C-suite executives and directors must now adapt the way they think about their company’s culture and people and act as change agents. We will raise awareness and comprehension of the foundations of agile leadership, as well as how agile techniques apply to corporate culture, in this lesson. Find out how agile leaders think, focus, and act. Participants will acquire insight into how agile will and can function for their teams and organizations through case studies and various approaches.

The Agile Leadership Journey has been used to construct this training. ALJ is a global network of over two dozen outstanding agile leadership coaches and trainers who conduct consistent, high-quality interactive workshops in more than a half-dozen time zones. Pete Behrens, the creator of the CAL and Certified Enterprise Coach programs, launched ALJ.



Today’s leaders must know that rapid adaptability is vital to their success to keep on top of rapidly changing business needs. You must now change the way you think about your role as a leader, your relationship with your staff, and your company’s culture.

With any combination of these three credentials, you can build a foundation in agile, establish a safe-to-fail mindset, and successfully direct any organization toward sustainable agility.

Our Certified Agile Leadership (CAL) courses are designed to help you embrace the agile leadership paradigm that best suits your management style and deliver positive change to your organization. Learn how to lead agile teams by applying agile concepts and leveraging agility to generate long-term business improvements.



Participants will be guided through a comprehensive understanding of Agile Leadership, including how agility affects the leader’s own thinking and conduct, as well as how they may effectively coordinate, guide, and grow their organization’s agility. To make better decisions, take more effective action, and react successfully to complexity, uncertainty, and rapid change, combine creativity and agility.

The session is meant to encourage participants to interact with one another and learn from one another’s strengths. This course is ideal for executives and others who have a direct impact on the culture, structure, and rules that allow for agility.



Examine the historical context of human growth and leadership, as well as the current economic conditions that are driving the need for agility. To develop self-awareness and uncover more agile thinking, decisions, and behaviors, introduce the Leadership Agility Maturity Model.
Discover how expert, achiever, and catalyst leaders’ mindsets and behaviors affect organizational effectiveness. To have a good impact on all elements of our work (and personal) lives, use a 5-step catalyst technique.


The rise of Agile techniques is due to economic and market factors.

The necessity for an agile strategy is driven by the complexity and ambiguity of work.

Historical management trends and how they fit into their respective company environments.

To improve happiness and outcomes, increase employee engagement, and focus on consumers.


To lead effectively in an agile environment, leaders must have self-awareness and a flexible mindset.

Leadership is based on neuroscience that is linked with agile thinking and improves leadership effectiveness.

Obtaining and implementing input enhances the leader’s ability to adjust their conduct.

To incorporate diverse ideas, involve others, and improve outcomes, use catalyst coaching.




Refocus the leader’s attention on the company and its ability to deliver customer value. To support value delivery and agility, look into the organization’s culture, structures, and processes. Understand how a leader’s emphasis and effect on an organization’s health and culture affects their long-term performance.

Examine case studies of real organizations from various organizational cultures that used agile structures and patterns to drive effective and long-lasting change. Consider and share the organizational cultures and structures of your leaders in light of these case studies. To guide healthy, engaged, and long-term change in our businesses, use a 5-step organizational transformation paradigm.


When implementing Agile more extensively than a single team, there are organizational hurdles to overcome.

To improve outcomes, and increase team safety, trust, and collaboration inside and between teams.

The impact of organizational cultures, structures, and governance on agility.

Case studies of firms that successfully employ Agile to improve their agility and outcomes.


Organizations are complex adaptive systems in which change is constant and uncertainty reigns.

Organizational metrics that support and hinder agile thinking, as well as how they affect outcomes.

To improve performance, identify and eliminate bottlenecks, barriers, and friction in an organization.

To develop a growth mindset culture, you must lead change in an adaptive, engaged, and healthy manner.



Allow for adaptability in execution toward that objective by communicating a clear vision, aligning personnel to that vision, and realizing that the majority of discovery and learning occurs during execution. Instead of depending on what has worked in the past, they should adopt a growth mentality that allows them to value diversity, be open to new ideas, seek criticism, and enhance their capabilities.

Are aware of their prejudices and triggers to maintain a constructive and creative attitude that fosters a healthy, collaborative, trust-based, and productive company culture. By integrating the value stream, you may improve decision making, team collaboration, and business success in highly complex, uncertain, interdependent, and fast-changing contexts.

Inquire before advising, use active listening to align their thinking, and explore alternatives to develop creative possibilities to engage employees without over-influencing or micromanaging them. Reduce employee turnover and increase employee ownership, collaboration, and productivity by increasing employee satisfaction, engagement, and innovation through empowerment and other trigger behaviors.

Diversify risk through identifying and testing assumptions, trying new techniques, partnering with consumers, delivering incremental value, and soliciting feedback earlier and more frequently. Foster organizational adaptability so that they may more successfully break down traditional silos, collaborate to solve challenging problems, and align themselves more closely with corporate goals and customer needs.

Improve outcomes by balancing short-term business results with long-term organizational health to give early and frequent value while maintaining growth. To adapt to the changing economy, technology, and market, they must catalyze change, experiment with new ideas, and develop a growth mentality within their businesses.


Ben Kopel is a curious learner focused on coaching teams and Leaders, as well as enabling adaptive organizations through awareness, collaboration and continuous improvement. He has worked with 100+ Agile teams for over ten years as a developer, Product Owner, Scrum Master, Agile Coach, trainer and manager.

Ben is a Certified Scrum Trainer (CST), Certified Enterprise Coach (CEC), Certified Team Coach (CTC) and Certified Agile Leadership (CAL) educator with the Scrum Alliance, as well as an Agile Leadership Journey Guide.

Ben serves on the CEC Review Team and the Guides Advisory Team, for the Scrum Alliance, as well as Illinois State University’s College of Business – Information Systems board.

*There is a possibility that this class will be photographed or videotaped. By attending the class, you accept that Project Brilliant may use your image and likeness in print and online media.

Scrum Alliance®, the world’s foremost Agile certification body, offers certification.

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