Easy Agile Podcast Ep.18 Top qualities of an agile leader and team

"I really enjoyed speaking with Melissa Reeve, VP of Marketing at Scaled Agile about how non-software teams are adopting a new way of working."

It's more important than ever to be customer-focused.

We talk about the danger of 'walk-up-work' and how to avoid this through proper sprint planning.

Melissa also gives an update on how agile is spreading to non-technical teams.

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Transcript

Sean Blake:

Hello everyone. And welcome to the Easy Agile Podcast. We have a really interesting guest with us today. It's Melissa Reeve, the Vice President of Marketing at Scaled Agile. We're really excited to have her on today. Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework. In other words, SAFe and its mission. She also serves as the practice lead for integrating SAFe practices into marketing environments. Melissa received her Bachelor of Arts degree from Washington University in St. Louis, and she currently resides in Boulder, Colorado with her husband, chickens, and dogs. Melissa, thanks so much for joining us on the podcast today.

Melissa Reeve:

It's such a pleasure to be here. I really appreciate it.

Sean Blake:

Great. That's great. I really like your enthusiasm straight off the bat. So what I'm really interested in hearing about, Melissa is a little bit about how you got to where you are today. What have been the highlights of your career so far and how as a marketer, did you find yourself in the Agile space?

Melissa Reeve:

Well, thanks for asking. And I have to tell you, but just before the podcast my husband knocked on the door and he was all proud because we just got a new set of chickens and one of the chickens had laid its first egg. So that's been the highlight of my day so far, not necessarily the highlight of my career.

Sean Blake:

So you'll be having scrambled eggs and eggs on toast probably for the next few weeks now.

Melissa Reeve:

I think so. So back to the career, I really fell into marketing. My background was in Japanese literature and language. And I had anticipated this great career and international business in Asia. And then I moved out to the Navajo Indian Reservation and just pivoted. Found my way into marketing and found my way into Agile right around 2013 when I discovered that there was an Agile marketing manifesto. And that really was a changing point in terms of how I thought about marketing. Because up until that point, it really considered marketing in what's termed waterfall. Of course, marketers generally don't use the term waterfall.

Melissa Reeve:

But then I started to think about marketing in a different way. And when I came across Scaled Agile, it brought together so many elements of my career. The lean thinking that I'd studied when I studied in Japan and the lean manufacturing, it was Agile marketing that I'd discovered in 2013 and just education and technology have always been part of my career. So I really consider myself fortunate to have found Scaled Agile and found myself in the midst of scaling Agile into both enterprises, as well as marketing parts of the enterprise.

Sean Blake:

Oh wow, okay. And I noticed from your LinkedIn profile, you worked at some universities and colleges in the past. And I assume some of the teams, the marketing teams you've worked in, in the past have been quite large. What were some of those structures that you used to work in, in those marketing teams? And what were some of the challenges you faced?

Melissa Reeve:

Yes, well, the largest company was Motorola. And that was pretty early on in my career. So I don't think I can recall exactly what that team structure is. But I think in terms of the impediments with marketing, approvals has always been an issue. No matter if you're talking about a smaller organization or a larger organization, it seems like things have to go up the chain, get signed off, and then they come back down for execution. And inherent in that are delays and wait states and basically waste in the system.

Sean Blake:

Right. So, what is Agile marketing then and how does it seek to try and solve some of those problems?

Melissa Reeve:

Well, I'm glad you asked because there's a lot of confusion in the market around Agile marketing. And I can't tell you how many news articles I've read that say marketing should be Agile. And they're really talking about lowercase Agile, meaning marketing should be more nimble or be more responsive. But they're not really talking about capital-A Agile marketing, which is a way of working that has principles and practices behind it. And so that's one aspect where there's confusion around Agile marketing.

Melissa Reeve:

And then another aspect is really how big of a circle you're talking about. In the software side when someone mentions Agile, they're really talking about a smaller team and depending on who you talk to, it could be anywhere from five to 11 people in that Agile team. And you're talking about a series of teams of that size. So when you're talking about Agile marketing, you could be talking about an individual team.

Melissa Reeve:

But some people, when they're talking about Agile marketing, they're talking about a transformation and transforming that entire marketing organization into an Agile way of working. And of course, in the SAFe world, we're really talking about those marketing teams that might be adjacent to a SAFe implementation. So, I think it's a good question to ask and a good question to ask up front when you're having a conversation about Agile marketing.

Sean Blake:

Okay. Okay. And for those people that don't know much about SAFe, can you just explain, what's the difference between just having a marketing team now working in a capital-A Agile way, and what's the difference between an organization that is starting to adopt Scaled Agile? What's the difference-

Melissa Reeve:

Sure.

Sean Blake:

...between those?

Melissa Reeve:

Yeah. So what software organizations found is that Agile teams, so those groups of five to 11 people, that way of working works really well when you have a limited number of software developers when you started to get into the world's largest organizations. So I think of anybody on the Global 2000, they might have tens of thousands of software developers in their organization. And in order to leverage the benefits of Agile, you needed to have cadence and synchronization, not only within a team, but across multiple teams up into the program level and even the portfolio level.

Melissa Reeve:

And the same holds true with large marketing organizations. Imagine you're a CMO and you have 6,000 marketers underneath you. How are you supposed to get alignment to your vision, to your strategies that you're setting if you don't have a way of connecting strategy to execution. And so the Scaled Agile Framework is a way of taking those Agile practices across multiple teams and up into the highest levels of the organization so that we're all moving in a similar direction.

Sean Blake:

Okay. Okay, I think that makes sense. And from a software team's point of view, one of the benefits of Agile is that it helps teams become more customer focused. And many would argue, well, marketing has always been customer focused. But have you found in your experience that maybe that's not so true? And when marketing teams start to adopt Agile, they realize what it really means to become customer focused.

Melissa Reeve:

Yeah. I mean, you raised another great point because I think most marketers think that they're customer focused. Like many things in the world, the world is a relative place. So you can, in your mind, in theory, be thinking about the customer or you can be actually talking to the customer. So I just finished what I call the listening session. And it was during our hackathon, which is our version of an innovation, couple of days worth of innovation. So it was eight hours on a Zoom call with somebody South Africa. Just listening to her experience and listening to her go through one of our courses, slide by slide, by slide, explaining what her experience was at each step of the way.

Melissa Reeve:

So if you think about somebody who is sitting in a large enterprise, maybe has never met the customer, only knows the customer in theory, on one end of the spectrum. And you think about this listening session on the other end of the spectrum, you start to get an understanding of what we're talking about. Now, your question really pointed to the fact that in Agile practices, you're thinking about the customer every time. In theory, every time you write a story. So when you write a story, you write the story from the perspective of the customer. And I would just encourage all the marketers out there to know the customer personally. And I know that's not easy in these large organizations. It's sometimes hard to get face time with the customer, but if you aren't speaking directly to a customer, chances are you don't actually know the customer.

