This is part 1, the workshop continues after the break.
Agile is deeply rooted in certain basic values, beliefs, and principles, and therefore largely a matter of mindset rather than methodology.
Thus, “Speaking Agile” is not only about being fluent in technical terms related to agile methods and practices. The language we choose in speaking (and thinking!) about our observations, opinions, needs, aims and intentions is strongly shaped by – and, reversely, shapes – our mindset.
In this workshop, we will have a look at Agile vs. Waterfall “vocabulary”, experiment with ways of (re)phrasing everyday conversations in a way that effectively reflects an Agile mindset, and explore how individual backgrounds (e.g., role experience, gender, …) may have an effect on how easily we become “fluent” in speaking Agile.
Note: Some workshop exercises will also be available in German.
Thanks Franziska to held this workshop. I have to say it was very hard to find a start point. I never used Miro and mostly the group tasks were not clear.
I would love if you could give a bit more input about the Agile terms.
This is part 2, the workshop starts before the break.
Agile is deeply rooted in certain basic values, beliefs, and principles, and therefore largely a matter of mindset rather than methodology.
Thus, “Speaking Agile” is not only about being fluent in technical terms related to agile methods and practices. The language we choose in speaking (and thinking!) about our observations, opinions, needs, aims and intentions is strongly shaped by – and, reversely, shapes – our mindset.
In this workshop, we will have a look at Agile vs. Waterfall “vocabulary”, experiment with ways of (re)phrasing everyday conversations in a way that effectively reflects an Agile mindset, and explore how individual backgrounds (e.g., role experience, gender, …) may have an effect on how easily we become “fluent” in speaking Agile.
Note: Some workshop exercises will also be available in German.
Thanks a lot Franziska for our exercises with (non-)agile words and offering us ideas on how to rephrase words into more positive ones that make us feel energetic or happy.
Sponsor session description
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Developing resiliency strategies to enable you to recover quickly, with confidence.
Our mental and emotional well-being should always be of paramount concern. During this pandemic, it's even more important to have the knowledge and skills needed to thrive.
Agile workplaces need employees and leaders who are also emotionally agile, able to rebound quickly from stressful situations in ways which are healthy and contribute to growth. This is, in essence, the definition of resilience.
This interactive and self-reflective session will focus on developing resiliency strategies to enable you to recover quickly, with confidence.
What you will take away is a greater understanding of what personal resiliency is, as well as why and how you can develop it with simple but effective tools.
Don't expect a tech presentation. However, you can expect a science based approach to this topic. It's all about you: as an individual and as a team member.
For a short session, very good focus and practice in understanding of what happens in our brain and short exercises we can do to in looking at our resilience.
Thank you for the practical tips and great insights, Mary Jane!
Great session really got me thinking of looking after yourself to be able to help others.
An extraordinary session… helped me a lot. Beautiful, calm, inspiring.
How leaders and organizations need to change completely to attract the modern workforce after the pandemic
During the last year, most businesses have undergone changes that we have never seen in the past. Some companies have thrived while others have ceased to exist.
The industry aspects on who survives and who will struggle are obvious; restaurants and airlines are under tremendous pressure, while online businesses have never experienced better times.
But regardless of that, some companies have survived despite having mainly a face-to-face business before Covid.
They have done the pivot to adapt to what’s possible when everything changes.
What can we learn from them in terms of the new people challenges that we are facing and how will work look in the future, when Covid is no longer a threat? Will we go back to business as usual, or will the way we work look entirely different post-Covid? What about office spaces, remote work, and how we manage people?
In this talk, Pia-Maria will take you on a journey towards a new future, where she paints a picture of how leaders and organizations need to change completely to attract the modern workforce after the pandemic.
Fantastic talk full of insights and practical suggestions.
I got new ideas how to tackle the situation at workplace as we are now asked to come back to our offices. It is less about the premises and more about the people!
Also the T-shaped people spread peace in my heart, now i can give people something to trust in the future.
Do you still speak agile, or are you already using a simple language?
The language and symbols we use in a system create a specific reality. The agile manifesto was written by seventeen (sic!) men. Most of them were privileged and well educated. Just reading their names tells a lot about the lack of diversity.
Their reality became the reality of a vast industry. We are repeating the agile founders' words, phrases, symbols, and analogies over and over again. Why don’t we dare break the ivory tower to be more inclusive?
In this talk, I will show you several examples from my work as an agile transformation manager where the agil-elitist was hindering my work more than pushing it.
I want to invite you to use simple language and more feminine symbols yourself.
