Organizational and team culture is rooted in implicit assumptions about how individuals relate to one another in getting work done.  To foster alignment or change, it’s critical to have open and frank discussions about what we assume and what we value: this workshop will demonstrate how to have that conversation using LEGO Serious Play

“They are resisting the changes I am trying to implement!” It’s a common refrain when people don’t embrace a change with the speed or enthusiasm desired. Do you keep pushing, give up or call in the big guns? How you respond to resistance can doom the change to failure, or boost the chance of success.
As coaches, we introduce new ideas in many different contexts. Relying on positional authority (our role as coach), or calling on outside authority (the managers who hired us) isn't likely to get those ideas a fair hearing.
In this talk, Mike will help you see resistance from a new perspective. By understanding how much influence you have, what forces are interacting around you and seeing different ways to re-frame your issues you can still get your message across without “inflicting help” on others.

Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. 

.

Performance appraisals are one of the most frequently criticized talent management practices in agile organizations. The criticisms range from their conflict with the agile values to their having a destructive impact on the relationship between managers and their subordinates. Let's talk about how we can transform this huge "individual" process in a "ecosystem" process that respects the agile values, gets people happy & engaged, and allows to improve the organization ecosystem.

The White Bead Corporation is looking for Above Average Employees for expanded production.  On the job training provided.  Earn bonuses!  The White Bead Corporation is a proud producer of shiny, perfect, white beads. We work hard to meet our customer’s exacting demands and won’t settle for anything less than perfection. We need Willing Workers who are Above Average Employees to handle this rigorous task in an inspiring environment. Apply within.

Come watch, and participate, in the classic experiment made famous by Dr. Deming. Let’s explore the link between typical management techniques, human factors and overall quality.

Are you curious about agile and agility? Are you just starting out and have more questions after your “boot camp” training?  Bring your questions and build the content of the discussion in real time.  I’ll demonstrate agile practices in a highly interactive workshop using your own content.  No two workshops are the same, because the list of questions are always different!  You, the audience, will build the backlog (content/questions), I will estimate them, and then you prioritize the backlog.  I’ll go in 10-minute “sprints” taking items off the backlog, answering your questions and addressing your content. AFter, we’ll have a review and a retro.  We’ll get as many “sprints” in as we can before our time is up.  You walk away with your questions answered, and a “live” demo of what agility looks like in practice.

Every guru, philosopher, and management leader out there says the first step to Leadership is taking Responsibility.  But none of them tell you how!  We will explore the research-driven approach that provides clear steps on how to take Responsibility in any situation – work, home, or life.

This Workshop is targeted to all team members who wish to explore and expand their Leadership capabilities.  While initially believed to be targeted at managers and those in “leading” roles or positions, it will become clear that anyone can exhibit leadership, regardless of their role, by demonstrating responsibility in their own actions.