Hands-on workshops from 9 AM till 5 PM at Prezi. You need a separate workshop ticket to attend.
Talks from 9 AM till around 5 PM. After the talks there's a party with dinner and free drinks.
Talks from 9 AM till around 5 PM.
An international platform and community for leaders and managers to share stories, hands-on solutions and explore new trends and ideas to lead, fail, learn and stretch: Stretch is a non-profit conference that brings 500 attendees and 16 speakers from all around the world who want to build effective organizations since 2013.
Dive deep into agile leadership, coaching, mental health, continuous learning, remote management, high-performing teams, organizational culture, diversity and inclusion.
Drop us a line at firstname.lastname@example.org
Check out the recorded talks
|08:30–09:30||Registration and Breakfast|
|09:45–10:35||Jurgen Appelo: How to Fix Your Failed Agile TransformationVideoPDF Slides|
|10:35–11:20||Kinga Fekete: Leading with InsightVideoPrezi Slides|
|11:40–12:25||Elisa Coluccia: Information Overload: How to Survive in the Era of Push NotificationsVideoPDF Slides|
|12:25–13:10||Hendrik Haandrikman: Optimizing for Speed: Continuous Reorganisation From Seed to Series BVideoPDF Slides|
|14:40–15:25||Shawn Fair: Making the Shift From Boss To CoachVideo|
|15:25–16:10||Stephanie Gasche: Measuring Performance: Quantifying the Work of a Scrum MasterVideoPDF Slides|
|16:30–16:50||Mirtill Megyeri: Add Gen Z Filter to Your Leadership StyleVideoPrezi Slides|
|16:50–17:35||Nickolas Means: Who Destroyed Three Mile IslandVideoPDF Slides|
|17:35–||Dinner & EPAM Carnival Party|
|18:30–20:00||Leadership Meetup Budapest (free entry)|
|09:30–10:20||Amy Tez: The Power of AssertivenessVideo|
|10:20–11:05||Ivett Ördög: What Transitioning From Male to Female Taught Me About LeadershipVideoPDF Slides|
|11:25–12:10||Kate Wardin: Leading Without AuthorityVideoPDF Slides|
|12:10–12:55||Ben Linders: Leading for Self-organisation: Dos and Don'ts of Agile Management VideoPDF Slides|
|14:25–14:50||Melinda Miklós: “I Trust You”VideoPrezi Slides|
|14:50–15:15||Veronika Pistyur: Why Think in at Least 15 Years if You Are a Conscious Business Player?VideoPrezi Slides|
|15:30–16:15||Kevin Goldsmith: Leading Distributed TeamsVideo|
|16:15–17:00||Amber Vanderburg: The Power of Performance FeedbackVideoPDF Slides|
Please note that the schedule might change.
With his company Agility Scales, Jurgen is inventing the future of organizational agility. Why are we wasting our time learning how to manage companies, when very soon computers will navigate us through our work-lives and help us to lead and manage our teams?
As a serial founder, successful entrepreneur, author and speaker, Jurgen is pioneering management to help creative organizations survive and thrive in the 21st century. He offers concrete games, tools, and practices, so you can introduce better management, with fewer managers. He also offers a platform for you to share your practices and stories with the rest of the world.
Jurgen calls himself a creative networker. But sometimes he’s a writer, speaker, trainer, entrepreneur, illustrator, manager, blogger, reader, dreamer, leader, freethinker, or… Dutch guy. Inc.com has called him a Top 50 Leadership Expert and a Top 100 Leadership Speaker. Since 2008, Jurgen writes a popular blog at NOOP.NL, offering ideas on the creative economy, agile management, organizational change, and personal development. He is the author of the book Management 3.0, which describes the role of the manager in agile organizations; How to Change the World, which describes a supermodel for change management; Managing for Happiness, which offers you practical ideas to engage workers, improve work, and delight clients; and most recently, Startup, Scaleup, Screwup, which contains 50% inspiring stories and 50% practices to follow and dives into the major topics that business leaders and entrepreneurs are confronted with throughout the business lifecycle.
