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Collaboration Culture & Teams [clear filter]
Monday, August 7
 

10:45am

The Introverted Facilitator's Survival Guide (Oluf Nissen)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
As a Scrum Master or Agile Leader, one of your responsibilities is to facilitate various agile ceremonies to help teams become better at what they do. If you are among the 30-50% of people who are on the introverted side of the introvert/extrovert spectrum, it may be daunting for you to stand up in front of people and lead this type of work, especially if you're new in your role or new to the team.
This session will give a brief introduction to introversion, highlight some strengths introverts have, and provide tips for how to use those strengths and introvert characteristics before, during and after conducting a particular team ceremony: the retrospective. This is a highly interactive session in which our combined knowledge and experience will enrich the learning of the group as a whole.

Learning Outcomes:
  • What characterizes introversion
  • Strengths of introversion
  • How you can use introverted strengths in retrospective facilitation - before, during and after
  • How you can help introverted team members participate in retrospectives

Attachments:

Speakers
avatar for Oluf Nissen

Oluf Nissen

Software Design Engineer / Scrum Master, HP Inc.
Oluf Nissen is a software developer, Certified Scrum Master and Certified Scrum Product Owner working in the San Francisco Bay Area. He was introduced to Agile software development in the dark days of the Internet via links he found after reading The Cluetrain Manifesto, or so he... Read More →


Monday August 7, 2017 10:45am - 12:00pm
Wekiwa 9&10

10:45am

The Things We Don't Say: How Biased Language Crafts Culture (Ash Coleman)
Limited Capacity filling up


Abstract:
Culture is often framed by what you DON’T say, not necessarily by what you do say.
  • Your company brags of it’s geek gaming culture
  • Part of your company recruiting highlights pub and party nights
  • Strong anecdotal use of sports throughout the training material
These are common examples of well intentioned, but potentially limiting statements about culture that many organizations apply in an attempt to “attract the right fit”. By choosing language that supports an ecosystem that already exists, we may unintentionally deter many complementary candidates who feel they might not be accepted. In addition, we are imposing discrete limits on the organization's ability to adapt and grow based on past success instead of future opportunities.
This is a microcosm of what is occurring around culture within the Agile workspace. While we claim to support the evolution of resilient autonomous teams, a desire to define the culture in explicit marketable terms can create a barrier to entry. Are you really creating culture and fostering an environment for agility, or are you creating exclusive spaces? A lot can be derived from the specific words you use to describe your team, culture and collaboration schemes.
In this workshop, we will explore the use of resilient and inclusive language, that can:
  • Support building stronger, diverse teams,
  • Support an ever evolving Agile culture,
  • Avoid assigned meaning that may alienate individuals through our choice of words… both spoken and unspoken.

Learning Outcomes:
  • Why language around culture can impose unintended limits on opportunities.
  • How the language we choose is connected to our unconscious biases.
  • Inclusion is an intentional act, often initiated to recognize the need for change.
  • Identifying how diversity in teams can provide stronger outcomes through concatenated knowledge.
  • Challenging the notion of an existing, consistent and explicit culture as a desirable (or even possible) thing.


Speakers
avatar for Ash Coleman

Ash Coleman

Head of Diversity & Inclusion for Credit Karma, Credit Karma
A progressive type, Ash focuses her efforts within technology on bringing awareness to inclusion of women and people of color, especially in the Context Driven Testing and Agile communities. Though technology and inclusion have her heart today, engineering was not her first love... Read More →


Monday August 7, 2017 10:45am - 12:00pm
H2

2:00pm

Make the agile transition work! And what HR can do to support it… (Maike Goldkuhle)
Limited Capacity filling up


Abstract:
During an agile transition the change of mindset, leadership behavior and the shift of responsibilities to many are key elements. Usually a company would work very hard on delivering this message, training people and make sure, they understand this new philosophy. But when it comes to daily business, the employee needs to see structural and process changes, too, to receive guidance and boundaries. Furthermore, they need to see that the agile transition is something that not only takes place in mindset but also happens in reality. He needs to feel safe when acting based on the new philosophy. Feeling safe is something that they will only experience when the new definitions, rules, guidelines and boundaries are also made explicit. Quite often those structural and more tangible changes will only follow after a while. During this period confusions and fallback into old habits may arise.
And here the contribution from HR can and needs to start! Become involved and proactive: Understand what agile transition means and immediately start changing old systems and processes. Develop and offer new tools whenever needed to support the new way of working and thinking. Emphasize the wanted behavior and work methodology in guiding the teams through three stages with your new tools.
The speech will describe the benefit of the listed three phases and concrete tools and guidance on how to implement them:
1. Sharing (feedback) is caring
a. Throw away your old manager – employee dialogues
b. Implement team feedback
c. Let the teams do their feedback dialogues themselves
 Team feedback for social competencies
 Team feedback for technical and skill competencies
Learn how to and helpful tools
  1. Reduce hierarchical thinking
    a. Throw away processes that the manager usually owned
    b. Let the team take ownership
    c. Implement team review and team approval processes
     Vacation planning
     Team training budget
     Recruiting and onboarding new employees through the team
    Learn how to and helpful tools
  2. Break with old (or common) rules
    a. Throw away old processes for salary raises/adjustments
    b. Standardize and objectify salary adjustments procedures
    c. Build them on team feedback and benchmark reviews
     Team Bonus
     Merit Money
    Learn how to and helpful tools

Learning Outcomes:
  • This session is about new systems and processes HR should set up and why they will make a difference. I will explain how you can introduce them step by step and what needs to be considered, based on my experiences.
  • • At the end the audience should feel value through my report as
  • o they have learnt new tools that can be useful for self-managed teams
  • o they will include HR into the agile transition and see value in doing so
  • o they have learnt that the sooner you change systems, structures and processes, the better and faster the transition will become

