Forward Virtual Program

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The Forward Virtual program is designed to provide the most interactive and content-rich online event experience. Be inspired by the exceptional keynotes and take part in the breakout sessions with group activities; open-space sessions and games and tools to equip you to co-create your learning journey.

In addition, to the content-filled program, we know that networking and having fun is a vital part of any event experience. Enjoy a virtual coffee; quick stretches; live polls as well as much more. You will come away from Forward Virtual with many new contacts and friends all passionate about management & leadership transformation.

We have taken time zones into consideration for each day. You can join live and/or catch up on the recording of each day’s session to ensure maximum value and engagement for our global audience!

Make sure to buy the separate Workshop tickets to be able to join on this day. All times shown are in CET (UTC +1)

08:30 – 12:00

Management 3.0 Essentials – English

Uncertainty and complexity in today’s environment only allows organisations that are adaptable to survive and thrive. To foster the environment for employee engagement and enable transformational change, organisations 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 3.5 hours workshop are included small chunks of theory and practice to set the Foundation and Essentials of Management 3.0

The Why, the What and the underlying principles and views of looking at systems

The How: some actionable and digestible practices to create such a system to foster transformational change within teams, companies and even within the “I”, increasing employee engagement.

Some of the practices included in the workshop are Happiness door, Personal Maps, Delegation board with delegation poker.

Join me on this Power-packed 3.5 hours journey with Management 3.0 – actionable leadership in digestible chunks.

Preconditions: NONE
Skill Level: All

Sarika Kharbanda

Global Lean Change Agent, Change Hacker and Lean Change Community Lead

08:30 – 12:00

Facilitative Leadership: Techniques and Tools for People Development and Sustainable Change

‘Manage the system, not the people’
This Management 3.0 quote inspires so much of my life’s work. As Stoic philosophers stress, we have very little control over many aspects of life and, especially, of others. What we should focus and work on, however, is our ability to be a ‘leader at every level’. It is only through our own actions that we can create engaging, inspiring and self-organising workplaces.
But how do we do so? How do we ‘manage the system’?
In this highly-interactive, Miro-powered workshop, we will explore how facilitative and visually engaging leaders can leverage business agility, complexity- and systems-thinking principles to bring inclusive and psychologically safe workplaces to life.

Isman Tanuri

Facilitative Leadership & Business Agility | Official Miro Expert | Doctoral Researcher - Less Framework, More Peoplework

13:00 – 16:30

Decoding the mysteries of social systems using causal loop diagrams

One of the most important principles of Management 3.0 is to “manage the system, not the people” in order to “improve the whole system”. To be able to achieve this we have to develop a better understanding about complex social systems, how they work and how or if we can really influence them. The goal of this workshop is to dive into Systems Theory and Systems Thinking by introducing and using Causal Loop Diagrams. This modelling tool is a very practical way to make You aware of the complex world you are in. It also offers a platform to discuss and align all the different perceptions and mental models of the stakeholders and decision makers involved. Finally it offers a possibility of test your hypothesis and improve the interventions you plan to continuously improve the system. All this is very important, if we want to effectively develop our organizations and address the challenges we face.

Preconditions: NONE

Skill Level: All

Jürgen Dittmar

CEO - Cocondi - Agile Leadership and Agile Organizational Development

13:00 – 16:30

Let’s break the engagement ceiling – creating an awesome employee experience

With the shift from hierarchical to agile organizations we also see a shift in how we look at our people. In the past it has been all about resource allocation, efficiency and productivity. Then we focused on personal and motivational drivers, leading us to the current era of people centricity and happiness at work. Finally!
This shift also made us spend lots of time, effort and money to increase employee engagement. But after an initial improvement we now seem to have hit an engagement ceiling: people are not getting more engaged or happier ☺. What can we do to break that ceiling?
> In part one of this workshop, we will look at the evolution of HR, some fun facts & figures, cool examples and the difference between employee engagement and employee experience and explore how we can ‘flip’ from an HR perspective to a People perspective.
> In part two we will heat things up a bit (a lot 🔥) in a highly interactive design pressure cooker! It is all about persona’s, journey mapping and finding creative solutions.
At the end of this workshop, you:
* understand how the integrated employee engagement model © helps to identify engagement problems;
* discovered how zooming in on the moment that matters in the employee journey, can lead to unexpected insights.
* experienced how a design thinking pressure cooker can lead to unexpected and creative!
* will be receive handouts, canvasses & tools to ‘try this at home’!
“Let’s break the engagement ceiling and design an awesome employee experience!”

Diana Russo

HR & Organization Innovator |Fire Feeder - HR Impact Makers

17:30 – 21:00

How to remove resistance in an (Agile) transformation

“You can’t overcome resistance if you don’t recognise and understand it”

Transformation means change, and as we all know change often encounters resistance.
Why; because what we don’t know makes us uncertain, and sometimes a bit scared. Just like the feelings caused by the creatures in one of our favorite movies; Ghostbusters.

As change agents we have a big toolbox with cool stuff to overcome resistance, but how do we know we are using the right tool, at the right time, in the right context?
If we take the wrong approach we may do more harm than good.

Remember what happened in the film Ghostbuster when they shut down the containment field?
Or used their particle beams in a small room?
It’s all about applying the right tool to provide the best solution.

So leading change starts with:

Making the resistance transparent; bring the ghost out into the open
Understanding what the causes are; what type of phenomenon are we dealing with?
Estimating the impact of the resistance; is it a harmful or a peaceful ghost?