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Meena was mentored by Lizzy Morris
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We are conditioned culturally from an early age, developing a values & behaviors that differ from those in other parts of the world. When adopting Agile, do those behaviors & values prevail? Are some cultures naturally more suited to adopting Agile than others? Ready to find out more…?
We are conditioned culturally from an early age, each of us developing a set of values and behaviours that differ from those in other parts of the world. When adopting Agile, do cultural behaviours and values prevail, or is there a universal ‘Agile culture’? How have different cultures adopted Agile to suit them? Are some cultures naturally more suited to adopting Agile than others?
Together with a fellow Scrum Master, I have been travelling around the world in 2018, visiting local companies, interacting with teams and interviewing Agile practitioners to study these questions.
Aside from sharing our findings and case studies from our all parts of the world , I talk about the many layers of culture e.g.: national, regional, gender, profession. Developing cultural awareness is key to establishing strong, innovative teams. I focus on how you can leverage the power of diversity in your company and teams, using techniques such as Bridge, Map, Integrate (BMI), cultural communication patterns and cultural models.
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It is easy in daily life to loose focus of the positive. News, small talk and even Retrospectives evolve around the problems we have. Life is not a Disney movie, right? But what if that is a choice? What if we could create exactly this Disney reality everyday?
Looking at the news, listening to conversations in the coffee kitchen or even participating in a Retrospective: how much space do the positive things take up? In my experience, our focus goes somewhere else: We are conditioned to take in all the bad that happens, all the problems we have, all the hardships we have to take on. That makes it easy to loose faith in improvements. In change that is really meaningful. And the thought of working together in a way that everyone is happy, including not only the teams, but also budget holders and the customers and users? Yeah, real life is not a Disney movie, right? There are tons of negative factors that we would have to eliminate before this could ever happen. Right? But what if not? What if we could create exactly this Disney reality everyday? In this session you will not only get some examples of how appreciation can change the reality of working together. We will also do some activities that let you experience the effect of a positive mindset first hand and that you can use for yourself or with your colleagues at work – and together we will create new ideas of how appreciation can make a difference!
Thanks , I have just been seeking information about this matter for some time and yours is the best I’ve discovered till now. But, what in regards into the summary? Are you currently favourable with regard to the provision?
Discover for yourself the power of learning-by-doing in this hands-on workshop!
When you think about Agile ways of working, it has never been more relevant than right now. Agility means finding ways to increase the value you bring to your clients and how you train your technical teams. Before Covid-19, enterprise organizations were already confronted with the need for speed to transition to all things digital—COVID-19 only escalated that requirement.
Discover for yourself the power of learning-by-doing in this hands-on workshop!
You don’t want to miss it if you are in Learning and Development, Customer Success, Sales Enablement, Product Development, or a Trainer of Technical tools.
We look forward to seeing you there! By the way the winner’s will be enrolled in a raffle to receive a really cool prize! So, Are you up for the Origami Challenge?
It was really engaging to start doing something with my hands. Very nice way to introduce the learning discussion.
I loved the interaction of questions and answers in the chat.
I salute to this experiment!
And again I experienced the lack of the direct communication I would have IRL.
I was having a problem focussing on the discussion, because I was still trying (not succesfully, by the way) to create the origami thing. So the end was disappointing: I did not succeed the origami, I feel a little bit stupid for minding that much, and I was not as engaged at the end as I would like to be.
Hi Deborah, Thank you very much for this session. It showed up with small thing that learning is so important and that not the mass counts but that we do it continuously. Thank you to bring it to my mind.
We touched a bit the topic difference between remote and class training. Would be happy to get more tipps about it.
Nothing beats being able to ‘feel' what you are learning! Simple yet powerful demonstration. Thank you Deborah for a very good session.
This is part 1 of a two part 90 minutes workshop. Part 2 is in the second timeslot.
Diversity and Inclusion as a means to build bridges.
Do you sometimes wonder, “Who are we doing this for?” or “Why are we speaking the same spoken language, but we are not connecting for some reason or other?” We experienced the same and are sharing the journey that led us to take a different approach to build bridges in closing the gaps between experiences, culture, and background which got in the way.
This workshop aims to inspire Agilists and leaders to apply themselves to break down cultural barriers within their organisations by maximising diversity and inclusion to build bridges. If you are looking for ways to recognise the tell-tale signs in your organisation that diversity and inclusion could help improve, then sign up for this interactive session!
In this session, you will be equipped with the necessary language to help you have the right conversations about inclusion. In addition, you will practice with us how to conduct a dialogue to increase your ability to influence and promote diversity and inclusion in your organisation.
Disclaimer: be prepared to be disappointed.