Attachments:

Speakers
avatar for Maike Goldkuhle

Maike Goldkuhle

HR Business Partner, Avira
I worked as Global Director of HR at a company that decided to transform their classical working technology teams into agile working and cross-functional business teams. During this transition the CTO decided to take out all manager roles of the newly set up teams. During that time... Read More →


Monday August 7, 2017 2:00pm - 3:15pm
H3

3:45pm

Hello? Is there anyone there? How to engage with distributed teams. (Samantha Laing, Karen Greaves)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
In the ideal perfect world there will be rainbows and unicorns and teams that all sit together. In reality, most teams have to deal with distribution in one form or another. For some: it’s team members spread across a building, for others it’s team members in other parts of the world in different time zones.
Have you even been on a call where you can hear someone ordering coffee, or a dog barking? My favorite is being told someone is joining the call, after you've spent 5 minutes explaining something in detail. Mostly distributed meetings are boring, and not really worth the time and effort.
As agile coaches we truly value face to face communication and visible boards and sticky-notes, we also value working from anywhere, having pets in the office and not having to travel. So what is possible here? We decided to fully immerse ourselves into the distributed world and see what happened. We were amazed - we managed to build trust, explore and discover great collaborative tools and we improved communication.
We would like to share some of our discoveries and tips with you. Join us to explore how agile can work for distributed teams.

Learning Outcomes:
  • Cultivate a mindset of exploring possibility rather than resenting distribution
  • Understand how distribution affects your team
  • Know when distribution is actually an advantage
  • Know what is possible given your situation
  • Tips we have learned from working with distributed teams

Attachments:

Speakers
avatar for Karen Greaves

Karen Greaves

Agile Coach, Growing Agile
I love meeting new people so come introduce yourself. Check out www.growingagile.co.nz to see what I look like, or just listen for the loudest person in the room :)
avatar for Samantha Laing

Samantha Laing

Agile Coach, Nomad8
My personal motto is ‘be brave’, and I embody this by taking on challenges one small step at a time.Most of my career has been in the IT industry, specifically Software Development. Nowadays I find myself coaching others with a passion for agile and a focus on self-care.I love... Read More →


Monday August 7, 2017 3:45pm - 5:00pm
I2

3:45pm

Only Responsible Leaders Can Collaborate in a High-Functioning Team (Ronica Roth, Christine Hudson)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Christopher Avery's responsibility process describes the phases we go through on our way to taking real responsibility.
Patrick Lencioni describes the five dysfunctions of team, and by extension the five behaviors of a high-functioning, collaborative team.
Jean Tabaka taught us how to facilitate collaboration by creating safety in a room and on a team and by ensuring that all voices are heard.
In this highly interactive workshop, we will explore together what happens we are a stuck in something less than a place of responsibility, and what impact that has on our ability to collaborate effectively on a team.
Then we will explore how working our way to a place of responsibility also helps us create and contribute to a healthy team, and how to facilitate a team that can collaborate to create great things.
Attendees will walk away with a set of working agreements--and a process you can run with your team--that can help you and your team reach performance and responsibility.

Learning Outcomes:
  • * Understand the effects of responsibility (or its lack) on ourselves and the team
  • * How awareness of both models helps us improve our own behavior, which in turn helps us improve team dynamics.
  • * Specific actions to help a team become healthier
  • * Facilitation techniques specifically designed to create safety in the room and to ensure all voices are heard

Attachments:

Speakers
avatar for Christine Hudson

Christine Hudson

Advisor, Enterprise Agility, CA Technologies
Christine is helping CA Technologies transform to modern strategy deployment and product delivery methods. She is a skilled facilitator who brings positivity, deep empathy, and an appreciation for each individual to help create high performing teams and focused strategies. Christine... Read More →
avatar for Ronica Roth

Ronica Roth

Advisor & Lead, Agile Practice Development, CA Technologies
Ronica’s passion is to help companies become collaborative organizations that honor the individual, give everyone the chance to do what they do best, and harness the power of team to amplify great work--all in service of creating learning organizations that produce great stuff (including... Read More →


Monday August 7, 2017 3:45pm - 5:00pm
H3
 
Tuesday, August 8
 

9:00am

Art for Agilists - A Visual Thinking Warmup (Alexandra West)
Limited Capacity seats available


Abstract:
Do strong personalities dominate your development team? Are code reviews painful? Are you blindly following orders from a backlog, or are you learning from observation? This talk will introduce you to Visual Thinking Strategies (or VTS) - an activity that can help get the most from every member of your Agile team.
Visual Thinking Strategies is a cross-disciplinary technique applicable to anyone working in a collaborative setting where observation is key. VTS develops critical thinking skills by viewing and discussing works of art in a group. It is backed by over 30 years of field research showing its effectiveness and accessibility. By allowing individuals to talk about art - without needing a background in the field - VTS advances skills you can use to create more relevant products and stronger teams: Observing, Brainstorming, Speculating, Reasoning with Evidence, Cultivating a Point of View, and Revision & Elaboration.
During this interactive exercise, we’ll discuss selected works of art as a group. There are no right answers or group consensus being sought. We’re creating a safe environment and process for looking, thinking, reasoning and revision - skills that are mission-critical to anyone working in a software design or development role. After our group discussion, participants will learn the basics of image selection and facilitating VTS sessions within their own organizations. In addition to the above, we'll cover how VTS can help you and your team with the following: Comfort with Ambiguity, Openness to the Unfamiliar, Civil Debate, and Willingness to Participate in Group Thinking. VTS's inclusiveness makes it ideal for use within diverse groups, encouraging maximum participation from all members. It is a method that truly values “individuals and interactions over processes and tools.”

