the agile leadership suite… · business world – the vuca world be able to embrace & build...

1 © 2019 TTM Associates Ltd. / All Rights Reserved

THE AGILE LEADERSHIP SUITE… THE AGILE DIRECTORS/ MANAGERS

&

THE AGILE PROFESSIONALS

From: TTM Associates


All works, concepts and frameworks

contained in this material are the sole rights

of TTM associates Ltd and are protected

under UK, French and European laws.

No rights for copying or using the concepts

without prior permission from

TTM associates Ltd.


ORGANIZATION AGILITY CHALLENGES AND

SUCCESSFUL AGILITY MODEL:

Organizational Agility helps improving organization’s ability to

quickly identify and execute initiatives for opportunities and risks

that align with overall strategy.

However, managing the organization’s agility is not without its

own intrinsic challenges; which are : as showing in illustration

1. Operational silos

2. Organization resistance

3. Speed of decision making

4. Unaligned processes

5. and Poor knowledge management

With these challenges in mind, several individual and

organizational agility models have been created to help minimize

and possibly eliminate these challenges, helping organizational

perfume at best in these critical times!

WHAT IS AGILITY? What is the relation between Agility and performance? How does Agility contribute to a growth in

performance? Why is individual and Organizational Agility becoming a big target yet a bigger challenges in business?

AGILITY – WHAT & WHY?

AGILITY is the ability for someone to rapidly develop new effective behaviour based on new experiences and to easily move from

idea to idea within and across experiences. Reflecting the same definition on organizations, organizational Agility means the

capability of a company to rapidly change or adapt in response to changes in the market. Why is it important for organizations to

be agile? Because a high degree of Organizational Agility can help a company to react successfully to the emergence of new

competitors, the development of new industry-changing technologies, or sudden shifts in overall market conditions


Understanding the importance of Organization Agility as a key element for organizational success as well as survival, the first and

most important step towards building it – and possibly the only needed step – is building Agile Individuals who demonstrate necessary

behaviours and obtain essential skills to deliver results in an agile way!

Within the above mentioned context, and to tackle all top five challenges of Organizational Agility, ttm suggests adopting the

following agility model as the arching model for building necessary agile behaviours and skills within organisations, which will drive a

more Agile Organization.

Tackling Organization

resistance challenge

Tackling Speed of decision

making challenge

Tackling Unaligned processes

and Operational silos challenges

Tackling Poor knowledge

management challenge

AGILITY – WHAT & WHY?


THE AGILE LEADER – DIRECTORS/ MANAGERS PROGRAMME

Module 1: What Is Organizational

Agility? How To Become A Role-

model of Leading As An Agile

Leader

The key challenges facing executives in

business today . Why do we need agility

in organizations?

What are the skills and behaviours

required from an agile leader? How

leaders build successful role models for

the rest of the organization

How do executive leaders respond

to challenges in business in agile way?

Understand the bigger picture of agility

challenges in your own organisation.

Look at agility as the key factor of

success, and act as a role model of

leading in a complex time

. . .

Module 2: Change Agility Is About

Managing Change In Times of

Turbulence

The characteristics of the new changing

business world – the VUCA world

Be able to embrace & build Leading In

VUCA concepts

Be prepared for complexity of the new

business world changes with the VUCA

Prime behaviours

Be creative in overcoming VUCA

challenges, capture growth and build the

behaviours needed to overcome

challenges and resistance to change

Change creates fear – manage the fear

aspects of change through building

supportive organizational culture

Develop change agility in your own self,

team and organization

. . .

Module 3: Results Agility Is About

Achieving Objectives in A creative

Fast Way!

Observe opportunities/ challenges that

might enhance/ hinder overall

performance and affect result.

Validating opportunities and / or

problems through creative thinking.

Practice and demonstrate the spirit of

being an innovative and a creative

thinker in order to solve problems and

optimise opportunities.

Understand the framework for making

decisions in a complex environment and

have the ability to manage the interests

of the many stakeholders.

Exhibit understanding and use influence

while handling and managing the

interests of the various stakeholders.

