Enterprise Coach Education: What’s New in OMEC 2.0?

By | March 14, 2018

 

Earlier this year we released version 2.0 of the Org Mindset Enterprise Lean-Agile Coach (OMEC) course and the group that was in the late January class enjoyed all the benefits of the new version. Here’s a brief overview of the change.

  1. New overall structure and segmentation of modules. The three parts containing the total of 9 modules. Very helpful in its structural simplicity.
  2. The Five Principles were added and used throughout the course. This tremendously helps to effectively frame all conversations and exercises. I made a blog post about the principles some time ago; you can find it here.
  3. The topic of embracing uncertainty by organizations elevated significantly with specific tools around it.
  4. Most impactful cognitive biases considered that contribute to the reductionist thinking and reinforce traditional, deterministic paradigms. The conversation comes with the ways to improve decision-making and mitigate the impact of the biases.
  5. Enterprise transformation agenda is closely attended. Plenty of new material on driving a goal-oriented transformation, defining the change vector, acquiring shared understanding of impediments and inhibitors to transformation in particular organizational context.
  6. Five most common transformation anti-patterns included along with the ways to avoid them or remedy the transformation, if already subjected to those. Sadly, most of the transformation initiatives end up being affected by one or more of those anti-patterns. Even more sadly, a vast majority of change agents don’t know about them and readily lead their organization straight into the trouble.
  7. Organizational design topics centered around the concept of “formations” that significantly facilitated the discussions around responsive org. structures, soft boundaries, encapsulating dependancies and assumptions and so forth. The importance of the notion comes from its scalable, yet simple, nature.
  8. Great focus on thin increments of value at higher organizational level to foster validated learning, grow empirical mindset and evolve adaptive planning and execution culture throughout the organization.
  9. More material on growing a productive organizational culture, multiple dimensions of human motivation, the dynamics of effective knowledge creation and use.
  10. A whole new module dedicated to supporting digital transformation and adoption of devops. Key aspects of contextual, incremental devops transformation process are considered across different parts of the enterprise. Certain important specifics of evolving AI-based capabilities are discussed as part of the digital transformation topic. It is vital to acknowledge and address the challenges that Lean-Agile transformation agents encounter in a broader enterprise context and be able to provide the tools for them to feel comfortable in addressing those challenges. I’m especially happy that these domains were added to OMEC 2.0.

This current version contains the total of 64 exercises; some small and quick, others deep and immersive. I think in v2.0 the interactiveness during the class has increased even further compared to the initial version. This direction is inevitable. One of the key outcomes of the course is to learn how to probe the environment and adjust to a specific organizational context. And how can one learn that other than through experiential, immersive and interactive process…

Enjoy and we will see you guys in our classrooms!

-Alex Yakyma

 

 

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