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Badass Agile

Badass Agile

著者： Fuse Chamber Inc
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 A place for elite leaders and teams.© Copyright 2025 Badass Agile
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  • Is Employee Loyalty Dead? The Deal Is Off

    Is Employee Loyalty Dead? The Deal Is Off
    2026/11/03
    Look out the window right now. The cost of living goes up. Job prospects go down. And this isn’t just an AI thing. Employee loyalty, that old-school deal between a company and the people who work there, is gone. This episode kicks off a little mini-season about that broken relationship and our place in it. Where Employee Loyalty Went It didn’t start with ChatGPT. That was the loudest drop in the bucket, not the first one. It started decades ago, when shareholder value became priority number one. When I was a kid I watched my dad buy stock. You held on to it for years, because you were there to help the company grow. Now hold times are measured in milliseconds. And share prices aren’t allowed to slide. There has to be an increase every quarter, or the most highly paid people in the building lose their jobs. Guess what? That’s going to motivate people a certain way. My dad spent 35 years at the same company. That’s what employee loyalty used to look like. I can’t imagine anyone doing that now… and I don’t think they’d keep any of us that long anyway. Return to Office Broke Trust in Both Directions In the early 2000s, offshoring sent the development work overseas for a fraction of the cost. I was facilitating sessions at three in the morning, talking to a star-shaped telephone in the middle of a conference room. When we asked how we’d build a team we couldn’t even see, they told us, you’re smart people, you’ll figure it out. Then the pandemic sent everyone home and proved you could be just as effective outside the office. Some people more. And suddenly the same companies said it wasn’t possible anymore. Most employees believe return to office mandates are about trust and control. Not quality. Not productivity. If people take advantage of remote work, that breaks trust. But installing goofware in Teams to check if you’re in front of the camera breaks it too. Treat people like children who need a babysitter and you put a wall up between leadership and the people doing the work. Some will say shareholders are the most important people in the room. Guess who builds the value they get paid on? The people who toil at it every day, for a salary that’s now a single-digit percentage of what some executives make. The deal isn’t even anymore. We can’t pretend it is. AI Is the Knockout Punch for Employee Loyalty AI started as a joke. Seven-legged people, faces out of a David Cronenberg acid trip. Now it’s integral to my work, and this genie isn’t going back in the bottle. And it’s being used to replace people. Every week I hear two or three stories from people close to me who got laid off or are afraid they’re next. Nobody’s hiding the reason. We’re eliminating your role to make room for AI. Employee loyalty isn’t bruised. It’s lying on the mat, bleeding, unconscious. Maybe the ref counts eight and we get back up. But one of these times it’s final. If you’re counting on the system to get better, it won’t. Even a game of inches adds up, or another pandemic or another AI hits and the world changes faster than anyone expects. Machines Don’t Crack Open Their Wallets Here’s the opportunity. Stare around the corner with me. Say every job gets automated. Machines buying from machines, building things for other machines. Where’s the value? Machines don’t have pains and needs. People do. Machines don’t crack open their wallets. People do. At some point customers won’t accept robots serving them dinner and making conversation. They’ll revolt. Your Job After Employee Loyalty Fixing the broken trust… I’m not sure there’s a big market in that. Some HR organizations will admit they laid off too many people and need to rebuild. There’ll be a little work there for a while. But the knockout punch is coming. Your job, agilist or technologist, doesn’t matter, is to get good at staring around that corner. Get ahead of the punch. Design something else. Play in the corners that haven’t opened up yet. This trend only goes one way, and if we’re paralyzed or in denial, we’ll be among the casualties. You don’t have to be an AI specialist. You have to be courageous when nothing is certain. And you have to care about people and the meaning we get from the work. For people who can do that, the future is still yours. Forge Lightning and Forge Genesis are where I’m training up those skills. Details below. FORGE GENESIS IS HEREAll the skills you need to stop relying on job postings and start enjoying the freedom of an Agile career on YOUR terms. First cohort starting soonhttps://learning.fusechamber.com/forge-genesis THE ALL NEW FORGE LIGHTNING12 Weeks to elite leadership!https://learning.fusechamber.com/forge-lightning CHECK OUT ALL MY PRODUCTS AND SERVICES HERE:https://learning.fusechamber.com We’re also on YouTube! Follow the podcast, enjoy some panel/guest commentary, and get some quick tips and guidance from me:https://www.youtube.com/c/BadassAgile ...
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    14 分
  • What Does an Agile Mindset Mean Now? Get Out of the Box

