You are in charge of a whole organization or a number of teams. Your ultimate desire is for them to become more productive, which translates into effectiveness and/or efficiency. You would ask yourself which is a golden key here, Kanban or Scrum? Is it an either/or question? Shall you start by practicing Scrum for a while and switch when matured? Is there a golden ratio of Scrum practices v.s. Kanban that make your transformation successful? Do you find yourself in Scrumfalls? Is Kanban the magic solution? You are telling yourself: It's time to switch to Kanban. Others have done it, so it must be the magic solution. If that's you, most probably you are spending now time and money on a new "method" while barely moving the needle. I can assure you It can become successful, it has been done!

Kanban is the new Scrum these days. Let's look at the failure modes of adopting Kanban deeper and together. What are the conditions needed for a Kanban method to flourish and find its roots in an organization? What can lead to a successful Kanban introduction compared to Scrum? Are there any fundamental differences between them? How can you make sure if you are moving from Scrum to Kanban, or having the thought of it, to become successful? What are the pitfalls that you want to avoid?

Join me in this session to share with you my experience as both Scrum and Kanban coach helping organizations transform. I will be sharing lessons learned and coaching techniques to help organizations and leaders realize the true potential of Kanban.

Culture eats change for its breakfast! How many time have you discovered it? Have you noticed any indicators of it? How many times have you blamed the culture?

Isn't culture presented on what people do, say, and act? Studies tell us that people are of good nature. Most people (99% to be exact) do what they believe is right. They don't intend to resist change. They even are willing to help, and maybe they don't know how. They genuinely want to see the transformation becomes successful. They are resourceful as well. One might ask, how come there are many catastrophic stories when it comes to organizational transformation?

Have you heard the famous quote, "If all you have is a hammer, everything looks like a nail"? Could it be that we are not looking at transformations with the right perspective? Could it be that we only have, and use a hammer? Maybe we have different types of it, and we don't even notice?

If the above interests you, please join us. Let us share our experiences, and how we moved away from using the "hammer" within organizations.

Playing games is one of the most effective tools for teaching. It is hand on, active participation, engaging and fun for the audience to name some characteristics. However, it could go wrong very easily. Let's explore it together as a game!

What are the factors you need to consider when running a game? How about even before that and when picking a game to run? What elements do you need to consider running a game? How would you make it about teaching and not getting lost only playing? How would you capture the ROI for the game? How would you sell the idea of playing games to leadership?

If those are what boggles your mind, please join me for a session on Game. I will be sharing my experiences, successes, and failures on what to do with games. I will share with you tips on what to look for when picking, running and finishing up a game. How to embed a game within your training, and which part of it to use. I will share some examples that I used (and others created) on how to use already designed games for your goal. If you can’t find any, I can share some tips on how to design a game. This talk is focused to deliver value for the coaches, team leads, enterprise leaders and whomever that want to teach others from a very simple message to a very complex concept.

What's your take on conflict? Is it harmful and needs to be prevented? Does it have a positive aspect to it; and to be encouraged? Can you imagine relying on conflict to improve a team's performance? Join me to get you to know the Conflict, make friend with it and even co-lead your dreams! Are you personally aware of situations where you or your team members get into conflict? What shall you do about it? Shall all conflicts be treated the same? Are all conflicts resolvable? Are all of them needed to be? What benefits a team can have of being in conflict? What about the organization, conflict at the organization level, can it be helpful at all?

If you are interested about these or is in conflict about the answers to the above questions, please join me for a session on conflict and how to harvest it for the benefit of your team and your organization. In this interactive session, we will go over different types of conflict with you. You will experience a real conflict, and how you respond to it. Would you be compromising, accommodating, competing, collaborating or avoiding? You will then identify your default conflict handling mode. This self-awareness will help you in future conflicts to actively choose to use a conflict handling mode more suited for the situation on hand.

We enjoy having conversations. Who doesn't? We are social animals after all. We like to know more about each other's stories. It is a feature built-in by default. As coaches, it is vital to use this basic instinct to our advantage. The easiest way to influence people is to have a conversation with them. You can use it coaching, mentoring, transformation, or just building a relationship with them. Can you imagine any of the above not to start with a conversation? I can't!

Conversations are two-way streets. The easiest way to have a two-way communication is to ask questions. Questions can be dumb, unrelated, out of ordinary, crazy, or even beautiful. Can they be efficacious too? They can! An excellent communicator knows how and when to use Powerful Questions to make any conversation a mighty one.

