Transforming management practices to be more agile means making organizations more flexible and responsive, but this process comes with several challenges. Key issues include cultural resistance from employees who are used to traditional methods, a lack of commitment and skills from leadership to support the change, and inadequate training for staff to understand agile practices. Additionally, existing processes may not align well with agile principles, and communication barriers between departments can hinder collaboration, making the transition difficult. Cultural resistance is a major challenge when organizations try to adopt agile management practices. This resistance often stems from a need for a significant mindset shift, as employees and leaders may feel comfortable with their current processes and hesitant to change. Additionally, there is a fear among employees that implementing agile practices could disrupt their roles and lead to job insecurity, making them reluctant to embrace new ways of working. Leadership commitment is crucial for successful agile transformation because strong support from leaders helps ensure that agile practices are genuinely implemented rather than just superficially adopted. Additionally, leaders need the right skills to navigate the complexities of agile frameworks, as a lack of knowledge can hinder progress. Without adequate training for employees and alignment with existing processes, organizations may struggle to effectively implement agile practices and achieve their goals. On another strong note, some challenging open problems are provided, to enrich the existing knowledge with new insights towards a next generation intelligent agile managerial practice.