FORT WORTH — The Agile Innovation series focuses on why organizations must constantly evolve and innovate with an agile mindset to remain viable in today’s dynamic world. This month, Trey Holder, accelerate360’s chief business officer and president of distribution and logistics, talks with Derek Gaskins, chief marketing officer of Yesway, a rapidly expanding chain of more than 400 convenience stores that lives up to its motto — “Say yes to convenience.”

Derek Gaskins

The full interview, which includes highlights from Gaskins’ career at Procter & Gamble, Giant Eagle, Rutters and more, is available at youtube.com/watch?v=6ELod92Q0Ao. Here are highlights from the discussion:

HOLDER: What obstacles do retailers face introducing agility?

GASKINS: One thing I have learned over time is the importance of people and the obstacles they present to a new initiative. I jokingly say that “you have to get buy-in from boardroom to backroom.” With an experienced marketing background from P&G, I was used to presenting executive audiences, but the harder one, and the bigger challenge was to get credibility and trust and to have [store operations] people believe in me. I learned it took people [from all ends of the organization] to absolutely buy in and create culture that unlocks the objectives that you’re setting out to do. When everyone is on the same page and working together towards the same end goal you can make things happen far quicker than what I thought was reasonable.

HOLDER: Is there a trick to balance agility when retailers are in expansion mode?

GASKINS: When you’re 40 stores you’re fundamentally a very different company than when you’re 400. You never want to get too top heavy with overhead or processes, because winning brands tend to be ones that are a little more agile and a little more flexible.

HOLDER: What are three things that make organizations agile?

GASKINS: Again, my answer will always start with people. People are the engine, so for an organization to be successful you must have a people-first culture — and not just in words but in action. Next is empowerment. When people feel empowered and free to perform to their roles, and bring their people to work, you got the best out of the situation. The last one is no fear. Meaning you don’t look at failure as something to fear, an accident, mistake or something to avoid. Instead, build a culture where you’re willing to try, you’re willing to take risks. Don’t fear feedback, rather embrace it to be successful in the long run.