Easy Agile Podcast Ep.21 LIVE from Agile2022!

"It was great to be able to have this conversation with Maysa and have her share her story. So many great takeaways." - Nick Muldoon

Join Nick Muldoon, Co-founder and Co-CEO of Easy Agile as he chats with Maysa Safadi, Engineering Manager at Easy Agile.

As a woman, growing up in the middle east and being passionate about pursuing a career in the world of tech, don’t exactly go hand in hand. Navigating her way through a very patriarchal society, Maysa talks about her career journey and how she got to where she is today.

Having the odds stacked against her, Maysa talks about challenging the status quo, the constant pressure to prove herself in a male-dominated industry, the importance of charting your own course and her hopes for the future of women in tech.

This is such an inspiring episode, we hope you enjoy it as much as we did.

Transcript

Nick Muldoon:

Hi, team. Nick Muldoon, co-founder co-CEO at Easy Agile, and I'm joined today by Maysa Safadi, who's an engineering manager here at Easy Agile. We'll get into Maysa's story and journey in just a little bit, but before we do, I just wanted to say a quick acknowledgement to the traditional custodians of the land from which we are recording and indeed broadcasting today, and they are the people of the Dharawal speaking country just south of Sydney and Australia. We pay our respects to elders past, present, and emerging, and extend that same respect to all Aboriginal Torres Strait Islander and First Nations people that are joining us and listening in today. Maysa, welcome. Thanks for joining us.

Maysa Safadi:

Thank you, Nick. Thank you for inviting me.

Nick Muldoon:

So, Maysa's on today. We're going to explore Maysa's journey on her career to this point, and I think one of the things that interests me in Maysa's journey is she's come from a fairly patriarchal society in the Middle East, and has overcome a lot of odds that some of her peers didn't overcome, and she's managed to come to Australia, start a family in Australia, has three beautiful children and is an engineering manager after spending so many years as a software engineer. So, Maysa, I'd love to learn a little bit about the early stages of your life and how you got into university.

Maysa Safadi:

I was born and raised in United Arab Emirates. I am one of nine. I have three brothers and five sisters. I'm the middle child actually. Dad and mom, they were very focused on really raising good healthy kids and more important is to educate all of their kids regardless if they are boys or girls. Started my education at schools there. When I graduated from high school, I end up getting enrolled in a college like what you call it here in Australia, TAFE.

Education in United Arab Emirates, it's not free. Being one of nine and having that aim and goal for my father to educate all of us. When it comes to education, it was two factors that play big part of it. Can dad afford sending me to that college or university? and then after I finish, will I be able to find a job in that field? One of my dream jobs, I remember growing up I wanted to be a civil engineer, and I remember my older brother, he's the second, was telling me it's good that you want to study civil engineering. Remember, you will not be able to find a job.

Nick Muldoon:

Tell me why.

Maysa Safadi:

United Arab Emirates, it's male dominated country. Civil engineering is a male dominated industry. If you are going to look for a job after a graduation, it is pretty much given to males and Emirati males first. So, kind of it needs to go very down in the queue before it gets to me, and to be realistic, sometimes you give up your dreams because you know that you are not going to have a chance later in life.

Nick Muldoon:

Oh, my gosh, this is demoralizing.

Maysa Safadi:

Unfortunately.

Nick Muldoon:

Okay,

Maysa Safadi:

So, the decision for me to get to engineering, it was, again, I couldn't really go to university because it was too expensive. My older sister had a friend who told her about this institute that they are teaching computers. When it came to mom and dad, they really told us, "Do whatever you want, study whatever you want, it is you who is going to basically study that field and you need to like it and you need to make sure that you can make the most of it." So, with that institute, it was reasonably okay for my dad to pay for my fees and they were teaching computers. I thought, "Yeah, all right, computers, it is in science field, right? I can't maybe study civil engineering, but I'm really very interested to know more about computers."

Nick Muldoon:

Similar, close enough.

Maysa Safadi:

Close enough. I end up getting enrolled and I remember the very first subject was fundamentals of computers or computer fundamentals, something like this, and I thought, "Yeah, all right, that is interesting," and I did really finish my education from there. After two years I ended up getting a diploma in computer science.

Nick Muldoon:

So, was this a unique situation for you or were most of your girlfriends from high school also going on to college?

Maysa Safadi:

It's unique actually, unique to my family. I'm not saying it's rare, you will find other families doing it, but it's not common. It is unique because, yes, most of the girls, if not all they go to school, it's compulsory in United Arab Emirate, but very small number of them pursue higher education. Pretty much girls, they end up finishing school and the very first chance to get married, they end up getting married and starting their own family. I remember-

Nick Muldoon:

And you've chosen a different path because-

Maysa Safadi:

Oh, yeah.

Nick Muldoon:

... yes, you have a family today obviously, but you established your career, you didn't finish school and get married.

Maysa Safadi:

I think I really give so much credit to mom and dad in that sense. They told us education is more important than starting a family or getting married. They said, "Finish your degree, finish your education, then get married." The other thing they said, "Do not even get married while you are studying because for sure you won't be able to finish it. Maybe because your husband wouldn't want you to finish it. Maybe you will become so busy with the kids and you will put it back." I remember actually so many times with my older sisters when someone, it's traditional marriage there, when some people come and propose to marry or to propose for their hands, my dad always used to say, "No, finish your education first."

Nick Muldoon:

So, this is interesting because I think your eldest was born when you went and actually continued education and got your master's, is that correct?

Maysa Safadi:

Yes. I got diploma in computer science. However, I always wanted a bachelor degree. I knew that there is more to it. I fell in love with computing but I wanted more, and always I had that perception in mind, "If I'm going to get a better opportunity, then I have to have a better certificate or education." So, I thought getting a bachelor degree is going to give me better chances. I was working in United Arab Emirates and saving money, and Wollongong University had a branch there in Dubai. So, I had my eyes on finishing my degree there. Eventually I end up enrolling at Wollongong University, Dubai campus, to get my bachelor degree in computer science.

Nick Muldoon:

So, just for folks that are listening along, Wollongong is the regional area of Australia where Maysa and I and many of our team live. So, University of Wollongong is the local Wollongong University that has a branch in Dubai.

Nick Muldoon:

So you were with University of Wollongong doing this bachelor degree, and how did you make the transition and move to Australia?

Maysa Safadi:

When I was studying at Wollongong University, Dubai campus, and was working at the same time to be able to pay the fees, I met my husband at work, and happened that he has a skilled migrant visa to come to Australia, coincident. So, I was thinking, "All right, he is going to go to Australia, he is a person that I do really see spending the rest of my life with. So, how about if I transfer my papers to Wollongong University here in Australia, finish my degree from here, while he gets the chance to live in the country, and then we can make our minds. 'Is it a place for us to continue our life here?' If not, it was a good experience. If good, that is another new experience and journey that we are going to take." So, we end up coming to Australia. I finished my degree from here.

Nick Muldoon:

What did you find when you arrived at Australia? How was it different from United Arab Emirates? How was it different for women? How was it different for women in engineering given what your brother had said about civil engineering in Dubai?

Maysa Safadi:

I had a culture shock when I came to Australia. Yes, I was in a country that.... male-dominated country, third world country, no opportunities for females, to a country where everything is so different. The way of living, the communication, the culture, everything was so different. When it comes to engineering, because I didn't really finish my degree in United Arab Emirate, so I didn't even get the chance to work in engineering though. However, knowing about the country and knowing about the way they take talents in, I knew I had slim chances. Now, coming to Australia and to finish my degree at the university, it was challenging. Someone from the Middle East, english is second language, being in computer degree where looking around me, "My god, where are the girls? I don't really see many of them around." And then, yeah, getting into that stereotype of industry or of a field where it is just only for males.

Nick Muldoon:

Yeah, so a bit of a culture shock coming across. I guess fast forward, you've spent a decade in software engineering and then progressing into engineering leadership. What was the change and how did you perceive the change going from a team member to a people leader?

Maysa Safadi:

I graduated from Wollongong University and I end up getting a job at Motorola as a graduate software engineer. In the whole team there was three females.

Nick Muldoon:

How big was the team?

Maysa Safadi:

How big was the team? It was around 20.

Nick Muldoon:

Okay.

Maysa Safadi:

Yep. There was the network team which had, I can't remember how many, but it was a different team. The team I was in, it is development team, and there was three girls in there, one of them another graduate that end up coming to the program and one that started a year before. Interesting, these two females, they are not in IT anymore. I really loved the problem solving, I really loved seeing the outcome of my work in people's hands because I was developing features for mobile phones. So, all was in mind then as an IC, how to become better at my work, how to learn more, how to prove myself to everyone that I'm capable as much as any other male in the team.

Nick Muldoon:

Do you think, Maysa, that that's something that you've had to do throughout your career to prove yourself?

Maysa Safadi:

Yes, yes. It's a tough industry. Really not seeing so many females it makes it hard because you look for role models that makes you think, "Oh, she made it. I can make it. If she's still in there, then I can learn from her." I missed all of that. I never had another mentor in my career or having even a female manager in all of the jobs I had before. So, always I was dealing with males, always I was trying to navigate my way to show them the different perspective I can bring. Even the subtle interactions I used to have with them giving me that, "You are not capable enough. You are not there yet. This is our territory. Why are you here?" All of these things, it does really, without you think about it, it does really sink your self-esteem and the self-worth when you are in industries like this. Yeah.

Nick Muldoon:

So, I'm conscious, you know are in this position now, you've kind of talked about you can't be what you can't see. If you can't see a woman that's a people leader and you're not reporting to one, then it's hard to see how you can become that. But, here you are, you have become that, and for our team here, you are one of the women leaders in the company, which is fantastic. So, I guess, what are the sorts of activities that you are undertaking to try and be present and be visible that you can be a woman people leader in the engineering field. I think it was earlier last month perhaps that you were at WomenHack in Sydney.

