Slides and harvest from a webinar I facilitated for the Mid Atlantic Facilitators Network on February 7, 2104. This is a cleaned up version of the slides with the chat notes processed into the slides as a "harvest" of people's inputs and participation
Intro to Liberating Structures - Making Meetings Suck LessZachary Cohn
Wonful ran a workshop for the State of Washington's Department of Retirement Services on using Liberating Structures to brainstorm, work as groups, and make meetings suck less!
You will learn how to facilitate the discussions your org needs and your org will learn how to have constructive dialogs. I am going to demonstrate how to use these techniques in the workshop. And all the attendees are going to be fully immersed and ready to wield their new knowledge the very next day at work.
Come learn how to help your team(s), org(s), and company(ies)!!!
Agile2019 Retrospective with Liberating StructuresDana Pylayeva
Slides for Agile2019 Retrospective with Liberating Structures. Include slides publicly shared in Liberating Structure community as well as custom session design (string) and questions created for Agile2019 conference retrospective
Slides and harvest from a webinar I facilitated for the Mid Atlantic Facilitators Network on February 7, 2104. This is a cleaned up version of the slides with the chat notes processed into the slides as a "harvest" of people's inputs and participation
Intro to Liberating Structures - Making Meetings Suck LessZachary Cohn
Wonful ran a workshop for the State of Washington's Department of Retirement Services on using Liberating Structures to brainstorm, work as groups, and make meetings suck less!
You will learn how to facilitate the discussions your org needs and your org will learn how to have constructive dialogs. I am going to demonstrate how to use these techniques in the workshop. And all the attendees are going to be fully immersed and ready to wield their new knowledge the very next day at work.
Come learn how to help your team(s), org(s), and company(ies)!!!
Agile2019 Retrospective with Liberating StructuresDana Pylayeva
Slides for Agile2019 Retrospective with Liberating Structures. Include slides publicly shared in Liberating Structure community as well as custom session design (string) and questions created for Agile2019 conference retrospective
How agile coaches help us win the agile coach role @ SpotifyBrendan Marsh
In this talk, we cover:
- What is an Agile Coach at Spotify?
- What do they do?
- Why do we believe they help us win?
We also talk about:
- How do we scale or Organisation?
- High Performing Teams (What is a high performing team?)
- How are we measuring High Performance right now?
- How do we help teams reach High Performance?
Appendix:
- Chapter = Competency group
- Chapter Lead = Hiring Manager for Developer (or other) competency
12 Things You Should Never Say During Your PresentationSketchBubble
Don’t do this; don’t do that! Yes, there are a number of “don’ts” connected with good presentations. If you keep these “don’ts” in mind, beyond any doubt your presentation is going to improve. Good luck.
My presentation focusing on building your best design team, and providing a framework for framing your team. As prepared exclusively for the Leading Design Conference in London.
Research has shown that a simple idea, the mindset, could affect the way we lead our lives. But not only affect us as individuals but could also affect our organisation's "agility". being aware of the two types of mindsets, fixed and growth or as Linda Rising like to name agile mindset, is the first step towards changing your mindset and your organisation's one! this material has been used to facilitate a learning lab that organised by Ericsson's High Performing Team Environment network of coaches.
If you work in Scrum environment or you’re just a team member who is trying to guide a conversation – then these interactive facilitation techniques are for you. In this session focus will be on games which you could use in virtual environment.
Agile has become overly decorated. We really only need 4 words to describe it: Collaborate, Deliver, Reflect, Improve.
In this talk, Dr. Alistair Cockburn, one of the authors of the agile manifesto, will review why those verbs were selected as the "heart" of agile, how they expand out into interesting topics not in the mainstream discussion of agile, and how they are being used in different fields to increase the impact of efforts.
Alistair Cockburn
These case studies can help readers to practices many simulated scenarios. These are case studies will be asked in Transformation related interviews.
All these case studies are from my 4 books, The Agilis's Guidebook, The Scrum Master Guidebook, Personal Leadership & Self-Coaching Guidebook, and A Guidebook of Coaching High-Performance team.
