Agile Management, many books, and blog post are written about it, but how do you really do it? What are the tools that you can
use?

In this workshop, we are gonna experience some of those tools by actually using them.

We will start the meeting with what is Agile Management all about. However, we will quickly switch to the games and tools.

The games, practices, and tools we discuss are:

• Delegation Board, delegation is not easy. Delegation boards enables management to clarify delegation and to foster empowerment for both management and workers.
• Moving Motivators, Moving Motivators can be used to identify the impact of motivation and how motivation it is affected by an organizational change.
• Personal Maps, A great exercise for a better understanding of people is to capture what you know about them in personal maps.
• Team Competence Matrix, the Team Competence Matrix is a tool to identify gaps between the current competencies of the team and the required competencies

Attendees will experience the real tools, and when they leave the workshop are ready to apply the tools the next day at work!

DevOps and continuous delivery is typically elaborated technically - what kind of tools, technologies, or skills are necessary for being able to deliver continuously. Often it is forgotten that continuous delivery requires also a culture change - in development, operations, marketing, sales, and not least for the customer.

This can be recognized for example, that although it is technically possible for a team to deliver continuously, but it seems that this delivery isn't welcomed. This means the actual system will not be directly used.

Therefore, in this session by taking into account the necessary cultural change, I want to answer the question how to implement continuous delivery successfully and what kind of pitfalls you need to be aware of when doing so.

The communication tools of Liberating Structures will teach you how to facilitate the discussions your org needs. I am going to demonstrate how to use these techniques in the workshop. And all the attendees are going to be fully immersed and ready to wield their new knowledge the very next day at work.

Come learn how to help your team(s), org(s), and company(ies)!!!

For more information, watch my video at http://youtu.be/UNOjqMUv8h0

A version of this workshop that was presented at Agile Tour Sydney 2016 is at http://bit.ly/2f4Bie8

A resilient organizational can not only adapt and respond to incremental change but more importantly, can respond to sudden disruptions and also, be the source of disruption in order to prosper and flourish.

The traditional risk management approach focuses too much on defensive (stopping bad things happen) thinking versus a more progressive (making good things happen) thinking. Being defensive requires consistency across the organization and this is where methodologies like Plan-Do-Check-Act (PDCA) come in. However, PDCA approach does not bake in the required progressive thinking and flexibility required for a fast company organization which operates in a volatile environment.

Professor David Denyer of Cranfield University has recently published a very interesting research report on Organizational Resilience. He has identified the following four quadrants across to help us think about organizational resilience:

• preventative control (defensive consistency)
• mindful action (defensive flexibility)
• performance optimization (progressive consistency)
• adaptive innovation (progressive flexibility)

In this talk, I'll share my personal experience of using this thinking to help an organization to scale their product to Millions of users. I've dive deep into how we structured our organization for Structural Agility and how we set-up a very lightweight governance model using OKRs to drive the necessary flexible and progressive thinking.

At the core to any agile approach is the ability to manage for uncertainty. This is only possible through a process of continuous learning which requires active feedback loops. Linear approaches are doomed to fail in a world of uncertainty. Feedback incorporates new knowledge which enables learning. The key is maintaining healthy feedback loops which will enable success. An iterative approach with broken feedback loops is similarly doomed.

Not only is this the foundation of business agility, empiricism is the foundation of the scientific method, Shewart-Deming process improvement cycles, and the Lean Startup model. Healthy agile approaches incorporate multivariate closed loop process control.

In the original book on Scrum, Ken Schwaber talks about his discovery of empiricism by trying to sell waterfall solutions to Chemical Engineers at DuPont Chemical. Todd’s background is as a Chemical and Petroleum engineer, so his journey was different. Empiricism was natural for him, so when people started talking about agility it fit nicely with the model he was already using. It was even better when the conversation became about “Business Agility.”

As a child, we loved to play. These years of unbound creativity, fun and flow may seem lost for some of us. Playing can be a powerful tool to unleash that creative source of fun and flow. Lego Serious Play is a well-known and tested way of tapping into that source. In this introductory workshop, we show you the power of playing, Lego and how this enhances happiness at work in your team.

About the workshop

This highly entertaining and interactive workshop focuses on playing with Lego Serious Play as a tool for a group, to discuss values, happiness, and effectiveness. In one and a half hour, we explain about the background, but we focus on you working with the bricks.

Collaborative organisational culture doesn't just happen, it needs conscious and deliberate design and careful nurturing. In this workshop participants will explore what a collaborative organisation culture is, why it matters and how to deliberately design culture.

Culture is "the way we do things here" rather than anything written or prescribed, so understanding how leadership attitudes and behaviors influence and create organisation culture is vitally important to successfully establishing an environment where people are able to bring their whole selves to work, are engaged and positively contribute to the organisation's success.

This session is presented as series of facilitated conversations drawing out the key aspects of organisation culture and showing how it is influenced by a wide variety of factors including structure, geography, promotion policies and practices, the conversations leaders have, what gets rewarded, ignored or punished, relationships and friendships and a wide variety of other factors.

We all know that innovative organizations are more successful. But how does Happiness at Work fit in the equation? Definitely, there is a link between happy, creative, innovative and successful organizations. In this interactive workshop, you will experience how Design Thinking and Happiness at Work go together and how that leads to success in so many organizations. We will provide practical tips on how to develop new habits to empower your creativity, empathy and thus happiness at work.

On the basis of the theory of happiness and design thinking participants will experience step by step how they can work on more creativity and innovative thinking in their organization. The workshop will be very interactive with small exercises and mind setters.

Peter Drucker already said it a century ago: ‘Culture eats strategy for breakfast.’ If the culture sucks you won’t be able to execute your company strategy and when your organisational or team culture is building up to your goals, you will be invincible. So when you want your team or organization to succeed and your people to flourish it is very important to focus on a happy culture as the key element of your success. But how do you do that? How can you build a culture that contributes to your goals, to happiness and success?

The only one who can make you happy is you. And one of the most important things to be happy and resilient at work is the right mindset. Carol Dweck did a lot of research about fixed and growth mindset. This workshop in which we share scientific insights and best practices is based on her work. Besides a theoretical part there is lots of room for tests and exercises, so you can experience what kind of mindset you prefer and what a more growth mindset can do for you.

Research shows that having a clear purpose in both life and work is essential to happiness. Companies with a clear purpose perform better than companies without. Purpose is increasingly mentioned as the key to navigate the volatile and complex world we live in. However, finding your organizational purpose is not an easy task.

Being effective, efficient and happy is a challenge. We all want to bring our best to work, but how do we thrive at work? Science shows that the way teams work together and management have a huge influence on our performance. Talking about happiness at work is for some people a difficult task. It might be awkward, too personal, or just odd. But knowing what makes you happy at work is extremely important if we want to work in flow and get the best out of our team. The card game Talking about Happiness at work, give you just the right tool to do this. This game can help you to enhance happiness levels within your team, skip the usual boring performance reviews and helps to thrive at work.