Following my posts on delivering results in an agile context, the 7 dimensions of an agile project team and their agile work environment, this fifth and final post on Agile Leadership presents the “Leadership” level of the model. I’m hoping to help managers, leaders, and stakeholders better understand which behaviors to modify in order to obtain better performance and improve employee satisfaction within their organization. I came up with five dimensions associated with Leadership in an Agile context.
Before I begin, I want to make a distinction between management and leadership. Over the years, the terms “leadership” and “management” have often been used as synonyms. To distinguish the two words I would specify that leadership is “transformational” in nature while management is more “transactional”.
Leadership has been described as the “process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task” (wikipedia)
Servant-leaders achieve results for their organizations by giving priority attention to the needs of their colleagues and those they serve. Servant-leaders are often seen as humble stewards of their organization’s resources (wikipedia)
Management in all business areas and human organization activity is the act of getting people together to accomplish desired goals and objectives. Management comprises planning, organizing, staffing, leading or directing, and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal (wikipedia)
Goal-setting ideally involves establishing specific, measurable, attainable, realistic and time-targeted objectives. Work on the goal-setting theory suggests that it can serve as an effective tool for making progress by ensuring that participants have a clear awareness of what they must do to achieve or help achieve an objective (wikipedia)
A few questions to assess the Goal Setting dimension of the Leadership model:
- Are the team members objectives aligned with one another?
- Are the suggestions coming from the retrospection of the team taken into consideration in the objective settings?
Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner (wikipedia)
A few questions to assess the Performance Management dimension of the Leadership model:
- Does the leader clearly define the objectives of his people?
- Does the organization measure its progress toward its goals?
- Is the performance measured at the team level in addition to the individual level?
- Does the company evaluate both the individual’s work behaviours and outcomes against the defined objectives?
- Do the team members receive timely and frequent feedback?
Remuneration is pay or salary, typically a monetary payment for services rendered, as in an employment (wikipedia)
A few questions to assess the Remuneration dimension of the Leadership model:
- Do managers mostly rely on intrinsic (rather than extrinsic) motivation?
- Does the remuneration model reflect the individual’s contribution to the team or is it based on seniority?
- Is the compensation model clearly understood by all team members?
- Is the leader rewarded for the development of his members?
- Do team members participate in the definition of the compensation of their colleagues?
- Is the compensation model strictly based on individual performance?
Coaching refers to the activity of a coach in developing the abilities of coachees. Coaching tends to focus on the achievement by coachees of a goal or specific skill (wikipedia)
A few questions to assess the Coaching dimension of the Leadership model:
- Does the leader support its members in their skills and competences development?
- Does the leader take the time to teach his team members on how to increase their skills and better themselves?
- Is the leader selected by the team members?
- Is the leader evaluated by his team members?
Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state (wikipedia)
A few questions to assess the Change Management dimension of the Leadership model:
- Does the leader work with the team members to establish a clear change management strategy?
- Does the leader acknowledge that the pace of change is different for all team members?
- Does the leader deal constructively for team members’ resistance to change?
Finally, in order to assess if the leader has the right qualities to be successful in an agile environment, I have selected a handful of qualities the leader should clearly demonstrate.
Does the Leader display the following qualities?
- Making decision when necessary
- Enthusiasm / Optimism