During the conference, please visit our sponsors!
Some of our sponsors would like to meet you in their Zoom session. Take a look and find out what they have to offer.
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Sponsor session.
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Sponsor Session
Welcome to all and some introductions.
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Meet speakers and participants online, from home.
This is a bring your own drinks and food event.
We have two hours for socializing. There is room for everybody, we have live music in the main room and created an abundance of Zoom breakout rooms for you to use.
We allowed participants to self-select and join breakout rooms of their choosing, you will be able to view and select from a list of breakout rooms we created. You will be able to enter and leave breakout rooms freely. When you need help in a breakout room, click Ask for Help in Zoom to invite a host to your breakout room.
When you are not joined with the desktop or mobile app (version 5.3.0 or higher) you will not be able to self-select a breakout room. A host will need to facilitate moving you manually. Contact a host (having *** in front of their name) in the Zoom chat to make that happen.
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Meet our Title Sponsor KPMG in the morning breaks
Sponsored session.
You can ask anything at the KPMG Booth.
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How might we start an authentic conversation – not just in our organizations, but within ourselves, to create the Diverse, Equitable and Inclusive environment we each dream of?
A journey of a thousand miles may begin with a single step – but how do we know which path to take, if we don’t know where we’re starting from?
Creating change is a difficult, often uncomfortable process, no matter what context you’re looking to do it in. Cultural change in a large international organization comes with its own unique challenges. But whatever the context, to know where to start we have to be able to acknowledge where we currently are.
In this session, we’ll explore using a Human Centric Approach to foster better understanding, listen with empathy and start an aligned journey to an inclusive environment.
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- Recorded
- Max 95 attendants
Meet our Title Sponsor KPMG
Sponsored session.
Hello everyone! We are eager to engage in conversations about privilege, diversity, inclusion and equity. We believe that change starts with open and honest conversations. We would love to hear from you, please drop by KPMG sponsor’s room to share your thoughts on inclusion and diversity.
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Early birds check in on time
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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Meet other attendants after visiting our sponsors and having lunch
This session is limited to 95 participants, because we need to prepare the main room during lunch.
Session full? Come back later!
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Meet the speakers of ‘Fragile Agile: Personal Pivoting Too Early Too Often’
Allia DeAngelis and Alejandra Rodriguez delivered their workshop sponsored by Women in Agile.
Come meet them after their session.
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Welcome to all and some introductions.
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Welcome to all and some introductions.
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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.
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This is part 1 of a two part workshop. Part 2 is in the next timeslot.
Everyone dreams of a diverse culture but creating it is a challenge. OKR (Objectives and Key Results), a framework to execute a strategy, can help to make this dream come true. Even though the idea of OKR seems easy writing outcome oriented OKR and tracking them during an OKR cycle is not easy. I’m going to explain briefly what OKR is, how to write outcome oriented OKR and possible pitfalls during an OKR cycle. After this brief introduction we are going to use the creativity of the participants. I this interactive workshop participants are going to collaborate to generate ideas and write outcome oriented OKR that will help to develop a diverse culture.
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You should attend both sessions (the whole workshop). So being there right from the beginning is very important. Coming in after a while / in the middle of the Workshop wouldn’t make sense. Leaving the WS, if it doesn’t help, is of course always an option 🙂
I’ll be using breakout sessions. I might use poll. I activated recording automatically, however the breakout sessions won’t be recorded.
I will also use Miro for the collaboration. I’ll share the Miro link once all participants are in the zoom call. I can share the slides and the pdf export of the Miro board afterwards.
This is part 2 of a two part workshop. Part 1 is mandatory and in the previous timeslot.
Everyone dreams of a diverse culture but creating it is a challenge. OKR (Objectives and Key Results), a framework to execute a strategy, can help to make this dream come true. Even though the idea of OKR seems easy writing outcome oriented OKR and tracking them during an OKR cycle is not easy. I’m going to explain briefly what OKR is, how to write outcome oriented OKR and possible pitfalls during an OKR cycle. After this brief introduction we are going to use the creativity of the participants. I this interactive workshop participants are going to collaborate to generate ideas and write outcome oriented OKR that will help to develop a diverse culture.
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You should attend both sessions (the whole workshop). So being there right from the beginning is very important. Coming in after a while / in the middle of the Workshop wouldn’t make sense. Leaving the WS, if it doesn’t help, is of course always an option 🙂
I’ll be using breakout sessions. I might use poll. I activated recording automatically, however the breakout sessions won’t be recorded.