Only then can we apply our skills and experience in the right way and at the right time to overcome resistance; bust the ghost!

In this interactive workshop we’ll provide you with your cool equipment!
We promise fun, energy, learning and NO Powerpoint! Come join us on our quest!

Marc Nieman

Customer Experience & Growth Champion @Management3.0 - Agile Coach @Wemanity Group

17:30 – 21:00

Management 3.0 Essentials – Español/Spanish

Actualmente la incertidumbre y la complejidad en nuestro entorno solo permiten que las organizaciones adaptables puedan sobrevivir y prosperar.

Para impulsar un entorno propicio para el compromiso de los empleados y permitir un cambio transformador, las organizaciones necesitan evolucionar su liderazgo.

“El trabajo de la gerencia no es seleccionar las mejores ideas; es crear un sistema que permita que surjan las mejores ideas”. -Jurgen Appelo, Managing for Happiness

En este taller compartiremos la esencia de Management 3.0, una forma de pensar que está evolucionando el liderazgo e impulsando mejores entornos laborales en todo el mundo. Esto lo haremos combinando la teoría con la práctica.

Entendiendo como podemos transformar nuestras organizaciones para tener un foco verdadero hacia las personas: su motivación, crecimiento, felicidad y empoderamiento, y a través de ello obtener resultados increíbles.

Algunas de las prácticas incluidas en este taller son: Happiness Door, Personal Maps, Delegation board con Delegation Poker.

Por su puesto el cambio empieza con uno mismo, Así que te invito a ser parte de esta aventura poderosa y llena de acción dónde conoceremos la esencia de Management 3.0

Condiciones previas: Ninguna
Nivel de habilidad: Todos

Guillermo Lechuga

Head of Culture and Agile Coach @Multiplica

17:30 – 21:00

Management 3.0 Essentials – Portuguese/Português

Management 3.0 Essentials : uma abordagem inovadora de Gestão que envolve as pessoas, para melhorar todo o sistema.

Se você tem vontade de conhecer as teorias que suportam este mindset, refletir sobre histórias inspiradoras, trabalhar com jogos divertidos, fazer dinâmicas em equipe dentro de um ambiente de aprendizado moderno para aplicar as praticas no seu dia a dia você precisa participar desta sessão.

O workshop é dividido em 3 blocos sendo 3 horas de conteúdo teórico-prático sobre Management 3.0 + 30 minutos de troca de experiências com a Lu, com perguntas e respostas, onde ela te mostrará como seu time alcançou o sucesso na prática!

Qual é o conteúdo?

• Como lidar com a incerteza

• Autoconhecimento, individuos e interaçoes

• Construção de times e Diversidade

• Introdução a M30 e as 6 visões de gestão

• Princípios, Gestão e Liderança

• Felicidade no ambiente de trabalho

Práticas

•Personal Maps + Diversity Index + Identity Symbols + Happiness index + Happiness Door, Niko Niko Calendar + 12 Steps to happiness + Kudo Cards

Luisa Escobar

People Strategy & Engagement @Philips

Main Virtual Conference Day 1. All times shown are in CET (UTC +1)

09:00 – 09:15

Welcome by Management 3.0 and Ice Breaker Activity

09:15 – 10:15

Leadership Lessons from 20 Years in Product Management

Product people have a challenging job: To achieve product success, they have to lead a group of diverse stakeholders and agile development teams without being their boss. My talk explores the leadership techniques that help product people succeed, and it discusses how they can benefit others tasked with guiding a group of peers.

Roman Pichler

Product Management Author, Consultant and Trainer

10:15 – 10:45

Team Track

The Personality of Success

Your personality either drives your success or steers you of track. If you’re like most people, it’s a little of both. You’ll explore whether you are creating an environment in which you thrive or a culture in which each of your team members feels valued, respected, and motivated.

In this engaging talk, Merrick Rosenberg will guide you to discover the most interesting topic of all – You (and everyone you work with)! You will learn to adapt with chameleon-like flexibility to instantly connect with others and communicate like a pro. In Merrick’s relatable way of linking personality to Eagles, Parrots, Doves and Owls, you will see yourself in his stories and unlock the power of your personality to build stronger relationships, drive results and create a winning culture.

Do you communicate in your style or theirs? Do give feedback that they need or is it what you would like? You will develop chameleon-like flexibility to engage your people by unleashing each team member’s natural gifts. You will learn how to adapt to your people instead of making them adapt to you. This session will help you become the leader that people would follow anywhere you go.

After this session, you will be able to:

– Develop leaders who create an environment for their team, not just themselves

– Reimagine leadership as an adaptive process that engages every team member regardless of their personality

– Create an enduring culture that grows passionate leaders rather than passive followers

Merrick Rosenberg

CEO @Take Flight Learning

Happiness & Wellbeing Track

Reframe: Reframing normal and understanding wellbeing post covid

1. REFRAMING NORMAL: Stages of change and their associated effects. 2. DISCOVERING YOUR PERSONAL NORMS: How has the pandemic impacted our mental health and how to manage the ongoing effects independently for you.
3. MICROWELLNESS™: Reframing wellness as a tool of success and accommodating wellness into your present lifestyle
4. STRESS & ANXIETY SCALE: Measuring where you sit on the S&A scale; highlighting how small adjustments in levels can positively influence your body and mind.
5. TOP 5 TIPS: MICROCHANGES™ you can apply immediately without having to rearrange your schedule!

