Reasons WHY to become an Accredited Kanban Consultant as well as my picture of a Kanban Coach

Christoph Dibbern
4 min readNov 5, 2023

I want to become an Accredited Kanban Consultant (AKC) to foster an evolutionary change in more domains, as I have already in the last eight years in the IT, finance, and social media sectors. I want to help in understanding organizations as a network of services with a high customer focus & flow orientation. Promoting the three change principles and the three service delivery principles as well as the six general practices is my personal passion. Therefore we need the right level of transparency to foster trust and leadership on all levels. For this, using the STATIK format (Systems Thinking Approach to Introducing Kanban) is my favorite way to gain agreement between the Kanban system members as well as their stakeholders.

My goal as an AKC is to support other people, who use or would like to use Kanban. Therefore I aim to share my knowledge and experience so that the Kanban Method can be improved in an evolutionary manner, together with other KCPs and Kanban practitioners.

Facilitating & collaborating with people in focused workshops and meetings to gain a common view of the workflow (upstream and downstream) toward customer value is my purpose. For this, my experience shows that balancing demand and capacity helps to stabilize the Kanban system as well as make suitable steps to make our service and network of services fit for purpose.

Therefore, fostering the right practices to balance efficiency, effectiveness, and predictability is a crucial goal of my work. Having suitable work-in-progress limits, making policies explicit, and having suitable metrics in place will help to manage the flow of valuable work, rather than managing the workers. Like this, we foster together a managed evolution: Culture follows practices and together they determine possible outcomes.

Of course, at the beginning and besides using the KMM as well as the Evolutionary Change Model, I like to sensitively observe the people inside service teams as well as around the service teams to get a feeling for their collaboration and understanding of their values and behaviors: Do they match or is there a gap? How can we overcome possible unhappy stages and then stabilize the new equilibrium? Which hypothesis will help to validate my assumptions and who could be a suitable self-reflection partner to have a second opinion and to share our common observations? How can we as self-reflection…