Module 4: People Agility Is About

Acting as a Servant Leader for

Teams

Nurture a collaborative organisational

environment

Align business units, functions and other

stakeholders towards same direction.

Clarify roles and decision rights.

Understand the different stages of

teams development and the leaders

responsiveness to these various stages.

Craft agreements for engagement and

accountability

. . .

Module 5: Operational Agility Is

About Unifying, Simplifying and

Increasing Efficiency of Work

Procedures

Audit current critical business process,

and introduce necessary changes based

on the principles of Kaizen model

Build high level understanding to the

most effective agile methods: Lean,

Scrum, Kanban and more

Practice implementation on real

processes

Use Hoshin implementation sheets to

track developments and put plans into

actions!


SAMPLE OF TOOLS

…and more!

THE AGILE LEADER – DIRECTORS/ MANAGERS PROGRAMME


Module 1: What Is Organizational

Agility? Why Do You Need to Be

Agile in Todays Business World

The key challenges of businesses today

Why do we need to work with agility

Behavioural challenges that you may face

in fast turbulent times.

Wat are the approaches needed to

navigate the new business dynamics

world?

The definition if agility, the role of each

member in bringing organizations close

to the agile model of operating

The agile model factors and principle

. . .

Module 2: Change Agility Is About

Working With Efficiency Despite

Changes

Be able to Embrace & Elevate the need

for change

Explain the importance of being agile in

changing times

How to evolve from the negative notion

of change to the positive one

Beginning with yourself and then with

your team & sphere of Influence

Focus on demonstrating behaviours of

the positive change ambassador in times

of change

Know your change preferences

Practicing, Acting then Reflecting (at

group level and Individually).

Transferring this into real life learning

and practice.

Believe that you can make a difference.

Explain the importance of being agile in

changing times

. . .

Module 3: Results Agility Is About

Being Autonomous!

Be able to take initiatives and decisions

in a the new changing environment

Be able to focus on the outcomes not

on the events

Understand the decision making process

Experience in making decisions in a fast

paced business environment and be

accountable for the outcomes.

Be responsible for the implementation

of decisions made, thus having

ownership of the related consequences.

Identify and map your stakeholders and

know how to cluster and deal with

them appropriately

Influence your stakeholders in a VUCA

world via PUSH-BUILD technique.

Apply the stakeholder mapping model

on a real case

Module 4: People Agility Is About

Being An Effective Team Member

Different types / contexts of highly

collaborative teams

Understand the stages a high

performance team passes through.

Roles and responsibilities of

collaborative delegates in relation to

nurturing cooperation and performance.

Collaborative delegates and dealing with

conflicts within teams.

Identify the dynamics for interpersonal

effectiveness and constructive openness

in a collaborative environment.

. . .

Module 5: Operational Agility Is

About Unifying, Simplifying and

Increasing Efficiency of Work

Procedures

Audit current critical business process,

and introduce necessary changes based

on the principles of Kaizen model

Build high level understanding to the

most effective agile methods: Lean,

Scrum, Kanban and more - Practice

implementation on real processes

Use Hoshin implementation sheets to

track developments and put plans into

actions!

THE AGILE PROFESSIONAL – SPECIALISTS/ STAFF PROGRAMME


SAMPLE OF TOOLS

…and more!

THE AGILE PROFESSIONAL – SPECIALISTS/ STAFF PROGRAMME


ENGAGEMENT BEFORE THE WORKSHOP

In this stage we use questionnaires, assessment tools, building case studies and best practices in the region

Participants will be asked to fill in a pre-workshop questionnaire to identify their needs and priorities

We will also follow the methodology of pre and post quizzes to measure knowledge retention

ENGAGEMENT DURING THE WORKSHOP:

The design of the workshop as a whole will be highly engaging and built on experiential learning

TTM is well-known for its PowerPoint Slide Free Delivery Style!

All our programmes are Behavioural Based and create a differentiated experience!

TTM uses a variety of learning tools like behavioural simulations, analysis presentations, role plays, case studies amongst others.