Tayyaba Jordan

Exec Health & Wellness Coach @Wellness with me

Engage & Motivate Track

Work in the age of loneliness

When the world started doing 100% remote work in office jobs, numerous issues arose, on how to stay emotionally connected to each other. We build a framework around 3 pillars to provide teams with support and enable them to bridge the gap between the collective islands of lonelyness: Structure, Connection and Safety. Within these 3 categories we identified activities and rituals that helped keep teams connected and supported the transition from remote zombies to socially less awkward humans. As always: some things we thought about worked well, some backfired in unexpected ways. I will share some insights into our framework and be happy to discuss your own experiences.

Bernadette Fellner

Business Innovation Lead and Design Thinking & Agile Coach at PwC Österreich

10:45 – 11:00

Virtual Coffee: Chat; stretch; 1:1 meeting!

Visit our virtual world to chat and explore; stretch; hop on a 1: 1 meeting or visit our sponsor booths.

11:00 – 11:30

Hiring in the hybrid world – why it is essential to integrate the whole team

The pandemic has impacted many things, including the way companies hire new employees. Classical in-person interviews, conducted by a manager and an HR partner and based on a formal job application, suddenly became impossible. Companies had to adapt their processes to a remote way of hiring.
However, the pandemic was just a catalysator to a work world that has become more decentralized and digital. The self-organization of teams is increasing on this path. But what does this mean for hiring? Companies have evolved their talent acquisition and recruiting during the last years, adding AI and seemingly unbiased processes. But in the end, big and small companies are mostly aligned: it’s the manager who is making the final hiring decisions.
Decentralized, self-organized teams on the one hand and on the other hand, new hires are still decided by just one or a few – does this still fit?
At Management 3.0, we consciously decided on a different approach. One that gives the new hire a head start of trust by the team. One that makes the will to work together as a team a matter of course.
The talk will walk through the exact process we are following, its benefits, and its challenges. It will also look outward and compare this to other companies’ approaches before deriving 5 tips to adopt this practice for your own business needs. Meant as an interactive dialogue, we will discuss questions, doubts, and opportunities for creating the hiring decision process that suits the new working world.

Katharina William

CEO & Facilitator Happiness Coach @ Management 3.0

11:30 – 12:30

The journey of unlearning

I have been an entrepreneur for the last 43 years. This is an exciting ride which includes working with 40,000 artisans of rural parts of India. It started as a humble beginning in 1978 when I borrowed USD 200$ to set-up 2 looms at my home. I believe that my real education began at this point in time. This journey involved fighting against the social taboo of considering weavers as untouchables in the society; standing with the weavers against the exploitation by the middlemen. Long ago, I understood that formal education bring a false sense of pride. Knowledge without practice builds ego. That is when I started speaking the need for a “Higher school of unlearning”. Here, an individual loses themselves to finding themselves. Losing self involves leaving behind their ego built through achievements, designations and
academic qualifications. Finding themselves include discovering their purpose. Gladly, I am the first student of this “Higher school of unlearning”. I left my feeling of goodness I developed from the work I did in the initial year, I left the fears I developed due to societal pressure. We have seen our weavers who have not been to primary schools winning global design awards competing against giants of the world. Yet they go back to weave their carpets as if nothing has happened. This teaches me to be humble at every stage of my life. This, is the journey I would like to share with you all through this talk.

Nand Kishore Chaudhary

Social Entrepreneur, Chairman & Managing Director at Jaipur Rugs

12:30 – 13:00

Future Leaders Track

Leading HR into the future

“As we see organizations moving away from traditional and hierarchical structures and transforming towards more agile and ‘flat’ (as in distributed) alternatives, this undoubtedly has impact on HR activities and therewith on the HR organization.”
So, let’s explore in this interactive talk the most important elements, themes and changes that should be on HR’s radar to become future fit!
Because, when we look ahead in time can we paint a compelling picture of the organization of the future? Can we imagine what the world of work will look like in a few years from now? And what this means for HR?
And when we look outside, which trends & developments are currently see impacting the organization? Are we curious and alert enough to see what is coming and ready to react without upsetting the entire (HR) system?
But also, if we look inside and closely listen to what is going on in the organization, can we identify what are the most important and persistent (people & culture) issues, dilemmas and problems that need to be addressed?
With the answers to these questions, we can determine how we – as HR- can add value to the business and consequently think how we can best organize ourselves. Are we ready to explore a world of work where HR might not be called HR anymore, the HR-department as such might not exists anymore and evolved into a distributed and agile HR-ecosystem?

Diana Russo

HR & Organization Innovator |Fire Feeder - HR Impact Makers

Team Track

Three behaviors to hack culture and boost agile

It is 11pm on a Friday night. In the office building across the field, the lights are still burning on the 4th floor. The team is struggling to get the release out. Approvals came in late, the run-book had errors, the ops team had objections … The team has been working in scrum for 9 months, why is this still happening?

Making an organization agile goes beyond sprints, scrum masters and release engineers. To make an organization agile, you need to build an agile culture. But how? We know how to re-org people, update governance committees and even change the funding model, but where is the culture and how do we change it? The key to unlocking agile organizations is in leadership behaviors. In this talk, we discuss 3 behaviors that leaders need to embrace to go from agile teams sprinting to an agile organization.