The problem with many agile transformations is that existing methods and frameworks treat everyone the same. They make no distinction between startups and scaleups, between disruptive innovative ideas versus existing successful products. But starting new teams and scaling up innovation is more important than ever. The key to a successful agile transformation is applying different practices in different stages of the business lifecycle. What works for a new product does not work for a mature one, and vice versa.
In this talk, we will nosedive into the major good practices for business leaders and product teams, from the moment they have an innovative idea to the day they will scale it up (or screw it up). Your agile transformation depends on product lifecycles, the innovation vortex, and the innovation funnel.
At the age of 17, Melinda got her first leadership assignment: as the president of a Budapest-centered regional association, she started and succeeded to build a country-wide nonprofit that was sustainable and not only offered informal education to thousands of students but also helped the legislative system to further student rights -- in the time when these ideas just started to get a footprint in Hungary.
In parallel with earning three masters degrees at the same time at the two most prestigious universities of Hungary, in the fields of economy, communications, and psychology, she put her leadership skills to another underdeveloped area: promoting the importance of mental health.
After the university years, she started a career in PR and quickly became the Lead of Google’s Press Office in Hungary. This is how she ended up being in the founding team, and now CEO, of WeAreOpen, a nonprofit that was co-founded by Google, Prezi, and espell, and is currently a community of 1,000+ businesses and organizations.
She works with the local CEOs and executives of the largest global brands and Hungarian startups, small businesses, academics, and influencers to reach the mission of WeAreOpen: showing millions of people that being open, diverse, and inclusive is good for organizations.
The scale of their campaigns, where hundreds of brands, global and local companies, and their CEOs act together, are unprecedented in Hungary and beyond.
Edelman's Global Trust Barometer found that 76% of people say that CEOs should take the lead on change. People trust you more than in many other social actors. They expect business leaders to work against discrimination, against the gender pay gap, against climate change, just to name a few.
I invite you to look at one of the greatest assets: trust. Discover what trust means then let’s challenge ourselves about a company’s role considering that these days the global leaders of the most powerful companies try to work with the same topic in the US: moving from looking at shareholders to looking at stakeholders. How can you live up to the colleagues’, and people’s expectations in the age of the coming new phase of capitalism? Come, walk the talk together.
Brand strategist, startup mentor and ecosystem-builder. General Partner of Oktogon Ventures and CEO of the non-profit association Bridge Budapest. Previously she was a mentor at Kitchen Budapest and the Hungarian Templeton Program, at Design Terminal, and she was a top mentor at Telenor Accelerate Program. In 2016 she won the Central European Startup Awards Most Influential Woman category. In 2019 listed in Forbes Hungary among the 50 Most Influential Women.
With an educational background in television directing (DLA), visual and cultural anthropology and international relations, she has also produced television programs, run a communications agency, and worked in marketing. She is a communication expert with skills to build bridges between the mainstream and hardly understandable issues of the society. For example, inspiring the youth who wants to leave the country and showing them options, for instance, meaningful, globally opened and connected work environment from Hungary, going global.
The story of Bridge Budapest could tell us why some startup founders decided to deal with their frustration to influence the business environment of Hungary. When they launched the initiative defeatism, cynicism described the thinking around entrepreneurs, and people did not have the belief that they could influence their life and build global companies from a tiny place in the middle of Europe. Bridge Budapest's cofounders thought that if they want to live in a competitive country, being able to build global companies from scratch, they have to share their stories first. Then build a conscious business community with a vision to influence an environment where self-confidence is based on knowledge and performance and not only relations matter. In Hungary, it's still not evident and visible. The change of the regime took place in 1989, but the transformation of the mindset is still on its way.
The community has attracted already 1000 conscious business players who act like that it matters if they think value-driven and long-term. Now their challenge is to convince more and more business players to have a vision and take at least 15 years of responsibility for their decisions. How can an NGO create a business advantage for its members and how this advantage grows business?
