* Please note that this is a preliminary schedule, and some of the talks might be moved around closer to the time.
* Please note that this is a preliminary schedule, and some of the talks might be moved around closer to the time.
Make sure to buy the separate Virtual Workshop ticket to be able to join on this day.
All times shown are in CET (UTC +1)
09:00 – 13:00
Uncertainty and complexity in today’s environment only allow adaptable organizations to survive and thrive. To foster the environment for employee engagement and enable transformational change, organizations need practical adaptive management. “The job of management is not to select the best ideas; it is to create a system that allows the best ideas to emerge.” >> Jurgen Appelo, Managing for Happiness.
In this 4 hours workshop are included small chunks of theory and practice to set the Foundation and Essentials of Management 3.0:
Join us on this Power-packed action-oriented 4 hours journey with the Essential digestible chunks of Management 3.0.
Global Lean Change Agent, Change Hacker and Lean Change Community Lead
Leaders in modern organisations are perennially torn between delivering short-term objectives and realising long-term goals. The organisational manager’s KPIs, such as efficiency, productivity and timeliness, seem to be in constant conflict with the agile leadership goal of sustainable team performance and growth. As a result, many leaders are struggling to balance the needs of the business, various stakeholders and people development.
Faced with these challenges, how do leaders then make the right decisions in the workplace? (Or is the ‘right decision’ an illusion?) How do leaders develop agile workplaces that support people growth and business results? Is the solution ‘less framework, more peoplework’?
In this highly-interactive, Miro-powered virtual training workshop, we will explore how facilitative leaders leverage the agile leadership mindset and business agility principles to bring inclusive and psychologically safe workplaces to life. With your learning peers, you will be presented with challenging leadership scenarios, and see how your real-time decisions can impact workplace happiness.
You’ll discover, experience and learn:
➢ The foundations of Facilitative Leadership that cultivate workplace happiness
➢ How to lead in the moment while focusing on long-term team development
➢ How to develop psychologically safe workplaces that are effective and people-centric
➢ How to make effective decisions that contribute to sustainable long-term change and positive outcomes
Facilitative Leadership & Business Agility | Official Miro Expert | Doctoral Researcher
13:00 – 14:00
14:00 – 18:00
In order to continue to be relevant in the changing and complex world,organizations, businesses and public sector institutions are required to adopt innovative modern consciousness, tools and practices. These shorten and make TTV, Time to Value delivery times more accurate, customers and employees bonding and satisfaction and all this without compromising the quality of the work.
This workshop will address:
➢ Agile in the public sector – unique challenges and problems
➢ Ecosystem of the healthcare medical center’s world—Sheba as the main test case study.
Sheba is one of the top 10th medical centers in the world, and they implement knowledge
sharing as their key value for growth
➢ Circle of influence on the expected vs. desired results
➢ Practicing open effective communication with Agile values cards
Expert in Business Processes & Agile Culture
Deputy Director General@ The Education Authority at Sheba Medical Center and TAB - Certified Facilitator
Change is happening faster than ever. Outcomes are uncertain, and the cycle of competition and innovation keeps pushing organizations to change more quickly. Yesterday’s linear approaches to change simply can’t keep up with today’s pace of change. In this 4 hours workshop are included chunks of theory and hands-on practice tools to help you jump-start your LCM journey
➢Introduction to the LCM ecosystem
➢Explore the art of change and shift your perspective about change with the 5 universals of change
➢Dance with the system using the LCM engine: the heart and soul of our ecosystem of change
➢Explore the science of change with a couple light-weight tools such as change canvas and Lean coffee
Join us on this Power-packed action-oriented 4 hours journey!
Global Lean Change Agent, Change Hacker and Lean Change Community Lead
18:30 – 22:30
Authenticity is the currency of our time! Providing a psychologically safe environment as a future-proof leader in teams and organizations requires strong self-reflection and self-awareness skills. Do you want to change the system and the organization? Excellent! Then the best place to start is with yourself! Your authenticity is the very manifestation of your power of self-reflection and self-awareness. Together we explore the five dimensions of authentic leadership in a protected setup. You will also learn how the practices of Management 3.0 can be of assistance.
You will learn to distinguish between authentic, arrogant, and narcissistic leaders through sharing real cases. No previous knowledge is required. The only thing you need is your own life story. In this self-awareness workshop, you will learn to look at your personal account through the eyes of an authentic leader, strengthen your self-reflection skills, and empower others to do the same. Because the beauty of being a leader is that anyone can learn to be one if only they could read their life story through the eyes of an authentic person. And to accept and learn lessons from certain things in life. Are you afraid your story might not be suitable? Ultimately, the beauty of a life story is that it is not life, merely a story. And you can write a new one at any time.
