Measuring change is crucial for progress and informed decisions, and there are various methods available, including qualitative, quantitative, and mixed methods. Each method has its strengths and limitations, and the choice should depend on the research question, context, and available resources. Regardless of the method chosen, it’s essential to ensure that the results are valid, reliable, and meaningful.
Kanban is a method for managing and visualizing work in a production process. The goal of Kanban is to improve flow, efficiency and reduce waste.
Introducing and implementing changes successfully and sustainable on organisational level can be quite a challenge. Especially when changes are commanded and forced the organisation might push back and the change is not sustainable.
Changes are happening all the time in organisations, it’s a constant. There are huge changes that transform the organisation entirely, and there are small changes that affect parts of organisations. It is crucial to understand that change doesn’t happen person by person but through a web of interconnections between people.
Continue reading here if you are interested in what you can do to sabotage your OKR implementation. Here are 8 useful tips how to harm OKR on different levels and avoid progress or improvements.
The answer to that question according to the Scrum Alliance is: An agile coach helps individuals, teams, and entire enterprises embrace a culture shift based on proven human-centric agile principles, practices, and values. This culture shift helps people and organizations continue to thrive in the ever-changing world of work. That sounds good to me, so let’s dig a bit deeper into what is the actual work that an agile coach does in order to help individuals, teams and entire enterprises. Does an agile coach actually coach? To answer that you need to find out what it actually takes to embrace a culture shift based on proven human-centric agile principles, practices, and values. Obviously an agile coach needs to convey values …