Melissa Reeve:

So find a way, talk to the sales folks, get on the phone with some of your customer service representatives. Go to a trade show, find a way to talk directly to the customer because you're going to uncover some nuances that'll pay dividends in your ability to satisfy the customer. And when you go to write that story again, it will be even more rich.

Sean Blake:

Oh, that's really good advice, Melissa. I remember from personal experience, some of these large companies that I've worked in, we would say, "Oh, this is what the customer wants." But we actually didn't know any customers by name. Some of us personally were customers, but it's not really the same thing as going out and listening to people and what did they find challenging about using that app or what do they actually want out of this product? So there's a huge difference, isn't there, between guessing what a customer might want or should want? And then what their day to day actually looks like, and what are the things that they struggle with? That's hugely important.

Sean Blake:

For someone who's in one of these big companies, they're in a marketing team, perhaps they don't have the power or the influence to say, "Okay, now we're going to do Agile marketing." What would your advice be for someone like that, who can see the upside of moving their teams in that direction, but they don't necessarily know where to start?

Melissa Reeve:

Well, there's a philosophy out there that says take what you can get. So if you are just one person who is advocating for Agile marketing, maybe that's what you can do is you can advocate. Maybe you can start building alliances within the organization, chatting casually to your coworkers, finding out if you have allies in other parts of the organization and start to build a groundswell type movement.

Melissa Reeve:

Maybe you can build your own personal Kanban board and start tracking your work through your own Kanban board. And through visualizing your work in that way, it's a little bit harder now that we're all remote, but should we get back into offices somebody could in theory, walk by your cubicle, see your Kanban board and ask about it. And now you might have two people using a Kanban board, three people. And really start to set the example through your mindset, through your behaviors, through your conversations in order to start getting some support.

Sean Blake:

Oh, that's really good. So be the change that you want to see in the organization.

Melissa Reeve:

Exactly.

Sean Blake:

Okay. Okay, that's really good. And when these companies are moving towards this way of working, and then they're looking to take the next level, let's say it starts in the software development teams and then say marketing is the next team to come on board. How does it then spread throughout the whole organization? Because I know from personal experience, if there's still that part of the organization that's working anti-Agile it actually still makes it really difficult for the Agile teams to get anything done. Because there's still the blockers and the processes and the approvals that you need to go through with those other teams. And I guess SAFe is the answer, right? But how do you start to scale up Agile throughout the whole organization?

Melissa Reeve:

Sure. And what you're talking about is really business agility, is taking the whole business and making the business Agile. And you pointed out something that's key to that, which is once you solve the bottleneck and the impediments in one area of the business, then it'll shift to another area of the business. So the advantage of business agility is that you're trying to keep those bottlenecks from forming or shifting. But what a bottleneck essentially does is it creates what we call a burning platform. So it creates a need for change. And that's actually what we're seeing in the marketing side is we've got these IT organizations, they're operating much more efficiently with the use of Agile and with the use of SAFe. And what's happening is the software teams are able to release things more quickly than the teams that are surrounding them, one of which could be marketing.

Melissa Reeve:

And so now marketing is incentivized to look at ways of changing. They're incentivized to take a look and say, "Well, maybe Agile is the answer for us." So let's just say that marketing jumps on board and all of a sudden they're cranking along, and except for that everything's getting stuck in legal. And so now legal has a case for change and the pressures on legal to adopt it. So there is a way to let it spread organically. Most transformation coaches will understand this phenomenon and probably encourage the organization to just go Agile all in, obviously not in a big bang kind of way, but gradually move in that direction so that we're not just constantly shifting bottlenecks.

Sean Blake:

Okay. Okay, that makes sense. And when these companies are trying to build business agility across the different functions, are there some mistakes that you see say pop up over and over again? And how can we avoid those when we are on this journey of business agility?

Melissa Reeve:

Yeah. So I feel like the most common mistake, at least the one that I see the most often in marketing, although I've seen it in software as well, is people thinking that the transformation is about processes or tools. So for example, in marketing, they might adopt a tool to "become more Agile." Maybe it's a Kanban visualization tool, or maybe they're being suggested to adopt another common ALM type tool. And so they adopt this tool and they learn how to use it, and they wonder why they're not seeing big improvements.

Melissa Reeve:

And it's because Agile at its heart is a human transformation. So we're really taking a look at in trying to change the way people think. One of the topics I speak on is the history of management theory. And while it sounds pretty dry, in reality, it's eye opening. Because you realize that a lot of the habits that we have today are rooted back in the 20th and 19th centuries. So they're rooted in assembly lines. They're rooted in French management theory, which advocated command and control.

Melissa Reeve:

They're rooted in classism. There was a management class and a laboring, and the management class knew the one best way of doing things. So more than a process, more than a tool, we're talking about transforming this legacy of management thinking into a way that's appropriate for today's workers. And I feel like that's the number one mistake that I see organizations making as they're moving into transforming to Agile, an Agile way of working.

Sean Blake:

Mm-hmm (affirmative). Okay. Yeah, that's really interesting. And it really is eye opening, is it? When you look at how the nine to five workday came about, because that's the time when the factories were open and all the history around how organizations are structured. And it's really important, I think, to challenge some of those things that we've done in the past that worked back in the industrial age. But now we're moving into the information age and into these times of digital transformation. It probably doesn't work for us anymore, does it, some of those things? Or do you think some of those things are still valuable now that we have distributed teams, a lot of people are working remotely? Are there any things that come to mind that you think actually we shouldn't get rid of that just yet?

Melissa Reeve:

Oh, I'm sure there are. John Kotter has presented in his book, Accelerate, this notion of a dual operating system. So that you have the network part of the organization, which moves fast and nimble like a startup and then you have the hierarchical part of the organization. And the hierarchy is very, very good at scaling things. It's a well oiled machine. You do need somebody to approve your expense report. You do need some policies and some guidelines, some guard rails. And so we're not actually saying abolish the hierarchy. And I do feel like that's part of this legacy system. But what we are saying is abolish some of the command and control, this notion that the management knows the one best way, because the knowledge worker oftentimes knows more than his or her manager.

Melissa Reeve:

It's just too hard for a manager to keep up with everything that is in the heads of the people who report to him or her. So that's a really big change and it was a change for me. And I think why I got so fascinated in this history of management theory is because I came across some notes from my college days. And I realized that I had been taught these historic management theories. I'd been taught Taylorism, which stems from 1911. And I realized, wow, there's a lot of undoing that I've had to do in order to adopt this Agile way of working.

