People are their most creative when they feel safe to bring their whole self forward. In our agile environments, we are looking for that level of investment so that individuals can flourish and our customers can benefit from what comes forth. How do we make space for courageous creativity in our workplaces? What does it take to really be a place that values individuals and interactions over processes and tools?

This session will cover how we move to a mindset that fully embraces people and gives them room to explore their full potential. We’ll discuss the fears and mental models that are holding companies back from this. Using the Relationship Bill of Rights we’ll investigate a possibility of what our day to day lives could be like.


Outline/Structure of the Keynote

The Relationship Bill of Rights can be found here: This has been adapted with permission from the authors of “More Than Two”. My intent is to bring the abundance mindset and the idea of full personal agency to the agile community. Long term, I’m hoping to move this to the human resources community, this is my first step.

Following is my planned outline (it is set at around 40 minutes, please let me know if 20 minutes is a requirement and I'll trim this up to focus on Ethical Relationships, Assumptions, and the Relationship bill of rights)

5 Min Opening: Introducing myself and my intention

5 min Defining Wholeness - covering concepts of the fully integrated self, self-actualization, and the components of purpose, autonomy, and mastery (referencing Dan Pink) Activity: Stand-up introduction - Asking everyone to stand if they’ve taken a personality test in their work environments. Follow up: If you took that and answered the questions from the perspective of your “work-self” separating your “non-work” self from the results, please sit down.

5 min Starvation / Scarcity mindset vs Abundance mindset - Review the two different mental models. Discuss how both are true and that they become a self-fulfilling prophecy. The way to break the self-fulfilling prophecy may require changing behavior to make the environment less scarce.

5 min Teal Organizations - Review what a teal organization is and what pillars exist (self management, purpose, and wholeness) - referencing Frederic Laloux. Tie this model to the purpose, autonomy, mastery model from Dan Pink. Break down the deeper parts of Wholeness (Equal worth, safe and caring workplace, overcoming separation, learning, and relationships) - again referencing Frederic Laloux.

5 min Ethical Relationships - Something we do, not something we have. Review the parts of this: Consent, Honesty, and Agency. Discuss the two premises necessary for the mindset of ethical relationships: 1) People are more important than the system. 2) People should not be treated as things. Review the idea that our professional relationships are no different than our personal ones, we’ve just put a different label on them and have a different set of spoken and unspoken agreements.

5 min Assumptions - review assumptions necessary to support wholeness ethically: An individual wants to work with the organization. The organization wants the employee that is in their organization. There is desire for everyone to feel cared for and secure. The organization and the individuals in the organization value honesty. People are not interchangeable.

5 min Relationship Bill of Rights: Discuss the concept of a “right”: anything that is essential to uphold to support the concepts covered. Hand out the relationship bill of rights and discuss the idea of this document.

10 min Closing / Q&A

Learning Outcome

  • Identify what Wholeness is and the parts necessary to understanding this concept
  • Understand the impacts of the scarcity and abundance mindsets
  • Review the Teal organization model and how it relates to Dan Pink's motivation model
  • Investigate the ethics of relationships and how labels limit us
  • Learn the assumptions necessary to support wholeness and ethical relationships
  • Explore the Relationship Bill of Rights gaining an awareness of what might be possible

Target Audience

Agile Practitioners, Human Resources employees, Managers, Leaders, Executives

Prerequisites for Attendees


schedule Submitted 1 year ago

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