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Agile People: A Radical Approach for HR & Managers
Corporate cultures, global mindsets, and employee priorities are changing, which means management and human resources departments must also evolve. To ensure teams are well crafted, motivated, and successful, managers and HR professionals must step outside their comfort zone and adapt to younger, newer ways of thinking—they must become Agile. In Agile People, management consultant Pia-Maria Thoren outlines how managers, human resources professionals, company decision-makers, and employees can adopt the flexible, fluid, customer-focused mindset of modern tech companies to inspire their workers and strengthen their organizations. This essential handbook explains both the theories and practical applications behind the Agile framework, showing how companies can do the •Create a structure and culture for an organization to meet future challenges •Give management and HR the changed mindset and the tools to facilitate employee drive and performance•Empower employees to become motivated stakeholders•Adopt hiring practices that value attitude, behavior, and competence•Create a passionate, loyal, and accomplished workforceNo matter the size of a company, it can benefit from an Agile mindset and launch into a future filled with successful leadership and motivated employees.
386 pages, Paperback
Published September 26, 2017
171 people are currently reading
487 people want to read
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Displaying 1 - 25 of 25 reviews
August 15, 2018
It's a very good book for those who are involved in Organization, HR, Culture, eho are part of Agile transformation. The first value of Agile Manifesto says "people and interactions over processes and tools". This book is not about processes or tools like Scrum, estimates, TTD, stand-ups, etc. This book is about people.
May 24, 2020
This is a good book to easily start wrapping yourself around the "agile" concept, especially if you are not working in IT and you are either a manager or an HR person who wants to reinvent his or her organisation. It goes very briefly through the Agile mindset, principles and practices that could be adapted in general organisational practices, from goal setting and performance management to recruitment, motivation, learning and leadership style. It's not a book that talks about "how to", but rather about "how it could be" which is nice if you are looking for inspiration.
Although I understand a title should be an eye catcher and should intrigue you to read the book, I think the word "radical" is a bit of an overstatement. Thoren shows, at the end of every chapter, a summary that shows a FROM "traditional" TO "Agile" table, but to be fair that is a very old "traditional" - most companies today find themselves somewhere on a spectrum between those two checkpoints.
I think the interviews were useful in documenting the book, but the inserts themselves only repeat what she was saying without adding value necessarily so if you're in a hurry you can skip them. :)
It's nice to have a general overview all in one place (and it's an easy read), so if you're looking for a teasing to figure out if the Agile mindset could work for you (or your organisation), starting here is a good option.
Although I understand a title should be an eye catcher and should intrigue you to read the book, I think the word "radical" is a bit of an overstatement. Thoren shows, at the end of every chapter, a summary that shows a FROM "traditional" TO "Agile" table, but to be fair that is a very old "traditional" - most companies today find themselves somewhere on a spectrum between those two checkpoints.
I think the interviews were useful in documenting the book, but the inserts themselves only repeat what she was saying without adding value necessarily so if you're in a hurry you can skip them. :)
It's nice to have a general overview all in one place (and it's an easy read), so if you're looking for a teasing to figure out if the Agile mindset could work for you (or your organisation), starting here is a good option.
March 29, 2025
Olen onnekseni saanut työskennellä yrityksessä, joka elää jo tämän kirjan kuvaamaa arkea - ja sitten myös yrityksissä, joille tämäntyyppinen lähestymistapa on yhtä tuttua kuin ulkoavaruuden elämä. Näiden molempien ääripäiden tuntemus antoi jännän kontrastin lukemiselle: toisaalta tuntui puuduttavan tutulta, toisaalta pidin kovasti arvossa kirjan innostuneen pamflettimaista lähestymistapaa.
February 13, 2018
An interesting book for professionals who are looking into innovative and agiler practices and ways of thinking to apply in an HR department. Could be also useful for C'level executives, who want to understand HR better.