Sean Blake:

Well, that's great. Yeah, that's really important, isn't it? I've heard you speak before about this concept of walk-up work, especially in the realm of marketing. But I suppose, well, firstly, I'd like to know what is walk-up work. Why is it so dangerous, not just for marketers, but for all teams? And how do we start to fight back against walk-up work?

Melissa Reeve:

Yeah. So, marketers in particular get bombarded with what I like to call walk-up work. And that's when an executive or even a peer literally walks up, so think again about the cubicle farm, and makes a request. So how that looks in the virtual world is the slack or the instant message, "Hey, would you mind?" One is that it results in a lot of context switching and there's time lost in that context switching. And then the other part is rarely do these requests come in well-defined or even with any sort of deadline detach. In marketing, it might look like, "Hey, can you create this graphic for this email I'm sending out?" So now you've left your poor graphic designer with this knowledge that here she has to make a graphic, but they don't really have any of the specs.

Melissa Reeve:

So it's very, very helpful to put these things into stories, to follow the Agile process, where you're taking that walk-up work to the product owner, where the product owner can work with you to define that story, keep the person who's doing the work on task, not making them context switch or do that. Get that story in that acceptance criteria very well defined and prioritized before that work then comes into the queue for the graphic designer. And this is an anti-pattern, whether you're talking about an organization of 50 or 5,000.

Melissa Reeve:

And what I've found is the hardest behavior to change is that of the executives. Because not only do they have walk-up work, but they have positional authority too. And it's implied that, that person will stop working on whatever they're working on and immediately jump to the walk-up work being defined by the executive. So I feel like it's really dangerous to the whole Agile ecosystem because it's context switching, it interrupts flow and introduces waste into the system. And your highest priority items might not being worked on.

Sean Blake:

Okay. So how many people do you have on your marketing team at Scaled Agile?

Melissa Reeve:

We're pretty small, still. We've got about somewhere in the 20s, 23, 25, give or take or few.

Sean Blake:

So how do you-

Melissa Reeve:

I think right now we're three Agile teams.

Sean Blake:

Three. Okay. So those 20 something is split into three Agile teams. And do they each have a product owner or how does the prioritization of marketing work in your teams?

Melissa Reeve:

Yeah, it's a good question. So we do have individual product owners for those three product teams. And what's fascinating is the product owners then also have to meet very regularly to make sure that the priorities stay aligned. Because like many marketing teams, we don't have specialized skill sets on each of those teams. So for the group of 23, we only have one copywriter. For the group of 23, we have two graphic designers. So it's not like each team has its own graphic designer or its own copywriter.

Sean Blake:

Yes.

Melissa Reeve:

So that means the three POs have to get together and decide the priorities, the joint priorities for the copywriter, the joint priorities for those graphic designers. And I think it's working. I mean, it's not without its hiccups, but I think it's the role of the PO and it's an important role.

Sean Blake:

So how do you avoid the temptation to come to these teams and say, "Drop what you're doing, there's something new that we all need to work on?" Do you find that challenging as an executive yourself to really let the teams be autonomous and self-organizing?

Melissa Reeve:

Yeah, I think the biggest favor we've done to the teams is really, I don't want to say banned walk-up work, but the first thing we did is we defined it. And we said, "Walk-up work is anything that's going to take you more than two hours and that was not part of iteration planning." And iteration is only two weeks. And so, in theory, you've done it within the past 10 days. So if it wasn't part of that and you can't push it off to the next iteration planning, and there's a sense of urgency, then it's walk-up work.

Melissa Reeve:

And we've got the teams to a point where they are in the habit of then calling in the PO and saying, "Hey, would you mind going talking to so and so, and getting this defined and helping me understand where this fits in the priority order." And really that was the biggest hurdle because as marketers, I think a lot of us want to say yes if somebody approaches us with work. But what's happened is people have, myself included, stopped approaching the copywriters, stopped approaching the graphic designer with work. I just know, go to the PO.

Sean Blake:

That's good. So it's an extra line of defense for the team so they can continue to focus on their priorities and what they were already working on without being distracted by these new ideas and new priorities.

Melissa Reeve:

Yes. And in fact, I think we, in this last PI reduced walk-up work from 23% down to 11%. So we're not a 100%. And I don't know if we'll ever get to be a 100%, but we're certainly seeing progress in that direction.

Sean Blake:

Oh, that's really good. Really good. And so your marketing teams are working in an Agile way. Do you feel that across the board, not only within your organization, but also just more generally, are you seeing that Agile is being adopted by non-technical teams, so marketing, legal, finance? Are these sort of non-technical teams adopting Agile at a faster rate, or do you feel like it's still going to take some years to get the message out there?

Melissa Reeve:

Yeah. And I guess my question to you would be, a faster rate than what?

Sean Blake:

Good question. I suppose what I'm asking is, do you feel like this is a trend that non-technical teams are adopting Agile or is it something that really is in its infancy and hasn't really caught on yet, especially amongst Scaled Agile customers or people that you're connected to in the Agile industry?

Melissa Reeve:

I would say yes. Yes, it's a trend. And yes, people are doing it. And yes, it's in its infancy.

Sean Blake:

So, yes?

Melissa Reeve:

Yeah. So all of those combined, and I'm not going to kid you, I mean, this is new stuff. In fact, as part of that listening session I mentioned and we were talking about all these different parts of the business. And there was mentioned that the Scaled Agile Framework is the guidance to these teams, to HR, to legal, to marketing could be more robust. And the answer is absolutely. And the reason is because we're still learning ourselves. This is brand new territory that we're cutting our teeth on. My guess is that it'll take us several years, I don't know how many several is, to start learning, figuring out how this looks and really implementing it.

Melissa Reeve:

Now, my hope is that we'll get to a point where Agile is across the organization, that it's been adapted to the different environments. When I've seen it and when I've thought through things like Agile HR, Agile Legal, Agile procurement, the underpinnings seem to be solid. We can even things like the continuous delivery pipeline of DevOps. When I think about marketing and I think about automation. And I think about artificial intelligence, yeah, I can see that in marketing and I can see the need for this to unfold, but will it take us a while to figure out that nuance? Absolutely.

Sean Blake:

Okay. And can you see any other trends more broadly happening in the Agile space? You know, if we're to look forward, say 10 years, a decade into the future, what does the way of working look like? Are we all still remote or how are team's going to approach digital transformations in 10 years time? What's your perspective on the future?

Melissa Reeve:

Yeah, I mean, sometimes to look to the future I like to look to the past. And in this case I might look 10 or 12 years to the past. And 12 years ago, I was getting my very first iPhone. I remember that it was 2007, 2008. And you think about what a seismic shift that was in terms of our behavior and social media and connecting and having this computer in our hand. So I ask myself, what seismic shift lies ahead? And certainly COVID has been an accelerant to some of these shifts. I ask myself, will I be on airplanes as frequently as I was in the past? Or have we all become so accustomed to Zoom meetings that we realized there's power there. And we don't necessarily need to get on an airplane to get the value.

