minority influence ( agile )
TRANSCRIPT
Minority Influence
• Martin Kearns • 17th Mar 2016
How to change an organisa/on without having the power to do so.
“They don’t get it”
Ever ask Why ???
“They have no idea!”
“Idiots”
“Let’s do it anyway”
“What are they thinking we do ”
“It’s taking to much /me”
“There is documenta/on”
“It don’t trust them”
“What you don’t understand is ”
As a minority group we must have an alterna/ve strategy in how to influence -‐ Don’t hold a posi/on of
authority -‐ Cannot control others -‐ Have tenure to support a
posi/on
We need to accept a posi/on of weakness
Attitudes, Values and Positions
We are a minority as we hold beliefs that are considered odd …. For more mature agile teams the group think of “norms” causes a need to “fit in”
The Majority
-‐ Has liNle incen/ve to change standard opera/ng procedures
-‐ Crea/vity is s/fled -‐ Bad decisions are repeated -‐ Isolated from informa/on and
alterna/ve interpreta/ons -‐ Entrenched interests oppose
change agents from the start -‐ Focused on what we know and
how we are used to doing it
We must be persistent and unwilling to take a backward step Minority influence is the driving force of change !!
We need to disrupt
Today I will offer you some key rules to help you change the world in which you work
But ….. Self Doubt in a necessity in going forward
Greater uncertainty o5en leads to more extreme behavior in the aNempt for self iden/fica/on. We are all guilty of that !!
Manage your iden/ty
The image of yourself will affect on how you behave In return how others respond to you. Leading to a self-‐perpetua/ng circle of failure and inevitably ostracism ! Social Iden/ty Theory – Our social iden/ty regulates our social interac/ons.
The way others respond has as much to do as how we behave
We can outshine any group by picking the right comparison
Begin by developing a collec/ve iden/ty that binds us together and strives for inclusiveness. Our self concep/ons can have a powerful effect on influencing others.
Rule 1 : The Minority must be accepted as in-‐group, as a legi/mate part of the whole
A minority that fails to be accepted as in-‐group is unlikely to have much chance of changing anything
Out-‐Group In-‐Group
Us
Them
Guiding Principles Rule 1 : The Minority must be accepted as in-‐group, as a legi/mate part of the whole
The groups similari/es must trump these differences that divide them. Endeavor to be acknowledged as part of the team Link to the overall iden/ty, It should never be about agile !!!
Rule 2: Be persistent, don’t retreat and don’t compromise
There is really no room for “alterna/ve interpreta/ons” , the minority must be commiNed to their “unusual percep/ons”, by ensuring we educate as to why we hold a par/cular belief.
Rule 2: Be persistent, don’t retreat and don’t compromise
Unit
Sprint / itera/on
Ceiling
Trend
Data Point
Learn to use leading indicators to influence over a period of /me
Rule 3: Consistently stay on message
When a group progresses with a consistent message, it’s ac/ons imply confidence and certainty. Inferred convic/on to a core message has a powerful effect on peoples’ judgments and can lead to persuasion.
Using a defined control structure to delegate authority to the lowest acceptable level ensures op/mum balance between speed and control.
Rule 3: Consistently stay on message
Rule 4: Be unanimous: Everyone must be on board
A minority must maintain a united front if it is to prevail, why would a majority takes a team messages seriously if they themselves cannot agree
Rule 5: Remain flexible: Adjust your message to the circumstances
Maintain flexibility and a reasoned response to the condi/ons that exist at a point in /me. This will enhance the percep/on of consistency. Indica/ng we are in touch with reality of the situa/on and are willing to co-‐operate.
Guiding Principles Rule 5: Remain flexible: Adjust your message to the circumstances
Posi/on
Direc/on
Ambi/on
Demand
Flexibility means that when condi/ons change the minori/es posi/on remains the same, but it’s demand has altered due to the external circumstances. Indicators of selflessness have a power effect on peoples’ judgment of credibility.
Guiding Principles Rule 6: Make the subjec/ve objec/ve
Minority groups have a much higher chance of influence when the issue / message involves an objec/ve judgment. The objec/ve informa/on educates via an alterna/ve view point which the majority have yet to form a strong opinion on to maintain a persuasive edge. Majori/es have a curiosity to minority view points and what they wish to express.