Learning Outcomes:
  • Understanding the history & benefits of Visual Thinking Strategies
  • First-hand experience with the VTS method
  • Basic understanding of how to facilitate VTS sessions

Attachments:

Speakers
avatar for Alexandra West

Alexandra West

Creative Director/Founder, Nerd/Noir
Alexandra West is a production designer, international speaker, and Creative Director of Nerd/Noir. Her present interest is in bringing a visual thinking mindset into the world of collaborative work. Alex has a long history as a creative. After earning her degree in Art History from... Read More →


Tuesday August 8, 2017 9:00am - 10:15am
H4

9:00am

High Performance via Psychological Safety (Joshua Kerievsky, Heidi Helfand)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Is your culture dominated by fear, blame and other toxic behaviors? Are people protecting themselves rather than pulling together, obsessing over customers and helping your organization succeed? If so, you may have a lack of psychological safety. When it's present, individuals feel safe being vulnerable, safe taking risks, safe making mistakes and safe handling conflict. Long-term high performance depends on psychological safety. It leads to greater transparency, closer relationships, better collaboration and better outcomes. As leaders, it's our duty to develop, model and foster psychological safety. In this interactive workshop, you'll develop skills for growing psychological safety in yourself, your teams and your organization.

Learning Outcomes:
  • Learn what psychological safety is.
  • Experience techniques for establishing psychological safety.
  • Experience ways to identify and repair mistrust and conflict.
  • Learn to interpret signs of a lack of psychological safety and what to do about it.
  • Understand the research that correlates safety with high performance.

Attachments:

Speakers
avatar for HEIDI HELFAND

HEIDI HELFAND

Director of Engineering, Procore Technologies
Heidi Helfand is Director of Engineering Excellence at Procore Technologies, creators of cloud-based construction software. Heidi was on the “first team” at ExpertCity, Inc. (acquired by Citrix) where they invented GoToMyPC, GoToMeeting and GoToWebinar and AppFolio, Inc., a SAAS... Read More →
avatar for Joshua Kerievsky

Joshua Kerievsky

Joshua is the CEO of Industrial Logic.  Since the late 1990s, he has been actively practicing and improving Agile methods, from Extreme Programming to Lean Development  and Lean Startup. Joshua is an international speaker and author of the best-selling, Jolt Cola-award winning book... Read More →


Tuesday August 8, 2017 9:00am - 10:15am
I4

10:45am

High-performance Teams: Culture and Core Protocols (Richard Kasperowski)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Want awesome teams that build great products? Great teams don’t happen by accident. And they don’t have to take a long time to build.
In this session, we'll lay out the case for Continuous Teaming. Session participants will join in a flight of fun learning activity-sets. These will give you a taste of team awesomeness and how to start when you go back to work.
We'll build on the work of Jim and Michele McCarthy, Google, Bruce Tuckman, Gamasutra, Standish Group, Peter Drucker, and Melvin Conway. The learning activity-sets are short games, using elements from improvisational theater, The Core Protocols, Extreme Programming, and more.
Who should attend? Anyone who wants to create great teams and build great products. You’ll leave having embodied the essential elements of accelerated continuous team-building and awesomeness maintenance.
This session supports any number of participants. Participants will self-organize in small groups and experience the learning as we go.

Learning Outcomes:
  • An understanding of the research behind high-performance teams
  • Appreciation for the Core Protocols as one way to achieve high performance
  • Deep practical knowledge of the Core Protocols
  • The embodied knowledge for how to accelerate team formation for your team, from forming to high-performing
  • Happiness and fun at work
  • How to do this with your team today

Attachments:

Speakers
avatar for Richard Kasperowski

Richard Kasperowski

High-Performance Teams, With Great People
Richard Kasperowski is an author, teacher, speaker, and coach focused on high-performance teams. Richard is the author of the new book, High-Performance Teams: The Foundations, as well as The Core Protocols: A Guide to Greatness. He leads clients in building and maintaining high-performance... Read More →



Tuesday August 8, 2017 10:45am - 12:00pm
I1

2:00pm

It's All About Me!®: Owning Your Behavior, Improving Your Team (Doc List)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Successful high-performing teams have many common attributes. One is their ability to function together collaboratively. In order to collaborate well, they must communicate effectively and get beyond some of the members' personal biases and quirks.
In this interactive workshop, Doc List shares common problems with behavior, motivation, emotions, and interpretation that frequently get in the way. Participate in exercises that lead you to understand ― and sometimes expose ― your own blind spots and limitations. Challenge your own assumptions, learn about taking ownership of your own feelings and behavior, and articulate the difference between behavior and interpretation.
Along the way, gain a new understanding of intuition and how you're using it in your interpersonal situations. Leave this workshop with a new and clearer understanding of how you've been interpreting others' behavior and acting on those interpretations.

Learning Outcomes:
  • Articulate the difference between behaviors and interpretations
  • Demonstrate tools for effective communication in emotionally-charged situations
  • List some of your own blind spots

Attachments:

Speakers
avatar for Doc List

Doc List

The Guy, AnotherThought Inc.
I love the interactions between people, the dynamics that impede or encourage high performance, and helping people and teams work through their challenges.