Maysa Safadi:

Yes, I've been-

Nick Muldoon:

What's WomenHack?

Maysa Safadi:

Okay. WomenHack, it is organization to bring diverse talented women intake together, to support them, to educate them, and not just only that, to try to connect them with other companies that they appreciate diversity and inclusion, and basically try to recruit... Pretty much, it is finding opportunities for women in tech, in companies that they do value the diversity.

Nick Muldoon:

Okay. So, I think it's interesting, I see these parallels here between your mom and dad that kind of went out on a limb and extended themselves financially to get six girls through a college and university education in the Middle East, and they were doing something that was perhaps fairly progressive at the time. You said it wasn't common. It sounds like WomenHack is bringing together more progressive companies these days, that are creating opportunities for women to get into leadership or even to accelerate their careers.

Maysa Safadi:

Yes, it is so pleasing to see the change that has happened over the years. When I reflect back in 2000, when I graduated and end up working in IT, and all of the behaviors, there was no knowledge or there was no awareness how much diversity is important, and they were not even aware that really females are really quitting the field or not that many females enrolls in the first place in degrees like computing or engineering. Even education through the school, no awareness was there. Then you see now the progress that is happening, more awareness is during school. Universities, they are trying to make the degrees or the fields more inviting for females and diversity. They are trying to bridge the gaps. So, many companies that are taking action to make it easier for females to be in the field and to progress in the field.

So, WomenHack, there are so many other groups like Women in Tech, there are so many companies that are allies to females in tech as well, where they are trying to really support and make their voice heard by other companies. Is as well all of the research and the science, are really proving that having diversity in teams, it is going to be more beneficial for the companies, for the teams, to have more engaging teams having these differences. So, yeah, there is a lot of awareness happening at the moment, and so many companies are trying to do something about it. I wish if that was early on.

Nick Muldoon:

Earlier in your career.

Maysa Safadi:

Earlier in my career, yes. So, many times I felt so isolated. So many times I was sitting back and saying, "Is it worth the fight?" Why do I have to work always twice as hard, to just only prove that I'm capable? Why does it have to be this way? Why I'm not equal?" That what actually made me change my career from IC to people leader. I didn't want to put other females... Being people leader wasn't just only for females, it was for me to voice, to be able to help pretty much. People leader to be able to help anyone in the field regardless if they are males or females. Moreso is to lead by example, is to be a role model for others, is to show others that if I can make it, then definitely you can as well, is to provide the support, it's to build that trust.

Nick Muldoon:

So, how can we, as an industry, I guess, how do we change... I'm reflecting on Iran at the moment, and the activities that have taken place over the last 60 days in particular, but really just more media coverage for hundreds of years of oppression of women. What do you hope, you being a people leader, a woman that's come from the Middle East, what do you hope for these young women and girls in our Iran over their trajectory? If we're still making a journey here in Australia, in a male dominated industry, what sort of hope do you have over the 20 years from here to 2040, for these women that are in the Middle East today and still haven't found a progressive society?

Maysa Safadi:

Politics. It's the game of power. Really hoping is the awareness to get there for these females in locked countries to know that there are better opportunities for them. They need to be stronger, they need to support each other, they need to empower each other. As much as it is easy said, it's not that easy done. However, all of that frustration that is built in them, it is surfacing from time to time. I'm really hoping for Iranian women, not just only Iranians, I'm really hoping for every woman in the world, regardless if it is a third world country or even if it is advanced country like Australia, is to always feel that they are worthy, is always to feel that they can have a voice, they can be part of life, and they are doing meaningful things.

Now, if they are raised in a way that always being told you are second, always being told you role only to get married and raise family, they will believe it themselves. So, it needs to come from women like us, leading by example, being role models, sending the awareness. Really media, we need to use the media very well so we can get to these people who are really locked in their countries now thinking that this is normal. It a lot of work needs to happen.

Nick Muldoon:

Well, that's an interesting observation. It is normalized for them, isn't it? So, look, reflecting on my own upbringing, I remember that my parents would always say you can achieve anything you put your mind to, but I could open up the newspaper, I could look on TV and I could see a host of people that were people that look like me, that is white males that were Australian, that were successful in business, and so I believed that I could do and be whatever I wanted to do and be. So, I guess, how do we get this message out? How do we tell your story more broadly to get this message out? That you can do whatever you put your mind to, you can achieve whatever you hope to achieve. There's something interesting for me to reflect on about the media piece that you're talking about.

Maysa Safadi:

Yeah, and I think the countries that they are advanced, the countries that they are really recognizing women more and more, they are more responsible in sending that awareness. They have to do more. It is basically, yeah, media, it is such an important thing. This is what people read everyday or watch everyday.

Nick Muldoon:

I guess, I'm conscious, like we're talking about half a world away in the Middle East, but you're actually involved in a community group here at home. What's that group that you're involved in and how's that helping women?

Maysa Safadi:

Yeah, I'm a board member for organization called Women Illawarra. It is run by women, for women. Basically this organization is to help women in domestic violence, it's basically to set them in the right path. It gives them services and it does educate them and even help them with the counseling, with legal support so they can get out of these situations. Make them believe that they can be part of this society, that they are important voice in the society, in the community, and they can really contribute and make an impact. So, by providing this education and this support, it is empowering these women to take matters their hand, and again, to really set the path for their own life and their own success. They need to take control back again, and yeah, even help their kids see their moms that they are really doing the right thing.

Nick Muldoon:

It's this interesting thread that comes through in your entire life story and your journey, that mom and dad wanted you to have an education so that you were empowered to chart your own course in life-

Maysa Safadi:

Yes.

Nick Muldoon:

... and here you are today, giving back to other women, trying to help them get an education and feel empowered so that they can chart their own course in life. I think that's fantastic. Thank you, Maysa.

Maysa Safadi:

Thank you.

Nick Muldoon:

What is your hope for women over the next 10 years? Because it sounds like we're on a trajectory, we're making progress in some countries, we're not making as much progress in other countries. What's your hope for 2030? What does it look like?

Maysa Safadi:

My hope for 2030, or my hope for... I really hope it is even five years, less than 10 years. My hope for 10 years is not to have conversations about how to reduce the gap between males and females, because by the 10 years time, that should be the way everyone operates. My hope in 10 years time is to have equal opportunities for anyone regardless what's their gender, background, language they speak, physical abilities, it needs to be equal, it needs to.... Equity, it is such an important thing. Giving exposure to the same opportunity, it is so important regardless what's your abilities. Stereotyping, I need that to get totally erased from the world.

We are all a human, we did not really choose where we born, who our parents are, what our upbringing, what our financial situation, it wasn't our choice, why do we have to get penalized for it? We have responsibility toward the world to help everyone. We are social people, we really thrive when we have good connections and good bonds, we really need to tap into the things that makes us better. So, we have so many talents that we can use it to the benefits of the world. I know countries always going to have fights and politics, that everyone is looking for the power, that's not going to disappear. But us, as people part of this world, we really need to try to uplift and upskill everyone around us. I really hope for the females in all of the other countries to know that they are worth it, to know that they are as good as anyone else. They have the power, they don't realize how much strength and power they have. So, it comes from self-belief. Believe in yourself, and you will be surprised how much you will be able to achieve.

Nick Muldoon:

There you go. Believe in yourself and you'll be surprised with how much you are able to achieve. Maysa Safadi thank you so much for your time. Really appreciate it.

Maysa Safadi:

Thank you so much Nick. Thank you everyone.

"I had an inspiring conversation with Renae around the benefits of leaping out of your comfort zone and aligning team behaviour " - Chloe Hall

Chloe Hall- Marketing Coordinator at Easy Agile is joined by Renae Craven - Agile Coach, Agile Trainer, Scrum Master Coach and QLD Chapter Local Leader at Women in Agile.

Join Renae Craven and Chloe Hall as they discuss:

• Renae’s journey to becoming an Agile Coach and Agile Trainer
• Taking a leap out of your comfort zone
• The importance of taking time to gather feedback and reflect
• Building a team environment where everyone feels safe to contribute
• Aligning team behaviour and how prioritising learning impacts team delivery
• Why sitting all day is bad for you and how to bring movement into your work routine
• + more

Transcript

Chloe Hall:

Hello and welcome back to the Easy Agile Podcast. I'm Chloe, Marketing coordinator at Easy Agile, and I'll be your host for today's episode. Before we begin, we'd like to acknowledge the traditional custodians of the land from which we broadcast today, the people of the Dhuwal speaking country. We pay our respects to elders past, present, and emerging, and extend that same respect to all Aboriginal Torres Strait Islanders and First Nations people joining us today. Today we have a very exciting episode for you. We will be speaking to Renae Craven. Renae is an Agile coach, Agile trainer, scrum master coach, BASI Pilates instructor, and runs her own Pilate Studio.

Renee is also a chapter local leader at Women in Agile Brisbane and is the host of the podcast The Leader's Playlist alongside David Clifford. Renae's passion in life is to help people to be a better version of themselves by raising your awareness of areas they wish or need to improve them and to support them in their learning and growth through these areas. According to Renae, coaching is not about telling people what to do. It is about questions to allow them to dig deeper, uncovering realizations and their desire for change. Welcome to the podcast, Renae. Thank you so much for coming today. Really appreciate it and very excited to unpack your story, your journey, and all the success you have achieved, which is amazing. How are you today anyways?

Renae Craven:

I'm all, I'm good. Thank you, Chloe. It's Friday, so I'm always a bit wrecked on a Friday. Looking forward to sleeping in on the weekends and things like that. So yeah, Friday I'm already, always a little bit dreary, but other than that I'm fine.

Chloe Hall:

Well, that's good. Friday afternoon definitely can always do that to you. I'm very pumped for a sleep in as well. I think let's just get straight into it. So some of that I wanted to start was I just want to unpack you as a person, Renae, and kind of your story, who is Renae and the journey you've taken to become so successful today. So if you wanted to provide a little bit of background about yourself.

