Those means ensuring each business is clear on what these goals mean to them in their market, function or team and that performance management is aligned with these goals.
Agile leaders believe we all have the potential to deliver on a shared purpose. They develop individuals as leaders at all levels, showing direction and enabling action, acting in a selfless and supportive way to deliver against business objectives and customer and client satisfaction.
They advocate for being agile rather than just doing agile and do this by harnessing:
- Learning and continuous improvement
- Team engagement and accountability
- Agile culture and growth mindset
- Collaboration and empowerment
Culture and mindset
An agile culture provides an organisation with a set of core values, behaviours and practices that drives the businesses’ ability to succeed.
To truly drive an agile culture means promoting, encouraging, and rewarding the values, behaviours and practices that enable your teams to act with autonomy, apply a growth mindset and demonstrate a strong commitment to experimentation, learning, reflecting, and adapting.
Collaboration and empowerment
As leaders, you need to ensure that people have an appropriate level of autonomy to carry out their work, and that there are opportunities for teams to work together, collaborate, share learnings, and align themselves towards the common goal / strategic vision.
Continuous learning and improvement
Critical to marketing agility is that teams are constantly evolving and learning to deliver the best possible outcomes; through data driven build test learn loops to validate new ideas, optimise activity if appropriate or discontinue activities or initiatives if they are not aligned or helping the business reach its strategic goal.
Team engagement & accountability
Engagement and accountability are important. Your teams have to be bought into your vision if they are going to give you their best. Your employees need to have a deep sense of fulfilment, feel safe to push back and hold themselves and their colleagues accountable.
In addition, they need to be clear on their goals, with rewards aligned to this as well as clear lines of career development and progression to keep them engaged and retained.