Tuesday August 8, 2017 2:00pm - 3:15pm
I1

2:00pm

Why the tech industry needs all kinds of minds and how to support them. (Sallyann Freudenberg)
Limited Capacity seats available


Abstract:
In our work transforming our organisations, sometimes as an industry we appear to have forgotten that teams are still made up of individuals. That we are different to one another. That sometimes we need to work in different ways or different environments to each another.
The diversity that helps create amazing teams and products may ironically be being drummed out of us by our own practices and environments. Inadvertently creating a mono-culture when far from being a weakness, our diversity is our biggest strength. Perhaps we have moved from an “old school culture” (one that focuses too heavily on the written word, on working alone and thinking things through carefully up-front) to a more agile culture (that replaces these with exclusively open-plan spaces, intense collaboration, thinking on one’s feet and lots of audio and visual noise). Neither of these fit everyone all of the time.
In addition, as we work in more cross-functional teams and/or cut across organizational boundaries we will need to find ways to work together whilst still respecting our differences.
This talk is about embracing diversity of thinker and Sal takes a "neurodiversity" approach - that is, a belief that autism and other types of divergence of neurology are normal variations in the human genome rather than "illnesses" which should be "cured". This talk is about making our collaborations more inclusive. About experimenting with how we can create teams, spaces and practices where people can turn up authentically and have their differences not only supported but celebrated.

Learning Outcomes:
  • An appreciation of the prevalence of neurodiversity in the general population and in the tech industry in particular.
  • An understanding the benefits of having a neurodiverse team - what special talents someone neurodiverse might bring.
  • A basic understanding of the superpowers and challenges that come with Autism, ADHD, bipolar disorder and depression.
  • Some ideas for how to modify our agile practices to make them more inclusive to all kinds of minds.
  • Understanding how to make our recruitment process more neurodiversity-friendly so that we don't inadvertently screen out some of the brilliant minds our industry needs.


Speakers
avatar for Sal Freudenberg

Sal Freudenberg

Independent
Sallyann is a neuro-diversity advocate and an Agile Coach, trainer and mentor with 25+ years in the IT industry, 14 of which have been firmly in the Agile and Lean space.She has a PhD in the Psychology of Collaborative Software Development.Along with Katherine Kirk, Sal is co-founder... Read More →


Tuesday August 8, 2017 2:00pm - 3:15pm
I4

3:45pm

Double Aces: Positive Psychology Research that Solves Problems and Boosts Team Performance (Pete Oliver-Krueger)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Have you ever been stuck in an argument without end? Do you wish you could say no to your boss? Want to avoid a fight with your significant other, family member, or friend? Do you live in America (or Europe or anywhere on Earth) and don't understand why the “other side” doesn't see the world the way you do?
Often the way you present your ideas has more impact on success than the actual merit of your ideas. This session is ideal for managers and coaches, but also equally accessible to anyone who's ever been in an argument, at work or at home. This session is about how to have difficult conversations that are productive rather than destructive.
You will learn how to structure your important conversations for success. We will also cover how to work with someone when you don't agree. And for your Agile projects, we'll show how to use these techniques to lead Requirements Planning sessions and facilitate effective Sprint Retrospectives.

Learning Outcomes:
  • How to structure conversations for success.
  • Understand others and be understood, even if you don't agree
  • Sort project requirements into logical, actionable project plans
  • Learn how the order in which you talk can completely change any conversation.

Attachments:

Speakers
avatar for Pete Oliver-Krueger

Pete Oliver-Krueger

Agile People Engineer, Lithespeed
Helping develop people who develop great products, thru Positive Psychology, Teal, Agile, and Lean Startup practices that help organizations transform into places where people want to work, and where they’re building interesting things that they can be proud of.


Tuesday August 8, 2017 3:45pm - 5:00pm
I2
 
Wednesday, August 9
 

10:45am

How to Reboot Your Agile Team! (Maurizio Mancini, Martin Lapointe)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Why do so many organizations struggle to put in place mature Agile teams that can apply proper Agile principles and deliver awesome products? Some people will say, “Agile is hard” as an excuse to not do Agile or to become frAgile. Well we think we have developed a method to reboot any Agile team that just doesn’t seem to be maturing and we want to share it with you!
If you are thinking of scaling Agile across a large organization, then this talk is a must to attend to help ensure your teams have the right foundation. Organizations wanting to scale Agile must have a solid foundation of mature Agile teams who embrace the Agile values and have the right Agile mindset.
Over the years, as we have done Agile transformations in different organizations, we have seen common patterns that keep repeating. The most common pattern we found in our experience is that teams are frAgile. Too many either pretend to be Agile or don’t even know Agile is not a methodology, so organizations question the value of using Agile. Very often the confusion and frustration that comes with thinking that a team is Agile when they are not Agile, brings people right back to their old habits of command and control. Creating successful mature Agile teams is not magic, you just need to discover the right recipe!
In this talk, we will reveal our secrets on how to reboot any struggling Agile/Scrum team in 5 sprints. Attendees will learn how we applied our special ingredients as we experimented with more than 30 teams over a number of years and we refined the know-how. This recipe has proven to be successful in different organizations and teams delivering different types of products. Our Creative-Destruction approach goes through a human change process we labeled The M&M Transformation Plan.
Once you have the foundation in place, then the 5 sprints to reboot the team are:
Sprint 1: Run in the rain
Sprint 2: Thunderstruck
Sprint 3: Start the M&M pain machine
Sprint 4: Open-up and look at the sun
Sprint 5: Removing the training wheels
And by using these 5 sprints, attendees will discover the 5th Agile value!
We bring all of the ideas together in a functional canvas that any practitioner or manager can use.

Learning Outcomes:
  • How to lay the foundation of an Agile Reboot to ensure success of the Reboot.
  • How to take an existing team and have them conduct an assessment of how they are doing.
  • As an Agile coach, how do you build trust with the team you are intervening in.
  • Determining and providing the right amount of training so that everyone is on the same page.
  • How to apply the Creative-Destruction paradigm.
  • How to reboot the team and introduce fun and cadence.
  • How to let the team take ownership and succeed.
  • A Review of the M&M Transformation Canvas so that each attendee can assess if their team needs a reboot.