Renae Craven:

How far back do I go? So I did IT at uni, Information Technology at uni. So I started my career out as a graduate developer, software developer, pretty crap one at that.

Chloe Hall:

Surely not, I don't agree with that. I can't see it.

Renae Craven:

I knew enough to get by, but it was definitely not going to be something that I was going to do for the rest of my life. But back then I was 20 and kind of just was doing things that you were supposed to do when you grow up. You're supposed to go to school and you're supposed to do well in grade 12 and go to uni and get a degree and then get a job.

Chloe Hall:

Definitely.

Renae Craven:

So yeah, I ticked all those boxes and found myself with a degree in a job in a good organization. And I was in that development job for a couple of years and then I kind of moved more into team leadership and I was a team leader for a while and then I became a scrum master back in 2010. So that was when I discovered Agile.

Chloe Hall:

Okay. Yup.

Renae Craven:

And I think the rest is kind of history. So when I discovered Agile, things started to make more sense to me. Talking to people, having teams, working together, collaborating together, solving problems together, getting multiple brains onto a problem. That kind of thing was one thing that I never made sense to me when I was a grad straight out of uni. And I'm like, "What do you mean?" Because even during my university, I was a little bit different and I was remote. I did university remotely years ago and with a group of four others, there were four others, it was a group of five. We did everything together, we did all our group assignments, we studied together, we ate lunch together, we just kind of did.

Chloe Hall:

So with the exact same group?

Renae Craven:

Yeah. All the way through uni. I went from that kind of group setting to working and more of an individual on my own like if I've sat in a cubicle with walls that were higher than me, I didn't have to speak to anyone else if I didn't want to. And that never really sat well with me. It was never kind of who I was. So when Agile was, Scrum specifically was here's all these people we're going to throw together in a team and here's all of the problems and you work out together how you're going to solve it.

Someone's not going to tell you what to do or how to solve it, you've got to figure it out as a team, it was a much more, cool this is what makes sense, this works better. Why wasn't it always like this? So yeah, that's kind of where my Agile journey started and it kind of progressed as I did scrum mastering for quite a few years in different organizations, different scenarios, different contexts. And then I guess I was able to comfortably call myself an Agile coach I would say maybe 5, 6 years ago. I mean, there's nothing really that you can do that you go tick, Oh, I'm an Agile coach now.

Chloe Hall:

There's no kind of straightforward degree or certification.

Renae Craven:

No, it's really just experience. And I had experience around and people were telling me, "You can call yourself a coach, an Agile coach now, you've got plenty of experience". I'm like, "Yeah, but I feel like there's so much more that I need to know or that I could learn". So I don't really feel comfortable. But I was working for a consultancy, so that was just how I was being marketed anyway. So that was kind of 5, 6, 7 years ago that that started to happen. And then I do other things as well, like Agile training. I love training people, I run training courses, do the coaching as well. And then I've got my Pilates as well.

Chloe Hall:

Just an all rounder, a lot going on, that's for sure. I think as well, I just want to unpack, you had that transition when you were a graduate developer and you found it quite isolating. And then you came into this concept of Agile when you are working in teams. Was it when you started doing that Agile, did that kind of spike like a passion, a purpose of yours and that's what led you down that Agile training, Agile coaching road?

Renae Craven:

I think, I mean purpose, I still don't know if I know what my purpose is in life. Passion. I think what it helped me understand about myself is where some of my strengths were. And my strengths aligned with what was needed to be a scrum master and a coach later on. So the ability to facilitate, that's a big part of being a scrum master, a big part of being one of the key things about being a coach. And that was just something that I was kind of naturally able to do, but I didn't know until I started doing it, if that kind of makes sense.

Chloe Hall:

Yeah. I feel like, isn't that always the way, It's like you don't know something or you don't really know your strengths until you just step into it. You've really got to get out of your comfort zone and just try new things, experience new things. Otherwise, you're never going to know.

Renae Craven:

Yeah, exactly. So yeah, can't trying to create that equal participation in a room or in a workshop from a facilitation and facilitating a group of people from different walks of life to an outcome and just letting it kind of flow and let the conversations flow. But still, you've got to get to this outcome by the end of the day or end of the workshop. That was something that I was naturally able to do. And I mean, my first workshop, how I facilitated that, I don't even remember what it was, but I'm sure how I facilitate now is very, very different. But it was still something that I loved doing, that I enjoyed doing. And the training part of it, it's funny because at school I used to hate public speaking. I used to hate.

Chloe Hall:

You sound like me.

Renae Craven:

Yeah. All of that, how I used to get up in English and do an oral exam and things like that. I hated all of that stuff. I was very happy to just hide in the background and never answer a question or never cause any trouble or be disruptive or whatever. Except in maths class I was a little bit disruptive in math class.

Chloe Hall:

I am resonating so much with you right now because I was literally the exact same. And I've always had a bit of a passion for math. So in maths I was super outgoing, would ask so many questions. But in English my biggest fear was public speaking. I just could not stand up for the life of me. It was the worst. I was always so nervous, everything about it. And I think that's really interesting to see how far you've come today from what you thought back then. Was there any type of practices, lots of work that you had to do on yourself to get to this point today?

Renae Craven:

I think similar to what you said before, you got to get out of your comfort zone. And I think, especially early on in my career, that being pushed out of my comfort zone. There's a few leaders that I was working for at the time that, well a handful of people that over the years have pushed me out of my comfort zone. And in the earlier days where I wouldn't have done that for myself. So doing that for me or I didn't really have a choice because I was a good girl and I followed orders back then. It was just something that I went, "Oh okay, well that's cool". I'm glad in hindsight, I'm glad he did that because I wouldn't be where I am right now if I wasn't thrown into the pilot team, the pilot agile team. So yeah, there's things like that where I've been pushed into my comfort zone and just had a go and found out that, oh, it wasn't so bad after all.

Maybe I could do that again. And then you start to build your own kind of resilience, you go, well I've did this before so that's not much harder. I reckon I could do that. Or it's kind of thinking about it like that, but it's also changing. It was shifting my mindset to be you've got to get out of your comfort zone, you've got to screw up to learn. The way that it was at school where you got rewarded for being correct, you got rewarded for doing the right thing. And that's not how I learn. That's not how a lot of people learn. You have to screw up to then go.

Chloe Hall:

Definitely.

Renae Craven:

Okay, well next time I do that I'll do this instead.

Chloe Hall:

Yeah, definitely.

Renae Craven:

Or getting that feedback of how you did this, well next time maybe you could do this or whatever it is. Just getting that feedback. Whereas, I never got any of that at school. It was always Renae's perfect angel child, whatever it was.

Chloe Hall:

Still, nice though, but yeah.

Renae Craven:

Nice for the parents. Can we have more of Renae's in our class, nice for mom and dad. But in hindsight, it didn't really do much for setting me up for how.

Chloe Hall:

For reality.

Renae Craven:

Yeah

Chloe Hall:

Really.

Renae Craven:

Exactly.

Chloe Hall:

Especially because I've recently gone through that transition from graduating uni into a full time job and working for Easy Agile, I'm always being pushed out of my comfort zone in a good way. Everyone's so supportive, they're always like, "Oh Chloe, try this, try that". And I'm just like, "okay, yep, I can do it". And if it doesn't go amazingly well that's okay. I've learned something and I can do it better next time.

Renae Craven:

Yeah.

Chloe Hall:

You can't just sit in your comfort zone forever, you don't get that feeling of when you do something outside of your comfort zone, you just feel so good after and you're like, oh, prove to myself I can do this.

Renae Craven:

Yep. And I think the big part of that is acknowledging the learning is sitting down. So one of the things we do, I do as a coach is one of the key times for a team or an individual to learn is to actually sit down and reflect back and then what was good, what was bad, and what am I going to do differently the next time. And I coach teams to do that, but I have to do that myself as well. So kind of realizing that as a practice, that's something that I have to do is sit down and when I do these things I would need to gather feedback and then I have to sit down and reflect on how it went. What I think I can do better or do differently the next time around I do something like this so that I am also myself improving in the things that I do. So it's really having that time and that practice to learn to sit down and what did I learn?

Chloe Hall:

Yeah, I do. And I agree with that. You need to take the time to understand, reflect, realize what you have learnt. Otherwise, life is so busy and you just keep going and going and going and you can just completely forget and it's good to take that moment. I really like how that's something that you do in your Agile coaching as well. What else do you do when you're coaching teams? What other elements are there?

Renae Craven:

Some of the stuff I've already spoken about, having that equal, trying to get that equal participation, equal voice. Trying to, the buzzword is psychological safety, but trying to make, trying to build an environment for a team where everyone feels safe to ask a question or to voice their opinion or whatever it is. And when we've come from, as a coach, what we're doing is usually coaching teams, people, organizations, through a shift from a certain way of working to an Agile way of working. And that means that the whole telling people what to do and when to do it and how to do it is gone. That's gone. And now you want to build that capability within the team itself. So creating that safe space so that the

team can ask questions and understand what they have to do so that they can collectively deliver something as opposed to someone just telling them what to do.

So it's using your brain, using the collective group brain as well, instead of just having, not using your brain really, just waiting to be told what to do and then you'll know what to do, you just do it. But collectively solving a problem together as a team and then figuring out as a team how we're going to solve that or how are we going to deliver that is something that is quite, that's the bit I love as a coach, working with teams, building that kind of environment where they do feel safe to ask the dumb questions and things like that.

Chloe Hall:

And not have to be like, I think this is a silly question, but you definitely want to remove that.