ENGAGEMENT AFTER THE WORKHOP:

Reading Material with references related to the topic.

Webinars to engage the audience after the programme and keep the experience ALIVE!

Change passports

And more…

SEEING THE

CHANGE HAPPEN

WITHIN THE TEAM

While implementing both workshops, ttm will follow a 3 stage-process which aims at enriching the participant

experience, and deepen post programmes learning intakes:

TTM DELIVERY PROCESS


THE PRE-WORKSHOP QUESTIONNAIRE

With the aim to design each workshop in a way that best

matches the participants needs, TTM invites them to fill in a

preworkshop questionnaire, which is created to probe the

areas of improvement when it comes to designing, developing

the designated workshop. Upon completion, the questionnaires

get analyzed and the information is used in building the

different workshop modules. This activity is intended to ensure

that each participant finds the workshop meeting their specific

needs, and covers the areas they are mostly interested to learn

about

POWER-POINT SLIDE FREE DELIVERY STYLE

TTM is well-known for its Power-Point Slide Free Delivery

Style! Our programs are Behavioral Based and create a

differentiated customer interaction experience! By using

engaging activities and simulations – as described below –

participants feel energized and excited during the workshop.

Instead of using PowerPoint slides to convey the message,

which can be a bit ridged and dull, TTM facilitators rely on

creating flipcharts on the most important concepts/ tools being

explain, and copies of these flipcharts are shared with the

attendees after each workshop.

ELABORATION ON DIFFERENT ENGAGEMENT ACTIVITIES


AGILITY IN ACTION PASSPORT

READING MATERIALS

ttm provides the participants with

extra reading material about each

topic right after the end of the

workshop.

The reading material includes all

tools and concepts covered in the

workshop, with extra references,

which participants can refer to in the

future

ttm can also host webinars

through Virtual Learning

Platform where attendees meet

the consultant and refresh the

learning. It can be done at the

ends of each workshop or the

end of the entire journey

WEBINARS - optional

ttm proposes the usage of LEARNING PASSPORT. The passport will be filled by the

participant after the workshop to document the Transformation. It will also be

stamped by each participants’ manager before moving to the next workshop as a

proof of applying learnt knowledge and demonstrating desired behaviours. At the end

of the program, the passport can be used as a documentation for learnt concepts, and

individual development plans, along with management feedback to measure the impact

on business.

ELABORATION ON DIFFERENT ENGAGEMENT ACTIVITIES


Hereunder we share with you our suggested mechanism to evaluate the impact of the journey we have suggested on the members of

STCs. Our approach is made in away that will guarantee quality control and effective learning measurement which we have applied

with other clients successfully.

Our mechanism is built on The Kirkpatrick Model principles for analyzing and evaluating the results of training and educational

programs. It takes into account any style of training, both informal or formal, to determine aptitude based on four levels criteria.

Level 1: Reaction

The degree to which participants

find the training favorable, engaging

and relevant to their jobs.

TTM has its own evaluation form.

Feedback from attendees is

analyzed and a feedback report is

shared. Level 2: Learning

The degree to which participants acquire the

intended knowledge, skills, attitude, confidence

and commitment based on their participation in the

training. ttm will design a pre and post quiz on topics

and concepts at then measure the knowledge

growth and sharing graphs per group/ individual

Level 3: Behavior

The degree to which participants

apply what they learned during

training when they are back on

the job

Level 4: Results

The degree to which targeted

outcomes occur as a result of the

training and the support

and accountability package

The above 2 levels of evaluation

will be measured through the

management feedback and actual

change in behaviours recorded in

the agility passports

TTM QUALITY ASSURANCE PROCESS


The TTM associates Whole Brain

Transformation methodology relies

on the Action Learning methodology

and experiential tools that equip

participants with skills and help them

to transform their behaviours in day

to day actions.

OUR WAY - ADULTS LEARNING WHOLE BRAIN FACILITATION

WORKSHOP METHODOLOGY:

The TTM associates Whole Brain Transformation methodology relies on the

Action Learning methodology and experiential tools that equip participants

with skills and help them to transform their behaviours in day to day actions.

