{"id":19364,"date":"2025-07-07T14:59:22","date_gmt":"2025-07-07T12:59:22","guid":{"rendered":"https:\/\/scrumacademy.nl\/blog\/organisatieverandering-aan-de-hand-van-queen\/"},"modified":"2025-07-07T14:59:29","modified_gmt":"2025-07-07T12:59:29","slug":"organisatieverandering-aan-de-hand-van-queen","status":"publish","type":"post","link":"https:\/\/scrumacademy.nl\/en\/blog\/organisatieverandering-aan-de-hand-van-queen\/","title":{"rendered":"Your next level? Organizational change using Queen (1\/2)"},"content":{"rendered":"\n

Has Agile working not yet brought you what you expected from it? A shame and at the same time understandable. Chances are you don’t disagree with the Agile principles, but perhaps with the way it has been translated into your way of working and organization. And believe me: organizational change can also be very difficult. Yet I’m going to make it easier for you. By giving you a musical blueprint with 8 songs by Queen. Huh? Correct, each song represents a phase of organizational change: from awareness to success. So put the playlist<\/a><\/span> on and get inspired! <\/strong><\/p>\n\n

<\/p>\n\n

Is This the World We Created?” 1. – Call for organizational change<\/strong><\/h3>\n\n

Every organizational change begins with recognizing that the current situation is not sustainable. In an organization, this may be this phase: when you realize that the market is changing; when your teams are stalled; when you discover that customers are no longer satisfied. “Is This the World We Created<\/a>?” calls for reflection: is this the way you want to keep working? The status quo no longer provides the desired results and you begin to see that change is needed. <\/p>\n\n

This often starts small, somewhere in the organization. Sometimes indicated by the top of the company, but it can also be that a group of employees starts an initiative to work differently. Not big and compelling, but small and with a lot of energy. This is the first step; the call for change! Like this song, the realization is born that the current world, full of inefficiencies and frustrations, is no longer sustainable. This is when Agile working comes into the picture. As a way to become agile. As a way to better respond to changes in the marketplace. <\/p>\n\n

This sentence calls for introspection: “Is this the world we devastated, right to the bone?”<\/em> The protagonist is confronted with the brokenness of his environment and feels the call to break out of this reality and create something new.<\/p>\n\n

I Want to Break Free” – Letting go of the old 2.<\/strong><\/h3>\n\n

The next step in organizational change is to let go of old habits. Often easier said than done. This is where “I Want to Break Free<\/a>” comes in. Teams that want to change suffer from these habits, but pound through them with energy to where it is allowed. They are looking for new patterns and new habits. Other employees also know something needs to change, but the fear of letting go of old patterns holds them back. They wonder if this change is really necessary and if it won’t create hassle. <\/p>\n\n

There is often a sense of loss at this stage of transformation. Leaving old certainties can be terrifying. But it is essential to make room for new ways of thinking. It is therefore important to talk to teams, understand their fears and show them that you understand resistance. <\/p>\n\n

This song has a powerful message: freedom is within reach, but you need the courage to let go of the old. It is an anthem for anyone who longs for change but is hesitant to take the first step. <\/p>\n\n

\"Organizational<\/a><\/figure>\n\n

“Under Pressure” – Initial trials and cooperation 3.<\/strong><\/h3>\n\n

The first steps in a change process are difficult. “Under Pressure<\/a>” symbolizes the phase when everything seems to be against them. Teams struggle to adopt new ways of working and the pressure to see results quickly is great. This is when guidance becomes crucial. The Agile Coach<\/a><\/span> or Scrum Master<\/a><\/span> acts here as a mentor who helps overcome obstacles, relieve pressure and steer teams in the right direction. <\/p>\n\n

This number symbolizes the pressures and uncertainties involved. Teams are tested as they try to adapt to new ways of working. Suddenly they must work iteratively, self-organize and respond to constant change. This brings pressure, both for individuals and the organization. <\/p>\n\n

At this stage, it is crucial for leadership<\/a> to step back and give teams the space to experiment and learn. Just as Queen and David Bowie worked together to create something powerful, so too must teams and leaders within the organization learn to work together to thrive under this pressure. A phase of trial and error, where making mistakes and learning go hand-in-hand. <\/p>\n\n

4. “Now I’m Here” – Breakthrough of the status quo<\/strong><\/h3>\n\n

What started small in the organization begins to get noticed by other teams. A best practice<\/em> of their own is created and that energy from one team spills over to other teams. They find their bearings and there is a moment of realization: “Now I’m Here.”<\/a> A team is through the initial awkward phase and understands the new way of working. The team is more agile, more responsive to change and more in control. This song reflects that moment: it feels like a new reality that the organization is now fully immersed in. You read it: teams are developing more autonomy and understanding how to organize themselves. It’s no longer about following rules, but about truly internalizing Agile principles. But the realization that there is still work to be done to become (and remain) successful is also growing. It is primarily the system outside the team, and the collaboration it requires, that is coming under strain. Outdated systems that have served for years stand out negatively and need to be addressed. But who dares to do that? After all, there are also all interests and positions attached to what needs to be shaken up. <\/p>\n\n

This is the moment when the organization realizes that transformation <\/a>is actually possible. There are still challenges, but teams are now stronger and have the tools to do their jobs more effectively. The text “Now I’m here, now I’m there, I’m just a… man”<\/em> reflects the transition to a new reality. It is confirmation that you are now in a different domain, ready to move on. <\/p>\n\n

At the same time, a countermovement is emerging. For as much as a large group of people are in favor of organizational change, and have embraced the beckoning perspective, there is also emerging a large group that does not find this new way attractive at all. They may even be leaning toward the old. How to squirt through that and overcome these challenges, I explain in the second chapter. <\/p>\n\n

And I can hear you thinking: but wait a minute, you’re going past all these challenges really fast, so tell? <\/em> Yes, I will. Because in the second chapter of this article<\/a><\/span> you will read more about trials and dealing with adversity. <\/p>\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Has Agile working not yet brought you what you expected from it? A shame and at the same time understandable. Chances are you don’t disagree with the Agile principles, but perhaps with the way it has been translated into your way of working and organization. And believe me: organizational change can also be very difficult. […]<\/p>\n","protected":false},"author":6,"featured_media":17631,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[109],"tags":[],"class_list":["post-19364","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-agile-transformation"],"acf":[],"yoast_head":"\nOrganizational change: musically informed by Queen's music<\/title>\n<meta name=\"description\" content=\"Organizational change, but through the music of Queen. 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