Great article. One of the best ones I read lately. I loved the connection between the agile onion and the Fogg behavior model — this is so true. At Avaya, we are trying to tackle both the notification and barrier. The motivation we try to influence by workshops and 1:1 interactions. We also brought in some gamification to the transformation process, so this helps (this is still in pilot stage). Regarding the barrier, we choose the low-barrier transformation items first (the items we pick change from program to program, from group to group). As teams are getting progress in the implementation, sometimes high-barrier items are becoming low-barrier as they gain knowledge, experience and understanding of the process.

You mentioned also the CEO buy-in. This executive sponsorship is very important in my experience as sometimes it helps us to move managers forward. Sometimes teams want a change, but managers are blocking the change. This executive sponsorship allow to unblock that.

Again, thank you for this great article.