I will also use Miro for the collaboration. I’ll share the Miro link once all participants are in the zoom call. I can share the slides and the pdf export of the Miro board afterwards.
Worldbuilding is a process used by authors, game developer and all types of story tellers. They conjure up worlds that are so immersive that we can barely put down our books, controllers, or turn off the TV. At the same time we are all part of a world that is far from perfect. Maybe this is why we love fiction so much. It allows us to flee from reality and to not think about the overwhelming task of changing the world. What I have learned from agile software development is that big daunting tasks are usually not so big and not so daunting once you’ve started to work on them. The work needs to be chopped up in bite-size pieces, which can then be refined and shared around. There is one big important thing that you need to get all that going, you need an inspiring vision that unites everyone to work on a common goal. So… We need a vision for the world! What should it look like? Well… Let’s just assume that we all know what we DON’T want in the future. We don’t want oppression, war, disease or starvation. So if we want to know what we DO want, is it a matter of turning these things around? Do we want freedom, peace, health and food? Well… Yes… But that should be the bare minimum, right? To create a vision of the future that gives us more to aim for, than just the basic requirements of life, we need a creative, collaborative process. I want to propose the creative technique of worldbuilding to construct a future world that is so immersive and so inspiring that people will close their book, put down their controller and turn off their TV, because their desire to flee from reality has become smaller than their desire to make this new reality come true.
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The recognition. The gratitude. These are not just words.
When was the last moment you felt it? Or when did you express it? These are gestures expected by some, words expressed by others.
We would like it to be innate and natural in each of us, but it is not anymore. And we forgot how to practice it everyday Often it is associated with an essential quality of the leader / manager and quite simply with the culture of feedback.
But we don’t need to be a MANAGER to need to fill it! What meaning should be given to this value?
Are you able to say THANK YOU and expect nothing in return ?
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In a “manly” world, numbers eat intuition and gut feeling for breakfast.
It is considered more scientific and dignified when you can show charts to prove your progress and achievements. You look smarter. The “facts” speak for themselves. But in a complex environment numbers can easily be manipulated and mean.. well.. nothing. At least not as a sole perspective.
How can soft measurements support (or contradict) strong numerical facts and how to overcome the prevailing assumption that soft measurements apply to “women’s’ world”?
In this talk we will learn how can soft measurements support “numerical facts” and why it is so important for every organization to adopt this approach. In addition we will learn why soft measurements may consider as “womanly” and how we can overcome this in a “manly world”.
“Who run the world? Girls!”
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Culture in simple words is the characteristics and knowledge of a particular group of people. Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members. While we define our culture and list the traits that we want our tribe to be known for, it is important that we also create those foundations that will help us build these culture pillars.
Taking a cue from Moslows theory , we can draw a parallel to his famous hierarchy pyramid for creating those needs.In his pyramid representation he bifurcates the needs of people into “Growth Needs” that occupy the top and “deficiency needs” that occupy the lower parts of the pyramid. The main difference between growth and deficiency needs is the change in motivation as needs are met. Thus, growth needs only become a priority when the other four deficiency needs are met.
While the theory fits most of the times, it fails to fit multi faceted people who are at different states of their life, different level of mental states and who have different needs. Some are truly happy when they are in lower states and some have the unfulfilled urge till they reach the peak of self realisation. Thus the pyramid representation signalling one after another might not be apt.
The irony is People who are bag of emotions and we ; trying to fit everyone in same bucket might not work well for any organisation.While each trait is important, there are some which matters the most to few.
Thus We will try to represent the moslow needs as circle of culture instead of a pyramid and measure it using the coefficient of happiness of the people at center of the circle.
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In an online environment, it is difficult to read and use non-verbal behaviour. We will need to reset our focus to pick up the online non-verbal signals. In this workshop we will show you how we can work around this limitation of pixeled people and get the most out of the interactions with your scrum team. We will explore how you can use body language by reading non-verbal signs and recognizing non-verbal hints. In this session we will practice how you can recognize non-verbal behaviour to use it to your team’s advantage. Recognising and using non-verbal behaviour allows you to include everyone in your team and make the most out of everyone’s personal talent.
After this session you will be able to: – Recognize different non-verbal ques – Use non-verbal elements in daily work – Positively influence your team
This workshop is suitable for anyone interesting in changing their scrum behaviour.
By Evelien Acun – Roos and Rozemarijn Geelen