Jeff Nicholas

Partner & Associate Director at Boston Consulting Group

Management 3.0 Track

How to become a transparent company (and not die trying)

My goal in this session is to share how we applied some Management 3.0, Holacracy, Sociocracy 3.0 and Teal organization practices in Keepler, the company I work for.
We have an adaptable culture in terms of being able to change our shape depending on the context.
We are 3 years old and we’ve based our culture on concepts from these frameworks/philosophies using techniques such as Moving Motivators, Open Salary Formula and Advice Process in critical moments that helped us to create the culture we wanted.
During this session, I’ll explain how we created our culture from scratch using concepts and practices of these frameworks as well as what things worked fine and what things worked not so fine. It will be a very interactive session and the goal is to explain concepts about culture and how we applied them in a real scenario.

Pedro Serrano

Agile Coach @Keepler

12:45 – 13:30

Lunch: chat; stretch; 1:1 meeting!

Visit our virtual world to chat and explore; stretch; hop on a 1: 1 meeting or visit our sponsor booths.

13:45 – 14:45

Helping Teams Create Value

Teams are the basic building block of business organizations. Sixty-eight percent of the Fortune 1000

companies are using teams that can manage themselves. Research suggests that shifting toward a team-based organizational model improves performance, often significantly. However, many organizations struggle with team performance. Teams don’t deliver the expected value, don’t meet deadlines, underperform, are disengaged, or require extensive management.

There are many theories about successful teams. There is also a lot of academic research available. What if you would combine this all, using also real-life experiences? In this talk, based on the book Art of Teams, Ralph will share six components that all successful teams have in common:

1. Achieve Clarity

2. Understand Their Impact

3. Trust One Another

4. Engage in Conflicts

5. Act Reliable

6. Care about Results

Not just the theory but also practices and tools that relate to the component. It is easy to say you need to engage in conflicts, but how do you successfully engage in conflicts? In this talk, Ralph will also connect existing practices in a refreshing way to one of the six components but also introduce some new practices.

He will also focus on team development models, should we use Tuckman’s model, or was he maybe wrong?

Ralph van Roosmalen

Author and Founder of Art of Teams

14:45 – 15:15

Agile & Change Track

On towards the transformation: Using future challenges as an opportunity with innovative models

We live in a world that is constantly changing. Especially the rise of technology and digitalization accelerated this trend even further. And now the world changed once again during the recent COVID crisis. This demands more resilient and fast-moving companies to be flexible in changing economic conditions. To solve those issues, agile working has established itself as a future looking and innovative approach towards resilience of change. In this talk we will look at why the economic situation is getting even more volatile and how companies can build resilience against these rapid changes.

Dominic Runge

Management Consultant @ borisgloger consulting

Future Leaders Track

Bursting with Life!

So much of progressive management today, seeks to ameliorate conditions for staff. We want better cultures, more agile teams, more empowerment. It’s all worthy, but a shadow of what’s ultimately possible.

What if the firm was truly centred on people’s spiritual and emotional growth? What if every interview started with the question ‘What are your life’s dreams?’

What if was the firm’s purpose was to have you fulfil your dreams?

Sounds like a fantasy. These firms exist.

Let me take you on a tour of some of the most extraordinary companies on earth.

I’m the host of the Being Human podcast and I’ve interviewed dozens of the most extraordinary business leaders alive today. Let me inspire you with real-world tales of a profoundly new way to do business.

Richard Atherton

Partner - FirstHuman

Engage & Motivate Track

Your Next Chapter: Thriving in an Uncertain World

We’ve been reeling from the changing landscape of the “pandemic workforce” as we face the uncertainty of what lies ahead. Many of us have suffered the loss of our jobs as we knew them: we’ve been furloughed, moved on rather than returned to the office, or the worst, were let go after a business closed or was downsized. Job loss can leave a devastating and lasting depletion of our self-worth. But, it doesn’t have to. In this session, you’ll learn how to take the time you need to navigate your emotional and professional journey to your next chapter. Whether your departure was voluntary or involuntary, my goal for this session is to help you emerge with a new set of positive beliefs about your future and your power to chart a course that benefits you and your next role wherever and whatever it may be. If you have had to let people go, you’ll gain insights about minimizing the emotional toll on the departing.

Robin Merle

Author Involuntary Exit: A Woman's Guide to Thriving After Being Fired

Management 3.0 Track

Kudo Cards – Changing the recognition culture on a team

How different is it to be a leader in a volunteer’s team?

Through my journey as a volunteer on PMI-MG (Project Management Institute – Minas Gerais Chapter – Brazil), I was able to learn that as leaders we need to know how to engage people through purpose, motivation and recognition.

Yearly, the chapter organizes a congress open to the project management community. Usually, a team of almost 30 volunteers works for almost 9 months to make it happen. It’s a big opportunity to learn and develop management skills.

After being a member of the volunteer’s team, I had the opportunity to coordinate the communication team on the next year, being awarded as Outstanding Volunteer. This recognition made me happy at first but, in the following year, as Programs Director, responsible for the whole congress, I realised that I had the opportunity to make something different to take recognitions to a new level.

How we used Kudo Cards? Was it simple to change the recognition culture of the congress? What were the results?

Let’s talk about this experience?

Guilherme Viana C. Amorim

Squad Leader at CI&T

15:15 – 15:30

Virtual Coffee: Chat; stretch; 1:1 meeting!

Visit our virtual world to chat and explore; stretch; hop on a 1: 1 meeting or visit our sponsor booths.

15:30 – 16:30

The Versatile Organization

What is next? SAFe, and the Spotify Model? Well, it’s not hard to see in which direction the world is moving: organizations that consist of networked individuals who work from anywhere, who form teams on the fly, who focus on the customer experience (CX), who aim for objectives and achieve results, and make that a whole lotta fun for themselves. Such an organization can do anything!