Grab the first 150 pages of all these books from here
1. https://www.slideshare.net/patarychandan/the-agilists-guidebook-first-150-pages
2. https://www.slideshare.net/patarychandan/the-scrum-master-guidebook-150-pages
3. https://www.slideshare.net/patarychandan/we-can-lead-a-guidebook-of-personal-leadership-and-selfcoaching
4. https://www.slideshare.net/patarychandan/a-guidebook-of-coaching-high-performance-team-200-pages
PLEASE DOWNLOAD FROM HERE:https://drive.google.com/file/d/1vHAmAU4x-hH7X1SaZwIpudeIbR6kfvmB/view?usp=sharing
Creative Traction Methodology - For Early Stage StartupsTommaso Di Bartolo
How to build a mindset that gets a new product traction? 99% of all startups are forced to give up because they lack traction. As founders are thrilled and captivated to build a product that could change the world - the majority downright neglects to put equal efforts towards how to differentiate in taking the product to market. The difference between those who make it to get traction and the rest lies in the innovator’s mindset.
The research is clear: happy workers are more productive workers. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to make the organization a happier place to work, with people who run experiments and drive innovation. In this session, you will see how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about the organization.
http://managehappy.com
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
The Secrets of Delivering Impacftul Presentations #ImpactfulPrezHavain
Why do some presentations and speeches rock, while some others suck? We set out to find the answer by interviewing the people we have worked and people we think have interesting views to presentations.
Uncover the secrets in this Slideshare.
If you want to discuss presentation creation or design.
Contact: timo@havain.fi / @Timo_Havain (Twitter) / linkedin.com/in/timosorri -
Being Agile, Doing Agile and Agile in Crisis: We have the Agile Industrial Complex, Dark Agile, Faux/Fake Agile, Zombie Scrum, Flaccid Scrum, CrAgile, FrAgile, WAgile, and more. What do they all mean, and how do we know if we are doing them instead of "Being Agile"
Design Thinking: A Quick Course in Creative Problem SolvingSpring Studio
Mary Wharmby, a UX Design Director at our agency, taught at UC Berkeley’s one-day educational event RGB 2015. In this presentation, she walked students through the foundations of design thinking, from understanding your users to iterating solutions. The deck, complete with speaker notes, provides a quick snapshot of the most important principles behind using design to solve problems.
How agile coaches help us win the agile coach role @ SpotifyBrendan Marsh
In this talk, we cover:
- What is an Agile Coach at Spotify?
- What do they do?
- Why do we believe they help us win?
We also talk about:
- How do we scale or Organisation?
- High Performing Teams (What is a high performing team?)
- How are we measuring High Performance right now?
- How do we help teams reach High Performance?
Appendix:
- Chapter = Competency group
- Chapter Lead = Hiring Manager for Developer (or other) competency
12 Things You Should Never Say During Your PresentationSketchBubble
Don’t do this; don’t do that! Yes, there are a number of “don’ts” connected with good presentations. If you keep these “don’ts” in mind, beyond any doubt your presentation is going to improve. Good luck.
My presentation focusing on building your best design team, and providing a framework for framing your team. As prepared exclusively for the Leading Design Conference in London.
Research has shown that a simple idea, the mindset, could affect the way we lead our lives. But not only affect us as individuals but could also affect our organisation's "agility". being aware of the two types of mindsets, fixed and growth or as Linda Rising like to name agile mindset, is the first step towards changing your mindset and your organisation's one! this material has been used to facilitate a learning lab that organised by Ericsson's High Performing Team Environment network of coaches.
If you work in Scrum environment or you’re just a team member who is trying to guide a conversation – then these interactive facilitation techniques are for you. In this session focus will be on games which you could use in virtual environment.
Agile has become overly decorated. We really only need 4 words to describe it: Collaborate, Deliver, Reflect, Improve.
In this talk, Dr. Alistair Cockburn, one of the authors of the agile manifesto, will review why those verbs were selected as the "heart" of agile, how they expand out into interesting topics not in the mainstream discussion of agile, and how they are being used in different fields to increase the impact of efforts.
Alistair Cockburn
These case studies can help readers to practices many simulated scenarios. These are case studies will be asked in Transformation related interviews.