Attachments:

Speakers
avatar for Martin Lapointe

Martin Lapointe

Agile Coach, AgileKlix
Martin began his career as a multimedia developer when Macromedia was all over the Web. He then quickly moved into management and had the opportunity to experience different approaches and mindsets. In the early years, Xtreme Programming (XP), transformed his view of how work can... Read More →
avatar for Maurizio Mancini

Maurizio Mancini

Agile/Enterprise Coach and Transformation Agent, Exempio
Maurizio Mancini is a leader in the quality and process industries with a sixth sense for Agile, quality, and business process. He is best known for cutting through the noise and getting to the heart of any organizational problem whether that problem consists of choosing the right... Read More →


Wednesday August 9, 2017 10:45am - 12:00pm
Wekiwa 6

10:45am

The Big Agile Draw: Getting People to the Whiteboard (Gary Greenwood, Mark Lotter)
Limited Capacity filling up


Abstract:
The Big Agile Draw: Getting people to the whiteboard
Have you ever sat in a grooming meeting covering complex story relationships without really understanding how the pieces fit together? Did someone ever scratch out a drawing that made it all become clear, in a way that words alone could not capture? I’ve been in those meetings and was struck by how much a simple drawing can help. That led us to the exploration of whiteboarding and how we can all use it to improve collaboration on agile teams.
Drawings and sketches work because they make the abstract more accessible and bring form to ideas. “But, wait!” you say, “I’m not a designer! I can’t draw!” Fear not. There is no secret whiteboarding club. The drawing is not about you and your drawing prowess or lack thereof. It’s about having better conversations and communication because people can see – not just hear – what you’re talking about.
A Design Thinking evangelist and a Seasoned Agile Coach pair up to shed light on Why Drawing Works while giving participants an array of tools that lead to better conversations. Participants will team up to transform simple shapes into meaningful icons that combine to tell a story from a users perspective. Progressive elaboration of these user stories will add increasingly complicated layers to the diagram, but fear not as the complexity will be demystified as drawing techniques will be provided 'just in time.' The workshop will result in a visual user story that is split and participants that have tools and techniques to improve collaboration and communication on their teams.

Learning Outcomes:
  • How drawing lends itself to having better conversations and richer communication
  • How to transform simple shapes into meaningful icons
  • How to visually represent user stories with diagrams
  • How to use visual records to reduce friction and represent different perspectives

Attachments:

Speakers
avatar for Gary Greenwood

Gary Greenwood

Agile Coach, Summa
I'm passionate about helping teams evolve
avatar for Mark Lotter

Mark Lotter

Summa
Designer who helps teams work visually, focus on people’s needs, and create solutions that solve meaningful problems.



Wednesday August 9, 2017 10:45am - 12:00pm
I2

2:00pm

Fluent in Team Culture: The First Shift in Achieving Agility (Diana Larsen, Bonnie Aumann)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Every organization expects its teams to produce value, and convey other business benefits. But what is the best fit "Agile" for your team, as it moves through a VUCA (volatile, uncertain, complex, ambiguous) world? What does it take for a group of humans (programmers, testers, product managers, etc.) to make the shift from individual contributors to team mates? To form a team and to collaborate? How do you make good on the benefits the your business (and customers) need?
In this session, Diana Larsen and Bonnie Aumann will answer those questions and others. We'll consider teams as complex adaptive human systems. We'll examine the behaviors and practices that form patterns of effective collaboration. We will explore the ways that teams move into and through fluent proficiency using the lenses of group coherence, coaching, value creation, and other needs in the first zone of the Agile Fluency™ Model. We will inspect ways to adapt to new conditions and team changes over time. Join us!

Learning Outcomes:
  • Participants will:
  • Deepen understanding of complex adaptive systems and how humans form systems
  • Gain language for discussing complexity and team coherence
  • Examine behaviors for effective team collaboration
  • Review the Agile Fluency Model and the role of practice fluency in teamwork
  • Apply these concepts to their "home" teams

Attachments:

Speakers
avatar for Bonnie Aumann

Bonnie Aumann

Coach | Collaborator, Bluestreak Collaborative | Agile Fluency Project
avatar for Diana Larsen

Diana Larsen

founder, Agile Fluency Project LLC
An international authority in Agile software development, team leadership, and Agile transitions, Diana Larsen co-authored the books *Agile Retrospectives: Making Good Teams Great*; *Liftoff: Start and Sustain Successful Agile Teams*; and *The Five Rules of Accelerated Learning... Read More →


Wednesday August 9, 2017 2:00pm - 3:15pm
I1

2:00pm

Think Before You Hack: Agile as Fieldwork (Elinor Slomba)
Limited Capacity seats available


Abstract:
Can an organization's culture really be designed, engineered or installed? Why is it so persistent....and tricky? And where can a professional change agent turn when casual or superficial notions of what it means to "culture hack" do not seem to be doing justice to the technical excellence required by Agile principles?
This talk will draw upon the discipline of Cultural Anthropology to provide a few concrete examples of how experts talk about and study culture. Methods of fieldwork - living inside a culture other than one's own in order to observe it up close and describe it firsthand - will be broken down into an easy-to-use format designed to help you in your Agile practice.

Learning Outcomes:
  • Grasp that harm can come from cultural interventions based on change without understanding
  • Prepare to take on the role of Participant Observer in studying a workplace
  • Practice a few key field methods that reveal how a particular culture structures its own reality


Speakers
avatar for Elinor Slomba

Elinor Slomba

Founder, Arts Interstices
Writing, producing and facilitating at the crossroads of arts, business and agility - brokering new models for inspiring communities across sectors.