Jurgen Appelo

Author, and Top 100 Keynote Speaker on Agility, Leadership, and Innovation.

16:30 – 17:00

Future Leaders Track

Young Leaders will change the world!

EthosVO has been creating and accelerating socially valuable businesses in the UK for over a decade. Our aim is to encourage all organisations we work in or on to operate in a people-centric, adult to adult (peer-to-peer P2P) fashion. We would like everyone to feel they have a say in how, when and why they work. We believe work should be the result of consensus not being told. We often refer to Ethos as an experiment into the future of work for the 100 or so people in our current ecosystem. We’ve made many (many) mistakes over the years. Hopefully we have learnt some things. We do not claim to have all the answers. We have always worked virtually. We like to co-venture the projects we create.

Prior to the pandemic most partners who worked within Ethos came to us with a decade or more of experience; but those that could not afford it were excluded. The pandemic changed all that. We launch a project called “Young Leaders” whose objective is to create work tailored to the interests and aptitudes of our 16-24 year olds. Working with organisations to build capacity and drive positive system change.

What sort of future of work would we build if we did not have to unlearn the way “things are done around here”?

Robert will be joined by Charlotte, an experienced Young Leader to share their experiences and excitement about the movement, the project and the lessons.

Robert Pye

CEO & Founder of EthosVO

Team Track

Communication Flow

There are a lot of communication channels we are dealing with on a daily basis. Some of them can be used for specific purposes and are clearly pre-defined, but usually, it is not the case. If the process is not defined or communication flow is not established, it could cause small or big issues on all levels – from personal to organizational.

Just take time, breath, drink water, and … ask simple questions like: Which communication channel is the most efficient for my case? Am I reaching all relevant persons? What is my expectation about further steps? How long can I wait for a response without getting nervous? Do I know, how much time a similar process takes? What is the best way to address urgent or important issues?

Answers to these questions are important for successful collaboration in the team and also in the entire organization. It helps to set up ways of working and improve company culture. Understanding communication flow can open new possibilities to reach your goals more efficiently.

This session will give you an overview of ways of communication, expectation horizon, possibilities to identify weaknesses of existing communication flows, and as a result, consider further improvements.

Juliana Stepanova

Agile Coach in Enreach

Engage & Motivate Track

Cultivating engaged employees in the hybrid workplace

This entertaining, education, and thought-provoking session provides a powerful metaphor and practical framework for cultivating a culture in which employees develop an emotional connection and commitment to their work. You will leave this session with:
– A heightened understanding of what employee engagement means in a hybrid context.
– Practical steps for cultivating a humancentric hybrid workplace culture that inspires greater engagement.
– Specific actions you can take to influence engagement, regardless of your role.

Eryc Eyl

Author of Stop Engaging Employees: A Plea and a Plan for Humancentric Workplaces

Future Leaders Track

When collaboration meets success

Prepare to embark on a journey towards collaboration and find success as a result. The first step is to better understand the challenges presented by today’s highly complex world. Then, it’ll be time to get acquainted with the power of collaboration and its potential positive impact on your projects. Finally, you are going to find ways to embrace a collaborative mindset.

Tiago Ramalho

Senior Consultant Deloitte Portugal

17:00 – 17:15

Virtual Coffee: Chat; stretch; 1:1 meeting!

Visit our virtual world to chat and explore; stretch; hop on a 1: 1 meeting or visit our sponsor booths.

17:15 – 18:15

Improving Employee Engagement Through Uncertain (and Remote) Times

As uncertainty spreads through our workplace and our individual teams, it is challenging to operate and succeed as a leader in our ‘new normal.’ But in these unprecedented times, the way you lead your team matters now, more than ever. This session will discuss:

The impact uncertain times have on employees and why it’s important for leaders to focus on engaging their teams

Specific recommendations on how to engage employees given our new remote work environment and uncertainty in the workplace

The mindset and approach that you need to start with

Examples of leaders and companies that are doing it well to inspire action

Rob Catalano

Chief Engagement Officer @ WorkTango | Named Top 100 Global Employee Engagement Influencer in 2020

18:15 – 19:00

Join us for the Forward social

More information coming soon.

19:00 – 

Virtual bar, Dj, firepits

As organisers we might be taken a little break to reload for the next day, but that doesn`t mean the fun must end! Hang out in the virtual bar, relax next to the firepits or strud your stuff at the dj booth!

Main Virtual Conference Day 2. All times shown are in CET (UTC +1)

7:30 – 8:00

Virtual Coffee & Chair Yoga to relax & revive your body & mind with Wellness Expert, Lucy Olafsson

Choose one of the breakout rooms to chat; join our chair yoga session; visit our virtual expo or hop on a 1:1 meeting

08:00 – 08:15

Welcome back by Management 3.0

08:15 – 09:15

Promotors or Permafrost: The role of management in Enterprise (Agile) transformations

“If management doesn’t actively support the transformation journey, it is doomed to end in disappointment”.

One of the key success factors, or impediments, in successful transformations is the role of management.

Their mindset and behavior can make or break the journey towards a future fit organization! So how do we ensure managers are driving the change and not blocking it?

For over 20 years Arie has been supporting organizations around the globe in their (transformation) journey to become future fit; create enterprise level agility.

Taking a pragmatic approach Arie leverages Agile tools, practices, and methodologies to create a different mindset, building truly client and employee centric companies.

During his work Arie has gathered extensive knowledge into what works, and doesn’t work when it comes to engaging management.

