Currently, companies are immersed in VUCA (Volatile, Uncertain, Complex and Ambiguous) environments. This reality demands that organizations be more adaptable and flexible in order to compete and stand out. Agile culture has emerged as a response to this need. However, many perceive it only as a series of methods and tools, relegating to the background the fundamental values and principles that allow collaboration, adaptability and continuous improvement to be addressed.

According to the 16th State of Digital.ia Agile (https://digital.ai/) report, one of the highlights is insufficient leadership involvement. In this sense, agile leaders become crucial to the success of those organizations that adopt this culture. However, agile leadership requires different skills and competencies than traditional leadership.

Based on the experience gained in the field of agile culture in organizations, we share some tips on how to lead an agile culture, focusing especially on people:

• It is essential to make meaningful connections with people, understanding their needs, motivations, and aspirations. This is achieved by investing time in getting to know them, listening to them carefully, and showing empathy.
• Fostering trusting relationships is key to the success of any team. Trust is built through open, transparent communication, mutual respect, and collaboration.
• Delegating and empowering are fundamental practices. The agile approach proposes that all team members are responsible for their own work and are self-managed. To empower, it is necessary to define roles, provide training and support, and create an autonomous environment.
• An effective leader must be a role model, incorporating the values and principles of agile culture into their own performance. This involves being collaborative, adaptable, open to change and experimentation, and being willing to delegate responsibilities.

I remember a specific case where I collaborated with a software development team that was embracing agile culture. The team struggled to assimilate the new values and principles. During one of our coaching sessions, the team shared that the lack of trust among their members was one of their main challenges. They felt they could not express their opinions without fear of being judged. The technical leader was suspicious of the work of the junior collaborators, preventing them from learning from their mistakes. To address this challenge, I initiated a process of getting to know each team member personally, listening to their stories and collaborating with them in the development of collaboration norms. As a result, the team strengthened trust among its members, allowing them to engage in activities, take responsibility, and propose continuous improvements effectively.

Things to keep in mind: Change takes time, so be patient during the process of adapting to agile culture. Maintaining a positive attitude contributes to a more productive and fulfilling work environment. Mistakes should be understood as opportunities for growth, remembering that experience is acquired through these experiences and not only from books or searches for perfection.