This workshop will include:
*What is authentic leadership?
*What are the requirements : self-reflection -> self-awareness -> authenticity
*Understand the 5 dimensions of authentic leadership
*How do Management 3.0 practices and tools support authenticity in leadership
*How do authentic leadership and psychological safety correlate
*How to spot arrogant and narcissistic leaders and encourage people to be authentic
*Real-life examples of authentic leadership
*How do we start?
Agilist
We don’t need more managers, BUT we need you to be a leader.
Artificial hierarchies are impediments to agility; agile transformations require new structures. Self-organized and self-managed teams are the new normal. Result: Traditional management tasks and responsibilities need to be taken over by everyone.
Ordinary employees are increasingly in charge of projects, steering, directing, bringing people together, and implementing. If we look at it closely, leadership tasks are being delegated to officially “non-leadership” positions here.
But how can you, as an “ordinary” team member, project lead, or product manager, take over the lead and get people to follow you and your vision?
How can you create and influence the environment so your team can thrive and not just survive?
What are the success factors in creating a motivated and engaged high-performing team focused on delivering customer value while having a good time?
How can you achieve all this and become an effective leader without formal authority?
You will not have time to lean back in this highly interactive virtual workshop. Instead, you will experience and exchange with others to learn
➢ what lateral leadership is
➢ why distributed leadership makes sense in today’s world
➢ which requirements have to be met to become an effective lateral leader
➢ what lateral leadership means for your organization and employees
➢ where to start
Furthermore, we will:
➢ experiment together
➢ reflect
➢ discuss
➢ smile at least two times
Lateral Leadership Coach, Author & Trainer
Virtual Conference Day 1.
All times shown are in CET (UTC +1)
10:00 – 10:15
Welcome to Forward Summit! Let’s learn, engage and have two days of fun!
10:15 – 11:15
Imagine a third dimension of organization: neurology and psychology. To work on this dimension is very powerful. To make cultural change successful, you have to deconstruct teams and organizations and then redesign connections between the dots. Redesigning dots means redesigning the form following the function. Surprisingly this is not structure but emotional design. You have to become kind of a Chief Emotional Officer.
Best Selling Author; XING Top Mind 2019, 2020, 2021
11:15 – 11:45
11:45 – 12:30
In the past year, we talked a lot about how technology can help in our daily work, in working together and improving our lives. One topic that arose very strongly in our team was the topic of “How can technology be used FOR the benefit of people and not against it?” We noticed that people wanted to have a stronger alignment with their work and their own values, find their purpose, and wanted to bring sustainable solutions into the world (not just things that were “fancy”). Digital transformation efforts should help people in their lives, to make work easier and more enjoyable, empower people and not eradicate or discriminate against them. Therefore the question “How can we use technology to make the world better and people happier” became our core angle to work with our clients and challenge them on their ideas and mindsets. This also means that ethical leadership and the questions you have to face to get there became big areas of development for us.
I would like to share our journey on “How to be an ethical digital leader and make the world a better place,” the questions and discrepancies we face, and the discussions we have to take on to become better humans, digitally enabled teams, and more thoughtful leaders. We also give some insights into ongoing projects and why making ethical decisions is often a lot harder than it seems.
Business Innovation Lead and Design Thinking & Agile Coach at PwC Österreich
Managers often don’t know what to do with the concept of “happiness at work.” Sometimes the prevailing opinion is that the focus is on completing tasks and that happiness has no place in the workplace. Even if they are willing to increase happiness, it is unclear what can be done concretely and how it relates to the “actual” task of the company.
If you twist the question into the opposite, it becomes much easier: How do you destroy Happiness at work? Many employees can answer this question. And managers may ask themselves whether they have already done one or the other of these things. In conclusion, it’s about replacing these negative habits with ones that really create Happiness.
This session isn’t a talk but an interactive experiment. Participants will share their experiences about how to destroy happiness at work most effectively. After that, we will try to find antidotes together, practical advice about what everybody of us can do to prevent happiness from being destroyed.
The speakers have conducted this event in companies with teams and larger groups. Based on this experience and with insights from science, they want to convey the conviction that everyone in the company can contribute to happiness at work.
Leadership and Culture Coach @ kutura.digital
Leadership and Culture Coach @ kutura.digital
12:30 – 13:30
13:30 – 14:00
14:00 – 14:45
Employees who have managers who focus on their strengths are more likely to feel engaged and energized at work (Ref. The Gallup Organization).