Mirtill is a passionate senior HR professional, having 6+ years of extensive international experience in data-driven employer brand building and employee engagement projects. Her aim is to build bridges between employers and future employees through complex, well-based employer branding processes. In recent years, as a co-founder of the zyntern.com candidate engagement platform, she has become familiar with the challenges and joys of working as an HR manager in an ever-changing work environment of a growing company. She is also the coordinator of Alliance for Youth Employment Initiative, member of Forbes 30/30 list 2018 and TEDxYouth speaker.
The next generation of employees has just arrived into the labor market and it is estimated that Gen Z will consist of 22% of the workforce by 2030. The most connected, educated and environmentally conscious generation is attached to technology from a young age and has a window to the world unlike any other.
We have learnt a lot about the companies’ youthful newcomers, but are we really ready to motivate, engage and lead them?
At Zyntern.com we believe that the best way to prepare working with Gen Z is to better understand them. At the same time, leading from a perspective comfortable to the real digital natives does not imply they should rule and transform all traditional values and working processes. It is more about broadening your horizons: exploring new channels and manners of communication, finding new interpretations of knowledge and meritocracy, and practicing new ways of motivating people and evaluating their performance.
As the market leading Hungarian internship and fresh graduate platform we continuously research the preferences and behaviour of the next generation of employees to help you prepare for the future of work by applying a special filter to your leadership style.
Ivett is a Lead Developer and a frequent speaker at conferences around Europe. As a founding member of Emarsys CraftLab - the dedicated coaching team of Emarsys - she has taught university courses, talked at numerous conferences and visited multiple companies as an external consultant. Her passion for short feedback loops drove her to create Lean Poker, a workshop where developers have the opportunity to experiment with continuous delivery in a safe environment. She is also the creator and host of the Morning Commute YouTube channel inspiring the next generation of developers to broaden their knowledge.
Not many leaders transition late in their lives but I did and it gave me a unique perspective on courage, humility, diversity and inclusion in the context of leadership. In this talk I will tell the story of my transition and along the way you will learn how you can become a better leader.
I’ve been struggling with gender dysphoria (a debilitating sense of disconnect from the gender assigned to someone at birth) for decades, but it took me until not so long ago to realize what it was, and how it could be treated. Nothing has been the same since. Transitioning and the events leading up to it changed my life, and the experiences I had during my transition changed me as a person, and as a leader.
It’s hard for me to open up about this period in my life, not just because it comes with tremendous vulnerability, not just because it’s very personal, but also because it has been the hardest few months in my life. The decisions I faced were far more consequential and way harder to grapple than any decisions I had to make as a leader or any time during my professional career. However I feel that other people — people who will never go through anything like I did — can learn from my story a lot exactly because it has been a very unusual and difficult problem to solve.
Nickolas Means loves nothing more than a story of engineering triumph (except maybe a story of engineering disaster). When he's not stuck in a Wikipedia loop reading about plane crashes, he spends his days as a Senior Engineering Manager at GitHub leading teams building Security and Compliance tooling for our users. He works remotely from Austin, TX, and spends most of his spare time hanging out with his wife and kids, going for runs, or trying to brew the perfect cup of coffee.
On March 28, 1979, at exactly 4 o’clock in the morning, control rods slammed into the reactor core of Three Mile Island Unit #2, halting the nuclear reaction because of a fault in the reactor cooling system. At 4:02, the automated emergency cooling system activated as the reactor core temperature continued to rise. At 4:04, one of the plant operators made the befuddling decision to switch off the emergency cooling system, dooming the reactor to partial meltdown. Why?
When something bad happens, it’s easy to just blame someone and move on. Taking the time to find the systemic causes, though, will not only help keep the problem from repeating, it will enable you to build the psychological safety necessary for your team to truly collaborate. Let’s let the story of Three Mile Island teach us how to make our teams stronger through systems thinking and just culture.
