Agile Organization

(Concept, Model & Implementation in Technology Company)

The 15th HR Expo Virtual Conference 2020

INTIPESAN

December 2020
 About Me
Experience in Human
Capital Management with
the demonstrated history of
working in private sector,
public sector & e-commerce
(start up) sector.
Skills in Talent Management,
Performance Management
System, Organizational
Development, People
Development, Organizational
Culture, & Employee
Engagement.

Certified Human Resources SWA HR Excellence Award

Professional (C.HRP) &
Certified Neuro Linguistic
Programming (C.NLP).
Loop Certified Corporate
Coach (ICF Standard)
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2018 “Learning & Development
Strategy”
SWA Indonesia Future HR
Leader Award 2019
The Chairman of FEM IPB
Alumnae 2019-2022

Public Speaker for several topics related to learning design,

digital talent, agile leadership, leader as coach, HR for Non HR,
Hendra Etri Gunawan agile organization, organization culture, innovative culture,
growth mindset, etc.
Learning Manager Bukalapak
Millennial Coach
“
What are we
going to talk 01 Definition & Concept
today?
“ 02 Model

03 Implementation
 Definition &
Concept
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 +

C V
the outcome of your actions?
How well can you predict
Complexity Volatility
Multiple Key Decision
Rate of Change
Factors

A
Ambiguity
U
Uncertainty
Lack of Clarity about Unclear about the
Meaning of an Event Present
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- How much do you know about the situation? +

 (took less than 5 year?)

(took <25 years)

(took <50 years)

Industry 5.0
(took 100+ years) Human+Machine
Recombination
(took 2.000+ years) Industry 4.0
Post-PC/
Mobile/
(took 150.000+ years) Digital Hasil naik 50x
Industry 3.0 Tenaga Kerja turun 90%
Computer &
Internet
Hasil naik 50x
Industry 2.0 Tenaga Kerja turun 90%
Knowledge &
Information Hasil naik 50x
Industry 1.0 Tenaga Kerja turun 90%
Industrial
Industry 0.0 Revolution Hasil naik 50x
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Farming Tenaga Kerja turun 90%

Hasil naik 50x
Hunting & Tenaga Kerja turun 90%
Gathering
 Definition

Organizational Agility is the successful exploration of

competitive bases (speed, flexibility, innovation, proactivity,
quality and profitability) through the integration of
reconfigurable resources and best practices in a
knowledge-rich environment to provide customer-driven
products and services in a fast-changing market
environment”
(Sarhadi & Gunasekaran, 1999)
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 Concept

Competitive and Fast-Changing Organization/ Company Responses Competitive Advantage

Environment

Customer Demand, Adaptation,

Technology, Innovation, Market
Agile Organization
Pandemic, Trust.
Competitor Action.
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Despite an increasing awareness that organizational agility is a key concept in coping with this competitive pressure, the term “agility”
is nowadays often inflated by many organizations without reasonable seriousness. (Wendler, 2014)
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Model
 Process
Technology,
Organization
Structure/Model. Structure

Culture Inside-Out
People Culture

Organization Environment
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The organization itself cannot be agile, but its employees can be. However, people are not independent from
their environment, and they have to share appropriate skills in order to work under agile conditions and with
suitable technologies
 Competitive and Fast-Changing Organization/ Company Responses Competitive Advantage
Environment

Customer Demand, People, Culture, Adaptation,

Technology, Technology, Innovation, Market
Pandemic, Organization Trust.
Competitor Action. Structure/Model.
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 Organizational Agility Maturity Model

Agility Prerequisites : Agility of People : Structures Enhancing Agility :

Culture/ Values & Workforce & Management Collaboration, Coordination &
Technology of Change Flexible Structures
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Source: Wendler, 2014

 Implementation
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 Agility
Prerequisites

Knowledge-Rich Environment

Information

Information

The constraints are

1. Technology
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2. Culture
 High Trust Organization Agility
Prerequisites

Why we need Trust?