There is significant evidence that innovation in teams actually comes from diversity of strengths rather than individual competencies, and that acknowledging each other’s strengths and communication styles helps to build environments that are psychologically safe.
This has profound implications for developing ourselves as emotionally intelligent managers and leaders who understand and can coach individuals and teams to play to their strengths, but also for us to understand where those strengths can become limitations and where we can get in our own way.
This presentation will draw on science from positive psychology and systemic fields that underpin StrongSuits®, a strengths-based team and personal development tool that uses playing cards and games to help teams have fun and feel energised whilst generating high-impact conversations about how people behave and how they can develop.
Coach, Facilitator & Trainer @ SystemicAgility.com & StrongSuits.com
I often get asked if I know an organization as an example that makes use of the Management 3.0 mindset and practices in its daily work. First, I struggled to answer that question. Do I know an organization next to the Management 3.0 team itself? But then it struck me like a lightning bolt: I have been doing precisely that myself for many years.
Since the beginning of 2019, I have been working for Action for Happiness Germany voluntarily, a non-profit organization that aims to create a happier and more compassionate society while increasing the happiness and well-being of every individual. In everything, we do at Action for Happiness Germany, my Management 3.0 mindset backs my ideas and proposals related to our way of working and organizational structure.
This session gives you an impression of how Management 3.0 can support a non-profit organization in its daily business, becoming successful in what it does.
Founder and Managing Director - Teal Thrives GmbH
14:45 – 15:15
15:15 – 16:00
Happiness is the state of so-called coherence in the brain, which is the state where everything fits together well. That is, where expectations match reality and thinking, feeling, and acting form unity. That is why people always try to find meaning behind things to reach the state where everything fits together and everything makes sense.
Change Projects like Agile Transformations typically add new inconsistencies and ambiguities to an organizational system. This might be one of the reasons those projects often struggle to deliver the desired success and sometimes even lead to higher frustration and demotivation of employees.
The problem here is that we usually introduce new and conflicting rules and patterns into an existing social system, typically without really questioning the existing rules, cultural patterns, and management practices to adapt or even clean them up. The result is, for example, that on the one hand, a new mindset of self-organization and empowerment is expected, and on the other hand, working time recording and tight budgets are still used as management practices.
The result, for example, is that, on the one hand, a new mentality of self-organization and empowerment is expected and proclaimed, while on the other hand, timesheets and tight budgets are still used as management practices.
This mini-workshop is about questioning, adapting, and dissolving existing management practices as a continuous leadership task in organizations – a “clean out for happiness.” Using five steps, you will learn to analyze management practices regarding underlying beliefs and intentions and the impact on value creation and employee motivation. Finally, you will also identify appropriate decisions and measures. After this workshop, you will have a toolset you can bring to your organization or clients to help improve coherence, motivation, and happiness – just the next day.
CEO - Cocondi - Agile Leadership and Agile Organizational Development
Time is something we can’t turn back. And we spend around a third of our lifetime working. Thus – for people to feel fulfillment and joy in this time, it needs to be fun, creative, and provide some personal growth. In this talk Kadri will share experiences from different frameworks inspired by Pipedrive Agile Framework and show how rotating leadership roles, shared objectives and free will can help people and organizations. Kadri will share, how to motivate people to choose the most meaningful paths of growth, how to nudge people to be the best of themselves without burning out and how to scale engineering teams without constant interruption. As a positive side effect, this also provides acceptance of unknowns and self-trust, that there is a solution for any challenge.
Head Of Engineering @ Demodesk
16:00 – 17:00
With 65% of employees saying they don’t feel recognized, 87% saying their recognition program is “stale, outdated, or used as disguised compensation,” and 8 out of 10 employees quitting because they don’t feel appreciated, clearly something isn’t working! Yet recognition and appreciation are key components of happiness.
In this session, we’ll uncover the obstacles and traditional practices holding us back. Debra will introduce tips and tools you can take back and use to redesign and transform your recognition strategy and programs to create and drive a meaningful and effective culture of recognition at your company that is conducive to happier employees.
Best-Selling Author & Chief Pay it Forward Officer @ DebCo HR LTD
17:00 – 17:15
Let’s wrap up the day of learning and highlight the best parts!
17:15 – 18:00
Virtual Conference Day 2.
All times shown are in CET (UTC +1)
09:15 – 09:30
09:30 – 10:30
There’s a reason millions of people can watch Netflix for hours on end every night, but most of us struggle to sit through a meeting or presentation for 10 minutes. It’s not because business is boring; the business has all the excitement of real life – and more. It’s because of how we communicate; without effective communication, employees feel disengaged, teams underperform, and managing change is impossible. That’s why you need storytelling.