All these case studies are from my 4 books, The Agilis's Guidebook, The Scrum Master Guidebook, Personal Leadership & Self-Coaching Guidebook, and A Guidebook of Coaching High-Performance team.
Grab the first 150 pages of all these books from here
1. https://www.slideshare.net/patarychandan/the-agilists-guidebook-first-150-pages
2. https://www.slideshare.net/patarychandan/the-scrum-master-guidebook-150-pages
3. https://www.slideshare.net/patarychandan/we-can-lead-a-guidebook-of-personal-leadership-and-selfcoaching
4. https://www.slideshare.net/patarychandan/a-guidebook-of-coaching-high-performance-team-200-pages
PLEASE DOWNLOAD FROM HERE:https://drive.google.com/file/d/1vHAmAU4x-hH7X1SaZwIpudeIbR6kfvmB/view?usp=sharing
Creative Traction Methodology - For Early Stage StartupsTommaso Di Bartolo
How to build a mindset that gets a new product traction? 99% of all startups are forced to give up because they lack traction. As founders are thrilled and captivated to build a product that could change the world - the majority downright neglects to put equal efforts towards how to differentiate in taking the product to market. The difference between those who make it to get traction and the rest lies in the innovator’s mindset.
The research is clear: happy workers are more productive workers. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to make the organization a happier place to work, with people who run experiments and drive innovation. In this session, you will see how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about the organization.
http://managehappy.com
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
The Secrets of Delivering Impacftul Presentations #ImpactfulPrezHavain
Why do some presentations and speeches rock, while some others suck? We set out to find the answer by interviewing the people we have worked and people we think have interesting views to presentations.
Uncover the secrets in this Slideshare.
If you want to discuss presentation creation or design.
Contact: timo@havain.fi / @Timo_Havain (Twitter) / linkedin.com/in/timosorri -
Being Agile, Doing Agile and Agile in Crisis: We have the Agile Industrial Complex, Dark Agile, Faux/Fake Agile, Zombie Scrum, Flaccid Scrum, CrAgile, FrAgile, WAgile, and more. What do they all mean, and how do we know if we are doing them instead of "Being Agile"
Design Thinking: A Quick Course in Creative Problem SolvingSpring Studio
Mary Wharmby, a UX Design Director at our agency, taught at UC Berkeley’s one-day educational event RGB 2015. In this presentation, she walked students through the foundations of design thinking, from understanding your users to iterating solutions. The deck, complete with speaker notes, provides a quick snapshot of the most important principles behind using design to solve problems.
Gurteen Knowledge Cafe Masterclass: half-day workshop on how to run Gurteen Knowledge Cafes given as post-conference workshop to HKKMS 2010 Conference in Hong Kong March 31st 2010.
The why, what and how of Facilitation
This 90 minutes session is part of a series of short and focused masterclasses.
The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
Appreciative interviews and other Liberating Structures - XP DaysFrederic Vandaele
When we are looking for improvement, we generally start by looking at what's going wrong. This 'fix it' approach has some weakness even though it could produce some results. In addition, this approach doesn't drive any motivation nor positive energy for people that are participating to this exercise.
Appreciative Interviews, as one of the liberating Structure, is based on a paradigm shift. The idea is that instead of focusing on what's going wrong, we choose to focus on what's already good about the individual, team or organisation and seek out how to amplify it.
! This is a graded discussion 25 points possible due Dec .docxgertrudebellgrove
!
This is a graded discussion: 25 points possible due Dec 9 at 1:59am
Week 6 Discussion: Delivery: the Good, the Bad, and the
Ugly
9 15
Required Resources
Read/review the following resources for this activity:
Initial Post Instructions
Find a video or article about speech anxiety, speech content, organization, or delivery. For the initial post,
address the following:
Follow-Up Post Instructions
Respond to at least two peers or one peer and the instructor. Further the dialogue by providing more
information and clarification. Review your peer's posted video or article and provide your own feedback. Did
you learn something new? How might it help you in future presentations?