Wednesday August 9, 2017 2:00pm - 3:15pm
Wekiwa 9&10

3:45pm

Excel at Change: The Hidden Differentiator (Jeff Nielsen)
Limited Capacity seats available


Abstract:
In his original Extreme Programming book, Kent Beck said that we should “embrace change.” A few years later, the agile manifesto told us to “value responding to change over following a plan” and to “harness change for the customer's competitive advantage.” But what does this really mean? What does it look like in practice?
In my work with agile teams over the last 15 years, I've found that few of them are truly skilled at handling change. While they may give lip service to the idea, change more often than not brings frustration, delays, and quality problems. But excelling at change is a skill that can be learned. And the mastery of this skill is what differentiates teams that fully realize the benefits of an agile approach from those who don't.
In this talk, I’ll explore what it means to “excel at change”—both technically and culturally—and discuss some specific ways that individuals, teams, and organizations can get better at it.

Learning Outcomes:
  • Understand why a "change focus" is a key part of the agile mindset
  • See how getting better at change helps us think differently about the future
  • Recognize the differences between teams/cultures that excel at change and those that don't
  • Feel inspired to work on those skills that will help you be better at change

Attachments:

Speakers
avatar for Jeff Nielsen

Jeff Nielsen

CTO, The Common Application
Jeff helps people and organizations improve in the way they work together to produce software. Jeff is the Chief Product & Technology Officer at The Common Application, directing development, operations, and support for the high-volume system that over 1/3 of U.S. high-school... Read More →


Wednesday August 9, 2017 3:45pm - 5:00pm
H4

3:45pm

High Performing Teams: Want to watch one in action? Absolutely! (Bryan Miles)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
"Companies know that they derive greater creativity and innovation from teamwork - but what, they wonder, makes a great team?"  -Margaret Heffernan
The research is clear: High performing teams are extremely rare, but their ability to impact an organization is limitless. If we know this is what we're aiming for, why is high performance so elusive and how can organizations and leaders create environments where it can flourish?
Through performance and a facilitated conversation, a small music ensemble will offer insights into their organizational dynamics. In this unique session, participants will have the opportunity to watch and interact with a high performing music team (live and in the flesh!), discuss what makes them a great team, and learn about the various roles that make them who they are. Participants will observe and participate in discussions around what makes the team tick and take away practical examples of how you can supercharge the teams you work with or coach.

Learning Outcomes:
  • Participants will walk away from the session with a greater understanding of:
  • 1. What makes a high performing team
  • 2. What behaviors inspire high performance
  • 3. What behaviors detract from high performance
  • 4. The role of leadership in high performance
  • 5. How they can inspire high performance in the teams they work with

Attachments:

Speakers
avatar for Bryan Miles

Bryan Miles

Coach, Pliant Solutions


Wednesday August 9, 2017 3:45pm - 5:00pm
Wekiwa 7&8
 
Thursday, August 10
 

9:00am

Moral Foundations Theory: to help address conflict (Linda Rising)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
It seems like the world is becoming more divided. People around the world are taking sides. This is nowhere more evident than in the United States where the last presidential election left the citizens asking serious questions about those on the "other side." You hear, for example, "What's wrong with those people? They don't seem to think logically. How can we have a conversation when they are so resistant to hearing other points of view. The truth is, we are all biased. The truth is, we filter all information. The truth is, we reach conclusions using our own version of logic and once we get there, we're really reluctant to change. This is a big problem and I don't even have the slightest hope of solving it, but I have discovered some interesting research that has helped me develop better ways of listening and communicating and I would like to share that in this workshop. The research is based on Moral Foundations Theory. I hope to provide enough of an overview so that participants can begin to practice it and leave with a new set of tools for overcoming conflict.

Learning Outcomes:
  • Participants will learn the basics of Moral Foundations Theory and will have had a chance to apply the theory in a scenario with a small group.
  • In brief, the 5 foundations of morality are as follows:
  • (1) Harm/care. We have strong feelings about those who care for others or cause them harm. Liberals care more about this than conservatives.
  • (2) Fairness/reciprocity. Liberals care more about this than conservatives.
  • (3) In-group/loyalty. The foundation of cooperation. Conservatives care more about this than liberals.
  • (4) Authority/respect. Conservatives care more about this than liberals.
  • (5) Purity/sanctity. A lot of this is about what you're willing to touch, or put into your body. Conservatives care more about this than liberals.
  • When issues arise that are important to us we justify our stance by using the values that are most important to us. For liberals: (1) and (2) above, for conservatives: (3), (4), (5).
  • Experiments show that after receiving this information, both liberals and conservatives still argue their points by basing their reasoning on the values that they hold dear, when the research shows they would be more effective if they used the values that are most important to the other. This, of course, is true for any point of view. We're often told to put ourselves in the other person's shoes and to see the world as the other person sees it. The astounding thing about this particular research is that people are more convincing when they base their arguments on the other person's point of view but they refuse to do it. We obviously need practice. That's what this workshop will be all about. We will pair up and practice arguing from both sides. One argument will be easy but the other argument will be very, very difficult. Good for the brain.

