Team Fluency: Five Rules for Continuous Learning & Accelerating Improvement
High performing Agile teams depend on their collective skills and intelligence to produce great results. Teams and leaders build greater capabilities by providing effective work systems and environments for learning. Join Diana Larsen as she shares five dimensions to consider for boosting continuous improvement.
"Gold Medal Me" - Olympic Tips to Be the Best You Can Be
Increased complexity and rapid technological change require us to collaborate better. Collaboration is done in teams but team work is an individual skill.
Those skills are a must-have in our complex world where responsibility, resilience and rapid learning are everything. In this highly personal talk former Olympian Sandy Mamoli dives deeply into the Olympic mindset and contrasts the perspectives and attitudes of professional sports with modern work life. She demonstrates guidelines and tools from the sports arena that we all can immediately apply.
Sandy shares insights that unlock the secrets behind becoming a future-fit employee and leader and describes skills that will make you a successful and appreciated member of any team and organisation. From critical feedback skills to learning from failure and high-performance teams, come along and learn practical ways for how to apply ideas from Olympic sports to your professional career!
Why Business that orient Performance Management systems around basic human needs for Psychological engagement get the most out of their People
As human beings, we are driven by our basic needs and motivated by the same things. Yes, we are all actually motivated by the same things, all people on this planet, BUT, all to a very different degree. And this is what makes us so different and unique. Each person is like a finger print. Fortunately. Diverse teams with high levels of trust and psychological safety will outperform other teams. And here we don't just talk about the kind of diversity that is visible, we talk about cognitive diversity, the diversity that is invisible for the eye. But how can we work together and focus on value creation if we don't understand how to use our differences in a constructive manner? In this short talk, Pia-Maria Thoren will elaborate around how can we optimize team potential by understanding team members different basic needs and see them as strengths instead of potential conflict creators. And how we can build an organizational system where people get their most important needs met at work.
Agile in sales is a competitive advantage by Marina Alex Would you like to learn how Agile helped to triple sales while keeping the same people and budget? Would you like to learn how an Agile sales team created more than 300 process improvements in a single year?
Would you like to learn how to overcome common obstacles when implementing Agile in your Sales teams?
In her presentation, Marina Alex will introduce SWAY (Sales with Agile) which is being used to improve sales around the world; from America to Russia to Thailand! She will explain why Agile in sales is a competitive advantage that is hard to copy. By sharing examples and case studies, Marina will show you how to get started with your sales teams today.
Why do you need Agile in your sales teams
How to implement Agile in sales through SWAY
Understand how to overcome the obstacles you may face along the way
In the presentation, I will introduce the concept of Wardley Mapping, and then I will use it to define four types of innovations. Each type requires approaching management in a different way, so I will show examples, common obstacles, argumentation lines & recommendations.
Participants should learn how to quickly evaluate how much value their ideas have for their organisations.
Marina Alex: SWAY in practice: SWAY cases in business (marketing, sales, etc) SWAY Canvas: Value-based approach to sales management Traditional and agile sales: key differences Case-study analysis. Mistakes and difficulties
Chris Daniel: How to build a real strategy for your organization
Agile People Coach - An alternative career for HR and Managers in the Future of Work
The role of HR and Managers is changing into a more guiding and coaching role for the people in the organization to be able to perform and be happy. At the same time, the world is getting more complex and there are few competitive advantages still remaining for companies who wants to survive and flourish. One such competitive advantage is to learn faster than the competition, so that you can be innovative and creative and invent and produce products and services that customers want and need. But it requires a totally different Leadership that let people make mistakes and learn from them. It also requires different principles for HR, who needs to abandon policy making and process mapping for supporting speed, adaptability and customer focus. It takes cross-functional business teams on all levels to create a learning organization that has become a prerequisite for success, when everybody needs to take shared ownership for the company vision. The old structures with top-down hierarchies, annual budgets linked to fixed performance targets and rewards will not support the speed and motivation that needs to permeate future workplaces. In this scenario, the future career path for Leaders and HR will be the one of the Agile People Coach - a role that aims to create the right conditions for individuals, teams and the whole organization to grow and develop and change, as needed to survive. This talk will describe how Leaders and HR need to change to become Agile People Coaches.
Have you had a hard time figuring out where to start with Test-Driven Development. What if ZOMBIES could help you build code that does exactly what you think it is supposed to do? What if ZOMBIES helped you build a test harness that can keep your code clean and behaving as expected for a long and useful life? ZOMBIES can help!
I'm not talking about a legion of undead or virus stricken. ZOMBIES is an acronym that helps you, the engineer, decide where to start, what test to write next and make sure that, to the best of your ability, you do not forget critical tests and production code behaviors. We'll go through the thought process and steps with a detailed code example.
How can you prove that your teams are truly resilient? Are you prepared to make turn over as inexpensive as possible? Talk will focus on my experiences, then we will run some experiments to illustrate how these strategies can help your team become more resilient to change.
The Whole Team Approach to Testing in Continuous Delivery
It’s not uncommon for teams practicing, or moving towards, continuous delivery to face a growing backlog of customer-reported bugs and struggle to maintain their deployment cadence. If a team has testers, the testers may be expected to continue with their same testing activities, without any thought as to how those can be fit into CD. Teams without testing specialists often struggle with insufficient coverage from their automated regression tests, and they may miss serious problems entirely because of inadequate exploratory testing.
This session will introduce techniques that help teams build confidence to release small changes frequently. These include:
- a pipeline visualization exercise teams can do to find ways to fit in all testing activities, including manual ones, and shorten feedback loops
using a test suite canvas to determine the minimum automated tests needed
ways to analyze risks and determine next steps to mitigate them
ways testing specialists contribute to continuous delivery success
This is a session for everyone on the software delivery team, who may or may not have experience with continuous delivery and deployment.
Built-In Quality is a key value in software development. Quality includes both building the right thing and building that thing right. Shift testing left to build in quality revolves around Hypothesis Driven Development (HDD), Behavior Driven Development (BDD), and Test-Driven Development (TDD). With HDD, you create an idea for a functional change and a hypothesis as to the customer’s use of that functionality. That hypothesis forms a test as to whether you are building the right thing. With BDD, tests are created for the functionality prior to its implementation to ensure you are building the thing right. Tests for internal components are created prior to coding with TDD to check that they are working properly. In this session, Ken Pugh describes how HDD, BDD, and TDD work together and how the different roles collaborate in these processes.