Navigating Change: Guiding a Traditional Company Towards Agility

Many companies struggle to become more agile, often held back by long-standing habits like bureaucracy, rigid hierarchies, and traditional planning approaches. In a fast-changing world, these structures can slow things down and make it harder to adapt.

I’ve seen this challenge firsthand. Businesses recognize the need for change but hesitate, fearing that Agile means disorder or other times the noise it brings back to the top. In reality, Agile is about striking a balance via introducing flexibility without losing structure. When done thoughtfully, it helps teams work better together, sparks innovation, and makes companies more adaptable to change. The Japanese use the word kaizen, which is translated as "change for the better," emphasizing the importance of continuous improvement in both work and mindset.

Be Agile in all levels of your organisation

So, how can an organization transition from traditional ways of working to a more Agile approach? Here’s how.

Step 1: Secure Leadership Buy-In and Set a Clear Vision

Agile transformation starts at the top. If leadership isn’t on board, meaning ready to change, the transformation will stall before it even begins.

• Leadership education on Agile: Many executives associate Agile with IT or software development, but true agility extends across the entire organization. Leaders shall understand that Agile is about adaptability, speed, and customer-centricity. Based on previous experiences, in order to achieve true Agility the entire organisation shall adopt it's mindset, not just the tech teams.

• Define a compelling reason for change: What problem is the organization trying to solve? Faster time-to-market? Higher customer satisfaction? Increased employee engagement? Aligning Agile with business outcomes makes it more relevant to leadership and the teams.

• Establish an Agile transformation roadmap: Set realistic goals, break the transformation into phases, and define success metrics. Agile isn’t an overnight fix but a long-term evolution that evolves together with the organisation.

Step 2: Start Small and Build Momentum

One of the biggest mistakes companies make is trying to transform the entire organization at once. Instead, start small.

• Identify a pilot team or department: Look for a group open to experimentation, ideally one that deals directly with customers or delivers value quickly (e.g., Features development with customer facing interfaces).

• Introduce Agile ways of working: Implement Scrum, Kanban, or another Agile approach that fits the team’s workflow. Focus on collaboration, iterative delivery, and continuous feedback, not just the framework.

• Show quick wins: Success stories build credibility. When leadership and other teams see improved outcomes, faster delivery, better collaboration, happier employees or customers, they’ll be more willing to embrace change.

Step 3: Foster an Agile Culture (Beyond IT)

A common misconception is that Agile is only for software teams. True Agile transformation extends across all functions.

• Bring Agile to non-technical teams: HR, Operations, and marketing can all benefit from Agile principles. For example, HR can use Agile to streamline hiring processes, and Operation teams can adopt Lean-Agile to improve workflow efficiency. When more teams familiarise with the Agile way of working the organisation benefits from it's true advantages and adopts a common language.

• Encourage cross-functional collaboration: Break silos by forming teams that include members from different departments. Agile and Innovation thrives on diverse perspectives and shared accountability. The majority of the top Innovation Frameworks such as the Business Model Canvas, Design Thinking, Design Sprint and more, are based on crafting teams with different skill-sets and diverse ideas.

• Empower teams with autonomy: Instead of top-down mandates, Agile organizations shall create autonomous & self-organising teams and empower them to make decisions. Leaders should act as coaches, not micromanagers.

Step 4: Adapt Agile to Fit the Organization

Agile transformation is not about applying a framework rigidly; it’s about adapting Agile principles to the company’s unique needs.

• Customize Agile frameworks: SAFe, LeSS, or Kanban might work well, but they should be tailored to fit the company’s structure and goals.

• Balance agility with governance: Some industries (e.g., finance, healthcare) require strict regulatory compliance. Agile doesn’t mean abandoning structure, it means finding a balance between adaptability and control.

• Measure progress continuously: Use Agile metrics like lead time, cycle time, and customer feedback to track success and adjust strategies as needed.

Step 5: Embed Continuous Learning and Improvement

Agile transformation isn’t a one-time project—it’s a continuous journey.

• Invest in Agile coaching and training: Having an experienced Agile coach can accelerate the transformation by providing guidance and removing obstacles.

• Create a culture of experimentation: Encourage teams to test new ideas, learn from failures, and continuously refine their processes.

• Celebrate success and iterate: Recognize achievements, share lessons learned, and keep evolving. Agility is about continuous adaptation.

Some last thoughts

True Agile transformation isn’t about implementing a framework or holding daily stand-ups. It’s about creating an organization that thrives in complexity, values collaboration, and responds to change with confidence.

Every company’s Agile journey is different, but the principles remain the same: focus on people, empower teams, and embrace adaptability. If you’re leading an Agile transformation or thinking about starting one, take it one step at a time, because agility isn’t a destination, it’s a way of working.

Let’s start a conversation. What challenges are you facing in your Agile journey?