Attachments:

Speakers
avatar for Linda Rising

Linda Rising

Queen of Patterns, Linda Rising LLC
Linda Rising is an independent consultant based in Nashville, Tennessee. Linda has a Ph.D. from Arizona State University in the field of object-based design metrics and a background that includes university teaching and industry work in telecommunications, avionics, and tactical weapons... Read More →


Thursday August 10, 2017 9:00am - 10:15am
I1

10:45am

It's Not Just About Culture: Co-creating an Awesome Agile Climate in an Imperfect World (Laura Powers)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
The winds of Agile change are blowing – occasionally a tornado bringing dramatic, sometimes unexpected change, and other times a gentle breeze that changes little. Have you ever noticed that despite whatever may be happening in the greater organization, some teams thrive - getting work done and seemingly enjoying their journey together while other teams struggle to weather the storm?
Same organization. Same culture. What's going on? In a nutshell, an organization's "culture" is its personality, while a team's "climate" is its mood. While culture takes time to shift, studies by the Hay Group indicate that 70% of employees' experience at work is determined by their team and immediate leadership - the team climate. A team’s climate profoundly impacts engagement, collaboration and results. AND it is something a team can co-create for itself – irrespective of the organization’s culture.
In this interactive session, we will explore the factors that contribute to a team's climate, how team members can proactively influence it and the role that we can play in fostering an awesome Agile team climate, no matter what storms may be brewing beyond the team.

Learning Outcomes:
  • Distinguish the difference between an organization's culture and a team's climate
  • Explain the importance of co-creating a positive, supportive climate within an agile team
  • List at least 3 key factors influencing a team's climate
  • Understand how to facilitate a "climate" design session with your team
  • Choose and commit to an action beyond Agile2017 to bring these climate learnings and experiences back to your "real world" ecosystem.

Attachments:

Speakers

Thursday August 10, 2017 10:45am - 12:00pm
I3

2:00pm

Dynamic Reteaming: The Art & Wisdom of Changing Teams (Heidi Helfand)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
When your team compositions change it doesn't mean you're doing it wrong - it could be the secret to your success. Changing teams can help reduce the risk of attrition, learning & career stagnation, and the development of knowledge silos. I'll share original case studies from well known companies that enable dynamic change to their teams propelled by retrospectives and other agile, humanistic practices. In this talk, you'll learn tips and tricks for building a sustainable company by changing teams - whether it's by growing and splitting teams, merging teams, seeding teams, adding new people across multiple teams and more. I'll also share reteaming antipatterns and what not to do.

Learning Outcomes:
  • Learn why changing teams and roles can help you retain team members and avoid learning & career stagnation.
  • Understand how reteaming helps you build a sustainable company by spreading critical information across your teams and encouraging the retention of knowledge inside your company.
  • Learn how to reteam, including how and when to split teams, merge teams, strategies for managing high growth and doubling of teams, rotating team members & beneficial siloing of teams.
  • Hear about reteaming antipatterns - what not to do and why.
  • Find out the deliberate community building and interpersonal practices you can do in your company to facilitate and amplify reteaming.
  • It's inevitable: people come and go from your company. Get good at reteaming!

Attachments:

Speakers
avatar for HEIDI HELFAND

HEIDI HELFAND

Director of Engineering, Procore Technologies
Heidi Helfand is Director of Engineering Excellence at Procore Technologies, creators of cloud-based construction software. Heidi was on the “first team” at ExpertCity, Inc. (acquired by Citrix) where they invented GoToMyPC, GoToMeeting and GoToWebinar and AppFolio, Inc., a SAAS... Read More →



Thursday August 10, 2017 2:00pm - 3:15pm
H2

2:00pm

Mob Programming: a Live Action Role Playing Game (Willem Larsen)
Limited Capacity seats available


Abstract:
When done right, mob-programming can be thought of as the "bulldozer" of development practices - it is thorough and unstoppable. Clean maintainable code, massive team learning, and a breakdown of knowledge silos are a natural consequence of developing software in this way.
Of course, "when done right" is the catch. If your team mobs long enough you'll reinvent many of the successful roles and sub-practices that make mobbing soar. But why wait? "Mob Programming: the Role Playing Game" is a gamified mob programming experience where you will actively practice and integrate the behaviors and roles that make for successful mobbing, saving your team time and effort. Mob skills also apply to pairing, and the Mob is a great forum for improving paired development.
The game involves team coding, solving a code kata in real time with the support of everyone present.

Learning Outcomes:
  • Attendees will reflect on and improve how they use their tooling
  • Attendees will learn to sift for the best group idea to implement
  • Attendees will learn to communicate their ideas in both finely-detailed and high-abstraction ways
  • Attendees will learn to focus on how they can best contribute in any moment to the mob's mission, technically and interpersonally
  • Attendees will learn the basic successful structure of a mob and how to build on it


Speakers

Thursday August 10, 2017 2:00pm - 3:15pm
F2

3:45pm

AMA: Gender and Sexuality (Bonnie Aumann)
Limited Capacity seats available


Abstract:
*AMA means Ask Me Anything.*
 
The topic of diversity has exploded in the tech industry, but it's left many questions in its wake. There are new acronyms to learn - what do the A's mean again in LGBTQAA+? People you've known for years are asking you to use the pronoun They: has their gender identity changed or are they being political? Some women are just realizing that they've been affected by systemic bias, while others have suffered from harassment and assault at conferences.
I'll tell you my story. My 13-year career in tech has, through some unknown grace, been spent vocally out of the closet. I've worked on three continents, in start ups and Fortune 100 companies alike, and without fail, a colleague (or boss!) has shyly approached me in confidence with an awkward question they just didn't have anyone else to ask.
The close collaboration of agile teams can intensify the need to know the answers to these questions. Rather than corner a coworker at the bar, come ask me.
 
**Session ground rules**
In this session, well-meaning but clueless-feeling person, you'll get to ask your questions without getting in trouble.
* Chatham House Rules: what happens in session, stays in session.
* Any question is ok, if it comes from a desire to understand.
* It's ok to briefly expose your biases and your ideas, as long as it's to clarify your question.
* No playing Devil's Advocate, and no debating.
 
