An agile organization is different. An employee who flourishes in an agile organization is different. The techniques for finding and retaining agile employees are different.
But what is agility?
It, as a software development methodology, is based on a belief that it is impossible to demand certainty in the face of uncertainty.
There are many forms of agile development. Scrum, extreme programming and other agile methodologies are characterized by continuous adaptation to changing market realities and solutions that become clearer over time.
Agile software development teams typically are small and empowered to create high-quality work without command and control oversight. An agile team cycles rapidly, adapts to new realities and acts quickly to exploit a given situation.
Companies that embrace agility as a software development methodology find that agile philosophies often trickle into other areas of the business.
“You attract a different type of employee when you macromanage instead of micromanage,” said Kelly Manthey, partner in Solstice Consulting, a Chicago-based technology and management consulting firm. “Agile leadership sets clear direction and trusts people to figure out the best way to meet organizational goals. Agility is built on the idea that goals encourage innovation — micromanagement does not. So, we need people who can handle that level of responsibility.”
Because many of Solstice’s areas of expertise, such as change management, are both technology- and client-focused, consultants are expected to have honed soft skills, as well as technical expertise.
“Soft skills and project management skills are both extremely important,” Manthey said.…
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