take a close look at 1) your strategy and 2) your ways of working is now. You need to do those together – integrated, wholeheartedly, no half measures. The place to do it is online. We’re here to help you.

This is #4 in a series of unspecified length, covering ways you can do Agendashifty things online (we have plenty of practice). And here, we really get to the heart of things.

Followers of this blog will know that 15-minute FOTO is our Clean Language-inspired coaching game, one of the highlights of any Agendashift workshop. You might even have guessed that this would be the 15-minute FOTO installment. You’re not wrong exactly, but first let’s see it in context.

Here it is in the Discovery session of the classic Core, Applied, or Deep Dive workshop, chapter 1 of the Agendashift book:

Idoo-Discovery

Same workshops, same book, but session/chapter 2, Exploration:

Idoo-Exploration

And now the Wholehearted:OKR workshop, different book (Right to Left), and the session Outside-in review (I):

Idoo-Wholehearted-OKR-outside-in-review-I

And session Outside-in review (II):

Idoo-Wholehearted-OKR-outside-in-review-II

Even if 1) the slides didn’t give the game away already and 2) I told you that there are two different flavours of 15-minute FOTO here and that sometimes we use a different tool entirely, you’d have no trouble recognising that there’s a pattern here.

I’m calling that pattern IdOO:

idoo-2020-03-25

Doing IdOO online

See the past installment 2. Celebration-5W to understand how we facilitate online at least one of the ways we can can establish some business context ahead of any reflection.

See 3. The assessments for how participants prioritise the assessment prompts on which they will reflect. For Discovery, it’s even simpler: just share the Agendashift True North (see the Resources section below).

Then (and you’ll find these questions in the True North deck):

  • When this is working at its ideal best for you, what’s that like?
  • And when that’s happening, what new stories could you tell?

Those questions work really well 1-2-4-All style as described in the assessments installment – individual silent reflections followed by pairwise, table group, and debrief conversations (a good test of your breakout room skills if you’re using Zoom).

That’s IdOO’s Ideal reflection part done. Easy!

To identify Obstacles:

  • What stops that? What gets in the way?

(See also The language of outcomes: 2. Framing obstacles)

Again, that’s straightforward enough. And again, 1-2-4-All works really well, except that this time those obstacles will need to be captured somehow when the conversation gets to table group level. Google Docs works great, but you’ll want to get documents set up and distributed ahead of time.

To generate Outcomes, you could just ask these questions with respect to the obstacles just captured:

  • What would you like to have happen? (or your favourite equivalent)
  • Then what happens? (asked a few times perhaps)

Even online, that’s temptingly easy. That would however be a huge opportunity missed. Instead of you asking the questions, how about your participants coach each other? That’s what 15-minute FOTO does, and both editions of the game (Lite and Classic) have versions specifically tailored for online use.

In some ways the online version is more efficient, with everyone joining in to help with the scribe’s task of capturing outcomes, clients as well as coaches able to refer to the notes (these roles rotate by the way). Especially if you’re facilitating it for the first time, don’t be afraid to join in – the Lite edition in particular includes a familiarisation phase.

Next time (not Monday, it being Easter) we’ll look at different ways those generated outcomes can be organised online.

Resources

All of these are open source (CC-BY-SA):

Become a partner for both the integrated workshop materials and the ability to administer the assessments described in the previous installment.

And the two books:

Upcoming online workshops


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Doing Agendashift online (3 of n): The assessments

The time to take a close look at 1) your strategy and 2) your ways of working is now. You need to do those together – integrated, wholeheartedly, no half measures. The place to do it is online. We’re here to help you.

This is #3 in a series of unspecified length, covering ways you can do Agendashifty things online (we have plenty of practice).

Here we look at Agendashift’s assessments, which have been online since the beginning. If ever you’ve been surveyed by email and Excel, you’ll know why we do it online; if you’re still doing it like it’s 1999, shame on you!

