Leaders that Change
Are you a leader? Are you a change agent ? or are you the one who makes the final call?
All of this is somewhat how leadership was defined and introduced to the world. The times are changing and leaders are challenged to be vulnerable and take on roles of facilitation and foster collaboration. How do you transform yourself from being the person who was making the final call to the person who makes the final call possible?
- Demystifying leadership
- Challenges leaders are facing in fast-moving environments.
- How you frame your thoughts and come up with a strategy to help others grow and by doing that be a better leader.
- Some tools to take away.
Outline/Structure of the Talk
- History of leadership ( back in time )
- Recent changes in the workspace
- Demystifying leadership
- Challenges leaders are facing in fast-moving environments.
- How you frame your thoughts and come up with a strategy to help others grow and by doing that be a better leader.
- Some tools to take away,
Learning Outcome
- Coping up with Ambiguity
- Change management.
- Personal growth and tools.
Target Audience
Anyone who believe that they need to transform them self to be a great leader.Anyone who believe leadership is all about making others looks better.
Links
"Beautiful Business " https://confengine.com/last-conference-melbourne-2017/proposal/3955/beautiful-business
schedule Submitted 5 years ago
People who liked this proposal, also liked:
-
keyboard_arrow_down
Michele Playfair - Cards Against Agility Game
45 Mins
Interactive
Beginner
The Agile version of Cards Against Humanity. You may have seen versions of this on the internet, but rest assured this version has been enhanced to yield a minimum of 156% more awesomeness. Relatively fresh from its stellar debut at the 2017 Xero Unconference!
-
keyboard_arrow_down
Sue Davidson / Michelle Gleeson / Supriya Joshi - Agile Developer Immersion - Fundadmentals
Sue DavidsonSr. DeveloperXeroMichelle GleesonCofounderTech Diversity LabSupriya JoshiHead of Technology, EWPReadyTechschedule 5 years ago
300 Mins
Workshop
Beginner
IMPORTANT - As places are limited, please register specifically for this session. Also, please register for day 2 of LAST Conf, if you wish to attend the 2nd day.
You can also read more about the sessions in this blog post. If you are a developer with more experience, you might like to consider Agile Dev Immersion - Refactoring.
Get ready to Level Up your agile developer skills. Inspired by Code Retreat, we have run a similar session at LAST Conference for the past few years. We have felt that it's Important to support learning in technical disciplines that are extremely important in agile software development.
This is an intensive practice event for developers, inspired by the Code retreat movement. It focuses on the fundamentals of software development and design, including pair programming, test-driven development, OO and functional programming techniques, and new languages. By providing developers the opportunity to take part in focused practice, away from the pressures of 'getting things done', the format has proven itself to be a highly effective means of skill improvement. Practicing the basic principles of modular and object-oriented design, developers can improve their ability to write code that minimizes the cost of change over time.
This event is beginner friendly. However it is also suitable for those who have already attended similar sessions as we will be creating a tenpin bowling scorer rather than solving Game Of Life again. There is also a concurrent workshop for Refactoring legacy code that is aimed at more experienced devs.
Following the opening session, The Agile Developer Immersion workshop will take the remainder of the day, with breaks synchronised with the main conference. You will also be welcome to attend the end of day drinks!
-
keyboard_arrow_down
Anne-Maree Adams - Listening to be heard; Active listening to save time, and gain patience in tech teams
45 Mins
Talk
Beginner
Active listening, as the name suggests, focuses on how we listen as humans in a workplace setting and how we can use these skills to our advantage. Anne-Maree has been facilitating in-house sessions for Xero AU examining how the practice of active listening can help teams and individuals to openly communicate, enhance working relationships and ultimately save time.
Posing the question "can you find your voice, by being a better listener" Anne-Maree has been investigating how the outdated ideas of active listening can be enhanced using techniques from the arts industry to be used as a tool to help strengthen our tech teams. Anne-Maree will share her discoveries from working with over 200 participants over two years at Xero AU - what worked, what failed and where to next and what can you do right now to embrace this technique.
-
keyboard_arrow_down
Mark Grebler / Lay Clough - Does Agile culture discriminate against the neurodiverse
Mark GreblerChief Technology OfficerEstimateOneLay CloughSr. Product OwnerMedAdvisorschedule 5 years ago
45 Mins
Interactive
Beginner
As organisations have become more agile and try to build “high-performing” teams, they have started to hire for cultural and team fit. As a result they search for people who can collaborate and are team players; who are willing to develop a deep trust in each other and in the team’s purpose; who freely express feelings and ideas; who engage in extensive discussion; who are adaptable and embrace change and who are comfortable managing constructive conflict towards a better outcome.
There are however, many people who do not meet that criteria, and for various reasons, may struggle to meet that criteria in the future.
Everyone brain is wired slightly differently and not everyone’s wiring fits the mould described above.
Does the exclusivity of the above criteria result in certain people missing out who could have significant positive value.
-
keyboard_arrow_down
Michele Playfair - The Conundrum of Job Titles
30 Mins
Interactive
Intermediate
Research into employee engagement asserts that what we want is "autonomy, mastery and purpose" not necessarily a corner office, a ping pong table, or a fancy job title.
Anecdotally though I have seen a different story where particularly those closer to the start of their career are very focused on job titles as evidence of progress.
Super-flat structures such Holacracy (where you perform a collection of roles rather than having a job title) only exacerbate this... there's really no concept of "promotion".
As managers/employers how do we attract, support, grow and retain our staff - is the answer more likely to be a giant skills matrix allowing progress through a level system than flat circles of autonomy?