Renae Craven:

And I think the other part is the learning still, it's exactly the same. It's taking the focus, trying to get the focus off, we must deliver and then we'll do some learning stuff if we get time trying to flip that around so that your, "No, no, no, you need to learn in order to get better at delivery". So take that focus, because a lot of teams will just say, we've got all these deadlines, all of this delivery pressure, we have to get this stuff done. We don't have time to sit down and think about what we've learned or how we can get better as a team. They're never going to get better as a team if they just keep in this endless delivery cycle. Making the same kind of time wasting things over and over and over again. So it's kind of flipping the mindsets of the teams as well to go, "No, hang on, we need to do this otherwise we're not going to get better as a team".

Chloe Hall:

Yeah, definitely. And I think that's where the Agile retrospective fits in perfectly. And I know I actually just came out of my retrospective with my team and we do that weekly and it's so good to come out of that with action items too. And it's like, okay, next week this is how we're going to get better. This is how we're going to advance, this is our focus and there's also no hidden problems because it comes up every Friday, we talk about it. So you're not going into Monday the next week with a grudge or you're annoyed about something with the workflow of the team. You've addressed it, you've left it in the last week, you've brought the action with you obviously, and hopefully it's going to get better from there.

Renae Craven:

Yeah, absolutely. And that's the key. It's the whatever we've decided in our retrospective of what we're going to do differently, we're doing that differently the next day or Monday in your case. It's not something we talk about and then we just kind of ignore it and we just talk about it again in two weeks time or whatever it is. It's the putting into practice the decisions you make as a team and those retrospectives all of the time. They're not massive actions either. They're just little tweaks here and there.

Chloe Hall:

Yeah, there's small things.

Renae Craven:

They just kind of build up over time.

Chloe Hall:

And that's the thing, it's like if you do it on a regular occurrence, they are small things, but if you are not doing it regularly, then that's when they build up and they become big things, big problems and massive blockers within the team as well.

Renae Craven:

Yeah, absolutely.

Chloe Hall:

Yeah. So I'm wondering too, Renae, when you do your Agile coaching and your Agile training, so you do that on an individual basis as well as teams. Do you think there's an aspect of the mindset, the agile mindset there, and does each individual need to come to work with that agile mindset for the team to be able to flow better?

Renae Craven:

Mindsets. If everyone had the same mindset then it would be robots or.

Chloe Hall:

True.

Renae Craven:

The world would be very boring.

Chloe Hall:

Very good point.

Renae Craven:

I think that's a bit, for me when I think about a team, an agile team, as long as there's some alignment on how the team behaves, why they exist, what their purpose is and how they treat each other and how they solve problems together, then the mindsets of the individuals within that team, they can be different. And that's fine as long as there's that agreement amongst everyone of this is how we are going to behave. I come up against people all the time who have been forced to work in this agile way. So their mindset's definitely not in the mindset that you need for an agile team, but if they're in an agile team and there's people in that team that have got the mindset or the behaviors that you need to have in order to deliver in an agile way, over time it kind of balances out.

And over time those the mindsets will start to shift as well as they see how other people in their team are behaving, how their leaders are behaving, things like that. So I kind of always think of it as more of a behavioral thing than a mindset thing. How do we make decisions, like I said, how do we treat each other, how do we approach problems, who are our customers, all of that sort of stuff. It's more that behavior that I like to, instead of me thinking, oh, they don't have the mindset, they don't have the mindset, I just kind of look at how they behave. Because at the end of the day, you can't force that

mindset. But as a team, when they start humming to working together as a team, they're going to be delivering what they need to deliver. And they all just, that's the whole cross-functional part of it. You're bringing together different minds, different backgrounds, different experiences, different skills, all of that stuff.

Chloe Hall:

Definitely.

Renae Craven:

You're putting them in a team together so that they can use their skills. They're all those different pieces to solve these problems.

Chloe Hall:

Yeah, no, definitely. I think the way people behave, it has a lot to do with it as well. And I think on that too, you can be in the right type of mindset, you can behave in the right way. And that has a lot to do with the way you're showing up at work as well. It's the way you come to work. If you're had a bad morning, then that's going to impact how you are that day. Or if you've waking up that morning and you have kind of a set morning routine that gets you into that good routine for the day, that good mindset and behavior, then it can help a lot. And I think as well, this is something I'd love to chat to you about too, because you've got the background of Pilates, you're in your own studio and you've been a instructor for how many years now?

Renae Craven:

It'll be a year and a half since I qualified.

Chloe Hall:

Yeah. Nice. Yeah, so I'm also an instructor. I've been teaching I think for about six months now. But I'm just wondering too, so you've got your two passions, Pilates studio owner and then also an Agile coach. Is there that element of setting yourself up for the day in the morning, do you think if someone, they meditate have the type of morning routine they exercise, can they behave better at work essentially? What are your thoughts on that?

Renae Craven:

Yeah, I think definitely the better you feel in yourself or the way feel within yourself, definitely has a direct correlation to how you come across how you behave at work. So yeah, if you've had a rushed morning or a traffic was crap on the way to work or whatever it is, then definitely you're going to be quite wound up by the time you get to work.

Chloe Hall:

Yeah, definitely.

Renae Craven:

It's going to impact the way that you respond to questions or respond to people or respond to your team or whatever it is. Yeah, absolutely. But myself, I don't really have a set routine in the morning. I go to gym but I don't go to gym every day. But the mornings that I do go to gym, I never feel like going because no, I just want to sleep.

Chloe Hall:

It's early. Yeah.

Renae Craven:

Yeah. But I have to go in the morning or I won't go to gym. Gym's something that, it's a bit of a love hate relationship. I know I have to do it, but I don't like doing it.

Chloe Hall:

Not even after? That feeling after?

Renae Craven:

Afterwards is good. It was like, but from, oh thank God that's done.

Chloe Hall:

Yeah.

Renae Craven:

Tick I'm done for the day.

Chloe Hall:

Out of the way.

Renae Craven:

If it was in the afternoon, if I went to gym in the afternoon I wouldn't go. It would just be, "Nah, it's too hard or I can't be bothered, I'm too tired". So getting up first thing in the morning, I set my alarm 15 minutes before my gym class starts.

Chloe Hall:

Wow. That is effort.

Renae Craven:

I know.

Chloe Hall:

That is good.

Renae Craven:

I race to get there but I have all my clothes set out the night before so I don't even have to think. I just get out of bed, I put my clothes on and I get in the car and I drive to the gym and.

Chloe Hall:

I do the same thing.

Renae Craven:

I do my class, I haven't had time to talk myself out of it just yet. But afterwards it's like, oh yes, excellent. That's done for the day. And yeah, it is nice to know that you have done that for the day as you start your work day as well. So on my gym days, that's probably my routine to get myself ready for work. But other days they're a little bit more relaxed I guess. I think if anything having a coffee is my, I cannot deal with the world without coffee. So whether I'm at home or I'm in the office, the first thing I'll do is if I get to the office I'll get a coffee on the way in. So I'm drinking coffee as I walk into the office. So yeah, I guess that you could call that my routine.

Chloe Hall:

No, I think a lot of people, a lot of listeners as well will be able to resonate with that. And I used to be like that and then it just, coffee wasn't sitting well with me. I found it was just really triggering my nerves for the day and everything. So it was so hard. I went from drinking two to three coffees a day to getting off it and now I'll drink like a matcha instead. But that was such a big part of my morning routine as well and getting off it was one of the hardest things I've had to do.

Renae Craven:

Yeah, I did that once. I detoxed for one of those health retreat things years and years ago and I had to detox off coffee and everything actually.

Chloe Hall:

Oh really?

Renae Craven:

Before two weeks leading up to it and yeah, coffee was hard.

Chloe Hall:

Yes.

Renae Craven:

Very, very hard. Because I love the taste of my coffee. I just have it straight, I don't have any milk so I love the taste of my coffee.

Chloe Hall:

Yeah, wow. Okay.

Renae Craven:

But maybe it's also the other benefits of not wanting to kill people that coffee does to me as well. I can deal with the world now. I've had my coffee.

Chloe Hall:

You're like okay, all right. Who needs coaching now? Who needs training? And I'm ready to rock and roll.

Renae Craven:

Yeah, I'm good now.

Chloe Hall:

Yeah. Nice. Yeah. Well the reason as well why I wanted to talk about the whole exercise correlation with work was because I did read your article on LinkedIn about what sitting all day is doing to your body and you're saying how Pilates can help with that. The section that I think resonated really well with me was when you said, when COVID-19 shut down the world and confined everyone working from home, those people who were working in the office environments, you found yourself sitting bent over a PC at home all day and it's back to back virtual meetings, you don't really have that chance to get up, have a break, go for a walk around and everything. And I think, I'm sure a lot of our listeners will be in that reality and even after COVID it is still the case. So I think just for the sake of everyone listening, is there any tips or anything to get you up, get you moving so you're not experiencing that on the daily.

Renae Craven:

I think the other difference is before COVID, sure you were sitting at your desk all day at work but you are also walking to the office and walking to meetings and walking to the kitchen and walking to go and buy your lunch and things like that. And you weren't kind of back to back meetings either. So you had that chance and if you were walking from room to room so you were getting up. Whereas at home it's just back to back meetings and I don't know about you but I run to go to the bathroom in between meetings.

Chloe Hall:

Yeah. I do. I actually do. Yesterday actually bit triggered by that.

Renae Craven:

I did that too yesterday actually. And even at the height of COVID, the back to back meetings were so bad. I didn't even have a lunch break. I was working, I was making my lunch in meetings and daylight saving as well. It always throws things because Queensland stays where they are and it throws everything out so. So in my article actually, it was more of a paper that I had to submit as part of my instructor course.

Chloe Hall:

Oh cool. Yeah.

Renae Craven:

And as well as my 600 hours of practice and.

Chloe Hall:

Yeah. I can relate, I didn't have to do the article though.

