To succeed and indeed survive in today’s world of accelerating change and disruption leaders need to constantly evolve themselves, their teams and their organizations. This session will outline the need for this type of leadership, present the Evolutionary Helix, a 4-step framework for evolving faster than the pace of change and tools to develop their awareness, teams and stakeholder relationships.

Successfully onboarding new developers is vital to the overall success of a development team. This talk provides a framework for evaluating your specific onboarding program. It doesn't pretend to provide a one-size-fits-all program, but rather gives leaders the insights they need to build a world class onboarding program specific to their own circumstances and company values.

"This is your last chance. After this, there is no turning back. You take the blue pill - the story ends, you wake up in your bed and believe whatever you want to believe. You take the red pill - you stay in Wonderland and I show you how deep the rabbit hole goes" - Matrix

Are you prepared to question your own perception of reality?

If so, join us as we learn how our understanding of reality is shaped by our own beliefs and assumptions and how these can create blind spots.

How does this relate to Agile transformation? As a Scrum Master, we often face resistance to Agile or learning concepts that would seem blindingly obvious to us. We sometimes walk away from these conversations feeling exasperated and frustrated that other's can find it so difficult to understand and adopt.

However, often the problem with others failing to see what you see, isn't purely about them. We often forget that as change agents, we bring to the mix a set of our own assumptions and self fulfilling beliefs that also need to be challenged.

The purpose of this session is to draw on some of the core principles of Liminal Thinking and how they can be applied to Agile transformations.

Greg, Will and Jane each lead in significantly different ways, they had different paths to how they found themselves in leadership and are equipped in different ways to interoperate situations and deal with getting things delivered, building teams, and providing direction. Leaders who do undertake a voyage of personal understanding and development can transform not only their own capabilities but also those of their companies.

Join us in an experiential learning activity, examining what sort of leadership we have, what you are using, and how you might want to grow and change to be the leader you need to be, in a world that is transforming around us, leaders need to not only to transform the way we work and the teams but also themselves.

Each of us is a member of complex relationship systems - at work, at home and in our communities. Just as emotional intelligence is the ability to understand and manage our own emotions and social intelligence is the ability to empathise and communicate with another individual, relationship systems intelligence is the ability to view a team or group as a unified whole and to work directly with that whole system rather than with a group of individuals.

In this session, we will use a relationship systems coaching technique called constellations to listen to the ‘voice of the system’ which is created by everyone who attends the session, so we can explore together how comfortable we are in working with conflict.

You hear lots of big words at conferences but can you use them in a sentence?

• "Are you taking Holacracy and the Dark Arts this term, Hermione?"
• "We need to talk about CYNEFIN"
• "Does your partner like the Monte Carlo method?"

This light-hearted game tests you on your knowledge of tricky vocabulary words and concepts.

Learn these words quickly. Once politicians start using them it's too late to impress anybody.

Imagine you are a Mad Agile Scientist and have a diabolical experiment to conduct - what would happen if you exchanged the brains of a Product Owner and Scrum Master? Mwuhahahaha!!! How would the body of a Product Owner with the brain of a Scrum Master act? And vice versa?

Perhaps the Scrum Master would now treat the team like a backlog? This Scrum Master would be focused on value and maintaining a coaching backlog of team and person improvements. This Scrum Master is refining the team, crafting a group that delivers value.

And perhaps the Product Owner might treat the backlog like a team? Rather than backlog refining, they coach the backlog. They would be focused on nurturing, protecting, and empowering the backlog. The backlog might transform from an irritation into a labor of love.

Although this experiment sounds terrible, this change of perspective might be what you need to reanimate your dead team or backlog.

Join the fun and come learn what horrifying results await!

Product teams are different to traditional project teams. While developing their future product they also need to support it today.

This requires quite a different team mindset to be applied, one which we are actively applying within Boral today.

During this session, we'll talk about why product teams are valuable, what is the new mindset they need to apply, and some of the tools and techniques you can use to apply these mindsets in the real world.

Aboriginal people have been living in Australia for at least 120 thousand years. For most of that time, their culture has been a complex adaptive system in a state of dynamic equilibrium.

What can we learn from Indigenous art practice viewed through the lens of "system visualisation"?

Through their echoes in contemporary indigenous art, we'll investigate the nature of Aboriginal society and the modes of economic production in this country prior to the arrival of Europeans.

Our agile practice is relatively young. Perhaps our current focus on change and improvement is just a start. What will dynamic equilibrium look like for us? Visualisation may be a skill we need to develop further if we are to move beyond the limits of our current vision.

Diversity is a key element of the modern landscape, but left unchecked, it can impair both performance and learning. The antidote: psychological safety.

To date, researchers have often treated diversity as a single idea, diluting the interpretability of different findings.

From the quick dive into three types of diversity: separation, variety and disparity we will explore how psychological safety can enable team diversity to be better accessed and leveraged, reaping the benefits associated with diverse sets of skills, experience, knowledge and backgrounds in ways that would not be possible if team members were unwilling to speak up and listen carefully to each other.