Writing Requirements
Grading
This activity will be graded using the Discussion Grading Rubric. Please review the following link:
Course Outcomes (CO): 3, 4, 5, 6
Due Date for Initial Post: By 11:59 p.m. MT on Wednesday
Due Date for Follow-Up Posts: By 11:59 p.m. MT on Sunday
Lesson
Minimum of 1 scholarly source (in addition to the textbook)
Summarize the content.
Explain why you thought it was important.
Determine how it will help you deliver a presentation.
Include tips on verbal and nonverbal communication with audience members of different cultures.
Minimum of 3 posts (1 initial & 2 follow-up)
APA format for in-text citations and list of references
Link (webpage): Discussion Guidelines
12/4/19, 2:45 PM
Page 1 of 15
" Reply
(https://chamberlain.instructure.com/courses/52350/users/64990)Gordon McLean (Instructor)
Oct 11, 2019
!
Welcome to Week 6!
Congratulations! All of your hard work on your speech presentation has paid
off. You have chosen your topic, researched it, organized your notes into an
outline, worked on creating a PowerPoint presentation, and now you are
ready to present it to your audience. So why do you feel sick to your stomach
when you think about presenting it? Consider this:
Imagine this scenario: Linda, Simmone, Serge, and
Brian have worked with you to make a business
decision about a new company procedure. Now your
group needs to present its findings to the Board of
Directors.
Read this excerpt from the perspective of the
proverbial fly on the wall at your latest team meeting:
Linda: "I have given several presentations before,
and I am typically pretty confident, but usually I am
talking to customers or peers. This is the first time I
have had to give a presentation to any group like a
Board of Directors. I want to make a good impression,
and I know we have made a good decision. Still, to be
honest, I am worried about making a mistake or not
How important is delivery as compared to content?
Can communication anxiety actually be positive?
What are the critical elements to persuading or moving an audience to
action?
12/4/19, 2:45 PM
Page 2 of 15
knowing how to answer a question."
Simmone: "Oh, come on, Linda. The Board of
Directors is made up of people just like you and me.
Let's just go and get this done so we can move ...
Liberating the Organization - one meeting at a timeAnja Ebers
On April 12, 2018 we explored the org-changing potential of micro-structures together with the MeetUp group Designing the Organization (https://www.meetup.com/de-DE/designing-the-organization/events/249114700/).
I wanted to give a taste for what becomes possible when you design the conditions for human interaction.
I wanted to inspire people to enhance their repertoire for the time when in group.
And we shared stories from the field and heard how Liberating Structures informed larger-scale changes.
Start liberating your org - one meeting at a time!
Find out how: http://www.liberatingstructures.com
Hyatt Talk: How Big Companies Can Be More Like Startups (Without the 'going o...Zachary Cohn
Zac Cohn's presentation for the European Hyatt Fair 2015.
I was flown out to Amsterdam to give a talk about the startup spirit and innovation to a collection of Hyatt General Managers, Hyatt staff, and Hyatt clients.
9 Mile Labs - Customer Development TrainingZachary Cohn
9 Mile Labs wanted their 4th cohort of startups to be experts in customer development and customer interviews. This was the deck that was used to forge them into the ultimate customer interviewing machines. The T-1000 would have been proud.
Pre-Agile: How To Stop Building The Wrong Thing Really, Really Well.Zachary Cohn
Wonful partnered with IPMA, the Information Processing Management Association, to deliver a "Pre-Agile" training session.
What are all the things you need to do BEFORE you start your Agile project to make sure you don't build the wrong thing really, really well?
Lean Startup Conference: The Questions You Should Be Asking Your Customers......Zachary Cohn
Learn more about Customer Interviews, other Pre-Agile tools, and our upcoming book by signing up for Innovation At Work (www.wonful.co/newsletter).
****
Do you use Lean Startup or Agile to build great products?
Did you know there's something you have to do before you start your Lean Startup or Agile process to make sure you don't build the wrong thing really, really well?
That's right - customer Interviews! Using customer interviews and other Pre-Agile methodologies and tools, you can identify your customers, figure out what problems they have, and then come up with a solution that solves that problem!