Unfortunately, it's a bit generalized and repeats itself a lot. Plus, it could have been a lot thinner if not for those huge font and margins :)
Unfortunately, it's a bit generalized and repeats itself a lot. Plus, it could have been a lot thinner if not for those huge font and margins :)
June 14, 2022
Nothing too mind-blowing but there were some nuggets and I think if you're new to the agile space (regardless of your role or department) it has some nice places to "start". Probably well positioned for people who work with people (HR) and are intrigued by this weird, agile, thing.
March 11, 2019
Management books by Swedish authors have a specific flavor to them, you know that you will definitely get useful knowledge from there... only if you are ready to "suffer" till the end. You see some serious Scandinavian rationalism without cracking any jokes or much passion. It's difficult to enjoy reading such a book, but who said that all medicine is supposed to taste good. Eventually I did not understand why the book claims to be about Agile HR because the it's mostly a book about agile and the links to HR function seem forced to say the least. From this book I understood that I also need to pick up "Reinventing Organizations" book that has been in my to-read list for a while.
Selection of some key thoughts from the book:
Hiring questions:
Why do you want to work for us?
What is your value proposition to our company?
How do you deal with change?
Simplicity - the art of maximizing the amount of work not done
How to develop T-shaped people and what is their benefit for the organization?
Building psychological safety to enable organizational learning
Assessing the good leaders who actually exist within the organization for role models.
Structure vs chaos: you create boundaries and a clear vision of where we want to go. You are very clear on the kind of resources available, and you give people the freedom to learn.
Agility is the ability to both create and respond to change in order to profit in a turbulent business environment - Jim Smith
To combat control issues in the workspace, create an environment of transparency. The more transparent a company is, the less need there is for policies and rules because culture behind to take over.
Moving away from bureaucratic structure simplifies operations. There are fewer processes, systems, reports, and checklists to gobble up management's time and energy, which means that time can be better spent on facilitating work within team.
Time can also be better spent aligning and communicating with other departments within the company to ensure smooth cooperation.
If you want employee engagement, let them create their own objectives and link their own measurements to the overall company targets. Management is not responsible for creating all the employee's goals. It is the employee's responsibility to determine their own goals based on the company objectives.
"My manager says I did a great job last year but there aren't any fives left so I got a four."
Companies need to shift from thinking about profit to thinking about purpose. They need to move from hierarchical structures to networked structures. Management needs to switch from being controlling to being empowering, from planning to experimenting, and from privacy to transparency.
An organization needs absolute clarity around what it is doing and why it is doing to function well.
For goals to be effective they need to be inspiring.
Emphasis has shifted from SMART goals to OKR's.
Employee engagement depends on moving away from micromanagement and moving towards engaging and empowering leadership. You need to be that engaging leader, and you must be learning, constantly improving, and adapting yourself as well. It's not enough that you just want to help your people to get better. You have to strive to get better yourself first.
You create clear boundaries and a clear vision of where we want to go. You are very clear on the kind of resources available, and you give people the freedom to learn.
Selection of some key thoughts from the book:
Hiring questions:
Why do you want to work for us?
What is your value proposition to our company?
How do you deal with change?
Simplicity - the art of maximizing the amount of work not done
How to develop T-shaped people and what is their benefit for the organization?
Building psychological safety to enable organizational learning
Assessing the good leaders who actually exist within the organization for role models.
Structure vs chaos: you create boundaries and a clear vision of where we want to go. You are very clear on the kind of resources available, and you give people the freedom to learn.
Agility is the ability to both create and respond to change in order to profit in a turbulent business environment - Jim Smith
To combat control issues in the workspace, create an environment of transparency. The more transparent a company is, the less need there is for policies and rules because culture behind to take over.
Moving away from bureaucratic structure simplifies operations. There are fewer processes, systems, reports, and checklists to gobble up management's time and energy, which means that time can be better spent on facilitating work within team.
Time can also be better spent aligning and communicating with other departments within the company to ensure smooth cooperation.
If you want employee engagement, let them create their own objectives and link their own measurements to the overall company targets. Management is not responsible for creating all the employee's goals. It is the employee's responsibility to determine their own goals based on the company objectives.
