AGILE LEADERSHIP

When you invest in a new project or launch a new program, you need effective leadership to make sure you meet your business goals. Whether it's jump starting a new program, helping get a project back on track, selecting software, or a program health check, we can provide the leadership you need

 

Large SW development projects are, by their very nature, ones where the requirements tend to evolve during the term of the project. The project team concentrates on the currently known requirements, knowing that change is expected and can be managed. However, other requirements may well evolve and surface during the duration of the project. This means that the scope of the project may need to change; for some it could mean the interpretation of the boundaries for the project scope may alter or it may be that what is required to achieve the scope changes. Planning and replanning are critical activities, as is change management, so that the project is “planning driven” rather driven by the plan.

 

By applying Agile Principles and Values our BDD Consultants help you take your project from visionary ideas to a successful implementation.

 

BDD Consultants are:

Visionary instead of Directive

Visionary leaders use intelligence and creativity to craft and communicate inspirational stories of a dynamic future. They see opportunities others may not be able to see from a perspective most don’t have. They are able to communicate Project vision with clarity and inspiration.

Network Creating instead of Hierarchy Building

Network creators spend their time building a lean network of amazing teams instead of architecting nested hierarchies. A lean Project organization will allow quick adjustments when the vision changes or conditions warrant. Your current hierarchy may take time (years) to unwind but an Agile transformation may present a good time to begin crafting smaller, nimble, and well-connected teams.

Empathetic instead of Disconnected

Empathetic, servant leaders are doing things for the benefit of others. They are selfless and humble. For a leader to be empathetic, they need to understand and share what people are going through. This requires a connection and relationship with those you are leading.

Encouraging instead of Deflating

Encouragers become the primary cheerleader for the vision and people of the organization. Every interaction with an encouraging leader makes others feel bigger, more important, and more motivated than before. Believe me, every response from every interaction you have as a leader is being watched and scrutinized – so make them count. Encouragers attract people to their vision. Deflators repel.

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