During this interactive session, we will share how applying diversity by mirroring the organisation's desired state helped us build a strong coalition within the centre of excellence, with leadership and the organisation. We will also share what did not work and how we would have done it differently. And of course, there will be plenty of room during this session for the attendees to share experiences and learn from each other.
Bernie Pinnola and Dineke van Vliet worked closely in a multinational, diverse and distributed setting for several years at ING Infrastructure in the Netherlands – a predominantly masculine company expanding in numbers, delivery challenges and cultures.
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This is part 2 of a two part 90 minutes workshop. Part 1 is in the first timeslot.
Diversity and Inclusion as a means to build bridges.
Do you sometimes wonder, “Who are we doing this for?” or “Why are we speaking the same spoken language, but we are not connecting for some reason or other?” We experienced the same and are sharing the journey that led us to take a different approach to build bridges in closing the gaps between experiences, culture, and background which got in the way.
This workshop aims to inspire Agilists and leaders to apply themselves to break down cultural barriers within their organisations by maximising diversity and inclusion to build bridges. If you are looking for ways to recognise the tell-tale signs in your organisation that diversity and inclusion could help improve, then sign up for this interactive session!
In this session, you will be equipped with the necessary language to help you have the right conversations about inclusion. In addition, you will practice with us how to conduct a dialogue to increase your ability to influence and promote diversity and inclusion in your organisation.
Disclaimer: be prepared to be disappointed.
During this interactive session, we will share how applying diversity by mirroring the organisation's desired state helped us build a strong coalition within the centre of excellence, with leadership and the organisation. We will also share what did not work and how we would have done it differently. And of course, there will be plenty of room during this session for the attendees to share experiences and learn from each other.
Bernie Pinnola and Dineke van Vliet worked closely in a multinational, diverse and distributed setting for several years at ING Infrastructure in the Netherlands – a predominantly masculine company expanding in numbers, delivery challenges and cultures.
There are no reviews yet. Be the first one to write one.
“Build projects around motivated people. Give them the environment and support they need, and trust them to get the job done.”
Most of you will recognize this fifth agile principle. Did you ever ask yourself how to motivate those individuals?
Spoiler: this is unfortunately not possible!
But there are ways to “unlock” motivation to support finding motivated people and help them stay motivated and continuously grow.
In this talk, we will provide you with an introduction to motivational psychology. We will do a deeper dive into the example of Joyn's growth framework, which is based on more than hierarchical and professional growth.
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Call for new voices and mentors for the BERLIN Women in Agile 2021 event.
Looking for three new (European?) voices
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The Developer's 3 Pillars of Personal Branding: Social Media, Portfolio, Blogging
5 Outcomes for the audience: – Why should someone do at least one, if not all, of these three things. – The benefits of having a personal brand. – How much time and effort does it take to build a personal brand. – How to start small and grow big. – How to be consistent over time.
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If we want real change we not only need to change the system but to change the whole game.
If you play Monopoly it’s clear, that you only win, if someone else loses. That’s how the game works and that’s what the rules say. Compared to organizations we might have Monopoly Rules in place – especially in established organizations. If we want real change we not only need to change the system but to change the whole game. That means establish new rules in order to achieve different behaviour and more diversity.
This talk will start with an impulse to give insights in existing rules from a systemic point of view, how these rules influence the culture, and the rules of systems, what needs to change in order to achieve more diversity and new rules
In an interactive part we together will find ways to act as game changers and create new rules.
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Come in early, to check stuff is working from your site.
Say Hi to other early birds and organisers.
You may use the chat and say something like “Good morning, Harry from Holland here” 😉
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Open Space Agility is a technique for getting a rapid and lasting Agile adoption which is structured around the use of Open Space Technology.
It is a space to be, to transform, to blend, and to further differentiate as possible solutions are uncovered.
An Open Space is a session format with just enough structure (five principles and one law) to engage the wisdom of the crowd and transform itself into new knowledge, new solutions, deeper understanding of one another.
And there are important pre-requisites for a session like this to deliver that magic, we’ll talk about these.
The workshop was very nice, as the time flue by very quickly. It was great to have the break out sessions and work in small groups.
A little bit more time would be helpful to get through all four quadrants.
All in all Astrid is a very good speaker! Thank you 🙂
Really enjoyed seeing and experiencing a different way of working in a visual and virtual way.
Welcome to all and some introductions.
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Welcome to all and some introductions.
There are no reviews yet. Be the first one to write one.
Welcome to all and some introductions.
Thanks for a great talk and the tips on how to take care of yourself and others is extremely helpful.
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