Listening is power. By tuning in and applying self-management and directed curiosity, you can help others solve their own problems instead of telling them what to do, giving them the tools they need to be leaders in your organization rather than order takers. Heidi Helfand leads a crash course in coaching conversations, helping you become a better and more empowering leader, coworker, and friend.

Heidi first makes the case for focused attention, listening, and awareness—skills that help people feel “heard.” You’ll then learn specific strategies like the three levels of listening, paraphrasing, and mirroring and discover how you can draw people out by asking powerful, open-ended questions. You’ll be able to apply these lessons to all areas of your life.

Listening is power. By tuning in and applying self-management and directed curiosity, you can help others solve their own problems instead of telling them what to do, giving them the tools they need to be leaders in your organization rather than order takers. Heidi Helfand leads a crash course in coaching conversations, helping you become a better and more empowering leader, coworker, and friend.

Heidi first makes the case for focused attention, listening, and awareness—skills that help people feel “heard.” You’ll then learn specific strategies like the three levels of listening, paraphrasing, and mirroring and discover how you can draw people out by asking powerful, open-ended questions. You’ll be able to apply these lessons to all areas of your life.

Listening is power. By tuning in and applying self-management and directed curiosity, you can help others solve their own problems instead of telling them what to do, giving them the tools they need to be leaders in your organization rather than order takers. Heidi Helfand leads a crash course in coaching conversations, helping you become a better and more empowering leader, coworker, and friend.

Heidi first makes the case for focused attention, listening, and awareness—skills that help people feel “heard.” You’ll then learn specific strategies like the three levels of listening, paraphrasing, and mirroring and discover how you can draw people out by asking powerful, open-ended questions. You’ll be able to apply these lessons to all areas of your life.

Team change is inevitable, especially when your company is hiring like crazy and doubling in size. Your teams might grow and split. 20 people might arrive in one day. What feels like “tectonic shifts” happen as you morph structurally in an attempt to refocus work and people. How can we bring a humanistic stance to this dynamic reteaming? How can the people be empowered to own their own team changes? How do you integrate the new people in without losing your sense of “culture?” We will explore questions like these with an interactive format. Along the way, I’ll share case studies from 3 successful startups I’ve been a part for nearly 20 years.

Team change is inevitable, especially when your company is hiring like crazy and doubling in size. Your teams might grow and split. 20 people might arrive in one day. What feels like “tectonic shifts” happen as you morph structurally in an attempt to refocus work and people. How can we bring a humanistic stance to this dynamic reteaming? How can the people be empowered to own their own team changes? How do you integrate the new people in without losing your sense of “culture?” We will explore questions like these with an interactive format. Along the way, I’ll share case studies from 3 successful startups I’ve been a part for nearly 20 years.

Team change is inevitable, especially when your company is hiring like crazy and doubling in size. Your teams might grow and split. 20 people might arrive in one day. What feels like “tectonic shifts” happen as you morph structurally in an attempt to refocus work and people. How can we bring a humanistic stance to this dynamic reteaming? How can the people be empowered to own their own team changes? How do you integrate the new people in without losing your sense of “culture?” We will explore questions like these with an interactive format. Along the way, I’ll share case studies from 3 successful startups I’ve been a part for nearly 20 years.

Team change is inevitable, especially when your company is hiring like crazy and doubling in size. Your teams might grow and split. 20 people might arrive in one day. What feels like tectonic shifts happen as you morph structurally to refocus people and work. How can we bring a humanistic stance to this dynamic reteaming? How can the people be empowered to have ownership over their team change? How can we integrate the new people and redefine our sense of “culture?” We will explore questions like these and will discover practical strategies to master dynamic reteaming.

Team change is inevitable, especially when your company is hiring like crazy and doubling in size. Your teams might grow and split. 20 people might arrive in one day. What feels like tectonic shifts happen as you morph structurally to refocus people and work. How can we bring a humanistic stance to this dynamic reteaming? How can the people be empowered to have ownership over their team change? How can we integrate the new people and redefine our sense of “culture?” We will explore questions like these and will discover practical strategies to master dynamic reteaming.

Team change is inevitable, especially when your company is hiring like crazy and doubling in size. Your teams might grow and split. 20 people might arrive in one day. What feels like tectonic shifts happen as you morph structurally to refocus people and work. How can we bring a humanistic stance to this dynamic reteaming? How can the people be empowered to have ownership over their team change? How can we integrate the new people and redefine our sense of “culture?” We will explore questions like these and will discover practical strategies to master dynamic reteaming.

Let’s debunk the myth that you must keep teams stable or “the same” in order to have a successful company. Changing teams can help reduce the risk of attrition, learning & career stagnation, and the development of knowledge silos. I’ll share original case studies from well known companies that enable dynamic change to their teams propelled by retrospectives and other agile, humanistic practices. In this talk, you’ll learn tips and tricks for building a sustainable company by changing teams – whether it’s by growing and splitting teams, merging teams, seeding teams, adding new people across multiple teams and more. I’ll also share reteaming antipatterns and what not to do.

Let’s debunk the myth that you must keep teams stable or “the same” in order to have a successful company. Changing teams can help reduce the risk of attrition, learning & career stagnation, and the development of knowledge silos. I’ll share original case studies from well known companies that enable dynamic change to their teams propelled by retrospectives and other agile, humanistic practices. In this talk, you’ll learn tips and tricks for building a sustainable company by changing teams – whether it’s by growing and splitting teams, merging teams, seeding teams, adding new people across multiple teams and more. I’ll also share reteaming antipatterns and what not to do.

Let’s debunk the myth that you must keep teams stable or “the same” in order to have a successful company. Changing teams can help reduce the risk of attrition, learning & career stagnation, and the development of knowledge silos. I’ll share original case studies from well known companies that enable dynamic change to their teams propelled by retrospectives and other agile, humanistic practices. In this talk, you’ll learn tips and tricks for building a sustainable company by changing teams – whether it’s by growing and splitting teams, merging teams, seeding teams, adding new people across multiple teams and more. I’ll also share reteaming antipatterns and what not to do.

Who says you need "stable" teams in order to build a successful software company? While the addition or removal of one person from a team means you have a "new team", there is a myth out there about "stable" teams. When your team compositions change it doesn't mean you're doing it wrong - it could be the secret to your success. Different companies have thrived through reteaming - the act of moving people around teams in different ways. In this talk I'll go over the what, why and how of reteaming and will share stories from different companies who are living this reality.