Join a panel of Agile Coaches for a discussion as to what we've seen, both the good and bad, in organizations they've been coaching. And, what you can do about it, no matter where you are in your organization. Plus, bring your own questions to ask this panel, and take from the experiences of coaches including Glenn Waters, Ellen Grove, Omar Bermudez, Jesus Mendez, John Tobin, and Michael Kaufman.

Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. Omar explains how to give accurate feedback to and receive the same from senior team members or direct superiors, a skill critical to career advancement. To increase self-esteem, happiness index, and your power to influence, Omar teaches you how to present feedback to your peers, your boss, or other colleagues in a diplomatic and efficient way. Take away key insights into how to create a healthy organizational culture with clear and constructive feedback.

Performance appraisals are one of the most frequently criticized talent management practices in agile organizations. The criticisms range from their conflict with the agile values to their having a destructive impact on the relationship between managers and their subordinates. Let's talk about how we can transform this huge "individual" process in a "ecosystem" process that respects the agile values, gets people happy & engaged, and last, but not less important, allows to improve the organization ecosystem.
I will share my experience and observations from the latest 4 years working on this matter, what went well and how I solved the major hurdles along the way.
By attending this session you will learn major resistance point in HHRR department (and why), how to help HHRR department in this journey, how management level could help HHRR department, games dynamics to get teams involved and engaged, and avoid a boring process.

In an agile organization, TRUST is a must; However, trust does not mean the same for each person. Everyone agrees that trust could take long time to build it, and few minutes or seconds to destroy it.
We will mix a powerful canvas with an open definition of trust, and games dynamics to help your team in improving their trust relationships and gaining a deep understanding of trustworthiness.
Learn to use the Team Trust Canvas and games dynamics to strengthen your team performance. Participants will learn which factors are essential for trust and how to use this new capacity to create an environment that brings the best of people.
I will share with you this fantastic tool, and how I used successfully in the latest years with more than 25 dysfunctional teams. You will have the opportunity to try it during our session.
Hand on activity, a lot of fun and serious work.
By attending this session you will:

• Understand which features influence the team trust
• Define the trust and value of teamwork
• Create a new Team Trust Canvas model
• Use the non-violent communication for improving team connection
• Align personal and team values
• Understand how to cause lasting change
• Improve your team performance by creating a trust culture
• Practice useful techniques,which you can immediately use in your organization.

Performance appraisals are one of the most frequently criticized talent management practices in agile organizations. The criticisms range from their conflict with the agile values to their having a destructive impact on the relationship between managers and their subordinates. Let's talk about how we can transform this huge "individual" process in a "ecosystem" process that respects the agile values, gets people happy & engaged, and allows to improve the organization ecosystem.

Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. 

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Today's Leaders need to take desision every day. Coach people is a investment in the long run. If you need result rigth away, you maybe are given the solution to your team very fast (or tell them what to do). It is not bad, but you are sacrifiying the team future doing this. You also are creating a dependency to you. How to go out from this pattern? how to grow the team doing coaching? 

This workshop is a complete experience workshop. It enables today's leaders to understand and develop the attitudes, skills and behaviours required for the day to day informal coaching of others. Participants develop their understanding of the essential attitudes and skills of effective coaching through a sequence of short tasks/games.

Trust between team members is critical for performance. Trust is a value that many people share, but how they demonstrate it and when they offer it varies widely. Even if people say they trust each other in general, there are often conditions where that trust can erode and become and unspoken barrier that affects the team.

When listening to people talk about trust, be particularly aware of the behaviors they identify as demonstrating trust. This is a fundamental place where misunderstandings occur. Most people value trust, but the behaviors they use to show it can be different and even opposite. In addition, some people show trust differently depending on where they are. What they do at home or with family may not be what they do at work. Identify and talking the implications of those behaviors is the first step toward discovering acceptable ways to deal with differences.
During this workshop you will realize the different ways how people express trust. You will become aware about behaviors and ways to interpret them.

In today's organization give/ask feedback must be part of the culture. Unfortunately, it is not the case in a lot of organizations.
People do not understand why the feedback is important and how to give/ask feedback.
Since continue improve is part of any agile process, feedback is a source to always shine as a person and/or team.
Today in a lot of organization "real" feedback is a taboo. This presentation will help people to help us to change the behavior and transform the feedback on the best tool to improve as person/team/organization.

Using The Responsibility Process™ from Dr. C. Avery to build stronger and responsible teams. This process, derived from field studies, shows how all people mentally process thoughts about avoiding or taking responsibility. More of one year ago I started to study this model and I am part of the program The leadership Gift™ (Dr. C. Avery's program). This program allows me to grow as a person and as professional every single day. It also gave me the opportunity to help my teams to shine in a natural way. In this presentation, I will do a presentation of the model and share my experience using it with teams. To help people to understand it and use it, the session will have games and pitfails based in my experience with it