https://womeninagile.org/launching-new-voices/

We’re in the process of contacting new voices right now.
When we know the speaker, we’ll add a description of the talk here.

Call for new voices and mentors for the BERLIN Women in Agile 2021 event.
Looking for three new (European?) voices

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.

Open Space Agility is structured around the use of Open Space Technology. An Open Space is a session format with just enough structure (five principles and one law) to engage the wisdom of the crowd to find answers to an urgent challenge.

Open Space Agility starts and ends with using Open Space technology. In between the organization experiments and learns from methods and practices that align to the agile manifesto. Not just employees experiment with agile practices, also formally authorized leadership experiments with them. Experimentation reduces anxiety because nothing is set in stone, it explores what works and what doesn’t for the people involved.

The two main outcomes of Open Space Agility are high employee engagement and continuous organizational learning.

Her company hires people with diverse backgrounds and lets people grow in the organization.

Talk will be on how you run your company based on peoples needs, and not on OKR’s.

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.

I absolutely love the theme for this year’s Women in Agile Europe Online Conference.

Think about it? Supporting Women, Diversity, and People through Change.
There is no better moment to have this discussion.

Why, you may ask? The shock and awe for many of us were the urgencies to quickly transition our entire way of working and living.
The realization that a vast majority of the world population didn’t know had absolutely no idea of what a worldwide global pandemic was when it started.

Understandable right? The last comparable one to what we are experiencing was the 1918 Influenza Pandemic, where approximately 500 million people worldwide became infected with the virus. I’m interested in sharing with you how I believe the Pandemic changed so many of us forever.

My presentation will talk about:· The Good· The Bad· The Ugly· What’s Changed?And why Supporting Women, Diversity, and People are the fundamental elements for Change!

Have you experienced your light bulb moment? Diana has.

She will share how to take it slowly, re-framing this scary, confusing time from fearsome and inhibiting to an opportunity to learn, to inquire, to improve conventional wisdom to include new realities.

As trusted advisors and leaders, we all must find ways to learn and plan incrementally, with opportunities and threats, aspirations and mitigations, in mind.

Let’s talk about staying curious and moving through to the path forward, even in turbulent times – through pandemics, social unrest, wildfires, job insecurities, and more.

Come ready to take notes!

What are the pitfalls that you might encounter after implementing agile ways of working at scale? How can women prepare and equip themselves to drive this change? In this talk, you will hear personal experiences of a Tribe Lead after designing and implementing an agile organization of Tribes, Squads and Chapters.

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.

And it makes me wonder….

Yes, I am a woman
Yes, I am colored
Yes, I wasn’t born with a silver spoon in my mouth
Yes, I work in a man dominant environment

And guess what, I’m a vegetarian too

Who cares? What you give attention grows negatively or positively.
Join me for my panel. I am going to show you diversity has more faces but that’s ok.
What matters is how you can discuss this subject with the people around you.

· In 2017, the Swedish government abandoned new initiatives of quotas for women in higher professional positions. This decision was a result of the growing numbers of women in leader positions.

· The growing focus on skills rather than personality when hiring has changed how we view a perfect co-worker and has in turn been explained as a positive effect on equality.

So why is the idea of supporting a woman just because she is a woman outdated, and in most cases even harmful? How can we in a more sustainable way make sure we have the right woman for the right position? Let´s explore how we can help ourselves and each other to be the best versions of ourselves and in turn give the right support and push to ourselves and other women.

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.