Powerful Questions generate curiosity in the listener and stimulate thoughtful conversation. They are usually thought-provoking and challenges the underlying assumptions. Powerful Questions, if asked in the right tone and body language, generates creativity and new possibilities.

Is it hard to ask Powerful questions? It might be. It is not that easy, and indeed not natural for everyone. The good news is that it is something that can be learned, and relatively very easily.

I invite you to join me for a workshop on Powerful Questions. In this workshop, I am going to help you build your muscle to ask more Powerful Questions. I will give you an easy tool to make your questions more powerful, and conversations more enriched. Asking powerful questions will help you build bridges with people, you would become more empathetic with them, and do not be surprised you are going to listen more. Some of the characteristics of a great coach, one might say! Don't you agree?

You are in charge of a whole organization or several teams. Your ultimate want is for them to become more productive, which translates into effectiveness and/or efficiency for your organization. You would ask yourself which is a golden key here, Kanban or Scrum? Is it an either/or question? Shall you start by practicing Scrum for a while and switch when matured? Is there a golden ratio of Scrum practices v.s. Kanban that make your transformation successful? Do you find yourself in Scrumfalls? Is Kanban the magic solution? You are telling yourself: It's time to switch to Kanban. Others have done it, so it must be a magic solution. If that describes you, most probably you are investing time and money on a new "methodology" while barely moving the needle.

Kanban is the new Scrum these days, or is it? Join me on this session and let's look at the failure modes of adopting Kanban deeper. What are the conditions needed for a Kanban method to flourish and find its roots in an organization? What can lead to a successful Kanban introduction compared to Scrum? Are there any fundamental differences between them? How can you make sure if you are moving from Scrum to Kanban, or having the thought of it, to become successful? What are the pitfalls that you want to avoid?

I will share with you my experiences and perspective as both Scrum and Kanban coach helping organizations with their Agile Transformation. I will be sharing lessons learned and coaching techniques to help organizations and leaders realize the true potential regardless of which you chose.

Learn how to co-create with your customers using modern collaboration techniques

To be successful at innovating for your customer, teams need a solid understanding of how to engage and collaborate with their customers and users. It is only then that teams can deliver high impact projects/products that are important to their user base. Embark on a journey and with the latest set of techniques that help teams discover insights sooner and delight their customers faster. Take part in our latest workshop and learn everything you need to know at succeeding in collaborating with your customers. After all, innovation is best served when co-discovered with customers.

Our interactive and fast-paced workshop is based on design thinking, lean startup, and lean UX principles. It is designed to help you uncover better ways of working with your customers and boosting collaboration and creativity on your team. After many iterations and essential feedback, we’ve developed a fun and thought-provoking workshop where you will learn by doing and engaging with real people, working on challenges that will enrich your learning experience.

We enjoy having conversations. Who doesn't? We are social animals after all. We like to know more about each other's stories. It is a feature built-in by default. As coaches, it is vital to use this basic instinct to our advantage. The easiest way to influence people is to have a conversation with them. You can use it coaching, mentoring, transformation, or just building a relationship with them. Can you imagine any of the above not to start with a conversation? I can't!

Conversations are two-way streets. The easiest way to have a two-way communication is to ask questions. Questions can be dumb, unrelated, out of ordinary, crazy, or even beautiful. Can they be efficacious too? They can! An excellent communicator knows how and when to use Powerful Questions to make any conversation a mighty one.

Powerful Questions generate curiosity in the listener and stimulate thoughtful conversation. They are usually thought-provoking and challenges the underlying assumptions. Powerful Questions, if asked in the right tone and body language, generates creativity and new possibilities.

Is it hard to ask Powerful questions? It might be. It is not that easy, and indeed not natural for everyone. The good news is that it is something that can be learned, and relatively very easily.

I invite you to join me for a workshop on Powerful Questions. In this workshop, I am going to help you build your muscle to ask more Powerful Questions. I will give you an easy tool to make your questions more powerful, and conversations more enriched. Asking powerful questions will help you build bridges with people, you would become more empathetic with them, and do not be surprised you are going to listen more. Some of the characteristics of a great coach, one might say! Don't you agree?

What's your take on conflict? Is it harmful and needs to be prevented? Does it have a positive aspect to it; and to be encouraged? Can you imagine relying on conflict to improve a team's performance? Join me to get you to know the Conflict, make friend with it and even co-lead your dreams! Are you personally aware of situations where you or your team members get into conflict? What shall you do about it? Shall all conflicts be treated the same? Are all conflicts resolvable? Are all of them needed to be? What benefits a team can have of being in conflict? What about the organization, conflict at the organization level, can it be helpful at all?

