I recently moderated a panel discussion explored how agile HR can drive greater impact, the challenges that may arise, and practical steps for effective implementation.

The panel of HR leaders shared invaluable insights on integrating agile methodologies to transform their functions and better support dynamic business needs. This esteemed group of practitioners has pioneered the application of agile principles within their organizations, offering a timely roadmap for the HR profession. The panel featured:

• Christina Herrmann, Global Chief People Officer at Oliver agency
• Mathias Wildgrube, HR Director at a leading software startup
• Francesca Molinari, VP of People Operations at Anthropic

Defining Agile HR The panelists agreed that agile HR centers around shorter planning cycles, empowered cross-functional teams, and rapid iteration to deliver value sooner. As Mathias noted, “Instead of long term planning, you have much shorter cycles.” Francesca added that agile uses “small cross functional teams that are really empowered to make decisions.”

This contrasts with traditional HR approaches that can involve lengthy development timelines with limited feedback. Agile’s focus on continuous improvement and responsiveness was seen as a key differentiator. Cultivating an Agile Mindset Developing the right mindset emerged as critical to successful agile transformation. Christina emphasized the importance of flexibility and openness, noting “You do necessarily have to have an open mindset because the solution that you have in mind may not be practical.” Mathias described cultivating an agile mindset as “an ongoing thing” that requires teams to understand their role in “building real value.”

This experimental approach, centered on learning and adaptation, was viewed as essential. Overcoming Organizational Readiness Challenges The panelists acknowledged that introducing new agile practices can face resistance from the broader organization. However, their perspectives on solutions differed. Christina recommended “meeting the organization where it is” – scaling back and recalibrating to align with the company’s current readiness. Francesca, on the other hand, suggested starting small with “sneaky vegetables” – low-risk pilot projects “without calling attention” to new methods.

This diversity of approaches highlights the importance of customizing agile implementation to the unique context of each organization. Measuring Success with Agile HR The panelists agreed the focus should be on delivering ongoing value, but views varied on appropriate metrics. Christina emphasized measuring outcomes, while Francesca argued the priority is “delivering something sooner to get feedback, and you continue to iterate over time.” This debate underscores the need to define success criteria that balance short-term wins with long-term strategic impact. Practical Applications The discussion surfaced several ways organizations can apply agile principles:

• Break large initiatives into iterative 3-4 week cycles to prioritize key deliverables
• Conduct small pilot projects with cross-functional teams to gather early feedback
• Develop generalist HR teams empowered to work across challenges
• Introduce agile concepts gradually through hands-on examples, not just training

For instance, an HR leader implementing a new performance management system could break the project into prototype cycles, involve skeptical managers, and showcase quick improvements through iterative feedback. This aligns strategy, process, and culture for successful transformation. In Conclusion This panel provided a wealth of guidance for HR professionals navigating the shift to more agile ways of working. Key takeaways included:

• Emphasize shorter, iterative cycles to continuously deliver value
• Cultivate organizational readiness through hands-on learning
• Empower cross-functional teams to drive impactful solutions

Personally, the discussion reinforced the importance of flexibility and an experimental mindset when leading change. I will aim to apply these lessons in my own work. I’d like to thank our esteemed panelists for sharing their diverse experiences and insights. Events like this cultivate the collaborative learning that is so valuable in our field. The outcomes offer a practical roadmap to help HR professionals transform their organizations with agile strategies. To our attendees, please continue the dialogue. Reflect on how these concepts could benefit your own work, and share your perspectives in the comments below. You can also connect directly with Christina, Mathias, and Francesca via LinkedIn. This was just the beginning. I look forward to further discussions that unlock agile’s power to drive impactful, people-focused change.