Join Doug Rose for an in-depth discussion in this video Competence culture, part of Enterprise Agile: Changing Your Culture.
- A second very common culture…is the competence culture.…This culture is prevalent in…software development organizations.…A typical competence culture is an organization…in which a group of software developers created…a tool that became very popular.…Then these developers became the defacto managers.…Because they were developers, they put all of…their effort into making sure that…everyone meets their view of technical excellence.…The leadership focus for a competence culture…is about setting the standards and creating tasks.…
They distribute these tasks based on…each employee's level of competence.…So the management style is very task-driven.…The management team tries to be analytical…in how they give out these tasks.…It's about who will do the best job…finishing the work.…Organizations with a strong competence culture…have a tendency to be setup like a matrix.…In a matrix organization, an employee…may have several managers.…Let's think about a quality assurance developer.…This developer reports to a quality assurance manager,…
That's why this course is the first in a four-part series on enterprise agile. In this course, Doug Rose helps you lay the groundwork you'll need to make this radical organizational change. First, learn how to identify your organization's culture. There are many different types of organizational cultures, and each one presents its own set of challenges. Then, see different approaches to making a widespread organizational change. Finally, learn about the common challenges that almost all organizations face when starting enterprise agile.
LinkedIn Learning (Lynda.com) is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.
- Recognize what must be in place before implementing a framework.
- Identify a simple strategy for implementing organizational change.
- Name the culture type that pushes for certainty and depends upon hierarchy.
- Recall what occurs in a competence culture.
- Explain organizational culture and describe how it relates to an agile transformation.
- Define the fearless change approach.
- List the eight steps in Kotter’s 8-Step approach.