Trust always affects two outcomes : speed & cost

High High Speed Low Cost

Trust
= +
Low Trust Low Speed High Cost
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When trust goes down, speed will also go down and costs will go up

Source: Covey, 2006

 Agility
The Neuroscience of Trust Prerequisites

74%
less stress 40%
less burnout.
Trust
106%
+ Produce
more energy at work
29% more
satisfaction with their
Oxytocin
50% lives

higher productivity

13%
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Higher Purpose
76% fewer sick days
more engagement
Source : hbr.org
 Organizational
deals with how leaders can generate trust in
Trust different organizations

In Low Trust Organizations In High Trust Organizations

● People manipulate or distort facts. ● Information is shared openly.

● People withhold and hoard information.
● Getting the credit is very important.
● People spin the truth to their advantage.
● New ideas are resisted and stifled.
● Mistakes are covered up or covered over.
● There are numerous “meetings after the
meetings”.
● There are many “undiscussables”.
● People tend to over-promise and under-deliver.
● There is low energy level.
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● People are willing to share credit.
● Transparency is a practiced value.
● New ideas are welcome.
● Mistakes are tolerated and encouraged as a way
of learning.
● There are few “meetings after the meetings”.
● People talk straight and confront real issues.
● There is a high degree of accountability.
● There is high energy level.

Source: Covey, 2006

 Self Trust

deals with the confidence we

have in ourselves - in our
ability to set and achieve
goals, to keep commitments,
walk our talk - and also with
our ability to inspire trust in
others
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Source: Covey, 2006

 Agility
Radical Candor Prerequisites
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Source: Scott, 2006

 Agility
Prerequisites

Enable Jangan Give a Gotong Keep it Be Fun!

Customers Baper, Damn Royong Simple
to Grow Lihat Data!

Input Process Output

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 Agility of
People

Understanding
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Millennial Generation
 Agility of
People

Technical Culture Fit

Competencies
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 Connecting
Membangun hubungan interpersonal dan bersosialisasi Agility of
dalam organisasi. Aktivitas yang dilakukan bisa melalui:
- Perkenalan kepada karyawan kunci di organisasi
People
- Melibatkan dalam kelompok secara online maupun
offline

Culture
- Visi, misi dan nilai yang ada dalam organisasi
- Aturan-aturan formal maupun informal yang ada
dalam organisasi dan biasanya tidak tertuang tetapi
penting

Effectively Onboarding Clarification

- Pemahaman tentang pekerjaan dan harapan atas
Process (4C Approach) -
pekerjaan yang akan dilakukan
Standar penilaian kinerja dan bagaimana kinerja
tersebut diukur

Compliance
- Aturan, kebijakan dan hukum
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- Panduan karyawan perusahaan

- Melengkapi data dan formulir karyawan baru
 Agility of
Mandatory Training People

for developing basic understanding

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 Structures
Enhancing Agility
Tribe Organization
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More than 15 Tribes

More than 100 product squads
 Structures
Enhancing Agility

Interactions within a Tribe

Product Squad Tribe Lead

Engineering
Manager /
QA Manager
Product Team
Manager (BE/FE/Apps) Engineer
and/or QA (Engineer/Tester)
Associate PM Agile Coach
Designer, Researcher
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 Structures
Enhancing Agility

Driving Organization to be more

Productive and Customer Focus
• Alignment with overall business and growth
strategy of Organization
• Enhance the collaboration within the business
group
• Foster accountability & empowerment among
Business Leaders and Functional Leaders
• More agile organization: customer-focused and
market-oriented
• Strengthen the industry-focused while at the
same time sharpening the capabilities
 Structures
Enhancing Agility

Traditional vs Agile
Why do we choose the agile Performance Management System?

Traditional Agile

Annual Feedback Frequent Feedback

Rigid Goal Flexible Goal

Top-down approach Collaboration

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Empowerment & Embracing

Clear Direction
Ambiguity
 What’s Next?
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 What’s Next?
Assessing the current level of
01 organizational agility.

02 Identifying potential areas for

improvement.
03 Planning, executing, and monitoring
appropriate improvement actions.
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 HR Expo 2020

Organization Agility
Assessment Questionnaire

Source: Wendler, 2014

 HR Expo 2020

Organization Agility
Assessment Questionnaire

Source: Wendler, 2014

 Organization Agility
Assessment :

bukl.pk/agile
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Thank You
Hendra Etri Gunawan
IG : @Hendra.EG | Facebook : Hendra Etri Gunawan
Mobile Phone : 0813 1040 5995