"My manager says I did a great job last year but there aren't any fives left so I got a four."
Companies need to shift from thinking about profit to thinking about purpose. They need to move from hierarchical structures to networked structures. Management needs to switch from being controlling to being empowering, from planning to experimenting, and from privacy to transparency.
An organization needs absolute clarity around what it is doing and why it is doing to function well.
For goals to be effective they need to be inspiring.
Emphasis has shifted from SMART goals to OKR's.
Employee engagement depends on moving away from micromanagement and moving towards engaging and empowering leadership. You need to be that engaging leader, and you must be learning, constantly improving, and adapting yourself as well. It's not enough that you just want to help your people to get better. You have to strive to get better yourself first.
You create clear boundaries and a clear vision of where we want to go. You are very clear on the kind of resources available, and you give people the freedom to learn.
November 8, 2019
Ottimo libro sul nuovo ruolo (o forse direi meglio sul vero ruolo) che HR deve giocare in un mondo più "Agile", dove tanti dei fondamenti del sistema di "controllo" del passato non sono più validi. Molti sono i suggerimenti utili (anche se in alcuni casi manca di un aspetto "pratico" su come implementare alcuni suggerimenti nel proprio ruolo).
Implica un cambiamento di rotta per tutta l'azienda e l'organizzazione intera.
Implica un cambiamento di rotta per tutta l'azienda e l'organizzazione intera.
January 27, 2018
Very interesting book with innovative practices for HR people. If you are looking for your role as HR in a modern company, this will help you to add value to your organization.
June 23, 2020
La autora definitivamente explora una herramienta y metodología que podría mejorar cierta estructura en lo empresarial y en el factor humano dentro de las organizaciones.
Cierto es, que, cuando los "educadores" de las metodología ágiles "venden" la herramienta y los principios, lo hacen muy bien, y es que, la forma de hacer las estructuras más eficaces es una gran opción para liderar y gestionar.
A diferencia de otros autores, Pia-María T. tiene conocimiento de otras ciencias humanas, observando sus argumentos y los criterios, así que enfoca correctamente esta metodología sin dejar de observar el sentido humano, algo que actualmente se olvida.
Por otro lado, los ejemplos, siguen siendo los de uno en un millón, empresas conocidas, con recursos y con capacidad de idear, validar, iterar, etc., pero se omiten los grandes fracasos y las grandes ideologías detrás de estos proyectos. Los ejemplos "locales" pareciera que tienen muchos sesgos...dicho de otra manera solo se vende lo bueno, sin dejar de ver la áreas de oportunidad, que me parece son muchas.
Faltan recursos científicos, y también, me parece conveniente decir, que evita hablar de la teoría fuera de las metodologías ágiles que había desde hace décadas, respondido a la teoría de la economía industrial, tampoco observo complementos que nos diga todo lo desarrollado por la antropología de la empresa y la dirección, que tiene un avance más profundo y complejo que las metodologías mencionadas. El marco de estudio, exige una mayor investigación.
Al final me parece un libro útil, pero incompleto, con testimonios y casos de estudio que se pueden aprovechar.
Cierto es, que, cuando los "educadores" de las metodología ágiles "venden" la herramienta y los principios, lo hacen muy bien, y es que, la forma de hacer las estructuras más eficaces es una gran opción para liderar y gestionar.
A diferencia de otros autores, Pia-María T. tiene conocimiento de otras ciencias humanas, observando sus argumentos y los criterios, así que enfoca correctamente esta metodología sin dejar de observar el sentido humano, algo que actualmente se olvida.
Por otro lado, los ejemplos, siguen siendo los de uno en un millón, empresas conocidas, con recursos y con capacidad de idear, validar, iterar, etc., pero se omiten los grandes fracasos y las grandes ideologías detrás de estos proyectos. Los ejemplos "locales" pareciera que tienen muchos sesgos...dicho de otra manera solo se vende lo bueno, sin dejar de ver la áreas de oportunidad, que me parece son muchas.
