To be agreed upon with the management team with a recommendation of the same frequency as in phase 1:
3 Months of weekly HDs per department, team or any agreed-upon configuration.
3 Months of weekly HDs for the executive team.
3 End of month company-wide HDs.
Each weekly and monthly HD will start with no agenda but the opening talk by the facilitator and the maximum duration of the meeting.
This structure was based on currently running Group HDs where we saw that a time period of 3 months is enough to see the participant's mind undergoing a change
If our perspective is in fact correct, then any structure or formula to bring about the Agile principles cannot go very far. Also, having self-managed teams is part of the Agile principles. So, any imposed formula is a directive that did not come from the team itself.
As noted earlier, this is a near-impossible task - to function in freedom from any system of operation. It is unimaginable but definitely observable. Hence, a learning of a different kind is necessary. Not the traditional kind driven by goals, targets and accumulation of knowledge and experiences. Such traditional learning breeds compliance no matter how rational it sounds in psychological terms.
The problems of the individual need no expertise or accumulation of knowledge because all that does is nothing but clutter the brain even more. Thus, a conversation, AKA a dialogue, that depopulates, in real-time, rather than populates the psyche with content/concepts is key for holistic perception. Then action is not a mere idea that needs implementation but an already executable happening, hence, Agile. Our requirements and requests are changing rapidly making a clear mind a daily necessity.