In this 1-hour fireside chat he will share some of his lessons learned on how to coach, train, support, challenge and engage managers across the entire organization, making them active promoters of change.

Arie van Bennekum

Co-author of the Agile Manifesto

09:15 – 09:45

Future Leaders Track

Less is More

Viisi Mortgages co-founder Tom van der Lubbe goes into conversation with Richard Atherthon on how such a small company was awarded the Zero Distance Award.

Spoiler! According to Tom it’s all about their management philosophy of less is more and the practical implementation of the golden rule.

The awards identify and celebrate the work of organizations throughout the world in eliminating the distance between their employees, their operations and their customers.

Tom van der Lubbe

Co-Founder - Viisi

Richard Atherton

Partner - FirstHuman

Team Track

Create Psychological Safety in Your Teams

Many leaders struggle with creating high-performing teams. In many cases, their teams lack psychological safety.

“Psychological safety is one of the most important leadership responsibilities of the twenty-first century,” says Amy Edmondson, an influential business thinker. The research of Google titled “Project Aristotle” named psychological safety as the most important factor for high-performing teams.

As leaders, we need to champion a psychologically safe workplace where our teams can innovate and grow. After attending this interactive session, you will:

– describe inspiring leaders who succeed by creating psychological safety
– explain the level of psychological safety in your team and
– apply the “mistakes” approach to increase psychological safety in your team.

Mehmet Baha

Founder & Senior Consultant @Solution Folder

Engage & Motivate Track

Everybody makes decisions

Everybody makes decisions: it is both a fact and a powerful ambition.

– A fact: your employees and your peers make decisions about their career, their relationships, their families all the time –does your organization acknowledge that muscle and benefit from it?

– A powerful ambition: a number of models and real-life examples have shown over the years (decades, really) how every organization can maximize its impact by inviting more people to make important decisions.

Whether you are already on a path toward increased autonomy in your teams or not, I’ll share an overview and real-life examples of places where decisions are widely shared. Those issues matter more than ever in hybrid workplaces.

Be ready to share questions and insights with your peers!

Lorraine Margherita

Co-designer of collective dynamics for governance and performance ✔ Helps multinational organizations experience collective practices ✔ Promotes empowering cultures

Management 3.0 Track

Oops, we have to move remote! A case study from a leading bank in Africa.

The story begins just before the lockdown, The previous year, was a huge one in my company, we started our shift from a more classic to a product organization. And we are one of the biggest banks in Africa, so let’s say that that was a very big step.
To help everyone, find his place and better understand his contribution to the whole, we were preparing for our first custom quarterly planning. Unfortunately, few days before the D Day.
Everything was cancelled due to Covid-19.
The following days and even weeks were very hard emotionally. Everyone was scared, but we had to find a way to move forward, be able to continue responding to our clients and also to support the government’s covid-19 assistance plan.
The biggest challenge was how to make people collaborate and work together from their homes; under very stressful conditions (some were afraid for their loved ones especially for the most vulnerable, others were alone at home for many weeks …). Considering that most of our teams never worked remotely before!
And we made it! We brought people together and conducted our cross teams and departments quarterly planning remotely! Of course, it wasn’t perfect, and we are still learning, but what a great challenge! That’s the story I will try to share with you during our time together!

Lallia Cherif

Founder and Business Agility Coach @ Upper Team

09:45 – 10:00

Virtual Coffee: Chat; stretch; 1:1 meeting!

10:00 – 11:00

The path to becoming “remote first”

Hybrid working existed before covid, but covid definitely made it more popular. With extensive polling of workers around the world, the answer is clear: the future of work is choice. For organizations to survive and thrive in the modern world, we want to be able to work a hybrid or “remote first” way: working online as if we were in the office together.

In this interactive presentation, we’ll explore how digital nomads, virtual entrepreneurs, and global organizations are reaching through the screens to collaborate seamlessly at a distance. You will walk away with new ideas for what it means to be “present” at work and how to create that sense of team even when you’re virtual.

Lisette Sutherland

Director - Collaboration Superpowers

11:00 – 11:30

Agile & Change Track

Emotions: The key to enabling organisational change

Change management is much more complex than simply determining a change is needed, putting together a plan, and following it through. It requires the commitment and support of everyone in the organisation-not just the C-suite and the leadership team. You might be surprised to hear that 70 percent of change initiatives fail. A reason for this is that leaders fail to pay enough attention to the emotional journey that is happening during a change initiative, which can completely derail it. Dealing with emotions is essential to managing change. To boost your chances of success and to create a positive, sustainable change culture within your organisation, you need tools and strategies that address those emotions.
In this presentation, you will learn how to use the Emotional Culture Deck (ECD) to create a psychological contract for change with your teams. We will also cover:

Factors that influence individual responses to change;
Key considerations in initial communications with employees;
The skills you need to engage your audience.
Don’t fall victim to your change management initiative. You can easily be part of the 30 percent of organisations that celebrate successful change management and enjoy sustained change.

Olga Valadon

Business & Culture Strategist | Leadership & Team Coach | Change Architect

Happiness & Wellbeing Track

Befriending self – doubt & fear of failure to bolster your confidence.

Self-doubt and fear of failure are key features of feeling like an imposter and have a significant impact on confidence. These feelings are common. 70% of adults experience them in their lifetime. 58% of people in tech reported struggling with it. The impact of intersectional factors on Imposter Syndrome (IS) aren’t acknowledged enough. Intersectionality makes the experience of IS unique and yet universal.