Tools we use include:

SIMULATION:

We have wide varieties of simulations that we can select from, depending on

the assignment, the group and the objectives. People will be demonstrating

the actual behaviours during these simulations that are similar to their own

behaviours in real life.

E-ASSESSMENT TOOLS:

TTM associates provide wide variety of assessment tools, like the Herrmann

Brain Dominance Instrument, The Executive Political Intelligence Profiling, and

the Firo-B.

VISUAL AIDS:

TTM associates provide wide variety of videos, like the Remembering the

Titans , Max and Max,... Etc


OUR LEARNING WORKSHOP APPROACH - ADULTS LEARNING TOOLS & WHOLE BRAIN FACILITATION /

ENVIRONMENT

TTM associates workshops are always designed based on the Whole-Brain-Approach and the Learning styles. The TTM associates Whole

Brain Transformation methodology relies on the Action Learning Methodology and experiential tools that equip participants

with skills and help them to transform their behaviours in day to day actions.

OUR WAY - TTM LEARNING METHODOLOGY

Concrete

Experience

Feeling

Abstract

Conceptualisation

Thinking

Active

Experimentation

Doing

Reflective

Observation

Watching

Diverging

(feel and watch)

CR/RO

Accommodating

(feel and do)

CE/AE

Assimilating

(think and watch)

AC/RO

Converging

(think and do)

AC/AE

Processing How we

Continuum do things

Perc

ep

tio

n C

on

tin

uu

m

Ho

w w

e t

hin

k a

bo

ut

thin

gs

© 1986-1997 The Ned Herrmann Group

CULTURE & ENVIRONMENT IN WHICH

THE PROCESS IS APPLIED Futuristic

Opportunity-driven Academic

Results-driven

Task-driven

Traditional

Feelings-driven

Humanistic

co

ncre

te

Logical

Rational

Quantitative

Theoretical

Organized

Sequential

Procedural

Methodical

Visual

Conceptual

Simultaneous

Experimental

Emotional

Expressive

Interpersonal

Kinesthetic

A D

RIGHT LEFT

UPPER

LOWER

exp

erie

ntia

l

intellectual

instinctual

WHOLE BRAIN TEACHING & LEARNING MODEL

B C

verb

al

no

n-v

erb

al


TIME, TRAINING DELIVERY & LEARNING RETENTION

Cyclic Left and Right Brain

dominance

require trainee

synchronization at

the start of the

training cycle.

The use of Journaling at the end

of each

day, combined with project

work at day

10 and day 40 will

ensure an optimal

80 % retention

factor.

SOURCE SCIENCE, KLEIN, 1976

SOURCE TONY BUZAN, USE YOUR HEAD

LEARNING RETENTION OVER TIME

OUR WAY - ADULT ADVANCED LEARNING TECHNOLOGY


European based with representation partners in UK, France, Belgium, Turkey, South-

Africa and Middle East (Cairo, Dubai, Greece)

Consultants from

around the world

115 200,000+ participants the

last 15 years

50+ Delivered in

countries

Accredited by:

International Institute of

Leadership &

Management

Institute of Sales and

Marketing Management Whole Brain Learning

Labs, France

Our Solutions are focused on:

Strategy

Consulting Leadership

Consulting

Commercial

Consulting

Talent

Consulting

TTM COMPANY PROFILE

© 2018 TTM Associates Ltd. / All Rights Reserved


TTM associates works with prestigious, global organisations from a diverse range of sectors:

TTM COMPANY PROFILE


United Kingdom France Belgium Cyprus United Arab Emirates

Email. [email protected] | www.ttmassociates.com

UK Tel. +44 7903706936 | CY Tel. +357 22 452 493 | CY Fax. +357 22 452 994

Address: Ascot House, 2 Woodberry Grove, London, N12 0FB, United Kingdom

the agile leadership suite… · business world – the vuca world be able to embrace & build...

Documents