If you are interested about these or is in conflict about the answers to the above questions, please join me for a session on conflict and how to harvest it for the benefit of your team and your organization. In this interactive session, we will go over different types of conflict with you. You will experience a real conflict, and how you respond to it. Would you be compromising, accommodating, competing, collaborating or avoiding? You will then identify your default conflict handling mode. This self-awareness will help you in future conflicts to actively choose to use a conflict handling mode more suited for the situation on hand.

What's your take on conflict? Is it harmful and needs to be prevented? Does it have a positive aspect to it; and to be encouraged? Can you imagine relying on conflict to improve a team's performance? Join me to get you to know the Conflict, make friend with it and even co-lead your dreams! Are you personally aware of situations where you or your team members get into conflict? What shall you do about it? Shall all conflicts be treated the same? Are all conflicts resolvable? Are all of them needed to be? What benefits a team can have of being in conflict? What about the organization, conflict at the organization level, can it be helpful at all?

If you are interested about these or is in conflict about the answers to the above questions, please join me for a session on conflict and how to harvest it for the benefit of your team and your organization. In this interactive session, we will go over different types of conflict with you. You will experience a real conflict, and how you respond to it. Would you be compromising, accommodating, competing, collaborating or avoiding? You will then identify your default conflict handling mode. This self-awareness will help you in future conflicts to actively choose to use a conflict handling mode more suited for the situation on hand.

We enjoy having conversations. Who doesn't? We are social animals after all. We like to know more about each other's stories. It is a feature built-in by default. As coaches, it is vital to use this basic instinct to our advantage. The easiest way to influence people is to have a conversation with them. You can use it coaching, mentoring, transformation, or just building a relationship with them. Can you imagine any of the above not to start with a conversation? I can't!

Conversations are two-way streets. The easiest way to have a two-way communication is to ask questions. Questions can be dumb, unrelated, out of ordinary, crazy, or even beautiful. Can they be efficacious too? They can! An excellent communicator knows how and when to use Powerful Questions to make any conversation a mighty one.

Powerful Questions generate curiosity in the listener and stimulate thoughtful conversation. They are usually thought-provoking and challenges the underlying assumptions. Powerful Questions, if asked in the right tone and body language, generates creativity and new possibilities.

Is it hard to ask Powerful questions? It might be. It is not that easy, and indeed not natural for everyone. The good news is that it is something that can be learned, and relatively very easily.

I invite you to join me for a workshop on Powerful Questions. In this workshop, I am going to help you build your muscle to ask more Powerful Questions. I will give you an easy tool to make your questions more powerful, and conversations more enriched. Asking powerful questions will help you build bridges with people, you would become more empathetic with them, and do not be surprised you are going to listen more. Some of the characteristics of a great coach, one might say! Don't you agree?

What coaching is really about? Is it a skill or is it a technique? Is it what you were born with or something you learn? Is it a framework or is it a mindset? Is everyone coachable? How can coaching help you with your leadership style? How can you embed a coaching conversation while leading people? Would you be able to lead, coach and motivate others at the same time?

If those are your questions, come and join me for this session. I won’t be lecturing you about coaching, but rather we will engage in an interactive session to define what coaching is for you. In this session, you will get your hands dirty with coaching, and get familiar with it. You will even be given the tools needed to elevate your coaching skill to the next levels if you want.

Coaching is not a skill or a tool, it is a mindset. It is great to have a coaching mindset, everyone agrees on that. However, It is not easy to learn or obtain. It needs dedication, right foundation, direction and practice to master. In the Your Inner Leader & Coaching! session, I am going to help you with the most important of all, the foundation of coaching. You will learn a very effective method to start coaching.

Coaches are not helping people with their situation in hand, but they help them to become a better one to address a challenge in hand. You can be a coach, it needs dedication and practice. Once coaching gets embedded in your leadership style, you can easily use it to lead people and motivate them.

The session is an interactive session. I am getting you through The Simple Coaching Model (http://www.simplecoachingmodel.com), in which you are going to practice coaching first hand. This model will help you to get your feet wet with coaching. The Simple Coaching Model will give you the foundation for having coaching conversation in a very simple way; one that you can practice it on and on. When you become mature in coaching, this model will give you the freedom to build on top of it. You can get to the next level of coaching by expanding your skills no matter what that might be, active listening, asking powerful questions, get deep into feelings, be comfortable being silent etc.