Melissa Reeve:

Now, as it pertains to Agile, I feel like in 10 years we won't be calling it Agile. I feel like it will look something more like a continuous learning organization or responsive organization. Agile refers to a very specific set of practices. And as that new mindset, well, the practices and the principles and the mindset, and as that new mindset takes hold and becomes the norm, then will we be calling it Agile? Or will it just be the way that people are working? My guess is it'll start to be moving toward the latter.

Sean Blake:

Well, let's hope that it becomes the normal, right? I mean that it would be great to have more transparency, more cross functional work, less walk-up work and more business agility across the board, wouldn't it? I think it would be great if that becomes the new normal.

Melissa Reeve:

Yeah, me too. Yeah. And I think, we don't call the way we manage people. We don't say, "Oh, that's Taylorism. Are you going to be practicing Taylorism? It's just the way we've either learned through school or learned from our bosses how to manage people. And that's my hope for Agile, is that we won't be calling it this thing. It's just the way we do things around here.

Sean Blake:

Great. Well, Melissa, I think we'll leave it there. I really enjoyed our conversation, especially as a marketer myself. It's great to hear your insight into the industry. And everything we've discussed today has been really, really eyeopening for me. So thank you so much for sharing that with me and with our audience. And we hope to have you on the podcast again, in the future.

Melissa Reeve:

Sean, it's been such a pleasure and I'd be happy to come back anytime.

Sean Blake:

Great. Thanks so much.

Melissa Reeve:

Thank you.

"It was great chat about Kate's experience working in an agile environment, and learning what artificial intelligence looks like at Optus"

Kate shares her experience of an agile transformation at Optus and the incredible impact it has had on the company. Delivering faster & enabling a sense of ownership & accountability amongst teams.

Kate also shares some great advice from embracing hybrid roles throughout her career, a gentle reminder to never put limits on yourself and adopting a “no risk no return” mentality.

Be sure to subscribe, enjoy the episode 🎧

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Transcript

Hayley Rodd:

Well, thank you for joining us here on the Easy Agile Podcast. Here in Wollongong things are a little different from when we last had a chat. We've since been put into lockdown as part of the Greater Sydney region, but I'm delighted to bring you this podcast from here in Wollongong. And also it maybe helps ease some of those lockdown blues that you might be suffering if you're in the same part of the world as I am today or if you're in another part of the world that is maybe in the same predicament that we find ourselves here in Wollongong in. So, I'd like to introduce myself. So my name is Hayley Rodd and I am the product marketing manager or one of the product marketing managers here at Easy Agile. And I have a great guest today, an old friend of mine but before we kick off with the podcast, I'd like to say any acknowledgement of country.

Hayley Rodd:

So here at Easy Agile, we acknowledge the traditional custodians of the land where we work and we live. We celebrate the diversity of Aboriginal people and their ongoing cultures and connections to the land and waters of New South Wales. We pay our respects to elders past, present and emerging and acknowledge the Aboriginal and Torres Strait Islander people and their contribution to the development of this tool. And now, to our guest, Kate Brodie. Kate is an old friend of mine from here in The Ngong or Wollongong if you're not from this region. And has been very successful in her pursuit of a career in technology. So a little bit about Kate. Katie is the director of digital AI and CCAI programs at Optus. Kate is now based in Sydney, Australia and is a leader in AI, digital and new emerging technology. Katie is responsible for Optus's AI, digital, portfolio and chapter working in an agile environment every day today.

Hayley Rodd:

Kate leads the development of new products to take to market and scale routines in an agile environment advocating for build, measure, learn culture. Most recently, Kate has been in charge of leading an enterprise first to market API consulting chatbox in Australia, compatible with Google Home. So obviously Kate is an extremely impressive person and I wanted to chat to her today about her career and also her role in the Agile team. But beyond that, I wanted to touch on women in technology and leadership, something that Kate has spoken about recently with Vogue Australia. So, thanks so much to Kate for joining us today. And I can't wait to share some of the advice from the lessons that Kate has learned through her career. Thank you so much for joining me today, Kate. It's really wonderful to see you. So could you tell me a bit about, I guess what your day-to-day looks like when you're at the office?

Kate Brodie:

Yeah, thank you for having me. My day-to-day is quite varied. I would say that in my role, I'm very lucky to work with lots of different people, engineers, designers, business people, marketers and more recently a lot of different partners including Google. So, a lot of my day is working between different groups, strategically thinking about how we're going to continue to create a particular vision and future together for our customers. And then parts of it are related more to the technology and how we're ensuring that we've got our teams performing at a level that will allow us to meet those goals. And yeah, day-to-day, I'm talking to a lot of different.

Hayley Rodd:

So, when we were chatting just before we started recording, you were telling me a little bit about your start in marketing and now you've moved over to technology, can you tell me a little bit about how you don't want people to feel pigeonholed, I guess in their careers or in their career path?

Kate Brodie:

Yeah, absolutely. I really believe that anyone can get into anything if they put the effort behind it. And so I really think that no one should ever put limits on themselves. For me, it was partly because I was surrounded by really great people who supported me in trying lots of different things. And I think the way in which you build your confidence and start to move between different disciplines is by getting your hands dirty and just having a crack. So, I think it's important particularly and in this day and age for people to be open and not really put strong defined titles on themselves so that they do have a sense of freedom to kind of move around and try different roles because ultimately what is available today is probably going to look very different in 30 years time so... Yeah.

Hayley Rodd:

And do you still consider yourself a marketer or are you something, hybrid? What are you now?

Kate Brodie:

I would say that I am a technologist. I think that it requires the ability to have a bit of a marketing brain because you need to know how you're going to apply it in order to make a real impact, whether that's for customers, employees or commercially. But definitely with a strong kind of technology digital focus now, I wouldn't say that I would be purely seen as a marketer these days, but definitely it's about having that broad skill set and I think marketing's critical to being able to create great products.

Hayley Rodd:

Perfect. So, when I think of AI, I think of self-driving cars, someone who is very new to the technology industry myself. Could you unpack, I guess what AI means for Optus?

Kate Brodie:

Mm-hmm (affirmative). I think that what you've just said is shared by many. Artificial intelligence is just such a broad concept and it really is related to creating intelligent machines that can ultimately perform tasks or imitate behavior that we might consider human life. And so that can range from really narrow experiences like reading a brochure in a different language using AI to kind of rate it in the language that you can understand to kind of these macro experiences like you've just described with self-driving cars and completely changing the way that we travel. So, I think that AI is such a broad term where it will mean different things for different groups. At Optus, it's about creating lasting customer relationships with people and allowing them to connect with others. And so where we use AI in a variety of different places, it can be in our products themselves.

