Exploring Agile and Psychology: Looking at Cultural Resistance PART 1

Exploring Agile and Psychology:

Looking at Cultural Resistance – A Four-Part Series

PART 1

The Dynamics of Cultural Resistance

Understanding cultural resistance in government transformation is crucial for driving successful change initiatives within organizational structures. This resistance, deeply rooted in established norms and values, poses significant challenges to implementing reforms in the government workforce. However, by recognizing and addressing these challenges head-on, agencies can pave the way for effective transformations.

In this four-part series, we will explore three strategies, that draw from a blend of organizational psychology and Agile practices, for overcoming some of these challenges.

Strategy 1: Motivating Individuals

Leadership and managerial style have a significant impact on organizational culture. Douglas McGregor, a professor of management at MIT, discusses how a manager’s individual assumptions about human nature shape how they see their employees. This theory is called “Theory X and Theory Y.” Theory X managers assume employees are inherently lazy and need strict control. Theory Y managers have positive assumptions about employees and believe they’re internally motivated. As leaders, it’s crucial to reflect on whether our organizational culture embodies Theory X or Theory Y principles within our leaders and managers. Are you fostering an environment of openness, trust, and empowerment? Change and transformation become significantly easier when leaders and managers have the right mindset about their employees.

Where can this be seen in Agile practices? Embedded within the Agile Manifesto is the principle of “building projects around motivated individuals, providing them with the environment and support they need, and trusting them to get the job done.” This underscores the importance of leaders and managers embracing Theory Y principles to create a positive change environment for their teams.

As a leader or manager, if you’re facing resistance to change, reflect on your own assumptions about the change and your employees. Objectively reflecting on your leadership style and how you view your employees will allow you to see how you can positively impact the day-to-day experience for them and you will be able to tap into the best ways to motivate them, benefiting your customers and company alike.