Faltan recursos científicos, y también, me parece conveniente decir, que evita hablar de la teoría fuera de las metodologías ágiles que había desde hace décadas, respondido a la teoría de la economía industrial, tampoco observo complementos que nos diga todo lo desarrollado por la antropología de la empresa y la dirección, que tiene un avance más profundo y complejo que las metodologías mencionadas. El marco de estudio, exige una mayor investigación.
Al final me parece un libro útil, pero incompleto, con testimonios y casos de estudio que se pueden aprovechar.
November 22, 2020
Knygoje paprastai ir išsamiai apžvelgiamos nuostatos (visose tradicinėse HR srityse), kurios padeda organizacijai būti lankstesnei ir dinamiškesnei - agile. Tuo šios knygos pliusai man ir baigiasi. Apžvalga plati, bet vien nuostatų negana, jos skamba labai gražiai, bet ir naiviai, jei nenagrinėjami praktiniai tokios kultūros įgyvendinimo aspektai, kliūtys, įveikos būdai. Be gilesnių įžvalgų tokia apžvalga - gan paviršutiniška. Skaitant neapleido mintis, kad visos šios nuostatos tikrai nėra naujos ir kylančios būtent iš agile projektų valdymo (knyga parašyta 2017 metais). Pažangios įmonės jas ėmė aktyviai diegti jau bent prieš ~10 metų, kuomet agile dar nebuvo toks populiarus žodis. Tačiau apie patį vis populiaresnį darbo procesų organizavimą agile būdu knygoje kalbama mažai (yra skyrius, kuriame pristatomos pagrindiniai agile proceso elementai ir įrankiai, jis galėtų būti naudingas pradedančiajam susipažinti), o būtent čia galėtų kilti daugiausiai klausimų - kaip tradicinius HR valdymo procesus pritaikyti ir transformuoti agile būdu dirbančiose komandose, kaip patys HR padaliniai turėtų transformuotis ne tik kultūros, bet ir rolės, struktūros požiūriu.
April 21, 2025
This is a solid 3-star read that serves as a comprehensive guide for applying agile principles to the HR domain. Pia-Maria Thoren effectively pulls together a wide range of established frameworks and concepts, including Tuckman's Team Phases, SAFe, Scrum, Kanban, Reinventing Organizations by Frederik Laloux, and Management 3.0 by Jürgen Appelo. Because of this breadth, the book offers a well-researched and valuable foundation for anyone starting to explore Agile HR.
However, while the synthesis is thorough, the book didn't present a lot of entirely new knowledge for me. The application to HR, while undoubtedly important, felt more like a logical extension of existing agile thinking rather than a groundbreaking leap.
My main takeaway, and a point I strongly agree with, is the book's call for HR to step up and take a more active, even leading, role in organizational agile transformations. Thoren argues convincingly that HR should evolve beyond traditional processes like recruitment, payroll, and performance management to become a key player in actively shaping a company's culture. This reminder of HR's potential impact was the most valuable aspect for me.
Overall, a useful resource that collates relevant ideas, but perhaps more of a curated collection than a source of novel insights.
However, while the synthesis is thorough, the book didn't present a lot of entirely new knowledge for me. The application to HR, while undoubtedly important, felt more like a logical extension of existing agile thinking rather than a groundbreaking leap.
My main takeaway, and a point I strongly agree with, is the book's call for HR to step up and take a more active, even leading, role in organizational agile transformations. Thoren argues convincingly that HR should evolve beyond traditional processes like recruitment, payroll, and performance management to become a key player in actively shaping a company's culture. This reminder of HR's potential impact was the most valuable aspect for me.
Overall, a useful resource that collates relevant ideas, but perhaps more of a curated collection than a source of novel insights.
October 10, 2023
Agile Software Development is no longer a new concept, and so many Software development companies use Agile with all its elements to adapt to changes and deliver better value. This book talks about applying Agile approach in HR and other areas. Author mentions that she really doesn't like it when people talk about Agile but have no idea what it is about.