You can easily adapt the advice given here if you want to use the assessment for coaching purposes. Considerations for online workshops:

  1. How & when to send out the survey
  2. Delivering the survey debrief
  3. Facilitating the followups

That last consideration is a big enough topic that it will spill over into the next installment. Here we’ll cover things specific to the assessment itself.

1. How & when to send out the survey

I’ve not written about the assessment tool as much as I could and should – quite apart from its specific role in the workshop of helping people to identify areas of opportunity, it does a great job of setting the tone for the workshop or coaching engagement. And it’s a door-opener!

In its wording, we’ve taken great care to avoid prescription. People don’t respond well to anything that feels like coercion, and dialling back on the jargon means that it works in a wide range of contexts (some of our best experiences have been outside of technology teams) and opens up the broadest range of possibilities.

Some partners have reported good results from capturing survey input through a facilitated group exercise. Personally, I don’t do that, for fear 1) of sucking the energy from the room and 2) of depriving ourselves of the widest range of responses. That said, conducting the survey via a series of private one-to-one conversations does work really well.

Doing it one-to-one when you’re physically in the same room, handy tip #1 is to open the survey’s sharing link in a private browser window (an ‘Incognito’ window in Chrome). You slide your laptop over to your counterpart, they sign themselves up, and you take notes as they provide “as little or as much commentary as they like” as they complete their assessment. Online, just share the link – via Zoom’s chat feature, say – and have them complete their assessment whilst sharing their screen. Easy!

Tip #2: If you’re surveying a lot of people, and only some of them are through these one-to-one conversations, ‘tag’ the sharing link for each population group so that you can slice and dice the results afterwards. We find that leadership teams (for example) tend to score the assessment more strictly (lower, in other words), making them a good baseline for comparison with other groups.

For those larger populations, here’s a typical email invitation:

At the link below is the prework for <event>. Before you begin, decide on a scope – your team or something bigger – and stick to it; trust me that any differences in scope or scale will be not be an obstacle when we review the full survey results together.

If any of the prompts strike you as particularly important for discussion, please ‘star’ them when you get to the review page at the end. We ask that you limit yourself to a maximum of 6 stars, eg 3, 2, 1 for your top 3 priorities or 1 star each across 6; the tool will warn you if you go over this limit.

Please do your best to complete by <date> to give us time to print the handouts with the survey results. Thank you!

I like to send this out a week in advance. Of course for online workshops we won’t be relying on the printed handouts referred to in the last paragraph so the timing is slightly less constrained, but still you want to allow enough time both for responses and for a polite nudge or two if you’re not seeing the expected response rate.

2. Delivering the survey debrief

This part hardly changes. The debrief is already done via a browser-based report designed for projection, so just share your screen and you’re away. It’s a single page app that responds to your keyboard, mouse, or presentation clicker. The report starts high level – the aim being to get everyone comfortable and recognising their own data – and finishes on the prompts with the widest range of scores, where you’ll have the interesting discussions.

Tip #3: Remember the “brief” in “debrief”. Better too fast than too slow; participants will have plenty of opportunity to interact with the content afterwards.

Tip #4: Remember that it’s not your job to provide a diagnosis but to facilitate a conversation. Calibrate any commentary carefully. Agreement on outcomes is the most powerful for enabler for strategic change that we know; it’s why Agendashift exists, and the assessment and the followups are designed with that in mind. Don’t undermine it!

3. Facilitating the followups

Group work starts with prioritising the assessment prompts, each table group choosing a shortlist of prompts for further discussion, prompts that help to identify areas of opportunity. 5 prompts per table group works well.

I like to facilitate this 1-2-4-All style:

  • 1: On their own, silently, participants choose their top 3
  • 2: In pairs (or threes, as necessary) , a conversation to arrive at a joint top 4
  • 4: In table groups, agreement on a combined top 5
  • All: A quick whole group debrief

Each of those steps suitably timeboxed.

Tip #5: if you’re using breakout rooms in Zoom (a great feature), remember that anything you’re sharing on-screen will disappear when participants move to their pairs, threes, or table groups. Clear instructions and the availability of all necessary resources are both essential. To that end, each page of the debrief (the one below, for example, or the pages designed for printing) has a shareable URL.