    What Does an Agile Mindset Mean Now? Get Out of the Box
    2026/10/26
    When I first encountered Agile, I didn’t like it. It represented change at a level I wasn’t willing to accept. But ever since, I’ve seen the agile mindset as a gift, and what it taught me matters more now than it ever has. How I found the agile mindset I didn’t get Agile because it suddenly made sense. I got it because I could see what I could do with it…help teams, and help customers get something they really wanted that was elusive. Agile broke us out of the box of 18 months and $5 million before we saw any result, and a lot of those results were just wrong. Then over the years, it became more process-laden, more rules-based, more permission-focused. It put us back in the box. And it kind of sucked. When the wheels came off the industry, I realized we hadn’t just lost the trust of the people paying us. I don’t think we ever had it. They were waiting for their moment to say, we understand what a project manager is. Go do that. Get back in the box. Work changed, and people are pushing back There’s been more change in the past 7 years than I can remember in my entire life. People are tired. Frustrated. Something feels wrong. I was there when desktop computers, the internet and cell phones changed work. But this is the first time I’ve seen people say enough is enough. Look at return to office. I’ve employed people remotely for years, and there is no difference. I set an expectation, a deadline and a budget, and they hit it. I didn’t care if they worked evenings or weekends, 20 minutes at a time. But somebody decided that if you can’t see them, you can’t trust them, and the employer took back the dominant hand. Then look at AI. A recruiter can use it to screen your resume, even interview you. But use it to tailor your resume when hundreds of people are competing for one job? Bad, bad employee. Back in the box you go. That’s made AI feel like it’s there to control the people, maybe even to screw them. “You can’t put me in a box” Last week I registered someone into Forge Genesis, and they said something I can’t shake. You can’t put me in a box. That’s where people are. You’ll make this much and you won’t complain. You’ll fill this role description. Or you’re out on the street. When I think back to the origins of Badass Agile, that was the whole point. Becoming the kind of person who refuses to be put in the box. The agile mindset sees around the corner When Agile hit, when AI hit, even the pandemic, everyone panicked. In 2023 you could write your own paycheck as a prompt engineer, even though nobody knew what good looked like. Then things shake loose. The people in demand next are the ones who know how to make AI really hum, profitably and ethically. If who we were and what we knew yesterday was any use, we wouldn’t have all this mayhem. That’s what agile means to me today. Flex, bend, pivot, sure. But mostly, being comfortable looking around the corner while everyone else looks at each other for comfort. Back to the fundamentals of the agile mindset So here’s what I’m doing with it. Going back to the principles of the badass. Get out of the box. Use your unique voice and your unique vision, and figure out where that’s valuable in the marketplace right now. Do that and the relationship between employer and employee becomes an exchange of value. That takes the badass leader’s ability to fight. Fight the changes that aren’t working. Fight the temptation to ride a trend for a bigger paycheck. Be willing to stretch and fail. Be the rebel voice that says what hasn’t been said. You have a choice. Stay in the box while it shrinks on all sides, or step outside the lines, run your experiment, and insist on being measured on your results. Nobody knows what’s coming. That’s where Agile is meant to thrive, and that’s why you and I have the advantage right now. That’s what Forge Lightning and Forge Genesis were built for. Details below. If You Liked This Episode, you may also like: Episode 117 – 4 Mindsets That Amp Up Your Coaching Skills Episode 143 – The Ultimate Agile Mindset FORGE GENESIS IS HEREAll the skills you need to stop relying on job postings and start enjoying the freedom of an Agile career on YOUR terms. Cohort starting now!https://learning.fusechamber.com/forge-genesis THE ALL NEW FORGE LIGHTNING12 Weeks to elite leadership!https://learning.fusechamber.com/forge-lightning CHECK OUT ALL MY PRODUCTS AND SERVICES HERE:https://learning.fusechamber.com We’re also on YouTube! Follow the podcast, enjoy some panel/guest commentary, and get some quick tips and guidance from me:https://www.youtube.com/c/BadassAgilea Follow The LinkedIn Page:https://www.linkedin.com/showcase/badass-agile Our mission is to create an elite tribe of leaders who focus on who they need to become in order to lead and inspire, and to be the best agile podcast and resource for effective mindset and leadership game. Contact us (contact@badassagile.com) for ...
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    13 分
  • The 4 Agile Trends That Matter Right Now