Renae Craven:

So I kind of just pulled bits out of that and because I thought this is still relevant and maybe it will resonate with people and especially the people that I'm linked, LinkedIn is the audience, right? So that just things that happen from sitting, sitting down's bad for you, full stop. Where you're working or sitting on a couch all day, whatever it is, sitting down's bad for you. And the longer you sit, the more kind of slouched you get. The more your spine is always kind of in the rounded state, the less you are using your back muscles, your back extensors, the more you're sitting down your pelvis, your hip flexes are shortening because you're always sitting down and that kind of tightens your lower back. And then you've got your, even just using your mouse, you've got that shoulder that's doing extra stuff or backwards and forward stuff constantly. And then your neck as well and your traps, everything gets kind of tight.

So things that you can do. I wrote a, my article's got an example class plan to undo the effects of sitting down all day in an office job. But that class plan uses all of the apparatus. So there's things you can do on the mat or the reformer or the Cadillac or under chair. But I run a few online classes after work and they started during COVID and they're still going. And I designed those specifically to undo, I know those people have been sitting down all day. So my classes are very much unraveling everything that they've done the all day.

Chloe Hall:

The body.

Renae Craven:

I mean my classes, my math classes anyway, they're usually focused around, I mean tips for people not actually coming to a class but undoing, you're doing the opposite of what you've been doing all day. So if you sit all day, stand up, walk around, at least listen to your smart watch when it tells you take a break. Stand up and take a break. And walk out to the letter box and get some sunshine at the same time, if you're lucky there's not much suns around these days.

Chloe Hall:

If it's out, make a run for it.

Renae Craven:

Doing kind of shoulder rolls and neck stretches and hip flexors stretches so that you, like I said, just undoing, doing the opposite of what you do when you're sitting. So think about the muscles or the tendons or whatever they're, even if you're not familiar with what they are, you know there's some at the front of your hip. And when you're sitting you can imagine that they're not being used, they're just being stuck there. So straighten them. Stretch them. If you're rounded all the time in your spine, then press roll your shoulders back, press your chest for and use your back muscles. And I don't even know if people are that familiar with back extensors. I don't know if people understand that. Because you've got your spine and then you've got these muscles that they're twisted that run either side of your spine. I can't remember the scientific name for them right now.

Chloe Hall:

No. Me neither.

Renae Craven:

We just call them back extensors. And when you straighten in your spine, they're working and you're switching them on. It's just working your bicep, strengthening that muscle when you straighten your spine and you can even go past straight and go kind of backwards. You are using those back muscles and you're strengthening those back muscles and it'll stop you being like a rounded.

Chloe Hall:

Yeah, just bent over in the computer all day.

Renae Craven:

Hunched over.

Chloe Hall:

Yeah. That's it. You don't want that.

Renae Craven:

So it's really just doing the opposite or yeah. Joining online classes. I can put you through some exercises.

Chloe Hall:

Yeah, well we'll definitely share that article as well with this podcast so people can see that program or might be something that helps. For me at work we're very fortunate that we have a standing desk and I think that that is just so amazing. Because if I work from home, I don't have a standing desk and I can feel the difference. My body just feels, you just don't feel right and I feel more fatigued and yeah, I just need to get up and move more often.

Renae Craven:

Yeah. If you stand all day, it's the same thing. You've got to sit as well. You've still got to do the opposite. Standing is like, because you can get slouch when you stand as well, so you can still over time get tired and kind of slouch over or you're still kind of tense in your shoulders and things like that. So you can kind of need to still be aware of your posture when you're standing and just self-correct or still go for walks, still give everything a chance to move the way it's supposed to move not stand still all day.

Chloe Hall:

Yeah, definitely. On that, Renae. Yeah. Thank you so much for coming on the podcast today. Really enjoyed this chat with you. I think there's a lot that our listers will get out of it and I definitely want to continue more of this Pilates conversation too.

Renae Craven:

Thank you Chloe. Thanks for having me.

Chloe Hall:

No worries, thank you.

Transcript:

Sean Blake:

Hello, everybody. I'm Sean Blake, the host of this episode of the Easy Agile podcast. I'm also Head of Marketing at Easy Agile, where our mission is to help teams around the world work better together. We have a fascinating guest with us today. It's John Turley from Adaptavist. John is a pragmatic Agile leader with 25 years experience working in companies at all levels, from teams to C suite, always bringing real value, adding change to the way organizations work. Dissatisfied with the standard discourse around transformation and agility, he is passionate about applying cutting edge knowledge from fields as diverse as sociology and psychology. We're really excited to have John on the podcast today. So John, thanks so much for being on the Easy Agile podcast.

John Turley:

You're welcome, Sean. Pleasure to be here.

Sean Blake:

Thank you so much. So John, you've got a lot of experience in the Agile space, in the tech space. And I'm not trying to call you old. But I'd love to get a sense of what's changed over 25 years. It must just be night and day from where you started to what you see now.

John Turley:

There's a lot of change. And I'm pretty comfortable with old. I'm 48 now, and it's closest to 30 years now. That tells you when I first wrote that bit in the bio. So the technology has changed. That's mind blowing. I started off in ops, and then infrastructure and project management and stuff and 1999, 2000, it would take us three months and 50,000 quid to build a couple of web servers with a pair of load balancers and firewalls and a database at the back. And now we spin them up in seconds.

John Turley:

This is profound. Platform technology is profound slack or I mean platform technologies, that makes a massive difference to the way we interact. Scale is a massive issue. I would say that the world is sort of dichotomized into very large and quite small organizations. There seem to be less in the middle. It's just a gut feeling. We see, I think trust is collapsed. We see that in Edelman Trust Barometer. We see the complexity has increased. That's deeply problematic for us. [inaudible 00:02:23] has been measuring that one.

John Turley:

And we see that workforce engagement is at all time lows through the Gallup World Poll. Those things are big, big changes. What's the same though is the people, the way the people think, the way we construct our reality, our mindset, if you like, the way we make sense of the world around us is very, very similar. So although we now talk a lot more about Agile, the waterfall and waterfall for many is a bit of a dirty word, not for me and same with command and control. People are taking the same mindsets. This is measurable and provable. People are taking the same mindset that they had around waterfall and command and control using different language of Agile and behaving in the same way. That hasn't changed.

Sean Blake:

Very interesting. So you touched on trust, and how basically we've seen this breakdown of trust across the board. And I've just watched a documentary that's come out on Netflix around the Social Dilemma, and how the trust that we have in these big social media platforms is eroding. And we're getting a little bit skeptical around what these big companies are doing to us as the customer. Do you find that that's a hard balance with the people that you work with around being customer focused, but still building a profitable and growing business?

John Turley:

Yeah, I do. Yes, and the way I think it manifests itself, which again maybe we'll get into the sort of the psychology and the sociology as well as the complexity science, I'm into it later. But there's a very clear way that that lack of trust manifests itself. I'm not sure it's the lack of trust that manifests itself. But there's a very clear thing that's happening is people, there's repeated patterns of behavior I see all over the place in a lot of the work I do, which is one on one and with groups, that people hold on to this idea that their view is right and anything that doesn't comply with that is wrong.

John Turley:

This is a view that comes from the predominant mindset from what [inaudible 00:04:33] call the sort of expert or the achiever mindset, and it becomes a barrier to us collaborating and learning together and innovating. If somebody with a different point of view is dismissed as wrong, then there's no common ground to start to build trust. Trust is eroded from the outset, and that means that we can't collaborate, and in a complex world where we need to collaborate ever more closely and learn together and innovate, that's a deep, deep problem.

John Turley:

And the response seems to be that people actually withdraw, they withdraw into groups, we might call them cliques or echo chambers. The sociologists call this process homophily. This is a function like many say of platforms like Twitter, we retreat into groups that echo the opinions that we already hold that then reinforce those opinions, and separate us from the opinions of others and reinforce the opinions we have. So the gaps between the cliques grow wider, and particularly in times of COVID and the lockdown that we've had here, and that we seem to be maybe heading back into the isolation perhaps adds to that, and we see it more and more. So at a time where we need to be getting our act cliques and talking with understanding with others with different views, we're actually psychologically in a difficult position to be able to do that. And so that's what we might generically call the lack of trust manifests itself in the work that I'm doing. And that's how I see it with almost everybody that I work with, including myself, by the way. It's not an easy thing to conquer.

Sean Blake:

So what does your day to day look like, John? I think your official job title is Digital Transformation Consultant. You work for Adaptivist as one of the most well known Agile consulting practices in the world, I would say. What does that mean for you day to day? What does your nine to five look like?

John Turley:

So we're really involved in three things. I'm really involved in three things. And it's all about learning, collective learning, organization learning. So we're involved in a lot of original research. We do that original research with a number of academic partners in a program that we're putting together. We've been doing a lot of the research on our own. But as it gets bigger and more credible, other partners are coming to join us and they're very credible partners.

John Turley:

And the research is uncovering new learning. And that new learning points us to new consulting practices where we can take that learning and embed it into a workshop, say or how we might use the research instruments that we've borrowed from academia in the real world to measure social networks or psychological complexity or the amount of autonomy in the environment. So we can then use that to work with teams to help them shift from a sort of functionally oriented way of working to a cross functional way of working, which whether we're talking about safe and Agile release chains, or whether we're talking about Lean software management and value streams, whether we're talking at a team level or an organizational level, the challenge is essentially the same. We need to orientate ourselves around the creation of customer value in cross functional teams that are focused on delivering that value, not just delivering on their function. And that switch brings with it some deep, complex, deep psychological challenges that we're just not really equipped to meet. So we bring sort of the people and culture element, the tools and the Agile methodology simultaneously to bear in teams to help them make that shift. So that's really what my day to day work looks like, so the research and the practice.

Sean Blake:

Okay, research and practice. And when it comes to the practice side and encouraging that cross functional collaboration, how hard is it for people to get on board with that recommendation or get on board with what the company is trying to do?

