Agile leadership coaching with the 8A implementation method

That way Employees to be able to develop well, it needs in Companys agile leadership coaches as promoters and initiators of creative potential. This is easier to do with the 8A conversion method. Because: without Implementation no success!

The Problem of Agile Methods: We humans are "habit animals"

Companies have goals - just like every person, everyone Team, every project group is guided by goals. As always, one should know in which direction to move. To achieve these goals is not that System or the Strategy decisive, but the human being. He alone takes care of the implementation and intervenes in a controlling manner so that the checkered flag can be seen at the end and the finish line can be crossed.

Employees are only too happy to contribute Resistancewhen something needs to be done new or differently. Without a certain adaptation to innovations, however, it is not possible to control oneself - let alone others - i.e. to support oneself and others in the process of renewal.

Agile leadership - 8A implementation:

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This is easier to achieve with the following eight success factors (phases):

1A = Mission: Know where I want to go

No implementation without order. The first step of the 8A implementation method is to clarify the project mandate between client (internal or external) and contractor (manager / project manager).

The fact is: none happens klare, transparent and measurable description of goals, there is a great danger of getting on the wrong course and thus not achieving an optimal result.

2A = Analysis: Select the results team

The analysis has a crucial Significance as regards the selection and Guide of the results team for implementation. The results team spiegelt reflects the entirety of the specific roles for assuming responsibility or participation in the implementation process to fulfill the project tasks.

For the results team, four roles are defined: Results, Implementation, Process and Assistance.

3A = address: make affected persons involved

If a letter has no address, it can not be delivered. And yet my executives still, they would have to give information just in the round and it will then pick out everyone, what is important to him.

Not even close! It absolutely does Sinn, the People consciously addressing the project tasks personally in the result team and thus making them responsible. Only in this way can those affected become participants.

4A = Activity: Knowing what to do

Activity is the development of the schedule and schedule for effective and efficient implementation. At the end, the jointly developed concrete activity description for self-control stands with the voluntary approval of the persons responsible for implementation.

The assumption of responsibility in the process enables empowerment, ie employees achieve a higher degree of autonomy and self-determination by being able to represent their interests on their own responsibility.

5A = drive: moving people to implement

One reason for the failure is a lack of implementation motives. When employees "have to" instead of "want" and don't know "why" is in their Eyes much meaningless. projects and new ones Tasks need drive.

The activation of the individual drivers of all employees involved gives the necessary start motivation. The Lust on implementation is increased just as permanently as the enthusiasm for the task.

6A = Execution: Knowing how to do it

In the corporate reality, often only the "what" is discussed, but not the "how". The consequence of this is fundamental frustration among the employees, which is exacerbated by over- or under-demands.

When it comes to implementation, it is therefore prioritized together with the employee in a coaching discussion and a decision is made to what extent Competencies available, developed or delegated.

7A = Alignment: Successfully navigate to the destination

Alignment means navigating successfully – by bundling the strengths of all those involved, resources and activities towards what has been agreed and striven for Objective out.

The decisive factor here is ongoing calibration, timely adjustment to target values ​​and regulation with regard to people in the process or Projects regarding the achievement of goals. This is the only way to keep performance at a high level.

8A = Automation: Responsibility for Self-Management Living

Automation is an implementation process of the previous phases that is independently controlled by the employee / result team. Ultimately, for the executive coach, it means nothing more than "having it voluntarily implemented" - with the goal that not only does the process run automatically, but that the result is also automatically achieved.

Automation aims to continuously take responsibility for results at the employee and team level. This also includes the further development and improvement of people, Method, means, management, machine and material.

Conclusion: What is needed is courage and motivation to go new, agile ways

One thing is clear: management coaches and employees need it Courage and Motivationto solve the daily challenges or at least be prepared for them. To do this, many management coaches first have to regain a healthy position themselves Work-Life-Balance so that they can also show employees a new path.

Ultimately, both of them should finally have more joy and fun going into the morning every morning Office to go. To achieve this, it takes more recognition by and for management coaches, more willingness to act on the part of employees and more opportunities not only to work together in a company, but also to work together on the strategy. Because: Without implementation no success!

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