    The 4 Agile Trends That Matter Right Now
    2026/10/19
    Where did agile go? For years there was an Agile is dead controversy, and it was a sore spot for a lot of practitioners. My feeling was it wasn’t dead, but it was definitely changing shape. So here are the agile trends I’m watching right now, and what they mean for you. The agile trends started with blown trust Agile was a wonderful idea largely because it was simple. It was anti-bloat. It was a great way to make a living…until it wasn’t. When people started lifting the veil to see where all the money was going, they didn’t see anything that screamed value. They saw a lot of people doing stuff, and it was hard to tell why it mattered. When times are tight, you cut what isn’t delivering clear, measurable value. And to a large extent, away it went. The core principles haven’t changed. Process for process’s sake is still no good. And technology can’t go faster unless we as humans go faster. There are no Agile problems, only human problems. We have technology that didn’t exist 25 years ago, and we’re not going faster. Agile trend #1: coaching roles are coming back (a little) For about two years, if you searched Indeed or LinkedIn for agile coach roles, you got Scrum Master roles. That’s starting to change. I’ve been a developer, a project manager and a business analyst, and all of those went in waves. When companies need to make cuts, contractors go first, because it shows up immediately in the results. Agile itself never went away. Big room planning, design sprints, iterations, continuous improvement are still embedded in how we build things. What companies need now is someone senior to get people unstuck when things aren’t working. The heyday isn’t coming back. But for senior people with the wisdom and the people skills, there’s room out there if you look. Agile trend #2: AI has divided human labour There are things only people can do, and things automation can replace or heavily augment. I use AI every day. For content, marketing, strategy and business ideas, it generally fails somewhere unless I inject my own supervision and instinct. It doesn’t matter how well I prompt it. Where it does well is anything that’s data processing and directable. Research, parsing data, updating spreadsheets. Code too, but if you’re not great at testing it and making it hang together (also known as architecture), you’re going to have problems. Big businesses are struggling with that just as much as I am. Influence, empathy, insight, creativity, herding cats…that still takes a person. Which is exactly why some of those coaching roles are coming back. Agile trend #3: we’re putting ourselves in the removable category Our value always came from taking something new and landing it inside a company. So naturally we’re looking at how agile and AI fit together. The problem is where a lot of us are pointing it. If you’re automating the stuff that made your role necessary, you’re helping yourself get replaced. Focus instead on what companies need most right now, which is staying competitive and generating shareholder value. If you can make money, save money, save time or reduce risk, you’re valuable. That’s always in style. Agile trend #4: companies need a return on AI, and fast Companies are spending the money and not getting the return. At least not yet. This happens every time. New technology is risky, there are no case studies, so we do it badly. Isn’t that agile at heart? Try something, measure it, get better until we get it right. The problem is it makes CEOs sweat. They want the impact on earnings per share tomorrow, and this can’t wait 8 quarters. If the last investment doesn’t pay soon, that’s an extinction-level event for an executive’s career. That’s where your agile skill comes in…structuring effort to deliver a testable outcome in weeks instead of months. Agile trends don’t come with a job title So what title do you go look for? There isn’t one. When I tell folks they’ll have to knock on doors and offer a service HR doesn’t have a bucket for, I usually hear “nah man, I just want that next contract.” But you can’t serve without risk. Take the path that’s already been worn flat and you won’t grow, and neither will your customers. Agile people are impact people. In Forge Genesis I’m showing the current cohort these agile trends, where I got the data, and how I used AI to figure out what’s coming next. Details below. FORGE GENESIS IS HEREAll the skills you need to stop relying on job postings and start enjoying the freedom of an Agile career on YOUR terms. First cohort starts in Q1 2026https://learning.fusechamber.com/forge-genesis THE ALL NEW FORGE LIGHTNING12 Weeks to elite leadership!https://learning.fusechamber.com/forge-lightning CHECK OUT ALL MY PRODUCTS AND SERVICES HERE:https://learning.fusechamber.com We’re also on YouTube! Follow the podcast, enjoy some panel/guest commentary, and get some quick tips and guidance from me:...
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    14 分
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