John Turley:

For most people, it's really hard. So my experience before doing the research that I guess we started a couple of years ago I was just referring to, was something like this recently. We'd often get, so I've worked in the Agile space for a long time, I don't quite know when I started working in that space, in other words, full space, but a decade or two, let's say, and now bumped into a repeated problem, we get our, let's say, thinking of a specific example with a specific client about three years ago, very functionally orientated, trying to make that shift into cross functional teams. So we got a group of five people together from different functions, so designers, testers, developers, a couple of ops people, and between them, they should be able to obviously, launch some working code within 10 days or whatever. We were probably trying to spring into the real world.

John Turley:

And they were all great people. I knew them all personally. I spent time working with them all. They were very sort of Agile in the way they approached the development of the software that they did, and we put them in a room virtually to begin with and we asked them to produce a piece of code that works across functions, produce a piece of code and release it at the end of the week. And they didn't. And we thought what on earth happened there? We didn't really understand this, so we tried it again. But we assumed that the problem is because we'd done it virtually.

John Turley:

So this time, we got everybody together in Poland, as it happened in a room, we set it all up, we talked to them at the beginning, then people like me sort of left the room and let them get on with it, got to the end of the week, same outcome, nothing has happened. And if you talk to them, while they say, "Yeah, my phone pinged and there was a support incident, and you just couldn't.", and they had lots of very plausible reasons why they couldn't come together as a cross functional team. But the fact remains twice in a row, the most capable people haven't done it.

John Turley:

So we had a really long think about it, one of the senior leader in the business and myself. And we realized that the only thing that could be happening, the only thing that could be going wrong here is that there must be some sort of breakdown in the dialogue between the group in the room. So we ran it, we ran the workshop, let's call it for a third time. And this time, we had somebody else in the room just watching what was going on.

John Turley:

And they spotted something happened really early on. One of the people from the UK said to one of the Polish developers, they said, "Look, think of us like consultants. We're here to help you, to transfer knowledge to you so that you develop a capability so that you can do this on your own." And at that moment, the person who was in the room said that the dynamic in the room seemed to change. People glazed over. And I think what it was is that that word consultant that the English person had used had a different meaning for a colleague in Krakow. I think that meaning, the meaning of consultant meant, we're just here to tell you what to do and not actually do anything and put ourselves on the hook for any work, just kind of watch you do it.

John Turley:

And I think at that point, they kind of went, "Okay, well, all right, I get it, same old, same old. We'll do the work you English guys talk about it, because it's an English company.", and that breakdown started to occur. So the question we started is, I've seen that all over the place. So the question we started to wrestle with in our research is what's happening in those moments when that dialogue breaks down what's happening?

John Turley:

And what we've discovered is that there is a number of research studies, the biggest is about 10,000 people, that shows that around about 50% of people are at a level, and this is 50% of leaders in a study of 10,000, so for middle management, senior management, so it's a skewed number. So in reality, in software teams, it's probably more than 50% of people have reached a level of psychological complexity that suits the environment as it was, but has some limitations in cross functional working.

John Turley:

So they have a mindset, a way of making their reality that works well in a functional environment, but it's challenged in a cross functional environment. And that mindset, this way of thinking, which is very prevalent, is a way of thinking where individuals draw their self esteem from their expertise, just to put it very short, simple as an oversimplification. And the thing is, if you're drawing your self esteem from your expertise, when your expertise is challenged, it feels personal.

John Turley:

If it feels personal, people are likely to get defensive. And it's not because they're stupid, or they're not interested or they don't want to, the psychologists can show it's a level of psychological complexity, where that's just how our minds work. That's just how our meaning making works. Now, if that's the stage you're at, if we imagine me as a developer sitting down with a tester, and the tester's saying to me, "Look, the way you've written the code isn't the best way to do it for me, because I can't test it."

John Turley:

If I'm drawing my self esteem from my expertise as a developer, I'm likely to reject that, and might even start to think thoughts like, "Well, I think what really needs to happen here is that you need to be a better tester." I think that's the problem. And then we get this separation. Now at the next stage is psychological complexity. And these stages are in a framework that we do move through these stages. Again, it's an oversimplification, but it's observable and measurable. At slightly later stage of psychological complexity, things start to change. People start to recognize that the world is much more complex, that it's not black and white. And actually, there are multiple ways of doing things.

John Turley:

So to go back to my example as a developer, the tester might say to me, "This isn't the best way to write the code as far as I'm concerned." And what I'll hear is the, "Oh, as far as I'm concerned." It might be as far as I'm concerned, it's not fair enough. How can we change the way I'm writing the code to make it easier to test? But I can't do that if I respond like it's a personal criticism, you know what I mean? So what we started to uncover in the research is a correlation between how successful cross functional teams can be, and the level of psychological complexity in the leaders and the individuals in that team.

Sean Blake:

Interesting. So there's a book that we've been reading at Easy Agile recently called Radical Candor. And really, it comes down to giving constructive feedback to each other, not in a way where you're attacking them personally but you're trying to be honest around how we can work more collaboratively. And like you said with that example, how can a developer write code in a way that the QA tester can actually perform the tests on it? For someone who's new to cross functional ways of working, what advice does the research have around preparing that mindset to receive some of that radical candor, to receive that feedback in a way that you don't take it personally?

John Turley:

Well, so it's a great question, you put it really well, because radical candor is fine. We have, I work in a team that is very candid. We have some difficult conversations, and we don't even really dress our words up. And nobody gets offended. We just know that it's a shortcut. We might get our words wrong, but it's a shortcut to unlocking value to finding out how to work together. But it's not about the words that each of us picks to express. It's about how the other chooses to react to the words landing, as much as now that's a dialogue, it's a two way thing, it takes two to tango.

John Turley:

And the way we can develop a mindset that's more suitable to cross functional work is interesting. First of all, we've got to get out of comfort zone. We've got to be prepared to get out of our comfort zone, not far necessarily, and not for very long necessarily, and not without support and understanding from the colleagues around us. But we do need to get out our comfort zone. Otherwise, psychological growth can't occur. This is what I'm talking to about now is the work really of Robert Kegan and Lisa Lahey, who do a lot of work in dialogue on radical candor.

John Turley:

So we've got to get out of our comfort zone. But we've also got to be addressing a complex problem with a group of people when we're outside of our comfort zone. And that complex problem has to be meaningful, and it has to be salient, it has to be something that we care about, it has to be something relevant to our day to day work. And if we've got those characteristics in the environment that we working in, then there is an opportunity for individuals to choose to develop their own psychological complexity.

John Turley:

So that environment that has those characteristics, we would call in Kegan's word a deliberately developmental environment, because we can't separate the development of individual mindsets from the environment that that mindset functions in. The reason most of us have got the mindset that draws self esteem from expertise is because that's actually what most environments that we work in or not. That works in a functional environment. It's where you get promoted, it's where you get hired. It's where you get your Scrum Master badge and all that other stuff that gives you status and makes you feel good.

John Turley:

The world that we work in for many of us honors that expert way of making meaning. It doesn't honor learning and admission that yours might not be the best way to do things in the same way. So we have to shift the environment to support the individual to choose to take that developmental step because it can't be something that's done to them. You can't make people develop a more complex psychology. You can't train them to do it. You can only give them an environment that supports that step if they want to take it and if they don't, fair enough, that's okay. But maybe cross functional teams for them, if they don't want to because the hard place is to work.

Sean Blake:

Is it a problem that people find their expertise or find their self esteem from expertise? Is part of it encouraging men to find their confidence in things outside of their work or is expertise an honorable pursuit?

John Turley:

I wouldn't say it's a problem at all. Expertise, and the development of expertise is an honorable pursuit. Drawing your self esteem from your expertise is a very necessary part of our psychological development is a stage that can't be skipped really. I said to you before that I don't like to say things like that without the research base, but the psychology certainly imply that it's a stage that can't be skipped. So we've got to do it. We've got to go through this stage. The stage before we're drawing our self esteem from our expertise is where we draw our self esteem from our membership of the group.

John Turley:

And that's very important too, if you think of us as children or being part of a group is essential for our survival, so ingratiating yourself into that group, not rocking the boat, so we don't jeopardize our group membership is critical. But at some point, people start to realize, well, actually, I have to rock the boat a little bit if we want some direction. So separating your meaning making from drawing your self esteem from the group to drawing your self esteem from your expertise is a development in that sense. Drawing your self esteem from your expertise means the best way to write this code is let me train somebody to do it.

John Turley:

It's critical. But like all developmental stages, it has its limitations. So it's not problematic in any way, unless the individual is in a complex environment in which that expert way of making meaning isn't well suited. And then you got a mismatch between psychological complexity and environmental complexity. And when you've got a mismatch like that, the individual's anxiety will go up probably, employee engagement goes down, certainly wellbeing goes down, people revert to an earlier way of making their meaning that's more embedded in their expertise or the group, just to the point, they need to get more sophisticated.

John Turley:

So the problem is the mismatch between psychological complexity and environmental complexity. That's why we need to support, as the world gets more complex, that's why we need to get all get better at supporting the development of individuals into a level of psychological complexity that suits the more complex environment. That's kind of the nub of the problem. Nothing wrong with being an expert in drawing your self esteem from your expertise. People have done it forever, and will continue to do so. Every time you get in a flash car and you feel good, because you're in a car, you're drawing your self esteem from the status symbol, which is very similar to your expertise. As a young man, I put on my sharp suit and I feel a million dollars. Nothing wrong with that at all, but it's limited. That's the problem.

Sean Blake:

Understood, understood. So you've spoken about research and measurement and having an evidence based way of making decisions. When it comes to this cross functional way of working or digital transformation or teams moving from the old way of working to an Agile way of working, do we have evidence to say one way of working is superior to another way of working? And when you're talking to these clients or these customers, can you guarantee that if they work in this way, it's going to lead to better outcomes for the business? How do you approach that conversation?