Drawn from my own experience as a woman of colour, working in leadership positions across industries – healthcare, humanitarian sector, academia, and tech start-ups – and countries, trying to ‘fit in’ in spaces where I was a minority, becoming a parent later in life and, my recent pivot to becoming a business owner, I’ll share proven tools to help attendees get comfortable with IS and highlight the (positive) impact it can have on them, their confidence, the people they work with and live with!

Dr Rashmi Narayana

Doctor, psychiatrist and a leadership coach

Team Track

Tracking and Establishing Psychological Safety

We’ve all been at an occasion in which we sensed something that was holding us back. Maybe it was a team meeting, maybe it was an all-hands call, maybe when we entered a room. A tense, weird, silent atmosphere as a result of a conflict, dominance, or hierarchy. Our thoughts were racing, we noticed our stomach, we bit our fingernails, or maybe we observed others doing these. The elephant in those places was the lack of Psychological Safety.

Psychological Safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes (Amy Edmondson). Today, we know that Psychological Safety has a direct correlation with healthy business life, increases innovation, and supports team learning.

Now, it is time to see the elephant in the room, and take it out step by step. InsightScan is a tool that turns this intangible cultural aspect and puts it to a scale, and a chart with a team overview. This scale, enables taking Psychological Safety as an indicator of the environment for the teams to perform, grow and innovate. For this reason, we call it Key Development Indicator rather than Key Performance Indicator.

Finally, based on our experience, I will share some key factors and practical tips that affect Psychological Safety.

Cihangir Ertaban

Business Agility & Psychological Safety at Fable+ by Accenture

Agile & Change Track

Evolution over Transformation

How did we succeed in transforming the largest shared services center to agile way of working? And how did transformation thinking hamper evolution?

In this session, I’d like to take you through the agile journey of our Service operations and the continuous evolution of the agile coaching team that supported them. Key takeaways are approaches to build agility as an organizational capability and using agility to execute strategy.

Ian Pestelos

Head of Transformation Center of Expertise @ING

11:30 – 11:45

Virtual Coffee: Chat; stretch; 1:1 meeting!

Visit our virtual world to chat and explore; stretch; hop on a 1: 1 meeting or visit our sponsor booths.

11:45 – 12:45

Innovation must eat the world! How to introduce innovation into the DNA of 21st century companies.

One of the greatest challenges that executives and organizations face is promoting creativity and innovation within their companies, including the involvement of leaders and teams in the search for new disruptive products and services. Nowadays, the word Innovation is in all corporate
conversations, we could even say it is a hype! This is probably true for some companies, but as a matter of fact, innovation is the key factor which can make a difference in the marketplace and can guarantee for business sustainability. We read the famous article ‘Software is eating the world’ in 2011. In 2021 the new mantra is
“Innovation must eat the world!”.
But how?
“I have to finish the project first!” Does it sound familiar to you? Employees ‘don’t have time’ to deal with creative approaches in their company. Despite numerous Design Thinking workshops and hackathons, most traditional companies fail to develop a culture of disruption. In this talk, we will analyze the various approaches that are required to establish a creative culture
and maintain it over time as a systematic resource of the organization. We will observe some examples of success in the industry, and we will learn from them the practices that can transform a traditional company into an innovation-oriented organization.

Almudena Rodriguez Pardo

Senior Business Agility Consultant

12:45 – 13:15

Happiness & Wellbeing Track

Inclusive organizations begin with Inclusive Leaders

Research confirms that diversity of perspectives is only liberated when an inclusive environment exists. This talk will focus on the characteristics of inclusive organizations and the critical role leaders play on the perception of employees of whether their environment is inclusive or not. This talk draws on the latest research and the experience of the speaker in leading diversity journey’s in more than 50 organizations worldwide. Kay Formanek will explain why diversity cannot thrive without inclusion. She will then explore the characteristics of an inclusive environment and how the perception of an inclusive environment is impacted more than 70% by the behaviors and practices of leaders. The traits, practices and behaviors of inclusive leaders will be explored to better understand what sets them apart from less inclusive leaders. She will share the manner in which organizations create an inclusive leadership capability and the components thereof. Finally, she will focus on how organization are able to measure the level of inclusiveness and obtain feedback on their leaders. This talk shares little-known facts about inclusion and useful tools and techniques for forging inclusiveness in your organization.

Kay Formanek

Author Beyond D&I: Leading Diversity with Purpose and Inclusion

Engage & Motivate Track

Fast track to be an employer of choice (and double eNPS)

User experience lies at the heart of every company. Making users more loyal and satisfied is the ultimate goal of every business. How about employees? What about their experience? Is it worth to care about it, how to define, how to measure it and finally – how to improve it? Based on a case study I will explain how I worked together with a senior leadership team (24 managers) in one of IT company on:
Identifying phases on Employee Journey
Defining metrics for measuring Employee Experience including eNPS (employee Net Promoter Score)
Discovering ways of working which helped us to work as a team who had employees in the spotlight
Implementing best ideas and actions to improve Employee Experience
Not only will I speak about outputs and outcomes of our work which ultimately resulted in improving eNPS from -8 to +34, but also about the impact on the company as a whole and on the engagement of the senior leadership team it made.

Luiza Lipien

Senior Manager Product Management Transformation @GSK

Future Leaders Track

Living Transformation. Live change. This is how the organization change succeeds.

Business agility and why the time to act is Now!

It all comes down to adaptability as the business environment evolves in tune with technological advancements and innovative solutions that are stoking the flames of competition across industries. This calls for organizations to rethink strategy development in a manner that not only encompasses their day-to-day operations and future projections but also takes into account employee and customer engagement to meet their various needs and wants.

