Booster Partners - How to Liberate Organisations

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What does it mean to create an agile organisation? How do we liberate ourselves from the prevalent, paternalistic paradigm of organising work?

Business

UNLEASHING WHOLEHEARTEDNESS IN ORGANISATIONS
@OlafLewitz
http://trustartist.com

Licensed under a
Creative Commons
Attribution-NonCommercial-ShareAlike 4.0 International
http://creativecommons.org/licenses/by-nc-sa/4.0/
Welcome.
how to
liberate and reinvent  
your organisation

@kearnsey https://www.targetprocess.com/visualized-agile-t-shirts/

interactions
software
collaboration
change
tools
documentation
contract
plan

individuals and interactions over processes and tools
working software over comprehensive documentation
customer collaboration over contract negotiation
responding to change over following a plan

Credit: hBp://www.krivitsky.com/2011/10/oﬀshore-outsourcing-and-agile.htmlAlex Krivitsky

interactions
software
collaboration
change
tools
documentation
contract
plan
agile
is
a
journey

interactions
software
collaboration
change
tools
documentation
contract
plan
a journey
with
a
purpose

agile journey:
deliver.
experiment.
value people.

lean journey:
deliver.
continually
improve.
respect people.

interactions
software
collaboration
change
tools
documentation
contract
plan
liberation
howwhy

To fully
Engage People
…
you need to
change
Your
Organizational
System

Photo by pasukaru76 - Creative Commons Attribution License http://www.flickr.com/photos/38451115@N04 Created with Haiku Deck
CHOICE

Responsibility
Matrix
Thanks @ChristopherAver

Responsibility Matrix
Testing Clean Code …
Responsibility
Obligation
Guilt/Shame
Justify
Blame
Denial

Deep listening is the kind of listening that can help
relieve the suffering of another person.  
You can call it compassionate listening.  
You listen with only one purpose: to help him or her to
empty his heart. Even if he says things that are full of
wrong perceptions, full of bitterness, you are still
capable of continuing to listen with compassion.
Because you know that listening like that, you give that
person a chance to suffer less.  
If you want to help him to correct his perception, you
wait for another time. For now, you don't interrupt. You
don't argue. If you do, he loses his chance. You just
listen with compassion and help him to suffer less. One
hour like that can bring transformation and healing.
Thich Nath Han
listen.

you can start
anywhere you like,
but if you want the
change to actually
work, start  
where you are.
michael sahota

optionality
experiments
stories
metaphor
and…

Photo by ЕленАндреа - Creative Commons Attribution-ShareAlike License http://www.flickr.com/photos/14901566@N07 Created with Haiku Deck
Exquisite
Attention

Licensed under a
Creative Commons
Attribution-NonCommercial-ShareAlike 4.0 International
http://creativecommons.org/licenses/by-nc-sa/4.0/
thank you.
how to
liberate and reinvent  
your organisation
@OlafLewitz
http://trustartist.com

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Emotions. We all have them, we don't always acknowledge or like them. Surprisingly, emotions were not actually invented by some higher being to embarrass human beings: no, they evolved as an important messaging system in our brains and bodies, to help us survive and thrive. In organisations that change, emotions are key to understand safety and engagement, motivation and resistance. As leaders, we need to use our own emotions to our advantage - instead of repression or feeling overwhelmed. We also need to understand the emotions of the people around us, to help guide our own actions. Since in today's organisations, anyone is called to be a leader, this topic is essential for everyone. In this practical and engaging talk, Olaf will give you a general framework to understand and regulate emotions, as well as specific advice for those emotions that matter most in the workplace - specifically in an agile context.

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