Lean Change is a feedback-driven change management approach inspired by the best ideas from:
- Agile (Agile methodologies)
- Lean Startup (validated development)
- Change Management (change management)
- Design Thinking (human-centered innovation)
✔️ Prioritizes continuous adaptation over rigid plans
✔️ Integrates rapid experimentation to validate changes
✔️ Uses visual tools (e.g., canvases) to co-create solutions
✔️ Focused on delivering real value to people and organizations
Practical Example:
A team applies Lean Change by:
1. Utilizing real-time feedback with pulse surveys
2. Rapidly prototyping new organizational policies
3. Making iterative adjustments based on qualitative and quantitative data
Theoretical Foundation:
Combines the Build-Measure-Learn cycle (Lean Startup) with the ADKAR framework (Change Management) and agile sprints, always placing the human at the center of the transformation process.
What is the Direction of Change?
The primary issue in organizational transformations arises from:
- Lack of involvement and active participation
- Limited transparency in the process
- Predictive roadmaps that often fail to materialize
Lean Change Management addresses these challenges through:
✔️ Involvement and co-creation from the outset
✔️ Radical transparency at every stage
✔️ Visual change management (e.g., Kanban boards)
✔️ Cross-functional collaboration to align all stakeholders
Key Elements:
1. Transformed Motivation: Align personal and organizational objectives.
2. Agile Experiments: Validate changes with short sprints (2-4 weeks).
3. Continuous Feedback: Use pulse surveys and focus groups.
Practical Example:
A team applies Lean Change to digitize processes:
1. Co-creation workshop with employees and managers.
2. Rapid prototype of the new digital tool.
3. Weekly adjustments based on usage data and satisfaction metrics.
Result: +40% early adoption compared to traditional approaches, by prioritizing human value over rigid plans.
Theoretical Foundation:
This approach combines the PDCA (Plan-Do-Check-Act) cycle from Lean with change psychology, creating a dynamic, people-centered roadmap.
La traducción al inglés de manera profesional es:
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Starting in 2014, the 5 Universals of Change emerged, helping change agents balance a "push and pull" approach in transformation processes. The path to becoming a modern change agent involves mastering these agile principles and tools.
The 5 Universals of Change
1. Shared Purpose
- Align individual and organizational objectives.
2. Active Participation
- Co-create solutions with multidisciplinary teams.
3. Rapid Experiments
- Short test-and-error cycles (2-4 weeks).
4. Constant Feedback
- Use pulse surveys and real-time data.
5. Iterative Adaptation
- Adjust plans based on evidence, not assumptions.
Path to Becoming a Modern Change Agent:
- Combine Agile, Design Thinking, and Lean Change.
2. Key Tools:
- Kanban boards for visual management.
- Change canvases for mapping stakeholders.
3. Soft Skills:
- Active listening | Systemic thinking | Resilience to ambiguity.
Practical Example:
A change agent applies the 5 Universals to digitize a company:
1. Defines the purpose with participatory workshops.
2. Prototypes solutions in 3-week sprints (experimentation).
3. Adjusts the plan using adoption metrics (feedback).
Key Notes:
- Push: Top-down strategies with low flexibility.
- Pull: Bottom-up approach prioritizing engagement.
- Modernity: Balancing speed and empathy, using AI for predictive analysis of change resistance.
Based on the principles of Jason Little (author of "Lean Change Management") and updated for the era of accelerated digital transformation.
Learning Objectives:
Lean Change Agent Foundations is a 16-hour training experience designed to:
- Integrate the best of Agile, Lean Startup, and Design Thinking.
- Create a change management approach tailored to each organization.
- Develop customized strategies for specific transformations.
Expected Outcomes:
1. How to Integrate Agile and Change Management?
- Key Techniques:
- Change sprints with 2-4 week cycles.
- Kanban boards to visualize progress.
- Example:
Use Daily Standups to monitor the adoption of new processes.
2. How to Apply Agile Practices in Complex Programs?
- Tools:
- Impact Mapping to align objectives.
- Lean experiments to validate hypotheses.
- Real-life Case:
Digital transformation in banking using monthly iterations and ROI metrics.
3. How to Reduce Uncertainty Through Iterations?
- Steps:
1. Prototype changes with MVP (Minimum Viable Product).
2. Measure with pulse surveys and qualitative data.
3. Adjust using the Build-Measure-Learn cycle.
4. How to Reframe Resistance to Change?
- Mindset Shift:
- View resistance as valuable feedback.
- Use Design Thinking to empathize with detractors.
- Tactic:
Co-creation workshops to turn obstacles into opportunities.
Key Course Tools:
- Change Canvas: To map stakeholders and risks.
- Impact/Effort Matrix: To prioritize initiatives.
- Experiment Playbook: 12 ready-to-use templates.
Conclusion:
This program transforms participants into agile change architects, capable of combining speed, empathy, and data to achieve sustainable transformations. Based on methodologies by Jason Little (Lean Change Management) and Eric Ries (Lean Startup), adapted for VUCA environments.
Key Features:
Demonstrate how to apply Agile, Lean Startup, and Design Thinking practices in change management.
Change is happening faster than ever. Results are uncertain, and the cycle of competition and innovation demands that organizations transform at greater speed. Linear approaches from the past can no longer keep up with today's transformations. Our Change Agility course is designed to help you completely rethink how you approach change.
Learning Objectives:
Agile was created in 2001 for small software teams. This workshop will help you design a change approach inspired by its values and principles:
- Create a contextualized approach based on agile thinking.
- Understand the evolution from "making changes faster" to "changing how we manage change."
- Integrate agile methodologies into teams and organizations.
- Identify organizational forces that hinder agility.
- Apply a problem-solving framework to unblock stalled changes.
Expected Outcomes:
By the end, you will be able to:
- Explain what Change Agility is, how to achieve it, and demonstrate its impact.
- Design powerful interventions that generate real and lasting change.
- Develop a "just-in-time" approach focused on delivering value.
Who is it for?
- Change agents tired of rigid methods that fail to deliver on promises.
- Professionals in agile organizations seeking direction.
- Leaders who want to drive significant transformations.
Why Attend?
- Global Network: Connect with exceptional change agents.
- Practical Learning: Techniques proven by agile experts.
- LCM Community: Access to an international network of peers.
What to Expect?
- Interactive Experience: No boring slides on Zoom.
- Active Participation: Work in small groups with real-life cases.
What's Included?
Presentations, posters, games, eBooks, certificate, and digital credential.
Language:
Spanish or English.
Technical Requirements:
- Connection: Stable internet.
- Device: PC, laptop, or tablet.
- Camera: Activated during sessions.
- Tools: Zoom installed + MURAL account.
Logistics:
Duration: 2 weeks (Monday to Thursday).
Schedule: 20:00 to 22:00 (Spanish time).
Format: 100% online.
Price and Registration:
Cost: 500 euros.
Payment Methods:
- PayPal
- Stripe
- Invoice (bank transfer or card).
Transform your approach: Turn uncertainty into a competitive advantage through strategic agility and human collaboration.
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