Kate Brodie:

So for instance, we just recently launched a really amazing product called Call Translate. And that's where in the call you can actually interact with people in different languages on that same phone call so breaking down those communication barriers that have existed before. So that's super exciting. And then there's other places where we're using it, for instance in our sales and service functions that we can more easily automate the simple tasks and give more time to our people to grow and create those types of relationships with our customers. So, we're using artificial intelligence in many different ways, but I think it's really exciting in everything that we do, it's more driven towards how can we create a better customer experience. It's not about the technology in of itself, which is what I really like about it.

Hayley Rodd:

Yeah. Nice. And it sounds like that that call translation would just... Could have so many applications and have... I'm even just thinking about in this COVID circumstance we... You're trying to get a message across to people to stay home and all those sorts of things like... Wow. Okay.

Kate Brodie:

Yeah. And there are some beautiful stories of people who are not able to go home with their young kids, travel home to their countries where their families are. And so they can have the grandkids talking to the grandparents more easily as they are learning different languages. So, it's really cool.

Hayley Rodd:

Wow. That's beautiful. So, in your title, there is, I, maybe assume it's an abbreviation, but it's somebody that says CCAI. Could you tell me what that is?

Kate Brodie:

CCAI stands for Contact Center Artificial Intelligence and it's actually a program of work that is used increasingly by different industries and refers to a particular product that Google is working with companies on. And so it's about re-imagining your contact center. So traditionally today banks, telecommunications companies, big organizations with lots of customers have a lot of customers that contact us regularly. And so this is a way of actually, how do we use AI to increasingly get to a point where you don't need to reach out to us but instead we're reaching out to you to better optimize your experiences with us. So, that's a little bit more of a program piece that's attached to my title at the moment.

Hayley Rodd:

Wonderful. So, prior to your current role, we're just going to get into the Agile space, which I know you seem extremely excited about at Optus and it's had some, I guess will be changes in the... Or it has some... Helped some massive changes at Optus. Before your current role what was your experience with that job?

Kate Brodie:

My current role and my experience with Agile has evolved. So, a couple of years ago, we rolled out Agile at a very large scale across our enterprise. So previously we had been using Agile in our IT teams for software development, but we actually started to roll out agile for product development. And I originally started as a product owner. So I was given a goal around creating a chatbot from scratch that would be supporting our teams. And with that, our Agile transformation involved breaking down the silos of divisions. So functional divisions. We started to merge into cross-functional squads and our squad was given the autonomy and the ownership to take on a particular initiative, and in my case, it was chatbot. And so I've actually experienced multiple roles within Agile including as a product owner and as a chapter lead, which was where I looked after a particular craft of people who run across multiple squads in Agile.

Kate Brodie:

And now more recently, I've got squads that are working within my area to produce these products and these outcomes for us. My experience with Agile has been brilliant. The amount of impact that it's had on our company is incredible. So, over the last couple of years, and this is pre COVID, we had a big target around moving towards a really digital led experience. And so we've seen our customers who used to choose digital around six...

Kate Brodie:

Around 65% of our customers would choose digital a couple of years ago and now it's more like 85%. So these big swings have come as a result of, I think, breaking down those silos and working in a more Agile way. Just on that I think what I like about Agile is that it's not about showcases and stand ups, it's actually about the culture that Agile allows for. So I think it allows for a lot more ideas and innovation because you have this mix of people who didn't traditionally sit with one another being together. And then also you can just deliver faster because you can cut through a lot of noise by working together. And the last piece I think is definitely that ownership and accountability for driving an outcome as opposed to delivering a piece of the puzzle, I think, yeah, Agile's been massive for us.

Hayley Rodd:

So, and you said that it was a big roll out across the organization. So does that mean that everyone within Optus works within an Agile framework or is there still sections that I guess don't employ Agile.

Kate Brodie:

There are areas of the business that aren't completely agile at this point in time. And I think they are areas of the business that makes sense. So sometimes in research and the like, you need to have a bit more freedom to sit back and ideate, although they would adopt principles of Agile so that they time box ideas and the like. From a delivery perspective, most of the organization has transformed into Agile delivery.

Hayley Rodd:

Wow. So it sounds like your customers would be seeing a lot of value from the organization transforming to Agile. You said before that there was a lot of people in your life who allowed you to do things you felt confident in your ability because I guess they helped you get there. So, has there been a mentor that I guess you look back on in your career or even now that has had an impact on where you are?

Kate Brodie:

I think that I've had a lot of different people who have been my mentor at different stages and who I would call upon now. So, I like to probably not have one mentor, but sort of look at the variety of people and their different skills and take a little bit of this, take a little bit of that, learn from this person on a particular area. There have definitely been some people who stand out. And so, early on one of the things that was really useful for me was being supported by a particular general manager who basically sort of pushed me into digital and technology and sort of, I was just very fortunate that he believed in me and said, "Now, you can run this area." I had never really been exposed to it. This is 10 years ago when digital was still sort of seen as more of a complimentary area as opposed to core, to a business.

Kate Brodie:

And by him supporting me in having a go at everything that's been... That's actually one of the most pivotal moments I would say in my career very early on that that's really led the way for me to increasingly get into the area that I'm in today. And along the way, obviously, there's been many people who have made a huge contribution to where I'm at and they're both in my career, but also outside. So, people that you play sport with people that you just have, that you share different stories with, I think that often you take a little bit from everyone and hopefully you give back something to those people too.

Hayley Rodd:

Yeah, I'm sure you do. So, is there any... Looking back on all those people that you've had throughout your life who have helped you get to where you are, is there a piece of advice that might have stuck with you that you could share with us?

Kate Brodie:

There's lots of different advice. I think one of them is, no risk no return. I really do think that you have to have a crack, you have to put yourself out there. The things that always been the most satisfying experiences have been by having a go at something that I hadn't done before. So I think no risk no return is something that I definitely subscribe to. And then in terms of some practical advice, particularly as a female, I think in your career, something called the assumptive close, which is a sales technique, around almost not asking if someone would like something but sort of implying that they would. I actually would say that I use that technique not to necessarily directly sell to someone, but in everything that I do and I would really encourage most people to use it. It was some early feedback in my career and it's been quite useful along the way.

