Agile transformations can be tough. They’re messy, time-consuming, and more often than not, they fail to deliver the promises that got everyone excited in the first place. That’s why it’s so important to approach an Agile transformation as a full-scale organizational change rather than just a shift in how our development teams work.
In my years as a change management consultant, I have studied and applied various change management models, from John Kotter’s 8-Step Change Model to ADKAR and Lean Change Management by Jason Little. I have learned through these experiences and countless transformations that there isn’t a one-size-fits-all approach.
That’s why I have developed the VICTORY framework. It’s a straightforward approach, blending the best practices from multiple models with practical insights from leading Agile transformations at scale. The idea is to make it easy to remember and apply, no matter the size or complexity of the organization.
The VICTORY framework is designed to guide organizations through the often chaotic and challenging process of organizational transformation — not just Agile Transformation. Following this framework ensures the change is not just strategic but sustainable. Here’s how it works:
Every transformation has to start with a strong reason. Before diving into the change, it’s crucial to validate why the transformation is necessary. What are the core issues driving this change? What happens if we don’t make these changes? We need to establish a sense of urgency to get everyone aligned and committed. Without a compelling “Why,” it’s tough to get the buy-in needed for a successful transformation.
Analyze the current challenges and pain points.
Engage with key stakeholders to understand their perspectives.
Clearly communicate the risks of staying the course without change.
Strong leadership is the backbone of any successful transformation. We start by securing solid support from executive leaders and finding champions within the organization who can help drive the change. These leaders will be our advocates, offering feedback and refining the transformation goals as we go along.
Get top executives on board and invest in the change.
Identify and empower champions across different levels of the organization.
Set up channels for continuous communication and feedback.
A transformation without a clear vision is like setting off on a journey without a map. We need a vision that is motivating, realistic, and capable of bringing everyone together. This vision should clearly explain why the change is necessary and what the organization will look like once the transformation is complete. It’s also important to test this vision with small groups to make sure it resonates with people at all levels.
Develop a vision statement that aligns with the organization’s overall goals.
Communicate this vision consistently across the organization.
Gather feedback to ensure the vision is clear and inspiring.
With our vision in place, it’s time to get specific about what we want to achieve. We define clear, measurable goals and outcomes. Establishing metrics is crucial — these will keep us on track and provide a way to measure success. This is also the stage where we’ll need to create or adapt tools that will help us track progress effectively.
Set specific, achievable goals aligned with the vision.
Define key objectives and results to monitor progress.
Review and adjust goals regularly as the transformation unfolds.
Instead of launching the transformation organization-wide from the get-go, we start with pilot teams. These teams will help us test new structures, roles, tools, and processes. It’s essential to provide them with the necessary training and support to set them up for success. The insights we gain from these pilots will be invaluable in identifying potential challenges and making adjustments before scaling up.
Choose pilot teams that represent a cross-section of the organization.
Provide tailored training and ongoing support.
Monitor the pilot phase closely to gather insights.
Continuous improvement is at the heart of Agile, and that applies to our transformation process, too. We regularly review how the pilot teams are progressing, gather feedback, and measure outcomes. This approach allows us to learn from early experiences and make necessary adjustments before the transformation goes organization-wide.
Hold regular retrospectives with pilot teams to gather insights.
Adjust the transformation strategy based on what’s working (and what’s not).
Share learnings across the organization to keep everyone informed and engaged.
Once our pilots are running smoothly, it’s time to scale the transformation across the organization — but do it gradually. Expanding in phases allows us to manage the change more effectively. During this phase, we ensure that governance structures, roles, and performance metrics evolve alongside the new ways of working. Keeping leadership engaged is critical to removing obstacles and celebrating wins as we go.
Plan a phased rollout of the transformation.
Align governance structures with the new processes.
Maintain executive engagement and celebrate every milestone.
As our organization undergoes this transformation, it’s crucial not to overlook the individuals who will be affected by these changes. This means understanding how the transformation will impact roles, responsibilities, and workflows at a personal level. Each person should feel that they have something positive to look forward to, whether it’s new opportunities for growth, skill development, or simply a more satisfying job.
Assess how each role will be impacted by the transformation.
Align individual roles with the new ways of working, making sure everyone understands the benefits.
Offer opportunities for growth and development that align with the transformation’s goals.
The VICTORY framework provides a structured yet flexible approach to transformation. By validating the need for change, securing leadership support, crafting a clear vision, targeting specific goals, onboarding with pilot teams, continuously reviewing and adapting, and scaling the transformation gradually, we can navigate the complexities of any kind of transformation effectively.
Moreover, focusing on the individual impact of the transformation ensures that the change is not just successful at the organizational level but also embraced by the people who make up the organization. This framework offers a practical roadmap for organizations looking to become more Agile and adaptive in today’s rapidly changing business environment. By following the VICTORY framework, we can increase our chances of a successful, sustainable transformation that benefits both the organization and the individuals within it.
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