People Resist Agile Transformation? Three reasons why!

Organizations have different reactions to agile transformation. In some, transitioning from this business is complex, but this transition can be managed if the resisting concerns are addressed carefully. If you are part of an agile organization or an agile coach, this article can help you nurture and support organizations shifting to agile transformation. 

Agile transformation can be challenging to organizations due to new methods in their workplace and changing their mindset to agile, which requires open-mindedness and embracing agile into their life. Coaches uncover how agile methodology works and how it can help their organization move forward. But, it is expected that some people will resist this change.

Here are a few reasons why people in organizations resist agile change such, as follows:

• Lack of Knowledge

To succeed in agile transformation, the organization’s members should understand the importance and clarity of what they are doing and why. Lack of knowledge of agile organizational transformation can create miscommunication, unaligned paths, and unrealistic expectations. 

• Cultural Issues

Organizations are used in their traditional project management, which allows them to resist agile transformation. The lack of trust and devaluing the collaborations or the command and control thinking disable the agile transformation.

To resolve this case, the organization must reset its culture and values to align them with agile practices, principles, and values. 

• Dislike of Change

Aside from the two reasons mentioned above, some people do not like organizational change because they believe that organizational change can affect their power, privileged, or position.

Meanwhile, some individuals also prefer the traditional culture, established practices, and predictability even though they know that it does not give progress to the organization. 

• Wrong Mindset

In agile transformation, the employees and managers have expectations that would probably affect how they work. Commonly, managers think of losing their authority or power. At the same time, the employees fear the lack of knowledge and failure in the new practices, principles, and organizational values, which is why they prefer a command and control mindset. They worry about failed decisions. 

Organizations should adjust their adaptability to failure and ability to learn from it. 

• Ineffective Collaborations

Ineffective collaborations can result in unaligned or misunderstandings. Some individuals are not used to teamwork and have little experience in open communication. On the other hand, an agile coach can guide your organization to build creative and effective communication.  

In an organization, people have different reasons why employees resist agile transformation, and it is critical to have an extraordinary agile coach to help your organization in this complex transition.