It takes more than a story to create long-lasting change, but you can’t achieve it without a story. A story can create focus and give meaning to change, help spread it and overcome objections.
In this dynamic and practical talk, you’ll learn how to:
– Find and nurture the stories that make your culture and inspire change
– Communicate in a way that is memorable and overcomes resistance
– Use stories to create a mission and purpose everyone in the company can get behind
– Make employees people feel heard, valued, and inspired to act
Storytelling Keynote Speaker
10:30 – 11:00
11:00 – 11:45
Entire Countries are experimenting with it, GenZ wants it, Studies show the positive effects! Working less hours than the long-learned 40hrs/week model became more and more attractive.
In this talk, I want to share the journey of Giant Swarm (Tech Company, remote, 90 employees) going towards a 32 hr week. Starting with some theory, I will share the implementation concept and process, the good and the bad stuff, the iterations, and our methods to measure success on both business performance and employee happiness.
VP People at Giant Swarm
We live in a more complex world than ever, and we must adapt to this complex environment every day. Therefore, it is crucial to understand what complexity means and how it affects us.
In this short workshop, you will learn the Management 3.0 Complexity model through a puzzle exercise and experience complexity by running the triangle exercise. With the triangle exercise, the participants can experience the dynamics of complex adaptive systems and the ripple effects it brings with them.
You can draw hints for your change management challenges from it.
Furthermore, I will share my experiences with the Management 3.0 journey in Japan. You will understand what the Agile and Management 3.0 landscape looks like in Japan nowadays and how organizations deal with today’s fast-paced world.
Founder NüWorks GK - Japan
11:45 – 12:30
A curse or a blessing? Everyone has experienced conflicts and some teams. Some people will say that conflicts can be very valuable for a team. However, many teams also ended with a big bang because of conflicts. Should we be happy with conflicts?
Conflicts are hard to deal with for most individuals and teams. Conflicts make most people uncomfortable, and people often tend to avoid them. I don’t believe conflicts should automatically result in people shouting, doors slamming, and people leaving the team.
As a leader, you can guide the team when there is a conflict. Help the team to make a conflict a blessing and not a curse!
In this workshop, we will look at the value of conflicts. The next step will be to support the team when there is a conflict. I like theory, but also you learn much more when you apply things. We end the workshop by using the conflict resolution approach.
Author and Founder of Art of Teams
Let’s be honest: in most cases, it doesn’t matter what your company adopts to claim to become Agile. It could be Scrum, Kanban, or your own SAFeLeSS Frankenstein. The result typically is the same: beautiful PowerPoint slides, Tribes, ScrumBut, and… nearly the same speed of delivery as before but with magical words on top. You also get the same mediocre customer experience. And, last but not least, your employees are not happy. So what if I tell you that if you want to become Agile, you must start with happiness?
In this talk, I’m going to share with you the true story of one giant enterprise that decided to jump into the world of startups. The story where the happiness of employees goes first. The story where you get a product build from scratch in 8 weeks.
Agile coach, Trainer, Speaker, Mentor and Change Agent
12:30 – 12:45
Open sessions are sometimes called “unsessions” or “open spaces.” They’re an alternative to preplanned panels and workshops and create a space for the attendees to take some control over the conference. Sessions are proposed by participants on the day of the conference and are participant-led.
12:45 – 13:45
13:45 – 15:15
Open sessions are sometimes called “unsessions” or “open spaces.” They’re an alternative to preplanned panels and workshops and create a space for the attendees to take some control over the conference. Sessions are proposed by participants on the day of the conference and are participant-led.
15:15 – 15:45
15:45 – 16:45
In this keynote, Sunny shares why it’s time to redefine happiness, the role that life’s highs and lows play, and how we are more resilient when we live with happiness and humanity. She’ll define what it means to take care of your greenhouse as you grow others, and explain the new concept of the double ROI — return on investment and ripple of impact.
Because when we show up authentically at work, we can bring our whole selves, which benefits everyone on the team: solutions are created, innovation happens, and diversity, equity, inclusion, and belonging flow naturally.
When we apply the learnings from Beyond Happiness, we wake up knowing, regardless of what news might be in the headlines that day, that we’re grounded in our internal worlds. That we’re putting our time and talents to the best use, in service of ourselves and everyone we touch in our ecosystems.
Culture Chief @ Delivering Happiness
16:45 – 17:00
– What have you learned?
– Takeaways
– What was fun?
– Connection you made?
17:00