Lean & Agile Coaching

What would you like to improve or achieve?

Maybe you work in an organization that applies the Lean and Agile management philosophy, principles and tools. This requires a different kind of leadership than you are used to. You wonder how you would fill in your role within this context. How do you ensure that team members keep the daily or weekly startup meeting, follow the standard procedures, communicate transparently, make improvement proposals and evaluate the last improvement step. With Lean & Agile leadership coaching you increase your insight your current situation and management style en into the effect of Lean & Agile leadership principles and competencies. Based on these insights, you determine change goals and then work in a targeted and small step-by-step process to develop new skills and behaviors. The coaching can be combined with short training sessions on different Lean and Agile principles, instruments and “routines” to further develop and broaden your theoretical knowledge.

Outcomes of Lean & Agile Leadership Coaching:

  • more impact as a Lean & Agile leader
  • improved ability to use different Lean & Agile ways of working and methods
  • a better understanding and application of the routine of continuous improvement
  • getting more effective and inspiring daily or weekly standup meetings
  • Succesful scrum-, sprint- and retrospective meetings


Approach and working method

My aim is to work together with you to build a trustworthy partnership that helps you understand how you can consistently perform at your best. I challenge your thinking and assumptions. Using different theories, models and tools, I help you gain valuable new perspectives and insights. A typical coaching partnership consists of six to eight one and half or two-hour sessions and lasts anywhere between four and eight months.

The partnership covers the following elements:

  • Intake interview: I first conduct an intake interview to better understand your questions, wishes and goals. This ensures I understand your individual context and goals. It also works as a ‘chemistry check’, ensuring trust and rapport can develop.
  • Investigate the current situation: Then I help you investigate the current situation, possibly with other colleagues involved, to examine how things are going on in the workplace, for example by attending a daily standup meeting and spending some time on the workfloor. If you wish, we could use a questionnaire or observation checklist.
  • Setting objectives: Based on the insights we obtain from the investigation of the current situation, you then determine your short-term and longer term goals (or target condition and next target condition). If applicable, your manager will be included in this goal-setting meeting – and at the end of the coaching partnership, your manager will also attend a feedback session.
  • Coaching on the workfloor: Coaching takes place in the work situation, in line with your own activities and will typically take place after meetings such as a standup meeting, team building, iteration- or retrospective meetings. Most clients opt for a series of six to eight coaching sessions. However, this can be adjusted to meet your individual requirements.
  • Ongoing feedback and evaluation: This ensures the coaching partnership stays on course and continues to be effective. The idea is to ensure sustained change in the workplace long after coaching has ended.
  • Ongoing support: Throughout the coaching partnership, phone and email support are offered as often as you need.