John Turley:

No, I can't do either of those things. So I would never go anywhere near nor would I research saying that one way of working is better than another way of working or we can say like the mindset and the environment that there are ways of working that will work better depending on the problem that you're trying to solve. But it's very unlikely that one could be considered right and the other wrong in all sorts of circumstances, but more than that, I would say that doesn't matter what your way of working is or a team's way of working is. If the mindset is the way of making sense, if the reality doesn't also shift, then you're just following a new process, a new way of working with the old way of thinking, and you're going to get the same results just with different words.

John Turley:

So for me, that isn't entirely true, I'm quite biased. I guess in the work I do, I've got quite a perspective. If you shift mindset, then everything else will drop into place. If you change everything else, but don't shift mindset, nothing else will drop into place. What we can say however, is that there are three things, let's call them the three elements of a cross functional team that are hidden to people in organizations at the moment.

John Turley:

So generally, we think if we've got people with the right experience and skills working suitably hard, then they're going to work as a successful cross functional team. And if they're not, they're either not working hard, they're not the right type of person, or they haven't got the right set of skills, so fire them and hire somebody else or give them or put them on a training course, and that solves the problem, which of course it doesn't.

John Turley:

We would say that there are three other elements that remain hidden parts of the cross functional team that are more critical than that, and we're beginning to be able to demonstrate that there is a correlation between these three things that I'm going to tell you about on both employee engagement and team performance.

John Turley:

And these three hidden elements are the structure of the social networks that underpin the way people work. So if we think about how we as groups of human beings organize ourselves, we might think about hierarchies and hierarchy diagrams and old charts and bosses and stuff. That's not really very important for a cross functional team. What's much more important is the social network that develops across that team, who works with whom and when and how, right? Do the developers and the testers and the testers and the ops guys and the designers and the technical architects, do they all work together in a cross functional team?

John Turley:

Now that's a social network. That's a network that's formed through individual autonomy because they want to get the job done not because the boss says you've got to go and do it. In fact, it can't be done because the boss says go and do it. So we have worked with some friends in academia with actually an Australian company called Polinode to measure their various ways we can get the data, what those social networks look like. And the structure of those social networks is key.

John Turley:

As we look at the structure of social networks, we can see whether those teams look like their function, sorry, organized hierarchically, or were they organized for cross functional working because of the network structure. So network structure is one element. The other is psychological complexity. So we've worked with a gentleman called David Rook, who did the original research and developed a psychometric instrument that can measure an individual's stage of psychological complexity, both the structure and the substructure. And that mindset complexity is also linked along with network structure to where the teams can function cross functionally.

John Turley:

The third thing that was the hardest bit, the last bit of the jigsaw that we sort of put into our hypothesis is we need to have adequate degrees of autonomy. We needed to develop a much better understanding of what it means for teams to be autonomous than we had, and how that autonomy relates to control and how control undermines autonomy and how we all tend to be orientated, to taking the cues in the environment either as instructions, which we must comply with or invitations to be autonomous. And we now have another psychometric instrument. So the third instrument that we use, we call the motivation orientation scale, excuse me, that can measure an individual's likelihood to interpret inbound information as an instruction or an invitation to be autonomous.

John Turley:

And once we know that, we can start to challenge this common perception within product teams, software teams that the team is autonomous, because everybody thinks they are autonomous. And in fact, everybody is, research shows mostly autonomous, but we might be almost entirely autonomous, or we might be 60% autonomous. We can measure this. And then we can say to teams, "Look, you are autonomous as a bunch of individuals. But you also have this control thing going on where you're responding to inbound requests."

John Turley:

And we need to be more autonomous. So once we can start to measure it, we can start to challenge their ideas of how autonomous they are. And we can start to examine where the teams are choosing to respond from that control orientation or their autonomy. So they're the three things, autonomy and control, complexity of mindset and network structure, equal employee engagement and team performance. That's what our research says. So what we can say is, to your question in the beginning, there is a network structure, a level of psychological complexity and the amount of autonomy that correlates to successfully working as a cross functional team. And in that sense, we might think that those levels are right, in some sense.

Sean Blake:

Okay. So what does a 100% autonomous team look like? And do they still have interaction with, say the executive team on a day to day basis? Or are they at odds, those two concepts?

John Turley:

No, they're not at odds. They do have, they might have day to day, I suppose they would, they will have either directly or indirectly interactions with the executive team. So the first thing we need to bear in mind here is that the research that we're leaning on is something called self determination theory, which is a theory of motivation. And it has quite a specific definition of autonomy, which is not what we might normally think. Often autonomy is taken to mean as sort of the general use of independence. So if we buy a company, we might leave it to run autonomously, which would mean we just left it alone for a while. And autonomy in this context doesn't mean that. It means individuals acting of their own volition, individuals deciding how to act towards a common purpose. So the team has to have the vision which they can self organize around. You can't self organize without autonomy. If you don't got autonomy, you have to wait to be told what to do. And then it's not self organization.

John Turley:

So autonomy leads to self organization, and self organization can be around a common vision or a set of goals or an OKR is quite a sophisticated way to do instead of management by objective, then we can self organize in a way that sort of honors the need to be part of an organization, doing some coordinated work, but that doesn't rely on a manager telling the individual what to do.

John Turley:

That's what an autonomous team looks like. An autonomous team, you need the autonomy is really a self organizing team. And the self organizing team is deciding what the team ought to do in order to achieve a wider objective, which could be integrating with other self organizing teams. And obviously, the direction is set often by the executive. So all these things sort of come into play. It's not a question of control on the one hand or autonomy on the other or Agile on one hand or waterfall on the other.

John Turley:

So we're going to blend the two. We're going to balance them. And that balance needs to shift not only across teams, but also depending on the level that the organization is, that the team is working in the organization. And what I mean by that is the need for control and measurement increases in many ways as you go higher up the organization. So we want high degrees of autonomy at a team level where we're creating customer value. But we need to recognize that that self organizing team has a legitimate requirement to integrate with some elements of controlling the organization, because if we have some elements of control, then we can't do the accounting and be accountable for where we spend investors' or shareholders' money, you know what I mean? So it's much more complex in the sort of the dichotomized world that people tend to look at, which is very black and white. Is it Agile or is it waterfall? Are we autonomous or are we control orientated where you're both and the blend of which needs to shift depending on the environment here.

Sean Blake:

Okay, okay. So there's always a need for a bit of control on top of the autonomy.

John Turley:

It's a balance, right? We're all comfortable with control, aren't we? We all comply with speed limits, for example. We're perfectly okay with that. Control is not a dirty word. Some will do things that we're told to do sometimes, and we're happy to do it. Sometimes we do it begrudgingly. We're not happy to do it. Sometimes we reject it. There's nothing wrong with control in itself. It's the overuse of control to coerce people to do things that they don't want to do. That's when it becomes problematic because it undermines an individual's autonomy, which is a basic, universal psychological need. We all need to have a sufficient degree of autonomy to feel well.

Sean Blake:

Okay. Okay. So we know that Agile's had a good run, it's been decades now. So do you still find that you come across the same objections when you're speaking to these executive teams or these companies perhaps from more traditional industries? Do they still have the same objections to change as they did in the past? And how do you try and overcome them?

John Turley:

Yes, they do. So one of my strange experiences as a young project or program manager, whatever I was, is that when I would end up in a room full of software developers who were Agile, probably the language they would have used at the time and a bunch of infrastructure engineers who followed waterfall, and the distaste for one group for the other, it was almost visceral, and you could see it in them. There would be a bunch in, I don't know, Linux t-shirts and jeans, and then the infrastructure waterfall people would probably be wearing suits.

John Turley:

I mean, it was really obvious, and it was hard to bring these groups together. That was my experience in let's say, around about 2000, I sat with a client yesterday, who said exactly the same thing. They said that in their organization, which is going through a very large, Agile transformation at the moment, they said, "These are their ways. We kind of got people at the two extremes. We can sort of bookend it. We've got the waterfall people who think their way is best and we got the Agile people who are totally on board with Agile transformation."

John Turley:

And what I heard when the individual said that is quite senior leaders, the Agile people are on board with the Agile transformation brackets because they think their way of working is best. And what I tried to point out to that senior manager was that that was one group, there were perceptions anyway, that one group was into Agile and got cross functional working, all that got cross functional working and the other group didn't, actually the two groups were operating in the same way.

John Turley:

They both thought their way of working was right, and one was espousing the virtues of waterfall and the other Agile, but the fact was they both thought that they were right, and the other was wrong. And they were both wrong in that. Waterfall works really, really well in a lot of scenarios. And full on Agile works really, really well in some environments. In some environments, it's quite limited by the way, in my opinion.

John Turley:

My friend and colleague, John Kern, who was a co author of the Agile Manifesto in 2001 or 2004, whatever it was, I can't remember. He says, "I love waterfall. I do loads of waterfall, I just do it in very small chunks." And because the fact is we've got to do work sequentially in some manner. I can't work on an infinite number of things in parallel. There has to be a sequence.

John Turley:

And that really, when I heard him say that, it sort of filled my heart with joy in a way because for somebody with a waterfall background, I used to say, "Look, I don't get this. In waterfall project management, we're talking about stages. And in Agile, we're talking about sprints." And they've both got an end. One's got a definition of done. And one's got some acceptance criteria, and they both got a beginning. The only difference is the language and the duration.

John Turley:

So what if we make sprints, sorry, stages 10 days long? What's the difference now? And yet people would say, "Well, we're Agile, and we do sprints, and that would still be a stage." Come on, we've got to find some common ground right to build a common meaning making between large groups of people. Otherwise, only the Agile listeners amongst us can work for Agile organizations, and everybody else is doomed. And that's not true, is it? That's nonsense, right? So we've got to come together and find these ways of working as my friend John Kern points out so eloquently.

Sean Blake:

Okay, that's good advice. So for these, some people that you meet, there's still this resistance that has been around for many years. How do you go about encouraging people to get out of their comfort zone to try this cross functional way of working and be more transparent, I guess with contributing to the team and not necessarily pushing towards being just an individual contributor?