Feeling pretty comfortable with your knowledge on the subject? Come listen to what those around you have been wondering in silence and consider how you may, if you choose, be a better ally.

Learning Outcomes:
  • In an AMA, the learning outcomes can be quite surprising.
  • If people listen and find the part of the session where I share my story compelling, they will learn about
  • - sexual identity in the workplace, or, when I had to tell a teammate who liked making casual gay jokes that I had a girlfriend in a pairing session
  • - the intersection of gender and sexual identity, or, how being out as a lesbian ended up with me being just one of the boys (mostly)
  • - respectful vocabulary to use with LGBT++ colleagues

Attachments:

Speakers
avatar for Bonnie Aumann

Bonnie Aumann

Coach | Collaborator, Bluestreak Collaborative | Agile Fluency Project



Thursday August 10, 2017 3:45pm - 5:00pm
Wekiwa 5

3:45pm

Patterns from child psychology to build safety in teams: the Circle of Security framework (Matthew Hodgson, Mia Horrigan)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
Are you a safe pair of hands? How do you know?? People need to feel secure to explore on their own terms, learn, make mistakes and grow, and so do agile teams. But when the security to learn and fail-fast vanishes, when teams fear failure and punishment, a risk-averse culture can grow -- a culture that can destroy agile initiatives and kills continuous improvement behaviours.
Come and learn about the Circle of Security framework – a psychological research-based approach to creating psychological safety – and an example of its use to deal with agile team dysfunction, strengthen trust and help build a learning culture in teams. The presentation will be in a workshop format. Together we'll work through a number of activities to help you:
  • Define psychological safety and trust –- applying child psychology patterns to team dynamics.
  • The cultural and personality factors that affect psychological trust -- what does hierarchy and vulnerability really have to do with feeling safe?
  • The relationship between safety, learning, failing and successful agile teams.
  • Manage the conflict between learning culture and fear of risk risk-taking -– understanding the critical relationships between learning, failure and risk avoidance.
  • Recognise false cues from team members -- what learning and feedback loops look like, from the behavioural perspective of safety and fear, as Agile Retrospectives.
  • Strengthen team relationships -– building empathy by understanding others history, worries, stresses, joys, and hopes.
  • Understand the relationship between team effectiveness and team learning -- what to do as a coach, manager or team member to build and support psychological safety
  • How to be a safe pair of hands for your agile team without devolving into micromanagement or removing their need to be self-organising.

Learning Outcomes:
  • The Circle of Security framework -- how leaders, coaches, managers and even team members can use the to build and support psychological safety
  • The science on the relationship between psychological safety and the learning behaviour critical to agile teams' continuous improvement
  • How to recognise team needs for trust, comfort, support and risk-taking as well as its antecedents -- fear of failure, stonewalling and defensiveness
  • Cross-cultural psychology and personality factors -- do you really need to be 'vulnerable' or is this just pop-psychology?
  • What secure attachment looks like in teams
  • What to do to build secure attachment that will underpin psychological safety within a team and reinforce learning behaviours over risk avoidance

Attachments:

Speakers
avatar for Matthew Hodgson

Matthew Hodgson

Lead Partner for Enterprise Agile Transformation, Zen Ex Machina
Matthew has been using psychology to further ICT cultural change goals for 20 years. He is a contributing author to the books 'The Emergence of the Relationship Economy' and 'The Psychology of Aid' and continues to publish in international journals in the fields of psychology on the... Read More →
avatar for Mia Horrigan

Mia Horrigan

CEO and VP Product Management and Advisory Services, Zen Ex Machina
Mia is an experienced Enterprise Agile Coach and Senior Program Manager with over 15 years senior executive experience leading and implementing ICT programs and projects including digital transformations, from planning through to development and implementation. Mia’s experience... Read More →


Thursday August 10, 2017 3:45pm - 5:00pm
Wekiwa 9&10

3:45pm

Self-Forming Teams: A Facilitator's Guide to Transforming the Organization and Culture (Adam Hsu, Gabe Abella)
Limited Capacity full
Adding this to your schedule will put you on the waitlist.


Abstract:
The term 'self-organizing' is mentioned five times in the Scrum Guide, and if you Google the term you will be presented with a myriad of articles extolling the virtues and benefits of having teams self-organize by allowing them to choose how to accomplish the work. However, you won't find many articles that describe in detail how to help teams begin to form into those extraordinary self-organizing teams. Reality check: Most organizations just starting to transform begin by allowing management to assign people to specific teams based on the notion that people are not capable of self-forming into cross-functional teams with the right skillsets. This is a missed opportunity to dramatically shift the culture by establishing trust and empowerment. Come and learn the techniques to facilitate a team self-formation event so that you can transform your organization into a self-organizing culture no matter where you are in your journey.

Learning Outcomes:
  • In this dynamic simulation workshop attendees will learn the techniques to facilitate a team self-formation event, which will allow people to self-select into cross-functional teams that are fully capable of delivering features for their Product Owners. The goal is to teach attendees how to transform typically large traditional delivery organizations into scaled scrum (or other agile framework) teams.

Attachments:

Speakers
avatar for Gabe Abella

Gabe Abella

Organizational Coach, JPMorgan Chase & Co.
avatar for Adam Hsu

Adam Hsu

Organizational Coach, JPMorgan Chase
Adam Hsu is member of a team of coaches in Global Technology at JPMorgan Chase focused on enabling organizational and business agility at every level of the organization. Adam's approach to coaching is grounded in the principles of Socio-Technical Systems theory with a focus on emergent... Read More →



Thursday August 10, 2017 3:45pm - 5:00pm
Wekiwa 6