Coaching agreement

From previous experience, it has become apparent that my work as an Agile Coach has the most impact if we agree on the following principles. If we don’t we will pull in different directions as soon as we hit some bumps in the road and we’ll both be frustrated. So, let’s not do that 🙂

Principles

My ideal coaching gig

I am motivated by working with founders on setting up minimal org structures and processes that enable the following.

What we will try to achieve

autonomous, self-sufficient, cross-functional teams

  • because in a complex context of uncertain requirements they outperform organizations of functional silos (handovers = waste)
  • they are also more rewarding for individuals working within them (autonomy)

create a safe space that enables teams to be more productive

  • where people trust each other and cooperate
  • where people feel safe to experiment
  • where people feel safe to admit failure and are ready to learn from it

This means many traditional management practices won’t apply and we will implement some variation of the following as appropriate to your context.

We’ll know that we are on the right track by measuring customer and employee satisfaction.

Don’t worry, we won’t tackle all of these on day one, but we need to agree that this is where we are heading.

What I expect my role to be like

  • I should be in close collaboration with the leadership of the organization to have the clout to make organizational change happen.
  • I will involve people that are affected by a change in the change process. This takes more time than “just doing it”, but it also has a higher likelihood of acceptance and success.
  • I should not have coercive power over anyone. It gets in the way of coaching.

What you can expect of me

Signs that we might be a good fit

  • You read Reinventing Organisations, and while you are not convinced about all of it, the general idea of teal organizations gets you excited, because it feels like “the right thing to do”
  • Long-term success is more important to you than hitting quarterly numbers
  • Achieving your company purpose is more important to you than getting rich

Red flags indicating we might not be a match

The following might be indicators (not the reasons) that we don’t agree on principles and should not work together.

  • You want to grow your head count because that shows progress
  • Hitting quarterly revenue forecasts is more important than long term success
  • You think people bringing their authentic selfs to work is esoteric bullshit
  • You want people to be interchangeable cogs in your machine
  • You have a dress code at work
  • Your business model is based on revenue from advertisement or selling people’s data to third parties

What I’d like to discuss before we agree to work together

  • Who owns the company? Do you have investors? What is their involvement? How free are you in running experiments on organizational level?
  • Do we agree on the principles described above? Where do we disagree? Is that a problem?
  • What are your personal goals? How does the company fit in those?

If you read this far, let’s talk.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s