Hayley Rodd:

Yeah. [inaudible 00:18:51] after working in real estate for a little while, I think a lot of real estate agents also assume the sale. So, and it just it... I think it can help with the confidence and going in there and I guess almost putting yourself in a position of power in the conversation when you assume you've got this in the bag. So yeah, it probably comes naturally to some people more than others, myself included, but I would struggle with that, but that's a really good piece of advice. So yeah, I'm sure that it will be helpful for a lot of people who are listening to the podcast now. So what about... What's your proudest moment as a leader there at Optus so far? I know that you're in Vogue recently. That's an amazing moment. And as a person who's known you for a really long time, that was a proud moment for me to see someone that I'd known do that, but for you, what's the proud moment?

Kate Brodie:

[inaudible 00:19:58] I think probably my proudest moment is when I've launched something large. So recently we launched a large piece of technology that will change the experience for our customers, but it wasn't as much the launch as it was looking around me and seeing the people that are there with me doing it. And there are quite a few amazing people that I get to work with. And having sort of started with a few of them in the early days, a few years ago, where we were sort of spitballing ideas and we had no products to now having large products that make a real impact to Australian consumers and to our business. It's those moments where it's actually the team around you that it... I'm most proud of. It's just the high engagement and the drive and the culture that we've created where people want to work in this area and we all enjoy creating these experiences together. So I think definitely I'm most proud of the team culture and environment that we've set.

Hayley Rodd:

Yeah. Sounds amazing. We're lucky enough here at Easy Agile to have, I guess the same... A culture that you can be proud of as well, so, I can understand how it can be something that makes a huge impact every day. So, we're getting close to the end of our time together, but again, I guess I wanted to touch on a bit of gender diversity. So how does gender diversity benefit technology companies? What do you think?

Kate Brodie:

I think diversity in general is going to benefit any business and particularly technology businesses, because it's imperative that you have a representation of the population and the people that will use your technology and the experiences that you're trying to create. So I think that it's only by ensuring that we are tapping into the entire talent pool, that we can represent people and represent customers, but also we're going to get the best ideas. And so that's gender diversity but also culturally and in every sort of facet, the more that we can tap into the entire talent pool, the more we'll create better experiences, better technology, solve more of the world's problems and capture more opportunities.

Hayley Rodd:

Mm. Fantastic. And last question, what advice would you give a young woman hoping to enter the technology industry or a technology company?

Kate Brodie:

I would say go for it. I would say don't ever put limits on yourself and speak up, learn as much as you can and get your hands dirty because it's through that kind of confidence... Oh, sorry. It's through working with lots of different people and creating things with people from scratch that you'll gain your confidence as well. And always ask, don't sit there waiting for someone to sort of tap you on the shoulder, ask for that new opportunity, ask for the salary increase, ask, it won't hurt. I promise.

Hayley Rodd:

That's a good advice. What's the worst they could say?

Kate Brodie:

No, exactly.

Hayley Rodd:

No, yeah.

Kate Brodie:

Yeah. And that's why.

Hayley Rodd:

Or they might say yes. And then that's awesome too. Okay. Well, thank you so much, Kate, for your time. That was really wonderful. It was wonderful to catch up, but it was also wonderful to hear from someone who's so young in their career, has... But has also done so much and who has reached some amazing goals, has a team behind them. And I think that there's so many people who will watch this, myself included, who will learn a lot from you. So I really appreciate your time. Thank you.

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"I absolutely loved my conversation with Sarah, she shared some amazing advice that I can't wait to put into practice!"

We spoke about the agile mindset beyond IT & development teams, how teams such as marketing and finance are starting to adopt the methodology and the benefits of doing so.

In celebration of international women's day, we discussed the future of women in agile, and steps we should be taking to support one another towards an inclusive and enabling environment.

Be sure to subscribe, enjoy the episode 🎧

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Transcript

Caitlin Mackie:

Hello everyone and welcome back to the Easy Agile Podcast for 2021. Each episode, we talk with some of the most interesting people in tech, in agile, and in leading businesses around the world to share fresh perspectives and learn from the wealth of knowledge each guest has to share. I'm Caitlin and I'm the Graduate Marketing Coordinator at Easy Agile and your host for this episode. We are thrilled to be back and have some amazing guests lined up this season. So to kick us off, I'm really excited to be talking with Sarah Hajipour.

Caitlin Mackie:

Sarah has so much rich and diverse experience in the agile space. She's an agile coach, a business transformation leader, a project and program manager, and more recently a podcast host and author. She's the jack of all trades and has been in the business agility space for over 10 years. In this episode, Sarah and I chat about the significance of goal setting and in particular goal setting in unpredictable times. We chat about her most recent projects, the Agility Podcast with Sarah Hajipour and her book on Agile Case Studies.

Caitlin Mackie:

And of course with International Women's Day coming up, Sarah shared some amazing advice and her thoughts on the way forward for women in agile. She highlighted the importance of raising your hand and asking for help when you need it, as well as embracing qualities that aren't always traditionally thought of in leaders. It was such a thoughtful and insightful discussion. I got a lot of value out of our conversation and received some great advice, and I'm really looking forward to putting into practice. I know those listening will feel the same. Let's jump in.

Caitlin Mackie:

Sarah, thank you so much for joining us and spending some time with me today.

Sarah Hajipour:

Sure. Thanks for having me.

Caitlin Mackie:

So being our first guest for the year, I wanted to ask you about any new year's resolutions. Are you on track? Are you a believer in them or do you have a different type of goal setting process?

Sarah Hajipour:

That's a great question because we discussed this with a couple of friends and we realized new year's resolution is always going to be some kind of like a huge goal that we don't know if we're going to meet it or not. And thinking agile business agility and as an agile coach, I believe in the fact that let's have smaller goals and review them every three months, every six months and see where we at. Instead of looking into huge goals that we don't know what's going to happen because there's always a lot of uncertainties, even in our personal lives regarding the goals that we set up for ourselves. So yeah, that's how I look at it. Quarterly, quarterly personal goals. Let's say that.

Caitlin Mackie:

Yeah. Yeah. I love that. Yeah, I think if the last year has taught us anything, I think we can all agree how unpredictable things can become. So those original goals.

Sarah Hajipour:

That's true.

Caitlin Mackie:

Yeah. The original goals might have to take a couple of detours. So what would be your advice for setting career goals in uncertain times?

Sarah Hajipour:

That's a great question. For career goals I believe it really matters that you do something that you're interested in at least. If you still haven't found your passion, that's fine especially people like young professionals. It's okay if you haven't found your passion yet, but you can still follow a basically career path starting with things that you like to do, kind of you enjoy and you learn through the way.

Sarah Hajipour:

I was listening to one of the fashion icons on YouTube a couple of days ago and the interviewer was asking her, "What was your career path? How did you get to this place you are now?" And I loved what she told everybody, the students, and that was go and find a career, find a job and learn. You first need to learn a lot of skills before you decide what you're actually good at. You decide, you understand what's your weaknesses and your strengths, right? Because not all of us have these amazing ideas all the time and that's fine.