"OK, so, I'll learn" I thought to myself and kept listening.
And while listening I keep trying to imagine how that would/could work ... but it is too difficult to comprehend.
I have a feeling that the understanding would come easier if I had a chance to go through the experience with an experct coach.
Nevertheless, the iteration of how it could look like was interesting.
So, what did I take from this book to myself?
I know the agile tools, and now I need some practice.
"OK, so, I'll learn" I thought to myself and kept listening.
And while listening I keep trying to imagine how that would/could work ... but it is too difficult to comprehend.
I have a feeling that the understanding would come easier if I had a chance to go through the experience with an experct coach.
Nevertheless, the iteration of how it could look like was interesting.
So, what did I take from this book to myself?
I know the agile tools, and now I need some practice.
December 30, 2019
I liked what Pia-Maria and her book did: she summarized core HR concepts, tools and techniques directly and indirectly related to Agile. They blended in ways that makes you wonder why this is not the norm already. It was an effortless read too. Did it go into much detail? Hardly. Is it a good place to start with Agile if you have run some miles in HR and looking for the next best bet forward? Absolutely! Use this as your first read and take advantage of the literature resources mentioned to deepen as needed!
September 25, 2018
This book doesn't make anyone follow any specific rule, it teaches you a way of thinking, core values that everyone should keep in mind when creating or reforming an organization. Agility is the key to success in this rapidly changing world, and it's not just a set of tools, it's a way of thinking.
January 27, 2020
Great introduction to what agile really means an how can it be usefull in HR / in business beyond IT development. Has inspired me to read further. I would appreciate more examples, real life stories of success and learning, sometimes the author stays too much on a surface.
January 6, 2021
Topic is amazing but content is not that great. The author suffers from certain typical stereotypes which make the book relatively less interesting despite having such an amazing topic.
Must read for HR Professionals in IT Industry particularly.
Must read for HR Professionals in IT Industry particularly.
January 9, 2021
Inspirational read
I am currently on my own little agile journey and this book was a great read. Lacking in mindless business speak and full of practical ideas. It will be a book I refer back to time and time again (in short bursts of learning obviously 😉)
I am currently on my own little agile journey and this book was a great read. Lacking in mindless business speak and full of practical ideas. It will be a book I refer back to time and time again (in short bursts of learning obviously 😉)
June 30, 2018
A solid read on HR’s role in an agile world
Pia-Maria displays a solid grasp of agile principles, while seapking to HR professionals. It is critical in my opinion that HR professionals grok the agile movement and this book makes a great contribution in this direction. I would recommend every HR person to familiarize herself/himself with these ideas.
Pia-Maria displays a solid grasp of agile principles, while seapking to HR professionals. It is critical in my opinion that HR professionals grok the agile movement and this book makes a great contribution in this direction. I would recommend every HR person to familiarize herself/himself with these ideas.
January 6, 2019
This book answers the many questions in my head about Agile adoption/transformation. The book shows the ways to deal with people and the ways to help transforming an organization to be more Agile.
February 6, 2019
All HR staff should read this book before going out to change the company way of thinking
July 2, 2019
Excellent book
Excellent book. Excellent summary and explanation of the Agile movement from the people perspective! A must read for Human Resources teams.
Excellent book. Excellent summary and explanation of the Agile movement from the people perspective! A must read for Human Resources teams.
September 22, 2019
A good read for managers. Will definately recommend it for colleagues.
March 2, 2021
It was fine - a good intro for people unfamiliar with agile methods and looking to apply the approach beyond software development, but I wouldn't say it is particularly insightful.
October 5, 2021
Good insights that helps you reflect in a renewing way. I would have loved some more concrete way of approaching and redesigning processes and not only mindset and new ways of approaching.
August 5, 2024
A few useful tips to be agile in HR, but mostly the book lives in an ideal world far from the actual corporate reality and challenges. Very insistent and stubborn in some suggestions.
Displaying 1 - 25 of 25 reviews