18 Tips on Conducting Killer Customers InterviewsZachary Cohn
**** Learn more about Customer Interviews and other Pre-Agile methodologies by signing up for the announcement list for our upcoming book:
http://bit.ly/PreAgileBook
****
Are you trying to build a new product? Add features to an existing one?
If you're going through the process of Customer Development, you'll want to know the best practices for conducting Customer Interviews.
And if you're not doing this already, this is a great primer on how and why you should start!
3. What challenges do you face in your
meetings?
How do you know when a meeting is
going south?
What do you hope to give to and get
from this workshop?
4. STEPS + TIMING:
1. Find a partner :: Share for 4 minutes
2. Find another strangely attractive partner :: 4
minutes sharing
3. One final dosey-doe with a new partner :: 4
minutes sharing
5. What challenges do you face in your
meetings?
How do you know when a meeting is
going south?
What do you hope to give to and get
from this workshop?
8. Compose a list of
everything you must do
and must not do for a
meeting to achieve
productive endpoints.
9. STEPS + TIMING:
1. Alone, respond to prompt :: 1 minute
2. In pairs, share your “To Do” list :: 2 minutes
3. Find another pair, in quartets synthesize a
combined list of MIN SPECS :: 4 minutes
10. Can you violate this
requirement and still achieve
your purpose?
If “yes”, cross it off your list.
It is NOT a Min Spec.
11. PURPOSE :: MIN SPECS
v Find what is absolutely essential for success
v Open up space for new possibilities
v Reduce front line frustration
v Focus or redirect resources and energies where
they will make a difference
12. A DIP INTO THEORY
What are LS and what difference
do they make?
14. This is NOT
a certification course
v You first experience should be enough to
get started
v You will decide how to achieve mastery
personally
v LS take a braver-than-usual step, yet are
embarrassingly simple and subtle
v Practice makes perfect
30. Why stop using
conventional structures?
Too Tight
v Over-controlled
v Too uniform
v Only a select few engaged
in shaping direction
Too Loose
v Under-controlled
v Too unstable
v Too random to shape
direction
32. CONVENTIONAL STRUCTURES
MAINTAIN TOP-DOWN, EXPERT
DRIVEN CHANGE
Senior Leaders identify problems, generate solutions
Change is imposed on the organization and cascades
down
33. CONVENTIONAL STRUCTURES
MAINTAIN TOP-DOWN, EXPERT
DRIVEN CHANGE
Senior Leaders identify problems, generate solutions
Change is imposed on the organization and cascades
down
Strategies are developed to produce buy-in and
overcome immunity to change
34. CONVENTIONAL STRUCTURES
MAINTAIN TOP-DOWN, EXPERT
DRIVEN CHANGE
Senior Leaders identify problems, generate solutions
Change is imposed on the organization and cascades
down
Strategies are developed to produce buy-in and
overcome immunity to change
Frontline workers are expected to implement solutions,
regardless of what reality dictates.
35. LIBERATING STRUCTURES
DISTRIBUTE FREEDOM AND
RESPONSIBILITY MORE WIDELY
1. Simple, Expert-less
2. Results-focused
3. Rapid cycling
4. Seriously fun
5. Inclusive
6. Multi-scale
7. Self-spreading
8. Modular
37. A few hints for
Appreciative Interviews:
1. Sit face-to-face and knee-to-knee for the interview
2. Ask about the context (When, Where, Who, How)
3. DO NOT share your own experience
4. Collect details of the journey (Status quo, barriers,
action, reversals, powerful discoveries)
5. Try to find a moment that sums up the drama and the
deeper meaning
39. A few hints for 9 Whys:
When you have the story outlined, ask…
Why is your contribution to this story important to
you?
First answer, “_______….” Hmmm, why is that
important to you?
Second answer, “_______….” OK, if your dream
came true last night, what would be different today?