Screenshot 2020-03-25 09.06.37

What happens next isn’t specific to the assessment and I’ll save for next week’s installment what turns out to be a key pattern and well worth covering on its own. So watch this space!

Two things to leave you with meanwhile:

1. Ways to access the assessment:

  1. The Agendashift global survey, with a mini (18-prompt) version of the assessment
  2. The free trial – also the mini version, surveys limited to up to 10 people
  3. Through the partner programme, access to the full range of templates (including the main 42-prompt assessment), size restrictions removed:
    1. Engage one of our partners to administer a survey on your behalf; most would also be delighted to do the surrounding facilitation
    2. Become a partner yourself  – access not just the assessment tool but all our materials too

2. Upcoming opportunities to experience Agendashift online:

 


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Doing Agendashift online (2 of n): Celebration-5W

The time to take a close look at 1) your strategy and 2) your ways of working is now. You need to do those together – integrated, wholeheartedly, no half measures. The place to do it is online. We’re here to help you.

This is #2 in a series of unspecified length, covering ways you can do Agendashifty things online. Here we look at Celebration-5W, the exercise I’ve used at or near the beginning of nearly every workshop I have conducted in recent years, and (accordingly) the exercise that opens chapter 1 of the Agendashift book. It’s open source (CC-BY-SA license), one of several such resources you can access here.

From the Celebration-5W page:

Celebration-5W is the first of Agendashift’s Discovery exercises. We have now made it available under a Creative Commons Attribution-ShareAlike license; not only can you view the deck here (embedded from Slideshare), you can request the original source .pptx files for incorporation with your own material or adaptation to your needs.

Celebration-5W is a time travel exercise, typically focussed on a celebration several months into the future. It is typically used at the start of a workshop, retrospective, or chartering exercise to create some shared business context. Everything else we go on to discuss should in some way help us to achieve the things we identify here.

You can see it in action 6 minutes into the video on the 15-minute FOTO page.

Celebration-5W is easy to facilitate online. Just as with doing it in person, there are two main considerations. The technology may have some influence on your choices:

  1. Is this a whole room exercise, or do we work in small groups (table groups in person, breakout rooms online)?
  2. Fancy template, or “Put your paper in portrait mode, the five headings down the page”?

Doing this in person with 6 or more people, I have a strong preference for working in table groups, debriefing each group one at a time afterwards if there aren’t too many of those, a small number of groups volunteering otherwise. This way, you learn a lot from the alignment (or otherwise) of outputs. That said, some facilitators report good experiences doing this as a whole room exercise, so take your pick. Online, your level of comfort with managing breakout rooms will no doubt be a factor (and I’ll mention some gotchas next time), perhaps favouring the whole room experience.

Working in person, I have used Mike Haber’s template ever since he contributed it. Doing it in person isn’t an option right now, but for when that opportunity returns it’s easy enough to draw by hand, and the Celebration-5W Dropbox includes pptx and pdf files you can print (I print them on A3 paper).

Online, a couple choices:

  • Replicate Mike’s template in your favourite online whiteboarding tool (eg Miro)
  • In Google Docs (or equivalent), the 5W headings – Who, What, Where, When, and Why – down the page (or pages or docs plural, for multiple groups)

I like Miro, but given that this is usually the kickoff exercise, I stick with the option familiar to the most people, Google Docs. In fact, in the Agendashift Online workshop (see below), Zoom and Google Docs is all the technology needed for the entirety of the first two-hour session.

All pretty straightforward, so give it a try! Including how access the Dropbox, there’s more on Celebration-5W here.

I leave you with some upcoming opportunities to experience it online:

Next: Doing Agendashift online (3 of n): The assessments

Celebration-5W-template-2019-03-v1


agendashift-banner-2019-12-17Links: Home | About | Our mission: Wholehearted | Become an Agendashift partner | Assessments | Books | Resources | Events | Contact | MikeSubscribe
Blog: Monthly roundups | Classic posts
Community: Slack | LinkedIn group | Twitter