What’s most important about a user story? Collaboration! How many times have you heard about INVESTing in user stories, making them SMARTer, breaking them into SPIDRs, or biting the whole HAMBURGER? All great! Let me take you through an interactive game for the most important aspect: collaboration!

What coaching is really about? Is it a skill or is it a technique? Is it what you were born with or something you learn? Is it a framework or is it a mindset? Is everyone coachable? How can coaching help you with your leadership style? How can you embed a coaching conversation while leading people? Would you be able to lead, coach and motivate others at the same time?

If those are your questions, come and join me for this session. I won’t be lecturing you about coaching, but rather we will engage in an interactive session to define what coaching is for you. In this session, you will get your hands dirty with coaching, and get familiar with it. You will even be given the tools needed to elevate your coaching skill to the next levels if you want.

Coaching is not a skill or a tool, it is a mindset. It is great to have a coaching mindset, everyone agrees on that. However, It is not easy to learn or obtain. It needs dedication, right foundation, direction and practice to master. In the Your Inner Leader & Coaching! session, I am going to help you with the most important of all, the foundation of coaching. You will learn a very effective method to start coaching.

Coaches are not helping people with their situation in hand, but they help them to become a better one to address a challenge in hand. You can be a coach, it needs dedication and practice. Once coaching gets embedded in your leadership style, you can easily use it to lead people and motivate them.

The session is an interactive session. I am getting you through The Simple Coaching Model (http://www.simplecoachingmodel.com), in which you are going to practice coaching first hand. This model will help you to get your feet wet with coaching. The Simple Coaching Model will give you the foundation for having coaching conversation in a very simple way; one that you can practice it on and on. When you become mature in coaching, this model will give you the freedom to build on top of it. You can get to the next level of coaching by expanding your skills no matter what that might be, active listening, asking powerful questions, get deep into feelings, be comfortable being silent etc.

We are social animals. We like to have conversations. We like to know more about each other's stories. It is in our nature. As coaches, and change agents it is very important to use this basic instinct to our advantage. The easiest way to influence people, coach them, mentor them, transform them, build relationship with is to have a conversation. I can't even imagine any of the above not to start with a conversation.

Conversations are two way streets. And the easiest way to have a two way communication is to ask questions. Questions can be dumb, unrelated, out of ordinary, crazy, or even beautiful. The main differentiating factor of good communicators is their ability to ask powerful questions. Powerful questions are the ones that generate curiosity in the listener, and stimulates reflective conversation. They are usually thought provoking, and challenges the underlying assumptions. Powerful questions if asked in the right tone, and body language, generates creativity and new possibilities.

You might think it's hard to ask Powerful questions. You are absolutely right. It is not that easy, and certainly not natural for everyone. The good news is that it is something that can be learned, and relatively very easily.

I invite you to join me for a workshop on asking Powerful questions. In this workshop, I am going to help you build the muscle to ask more powerful questions. I will give you easy tool that each time you want to ask a question, make it more powerful. This technique will provide you with an easy tool that can be applied in any conversation. Asking powerful questions will help you build bridges with people, you would become more empathetic with them, and do not be surprised you are going to listen more. Some of the characteristics of a great coach, one might say.

Culture eats change for its breakfast! How many time have you heard this? Or thought about it? How many times have you seen indicators for it? How many time have you blamed culture for change not happening?

Isn't culture (roughly) what people do, say or think of in an organization. Studies tell us that people are good. 99% of people do what they believe is right. They are willing to help. They don't mean to resist changes coming their way. They want to see the transformation becomes successful, even more than what you think. They are very resourceful as well.

So then how come there are many catastrophic stories when it comes to changing culture of an organization? How come even knowing the effect of culture on transformation, we tend to not pay attention to it as needed?

Culture as an outcome, Culture as an objective and Culture as a goal can take us to completely different end states.

If the above interests you, please join us. We are going to share with you what we learned from our experience in transforming one of the biggest departments of TD.

What coaching is really about? Is it a skill or is it a technique? Is it what you were born with or something you learn? Is it a framework or is it a mindset? Is everyone coachable? How can coaching help you with your leadership style? How can you embed a coaching conversation while leading people? Would you be able to lead, coach and motivate others at the same time?