Sarah Hajipour:

I'm not very much pro-everybody has to be a visionary and everybody has to have like big, shiny goals and ideas. I think that's perfectly fine to just find the kind of job that or the kind of career path that you're comfortable with and then sometimes get out of your comfort zone and then discover as you go. Life is to explore, not to just push yourself on the corner all the time and just compare yourself with everybody else.

Caitlin Mackie:

Yeah. I love that. That's great advice. So you've recently added podcast host and author to your resume. Were they always career goals of yours?

Sarah Hajipour:

No, absolutely not. Well, I'm a little bit of an introverted person. So kind of sit in front of a camera even talking and having people hear me was always like, "Oh my God, I know I need to talk about this even with my teams and stuff," but I will do it only if it's necessary. What got me into podcasting was that I figured there's a lot of questions that I'm finding answers when I'm having conversations and meetups and in different groups, professional groups that I'm in. And I wanted other people to hear those as well. I talked to people who have great insights and have been way longer than me in the career. So I'm learning at the same time. And I wanted to share that learning with everybody else. That's the reason I'm doing the podcast.

Caitlin Mackie:

Yeah, that's great. Yeah, I love that. And I think you kind of touched on this earlier, but I think being in the agile space, sometimes it can be a nice reminder for you to have a bit of a focus, but then reflect and understand sort of where to be more effective and adjust accordingly. I know you mentioned that with your career goals, do you think that those agile principles can be applied beyond the usual use case?

Sarah Hajipour:

I do. I believe that it's a very intuitive like agile is a very intuitive way of working and a way of thinking. That's why now it's expanded to other industries. They didn't stay with DevOps and IT and development. It is now a lot of different industries adopting this because it's a mindset change. And just not just using scrum. It's not just using Kanban. It is about understanding how to be able to reflect on and adapt to the faster changes that are happening in the world. And that also applies to our personal lives as well.

Sarah Hajipour:

I mean, I used to have set goals when I was 18-years-old, I'm going to be this at 30, but did they happen? No. In some aspects I achieved much, much more. And in some aspects I just changed my goal. I think the changes that are happening in the world that are more rapid, it demands us to change as well. Yeah.

Caitlin Mackie:

Yeah. Awesome. So just to circle back a little bit there for your podcast just for our audience listening, what platforms can they access your podcast on?

Sarah Hajipour:

I'm on all of the main platforms. I'm in Apple podcasts. I'm in Spotify, I'm in Amazon. Most of the prominent podcast platforms.

Caitlin Mackie:

Awesome. And then just again, for our audience, your podcast is called the Agility Podcast with Sarah Hajipour.

Sarah Hajipour:

That's correct. Yes.

Caitlin Mackie:

Awesome. That's great. What do you think has been the most valuable lesson you've learned from your podcast so far? Is it something a guest has shared or something you've learned along the way?

Sarah Hajipour:

What I have learned, I have learned a lot from the people that I interview because I make sure that I talk to people who know more than me and have been in this field more than me, and in different industries. The main thing I would say is that agile business agility is about mindset rather than the tools and processes. And the fact that the world overall is moving towards a more human-centric way of working.So basically that's why I say agile is more intuitive rather than just following ABCD. Yeah. This is the core, the main thing that that I have learned from my interviewees.

Caitlin Mackie:

Yeah, amazing. You've also started writing a book at the moment. Can you tell us a little bit more about that? How did that project begin?

Sarah Hajipour:

I actually love this project. In this book, the way I actually started writing the book was the book came first and then the podcast happened. I attend a lot of meetups. So for young professionals and even for professionals who are very much skilled in what they do, meetups are great place to meet and expand your network and learn from your peers. So I was attending all of these and I was learning from people. And then I decided I really want to have one-on-one conversations with them. And eventually I figured that a lot of the agile coaches, a lot of executive levels and a lot of consultants, they have a lot to share, but I didn't see any platform that kind of unifies that.

Sarah Hajipour:

I said, "Okay what are the learnings that we can share?" A lot of the mistakes because of the meetups groups, people feel safe to share and be vulnerable. And I was in multiple meetups so I heard very similar stories from people, the mistakes that have been repeated by a coach somewhere else. So I thought that'd be a great idea to put these in agile cases. So it's going to be Agile Case Studies and share it with everyone so. Especially the young coaches or stepping into the business, there's a lot of unknowns. I don't want them to be afraid. I don't want them to think, "Okay, this is a huge task." There's always going to be a lot of unknowns.

Sarah Hajipour:

Yes, I just see that. I kind of want to give that visibility that everybody else is experiencing the same, even if they have 25 years of experience, which is amazing, right?

Caitlin Mackie:

Yeah.

Sarah Hajipour:

And that's the reason I started writing the book. So I interview with agile coaches and agile consultants that have been around at least five to 10 years and led agile transformation projects. And then from there, one of my interviewers once said, "You should do a podcast. I like to talk about this too." I'm like, "This is great" and that was like the week after I was like running around looking for tools to start my podcast.

Caitlin Mackie:

Oh, amazing. Sounds so good. What's the process been like? How have you found from ideation to where you are now, and then eventually when you're publishing it?

Sarah Hajipour:

For the podcast?

Caitlin Mackie:

For the book.

Sarah Hajipour:

For the book, so I go to these meetups and I listen to what's the coaches and the executives are sharing. The ones that are exciting for me are kind of a new for me, I will ask them, I connect with them over in LinkedIn and people are so open to sharing their experience with you. I've never had even one person said to tell me, "No, I don't want to talk about this or anything." People want to share. So I approach and I say, "Hey, I have a book outline or guideline. It's a two pager." I send it to them and I asked them if they are interested to talk to me about this and they let me know and then I'll select a time.

Sarah Hajipour:

And first session, it's like a half an hour. It's a kind of a brainstorming session. What are the key cases that they feel they want to share? Then we pick one and the session after that, they'll actually go through the case with me. I record it, draft it and then share it on Google Drive back and forth until we're happy with the outcome.

Caitlin Mackie:

Yeah. Awesome. Do you have a timeline at the moment? When can we expect to be able to read it?

Sarah Hajipour:

I'm looking forward to around the end of 2021, because it's 100 cases and I think that I'll have that.

Caitlin Mackie:

Yeah. Awesome. It's so exciting. Lots to look forward too.

Sarah Hajipour:

Thank you.

Caitlin Mackie:

Now, I also wanted to touch on International Women's Day is coming up and you've been in the agile space for a few years now. I assume you've probably witnessed a bit of change in this space. Have there been any pivotal moments that have sort of led to where you are today?