John Turley:

Another great question, Sean. So there are a couple of ways we can do it. The psychometric instrument that I mentioned earlier, that can sort of measure I kind of always put that in inverted commas, because it doesn't really measure anything, it assesses, I suppose, is a really, really powerful tool. Off the back of that measurement, the psychologists that we work with can create a report that explains lots of this sort of meaning making stuff, adult developmental psychology to the individual. And it tends to be mind blowing. It really shifts people's perspective about what they are and how they're operating in the world.

John Turley:

Once people start to understand that there are these developmental stages, and we all move through them potentially to the last days of our life, we can start to see the disagreements. They just start to fall away. Disagreements start to fall away, because they cease to be seen as opposing views that can't be reconciled, because I'm this type of person and they're that type of person.

John Turley:

And they start to be seen as incompatibilities in meaning making. So people start to go, "Okay, well, I think this and you think that. How are we both making our meaning around this, that means we can see other's perspective?" And immediately, then you've started to find a mechanism to find some common ground.

John Turley:

So the leadership development profile report, which is the report that comes from the psychometric instrument really sheds a lot of light on for the individual, both on how they're working and what development looks like, what psychological development looks like for them. So that's a powerful tool. We have another service that we call dialogue partnering, which we're piloting, which is sort of what over an eight or 10 week program, it's a one on one collaborative inquiry into how an individual is making their meaning, and what the strengths of their meaning making and the limitations of their meaning making are.

John Turley:

And once people start to realize that the way, the reason they feel defensive because the way they code has just been criticized is because they're drawing their meaning from being the best coder on the planet. But there is a development path that leaves that behind, which is where many, many people get to. It's kind of like an a-ha moment, people just realize that reality is different to what they thought and it can be adjusted.

John Turley:

So the LDP, the Leadership Development Profile reports, dialogue partnering, and working with senior management to create a deliberately developmental environment, which does those things I mentioned before, they're the critical tools that we use to help individuals unlock their own psychological development. And the question is, of course, why would they be motivated to do this? Why would they care? And they care, because 80% of people have got a very low level of engagement in their work. Most people are treading water, killing time. It's not a joyous place to be. Once people start to work in cross functional teams and get involved in joyous work with their colleagues to create things they couldn't, which is a basic human instinct, that's a buzz, then you come into work and enjoying yourself.

John Turley:

That's what I said to you at the beginning of that call, right? I'm having a great time, I'm working with some brilliant people unlocking new knowledge that we believe humankind doesn't have. That's a buzz. I'm not treading water in my role, you know what I mean? And this isn't unique to me. In my view, the whole world could be like that. We could all work in roles like that, maybe that's got a bit far. But certainly, many more of this could then currently do to get on board with the psychological development and enjoy your role more, enjoy your work. There's a lot of time.

Sean Blake:

Yeah, I really resonate with what you said about the buzz. And I've seen that happen when the light bulb comes on in people, and it's no longer this factory line of work getting passed down to you. But you realize you're now part of a team, everyone's there to support you, you're working towards a common goal. And it's transparent, you can see what other people are working on, and you're helping each other build something together. It's actually fun. For the first time in a lot of people's careers, it's a fun and enjoyable experience to come to work. So that must make you feel really good about doing what you do.

John Turley:

Yeah, it does. It's why I get out of bed, and it's what I've been about for 20 years trying to unlock this, really help other people unlock this. I got a phone call from a colleague the other day who said they were doing some exercise, and they were thinking about their new role. And they thought to themselves, this is what it feels like to do joyous work.

John Turley:

I mean, that [inaudible 00:42:51] job done, because this is a very capable individual. Once they're feeling like that, you know that they're going to do great things. When they're feeling like they're other people feeling, that people are clot watching, or there's this culture of busyness, where we can't admit that we don't know things. And then we've got to be in a meeting doing something, in the transparent world that you're just talking about, if I've got any work to do, I can just sit and say, "I'm going to work today, I'm waiting for more stuff to write." And it's not a bad thing. It's like, great, you're working at a sustainable pace. That's a good thing. I worked for a Swiss bank for years and years, working at a sustainable pace but nobody was interested, you need to work at a full on flat out unsustainable pace. And when you're burned out, you can go and we'll get somebody else to come in and do it. That's how it works. That's miserable.

Sean Blake:

It's not what we want, Sean, is it? It's not what we want. And unfortunately, a lot of people have been there before and they've experienced it. And once they see the light, they never want to go back to it, which I guess is a good thing once you recognize that there's a better way.

John Turley:

Yeah, agreed.

Sean Blake:

Yeah. Okay, well, I think we're going to wrap up shortly. I do have two more questions for you before we call an end.

John Turley:

I'll try and keep the answers brief.

Sean Blake:

No, that's fine. I'm really enjoying it. I could probably go for another hour but I know we've got other things to do. So in the research, I've read some of your blog posts, and I watched some of the talks that you've done and events in the past, and you speak about this concept of hidden commitments. And I just like to learn a bit more, what is a hidden commitment? And what's the implication?

John Turley:

Great question. So Robert Kegan and Lisa Lahey, developmental psychologists, wrote a book called Immunity to Change. This is a book that I read here a few years ago. And in there, Bob and Lisa talk about hidden commitments. And so they start by pointing out that we all make New Year's resolutions and they all fail. We really mean them when we make them. And when I was in my late teens, maybe I really did mean them when I made them. But I could never keep them.

John Turley:

In another book, Kegan points out, I think it's in the book called The Evolving Self. He points out that a large majority of men, after they've had heart attacks, I think it's a study in America. But it's been a while since I read it, I think it's six out of seven, don't change either their diet or their exercise regime after they've had a heart attack. And the reason he uses that as a case study in the book, because he's pointing out that it's not that these people don't know what to do, you need less calories in, more out. And it's not that they're not motivated to do it. They've had a near death experience. They'd like to stay alive, we presume.

John Turley:

Yet still, they don't make any meaningful change to their diet, their exercise regime, why not? And what Bob and Lisa say in the book from their research is that it's down to hidden commitments. We all have our way of making meaning. We have our values and our assumptions that we absorb from society as if by osmosis. And we don't question them. We can't question all of the assumptions that we absorb as we grow up. It's just not possible. So we have these hidden assumptions that we're committed to hidden commitments. And sometimes, these hidden commitments conflict with our stated objectives. And when the hidden commitment conflicts with our stated objective, the result is that we get very confused about the fact that the stated objective sort of falls by the wayside, and we don't really understand why. We might think, I would think a common out, because I just need to try harder, I just need more willpower. I just need to stay the course. And it's not true very often. There is something else in your meaning making this conflicted with our stated objective. And once you can surface it, then you can start to examine that hidden commitment, and you can play around with it.

John Turley:

And when you can play around with it, then you're adjusting your meaning making. And the technique that we use in dialogue partnering comes from Bob and Lisa's book, where we're essentially uncovering those hidden commitments and seeing how they conflict with commitment. So that's sort of, and then once you can see it, and you can experiment with it, you can start to unlock change in yourself. Peter Senge, I think he's director of innovation. He's very famous, director of innovation for MIT. And he has a beautiful little quote, something like, "What folly it is to think of transforming our organizations without transforming ourselves?"

John Turley:

We need to change our relationship with power in order to change the way power is distributed across our organizations. And that's an example of a hidden commitment that we don't normally think about. We just think we can empower people magically, whilst retaining all the power for the senior manager. And that just doesn't work. There's a hidden commitment, conflicting with the idea that we want to empower our teams, which is a quite flawed idea.

Sean Blake:

Wow. Okay. Well, I really like the approach to work and looking at the social structure, the social networks, and the psychology behind it all. It's really fascinating and it's not something I've really come across before, especially in the Agile space. So that's really unique. Thanks for sharing that, John. Last question for you. 2020 has been interesting to say the least. We've talked about some things that have stayed the same over your career, some things that have change. What do you think is going to come next, looking forward to the next five, 10 years? What are some of those trends that you think are really going to stand out and maybe change the way that your work, it changes the way that that your nine to five looks or changes the way that you interact with your clients?

John Turley:

I think that this won't just change the way my nine to five looks. It will change like everybody's nine to five looks. I think that the world is in a difficult place. A lot of us are upset, and it looks like a bit of a mess, and we're all anxious, I think. A lot of us are anxious. But as a friend said to me, he was quoting somebody else, never let a good crisis go to waste. The amount of changes, a lot of energy in the system, the amount of changes in the system is palpably changing things.

John Turley:

Many of us recognize there must be a better way of doing things because our ways of organizing ourselves as society, including our organizations is collapsing. It doesn't work anymore. People are realizing through work that people like the names I've mentioned, and through our original research, I hope will sort of contribute in an original way to this, that there is a better way of organizing ourselves that humankind does have the knowledge and the experience to do what we need to do.

John Turley:

It just isn't in IT. We need to look outside of it to what the psychologists say about mindset, not what the Agile people say about mindset. That's a radical idea. And as we import this learning and this knowledge, we have a framework that helps us understand to a much greater degree what's really going on, and how we can unlock real change. So everything that I talked about today, very little of it is original. We have some original work I can't really talk about. Does it matter? The knowledge is out there. If we do the people and culture bit and the tools and the methodology together, then it scales, then we change the way organizations work, which is going to change everybody's nine to five.

Sean Blake:

That's great. It's bringing it back to basics, isn't it? What we know about human beings, and now let's apply that to what we know about work. So that's really eye opening. And I've learned a lot from our conversation, John. I've got a few books and a few research papers to go and look at after this. So thank you so much for appearing on the Easy Agile podcast, and we really appreciate your time.

John Turley:

Sure, my pleasure. I mean, I love and we love at Adaptavist to sharing what we're doing. So we can all engage in more joyous work, man. So thanks for helping us get the message out there.

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