If those are your questions, come and join me for this session. I won’t be lecturing you about coaching, but rather we will engage in an interactive session to define what coaching is for you. In this session, you will get your hands dirty with coaching, and get familiar with it. You will even be given the tools needed to elevate your coaching skill to the next levels if you want.

Coaching is not a skill or a tool, it is a mindset. It is great to have a coaching mindset, everyone agrees on that. However, It is not easy to learn or obtain. It needs dedication, right foundation, direction and practice to master. In the Your Inner Leader & Coaching! session, I am going to help you with the most important of all, the foundation of coaching. You will learn a very effective method to start coaching.

Coaches are not helping people with their situation in hand, but they help them to become a better one to address a challenge in hand. You can be a coach, it needs dedication and practice. Once coaching gets embedded in your leadership style, you can easily use it to lead people and motivate them.

The session is an interactive session. I am getting you through The Simple Coaching Model (http://www.simplecoachingmodel.com), in which you are going to practice coaching first hand. This model will help you to get your feet wet with coaching. The Simple Coaching Model will give you the foundation for having coaching conversation in a very simple way; one that you can practice it on and on. When you become mature in coaching, this model will give you the freedom to build on top of it. You can get to the next level of coaching by expanding your skills no matter what that might be, active listening, asking powerful questions, get deep into feelings, be comfortable being silent etc.

We are social animals. We like to have conversations. We like to know more about each other's stories. It is in our nature. As coaches, and change agents it is very important to use this basic instinct to our advantage. The easiest way to influence people, coach them, mentor them, transform them, build relationship with is to have a conversation. I can't even imagine any of the above not to start with a conversation.

Conversations are two way streets. And the easiest way to have a two way communication is to ask questions. Questions can be dumb, unrelated, out of ordinary, crazy, or even beautiful. The main differentiating factor of good communicators is their ability to ask powerful questions. Powerful questions are the ones that generate curiosity in the listener, and stimulates reflective conversation. They are usually thought provoking, and challenges the underlying assumptions. Powerful questions if asked in the right tone, and body language, generates creativity and new possibilities.

You might think it's hard to ask Powerful questions. You are absolutely right. It is not that easy, and certainly not natural for everyone. The good news is that it is something that can be learned, and relatively very easily.

I invite you to join me for a workshop on asking Powerful questions. In this workshop, I am going to help you build the muscle to ask more powerful questions. I will give you easy tool that each time you want to ask a question, make it more powerful. This technique will provide you with an easy tool that can be applied in any conversation. Asking powerful questions will help you build bridges with people, you would become more empathetic with them, and do not be surprised you are going to listen more. Some of the characteristics of a great coach, one might say.

What coaching is really about? Is it a skill or is it a technique? Is it what you were born with or something you learn? Is it a framework or is it a mindset? Is everyone coachable? How can coaching help you with your leadership style? How can you embed a coaching conversation while leading people? Would you be able to lead, coach and motivate others at the same time?

If those are your questions, come and join me for this session. I won’t be lecturing you about coaching, but rather we will engage in an interactive session to define what coaching is for you. In this session, you will get your hands dirty with coaching, and get familiar with it. You will even be given the tools needed to elevate your coaching skill to the next levels if you want.

Coaching is not a skill or a tool, it is a mindset. It is great to have a coaching mindset, everyone agrees on that. However, It is not easy to learn or obtain. It needs dedication, right foundation, direction and practice to master. In the Your Inner Leader & Coaching! session, I am going to help you with the most important of all, the foundation of coaching. You will learn a very effective method to start coaching.

Coaches are not helping people with their situation in hand, but they help them to become a better one to address a challenge in hand. You can be a coach, it needs dedication and practice. Once coaching gets embedded in your leadership style, you can easily use it to lead people and motivate them.

The session is an interactive session. I am getting you through The Simple Coaching Model (http://simplecoachingmodel.com), in which you are going to practice coaching first hand. This model will help you to get your feet wet with coaching. The Simple Coaching Model will give you the foundation for having coaching conversation in a very simple way; one that you can practice it on and on. When you become mature in coaching, this model will give you the freedom to build on top of it. You can get to the next level of coaching by expanding your skills no matter what that might be, active listening, asking powerful questions, get deep into feelings, be comfortable being silent etc.

What’s most important about a user story? Collaboration! How many times have you heard about INVESTing in user stories, making them SMARTer, breaking them into SPIDRs, or biting the whole HAMBURGER? All great! Let me take you through an interactive game for the most important aspect: collaboration!