Sarah Hajipour:

Well, I think that a lot of women are being attracted to the agile practice, the different agile roles. And I have seen a lot more women as scrum masters, as product owners and as agile managers or agile project managers. A lot of different roles are being kind of flourishing in this area. And I've seen a lot of women contribute. One my goals actually in my book and on my podcast is to be able to find these women and talk to them regardless of where they are in the world. Yeah, I just feel that women can grow really in this area in the agile mindset, because women are more the collaboration piece.

Sarah Hajipour:

I can't tell we're less competitive. I haven't done research on that, but I have discussed it with people. Do you think that women are more collaborative rather than competitive? Because competition is great, but you need a lot of collaboration in agile and a lot of nurturing. You need to have that nurturing feeling, the nurturing mindset, that's what a scrum master does. One of the key characteristics of a scrum master has to be they have to have this nurturing perspective to bring it to the team.

Caitlin Mackie:

It's funny you mentioned because I actually have read some stuff myself about women typically possessing more of that open leadership style and that open leadership seems to complement the agile space really nicely so.

Sarah Hajipour:

That's exactly, yeah.

Caitlin Mackie:

Yeah. Yeah. That's great and I think there's lots that we can take from that, open leadership and the direct leadership. So men and women coming forward and finding that middle ground and yeah, I feel like agile is a great space to do that in?

Sarah Hajipour:

Yeah, I totally agree. Yeah.

Caitlin Mackie:

Yeah, yeah. So what drove your passion? I guess what made you want to pursue a career in this space?

Sarah Hajipour:

I love the collaboration piece and I love the vulnerability because like people are allowed to be vulnerable and in the teams that they work in. And it is a culture that is more human rather than super strict. We're not allowed to make mistakes. We're not allowed to be wrong. Leaders are supposed to know everything right off the bat. But in reality, that's not the case. Leaders have to feel comfortable not knowing a lot of things that are not even known. But a lot of times I always say we're in the unknown unknown zone. And in that zone, even leaders are not supposed to know everything.

Sarah Hajipour:

So a lot of it starts with what are the other things that I learned from my interviewees is that it all starts with the leadership. So the agile transformations, the leaders have to first create that atmosphere of collaboration and of trust and psychological safety among themselves. And then only then they can help with teams to be able to thrive in those kinds of atmospheres as well.

Sarah Hajipour:

Women in agile and women in leadership. I like to say and what I see is a lot of men and women both that are changing their perspective from process of tool-centric to people-centric because it works better for everyone. And I see change really happening in all industries. I see it in retail. I see it in construction, obviously in IT, in finance system. And there's men and women like hand-in-hand trying to kind of embrace this way of thinking and this way of working.

Sarah Hajipour:

And women are being more comfortable to grow and kind of raise their hand and say, "Hey, I can make each page. I can take this role" because they understand because they bring that psychological safety that women for ages, it has been a workplace has been something that was mostly men and we're gradually getting into the workforce or the business world as females. So that psychological safety has allowed women to raise their hand and grow in different roles and leadership roles obviously.

Caitlin Mackie:

Yeah, yeah. I couldn't agree more. Has there been any resources or networks, things like that that have helped you along your journey?

Sarah Hajipour:

Learning from everybody else like creating a network, expanding my network to kind of coming in and saying, "Hey, I don't know. I want to know." There is all of these amazing things that are happening. I like to understand how this works and I remember it was one of these founders. Who's the founder of Apple? Oh my God. Don't tell me.

Caitlin Mackie:

Steve Jobs.

Sarah Hajipour:

I love this quote from Steve Jobs that says, "There has never been a time where I asked for help and people didn't help me." So just raise your hand and say, "I need help." And what does that help that I need? I need to know about this. What does it mean? What does scrum mean to you? How does it work in your industry? How does it work? And really I think that was the key for me up until now to connect with people and just be vulnerable and let them teach me.

Caitlin Mackie:

Yeah. I think my next question would be about how do we amplify that diverse and empowered community of women and our job in increasing the representation of women in agile? And yeah, what do you think is key to achieve a supportive and enabling environment?

Sarah Hajipour:

What I have seen and realized is that women really need to be and are being more supportive of each other. There was a study in HBR, Harvard Business Review in 2016 that said, "If there is only one woman in the pool of the interviewees, there's a zero chance for that woman to get the job, even if she's the best." So this calls for not which women are actually working great on that. Not being the queen bee, but also engaging and including other women. Because the more women in different roles, the more we are going to be receptive in those communities. That I think is a key that we understand that and support each other, help each other, build the communities around it.

Sarah Hajipour:

There is a community Women in Agile that is in different cities and different parts of the world that I'm a member of as well doing a great job. It's not just women actually in those groups. I see men participating as well, but it's predominantly women are trying to give each other insights from all aspects of the agile practices, the agile ways of working and stuff. Yeah.

Caitlin Mackie:

Yeah. So I think what's the way forward? I guess what's your prediction for women in agile? What do we need to do to continue that momentum?

Sarah Hajipour:

I think women will do great in anything and everything they put their minds in, regardless. We're human bottom line and we all have this potential to be able to grow in whatever we put our mind and heart on, regardless of our gender. So I would love for women to kind of be able to get that holistic perspective that regardless of their gender, they can do anything and they are, we are.

Sarah Hajipour:

We read about other women who have been successful in the fields of business that you felt that probably women can't do like women astronauts. There are women physicists. Women engineering leads and all of these that have been less common. The world is changing for the better and that's great.

Caitlin Mackie:

Yeah, yeah. I absolutely love that

Sarah Hajipour:

It's a great time to be alive.

Caitlin Mackie:

Yeah. That's exciting. Yeah, exactly.

Sarah Hajipour:

Yes.

Caitlin Mackie:

Yeah. I definitely think that we are beginning to see a huge increase and the visibility of female role models across so many industries. So it's great to have that. But Sarah, this has been such a great conversation. I wanted to finish with a final question for you and that was if you could give one piece of advice to women just starting their career in their industry, what would it be?

Sarah Hajipour:

I would say maybe the best advice that I can give is that we do have the power. And we need to look, number one, beyond gender and kind of have that belief that we can do anything that we want. And second is don't be shy to open up and build your community like build a community, join a community of agile practitioners of agile coaches, even people, specifically people who know more than you.

Sarah Hajipour:

And don't be afraid to ask help. Don't be afraid to say, "Hey, I'm new to this and I love to learn from you guys." Don't be afraid to put yourself out there and you're going to learn a lot that you wouldn't even expect. Just like you're going to get the result so you're going to hear things beyond what you've expected. There's a lot to human potential that could be unleashed when you just put yourself out there and let others contribute to your growth.

Caitlin Mackie:

That's amazing. That's great advice, Sarah. Loved every minute of our conversation. So thank you so much for joining me today. I really appreciate it.

Sarah Hajipour:

My pleasure. Thank you so much for having me.