Living Transformation® is an easy-to-understand guide that demystifies the agile transformation process. It opens the door to exploring the concept of agility within the context of leadership and corporate culture, processes and organizations, strategy and agile portfolio work, and projects and product/ service delivery. At the core of these invaluable insights is the recognition that continuous adaptability is the needed organizational power of today.

Furthermore, Living Transformation® offers a unique look into the Living Strategy; a defined approach to making strategy planning in any organization more agile regardless of whether you are an industry heavyweight, a state-of-the-art start-up, or somewhere in-between. There is really a no better way to identify and reach strategic goals in complex agile environments quickly, easily, and more efficiently.

With more great suggestions and practical background knowledge for every system designer, managers, HR employees, and coaches can also benefit from this interesting must-known that features experiences from the field for the field.

Mario André Brückner

Transform2Improve >> Digital & Agile Transformation Executive

Engage & Motivate Track

The Little Unicorn – An adventure into the Disengagement Dangerzone

This is not a fairytale. Remember being tucked up in bed at night listening to your favourite bedtime stories? How they’d spark your imagination and let your dreams run wild? All throughout our childhood we grew up listening to stories. They teach us right from wrong. They help build our character, shape our values and guide us to becoming the people we are today. They are the most important tradition that human creatures possess. They’re no different from the stories we still love listening to today. Communicating through stories makes your messages memorable, entertaining and educational, whilst sharing important values that resonate in a voice you love to listen to. Catrin wrote this book to share the importance of Internal Communications with you and the impact it has in the wonderful world of work and now she wants to share it with you at the conference.

Catrin Lewis

Head of Global Engagement and Internal Communications at Reward Gateway

13:15 – 14:00

Lunch: chat; stretch; 1:1 meeting!

Visit our virtual world to chat and explore; stretch; hop on a 1: 1 meeting or visit our sponsor booths.

14:00 – 15:00

Leading with Consciousness

“Why doesn’t Leadership training produce the expected results organizations are looking for?”

The reason is that when organizations and individuals go for leadership training, they are looking for a transformation. And transformation doesn’t happen by only addressing behaviours, it needs a look at mindset. But even that doesn’t work most of the time.
And that’s where Consciousness comes in.
Building on Ken Wilber’s Integral Theory of Consciousness, we can better understand where the consciousness levels of our leaders are, and whether what is needed is Transformation from one level to the next, or Translation; helping them perform better from the level they are at. So, by combining Complexities of Consciousness and Capacities of Consciousness with leadership development into this new model, Leading with Consciousness can better ensure that our leadership development efforts don’t get wasted.
Once we understand where our leaders are in terms of Complexity and Capacity, we can tailor:
1- What they need,
2- How that content is delivered,
and 3- What our objective is; translation or transformation?

Mohamed Refaat

Integral Minds

15:00 – 15:30

Team Track

One on One: Why should you really know each person on your team?

Why should we really know each person on our teams?

Do you know the processes used in your project? Do you know the key metrics? Do you know the project objective and the value that must be generated? In general, the answers to the above questions are expected to be yes.

However, when we ask “What about the people of your team? Do you really know them?”, the answer is often “no”.

Story changed it’s perspective about people management almost 100 years ago, Agile Manifesto tells us that individuals and interactions should be prioritised over process and tools but research shows that most people still quit their jobs due to poor management, lack of recognition and other problems related to people management.

What are One on One meetings? How can a more human leadership approach change the relationships within the team? What are the more important tips to increase the results of those moments?

Let’s talk about it?

Guilherme Viana C. Amorim

Squad Leader at CI&T

Happiness & Wellbeing Track

Speak Out Revolution

Speak Out Revolution host the Speak Out Survey, a global anonymous survey for individuals to anonymously share lived experiences of harassment and bullying from across all sectors. The research focuses on the employee experience and route to resolution within the workplace.

Frances Holmes will share insights into the lived experiences of employees, unseen barriers to resolution and opportunities for us all to be allies for inclusive working.

Frances Holmes

Award Winning Founder & CEO of Speak Out Revolution | HERoes 100 Women Future Leaders List 2021

Engage & Motivate Track

Mindset, behaviour habit or how to create lasting change

During the session you will be presented with two concepts that can serve as a tool to create lasting change on individual and team level. The first concept is mindset, behavior and habit. We will learn about the importance of mindset and our thoughts for setting successful habits. To scale the change in an organization we can add the second framework about awareness, practice and role modelling and I will share details of how I created lasting change in organizations.

Chiara Hänel

Senior Engagement Manager - AWS Skills Guide

Agile & Change Track

Beyond Frameworks (Why I think framework discussions are leading us astray)

There is a lot of framework bashing and framework hyping on LinkedIn and elsewhere. I commit that I was a former SAFe hater and also had my laugh about this framework. Recently I realized that frameworks no matter you use Scrum, SAFe, Less etc. can not be the answer. Its humans over processes. And frameworks are also leading into processes. You have to implement Scrum so that it becomes your developing process. The same is true for all other frameworks. So lets stop bashing or hyping frameworks. Humans are the real stuff! And how can our community become self aware that bashing is respectless? How can we start a helpful dialogue about frameworks? Let us talk how humans can becom agile. Let us talk which framework is helpful in which case. Let us talk about how we should implement the frameworks depending on the context.

Jürgen Knuplesch

Senior Scrum Master @Wolters Kluwer

15:30 – 15:45

Wrap up of learning & Key-Take Aways

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