40. A few hints for 9 Whys:
Keep asking, “Why… why… why… until you make a
discovery about your partner’s bedrock purpose
Actively listen, digging deeper and deeper
Record a brief statement of our partner’s purpose
41. Share a story of a time when you
were responsible for, or helped
design, a meeting/gathering/
coming-together that had least a
few breathtakingly awesome
moments
42. STEPS + TIMING:
1. Alone, reflect on the story you want to tell : 1
minute
2. With a partner, share your story :: 5 minutes
3. Shift into asking Why questions ::: 4 minutes
4. Switch roles and repeat. Starting with an
Appreciative Interview
43. Share a story of a time when you
were responsible for, or helped
design, a meeting/gathering/
coming-together that had least a
few breathtakingly awesome
moments
44. 1. A personal touchstone for you as an individual
2. Fundamentally justifies the existence of your
work to the outside world
A powerful purpose attracts
participation and has two essential
attributes.
45. PURPOSE ::
APPRECIATIVE
INTERVIEWS + 9 WHYS
Build positive energy & momentum
Create an exciting purposeful and
positive narrative for your community
Discover root causes of your success
46. PURPOSE ::
APPRECIATIVE
INTERVIEWS + 9 WHYS
Discover what is truly important to group
members
Generate clear answers can help you
move forward together with more velocity
Provide a basis for progressive evaluation
54. What could you do to reliably
guarantee…
People’s bodies are present, but
their minds are absent during
meetings?
55. STEPS + TIMING:
1. Alone, respond to prompt : 1 minute
2. In pairs, share your list and go wild :: 2
minutes
3. Form a quartet, what more could you do ::: 4
minutes
56. What could you do to reliably
guarantee…
People’s bodies are present, but
their minds are absent during
meetings?
57. Is there anything you do in current
meetings that resemble items on
your list?
Be unforgiving.
58. How are you going to STOP it?
What is your first move?
(Be as concrete as you can)
59. What triggers this behavior?
What competing commitments and
assumptions may be holding you back?
How do you know when you are falling into
the behavior?
What do you need from colleagues to
extinguish the behavior forever?
60. STEPS: Invitations
1. How can you produce the worst possible
result?
2. What are we doing today that resembles
those behaviors?
3. How do we stop doing those behaviors?
63. How will you exert your 15% to stop those
behaviors?
What first steps can you now take to enliven
your meetings without needing any
additional permission?
68. HINTS:
Person receiving the consultation:
take notes!
Consultants: talk to each other.
NOT to the person you are helping.
Expand the solutions, reframe the
challenge, go deep and skip around.
75. FLOCKING QUESTIONS
Did patterns form without a leader or detailed
instructions? How?
In what way did the Min Specs both enable &
constrain movement?
What differences did you notice with &
without a chief?
What factors influenced the adoption and
spread of innovations?
What role did free will play?
77. STEPS + TIMING:
Form small circle within larger circle
Invite inner circle conversation among 3-6
people with direct experience about the topic at
hand
Do NOT allow presentations! (inner circle
members talk to each other, NOT the
audience)
78. STEPS + TIMING:
Start with a question (e.g., What is the good,
the bad, and the ugly of your experience…?
Stories are encouraged
Invite outer satellite groups to ask questions
after 10 minutes
Invite exchange between inner & outer circles
79. What is the good, the bad, the
ugly of your experience with LS?
1) What helped you take the leap?
2) What surprised you?
3) Did you seek permission?
82. Share a story of a time when you
were NOT heard seen or
respected in a meeting
83. STEPS + TIMING:
In pairs, first person shares a story : 5 mins
When listening, don’t try to fix anything. Only
ask questions as needed
What else…
Go on…
Tell me more…
84. STEPS + TIMING:
Switch roles, repeat steps 1 and 2
Debrief in groups of 4 to 8 people.
Use What, So What, Now What to reflect on
the experience
86. STEPS + TIMING:
Invite individuals to share short stories
Bring artifacts to show what happened
Divide the group into evenly sized learning
pods
Learning pods go to a station :: 9 minutes
Rotate.
87. HINTS:
Storytellers need to cut to the chase!
~7 mins for stories + 2 mins for questions
Storytellers get multiple opportunities to refine
or reinvent their story
88. A) Jeanne UW
B) Tom – Coalescing a spiritual community
C) Alex – Designing in half lives
D) Magda – HR
E) Lynda – Passing legislation in MT
F) Jeff – Drawing Together