I'm regularly asked by male peers and colleagues what specific actions they can take to help make our Technology community a safer and more inclusive place for women and minorities.

And with the rise of the #metoo movement, the conversation around gender discrimination has reached a new level of openess and transparency around what is and what is not acceptable workplace behaviour.

In this talk we will unpack some real-life horror stories from within our own community. From this we will interactively discuss ways in which all of us can combat inappropriate behaviour and stigmatise it when and where we see it. The intent of this session is to help foster a more progressive, inclusive, diverse and thriving ecosystem that we all enjoy being a part of.

The standard we walk past is the standard we accept after all.

Guidance on how to make the most of your offshore team from our 5+ years of experience building and optimising a combined team

Objectives and Key Results are a powerful goal setting approach which inspire alignment, clarity and cohesion, which was originally created by Andrew Grove (President of Intel in the 1970's). Since this time they've been popularised by John Doerr and embraced by some of the worlds most innovative, disruptive and fastest growing companies such as Google, LinkedIn, Twitter and many many others.

The structure is simple: the executive team comes up with a set of 3-5 objectives and each objective has up to 4 key results. In a top down, bottom up approach, the OKRs cascade through the organisation with each team taking a lens and applying their own interpretation to how they can contribute to the higher level goals.

But that's all theory and no one really gives a shit about that. If you're familiar with the Market of Skills technique, then forget that because this is next level.

How we'll saddle up this space jockey:

In this immersive workshop, the really interesting part is learning how to create OKRs, cascade them through an organisation and adjusted for each team, manage against them throughout a quarter and finally reflect on how the organisation and teams performed at the end of the quarter. We'll be including material and a bunch of tips based on our own experience introducing OKRs to various companies and teams.

The epic part is where everyone will set their own OKRs for the quarter outlining what they want to achieve at a stretch personally and professionally, followed by a marketplace where everyone will trade their knowledge and skills with each other to help the other party achieve their gaols. The outcome will be a number of collaborators who can help you on your journey.