Amber is an award-winning international businessperson, coach, and speaker. Named as Tulsa’s 40 under 40, Oklahoma’s 30 under 30, and 3-time SHRM award winner with an MA degree in Organizational Dynamics from the University of Oklahoma and Green Belt certification in Lean Six Sigma. Amber has implemented HR best practices in organizations small and large domestically and abroad with a passion for mobilizing ideas and equipping teams to exceed goals. In 2016, Amber was the female, only American, and only blonde Academy elite football coach for the Adidas Gameday Academy/Paris Saint Germain Academy in Bangalore, India. Amber worked with an international team of coaches to transform the organizational design, training, and culture to cultivate more high performing teams. This experience inspired the founding of the global student-athlete consultancy group, Player Pathwayz, which equips international athletes with opportunities for success post-high school. Today, Amber works as an HR Director with Paradigm Shift. Speaking events and clients include Google Development Day, LinkedIn Learning, ScanAgile 2019, Music City Tech Conference, TYPO3, Society for Human Resource Management (SHRM), Association for Talent Development (ATD), and Indian National Sports Association.
How do we define performance success? How do we give quality and effective feedback for maximum impact? In this speech, attendees will learn the power of performance feedback, how to give quality feedback, and how to utilize the data from feedback for maximum impact and performance improvement.
This can help organizations define success measures, improve performance, and better team communication, collaboration, and trust.
An internationally-sought after executive trainer with over 30 years of professional acting, pitching and leadership experience, Amy has trained over a 1000 CEO’s, founders and senior executives to turbo-charge their impact so they inspire others - no matter the pressure. The toughest task for any company or individual is to articulate their ideas clearly and explain why they matter. Even with the best scripts, people struggle to convey conviction and often leave their listeners feeling flat. Her clients include: Techstars, Virgin, Swarovski, PwC, Aviva, TBWA, Bank of New York Mellon, Soho House Group, Havas, Saatchi & Saatchi, Hearst, Elle, Barclays, Resident Advisor, Capital Enterprise, Ignite, Marlin PR, TYK, Iwoca, Hutch and various tech accelerators across Europe. She has also successfully trained founders to pitch for Dragon’s Den & helped many of her private clients raise Series A+ funding. She recently gave a talk to over 300 female CEOs in America on Executive Presence.
Performing brilliantly at senior level requires far more than just technical expertise; you must have outstanding communication skills, incredible confidence and a luminous presence. Sadly, most of us were not taught the critical skills needed to inspire and persuade others. We struggle with the imposter syndrome, fear risk, repress our voice and diminish our credibility in the process.
The result? Our ideas fail to take flight.
Enter The power of assertiveness - an exciting talk that shares powerful and practical insights on HOW to own any meeting, pitch, talk or challenging conversation where your results matter. Learn to command the stage, power up your voice, tell a story, handle nerves and deal with difficult objections so your words finally land.
Ben Linders is an Independent Consultant in Agile, Lean, Quality, and Continuous Improvement. Author of Getting Value out of Agile Retrospectives, Waardevolle Agile Retrospectives, What Drives Quality, The Agile Self-assessment Game, Problem? What Problem?, and Continuous Improvement. Creator of many Agile Coaching Tools, for example, the Agile Self-assessment Game.
Ben is a well-known speaker and author; he’s much respected for sharing his experiences and helping others share theirs. His books and games have been translated into more than 12 languages and are used by professionals in teams and organizations all around the world.
As an adviser, trainer, and coach, he helps organizations with effectively deploying software development and management practices. He focuses on continuous improvement, collaboration and communication, and professional development, to deliver business value to customers.
Ben is an active member of networks on Agile, Lean, Kanban, and Quality. He shares his experiences in a bilingual blog (Dutch and English), as an editor for InfoQ, and as a practitioner in communities like Computable, Quora, DZone, Stackoverflow, and TechTarget.
Leading Agile teams
Agile is something for teams, right? True, but teams don’t function in a vacuum. As a manager, you can set the stage and support teams who want to increase their agility. This presentation explores three topics that managers can work on to make teams succeed and increase the company’s agility: Leadership, Collaboration, and Culture.
With agile, teams are supposed to make their own decisions on what to do and how to do. Managers should be delegating decisions to the team and trusting them to do the right thing. But letting go of control can be a scary thing.
In this talk, I will explore leadership approaches suitable for teams and managers that want to become agile. I’ll show how teams can use the approaches to become empowered, and how managers use them to guide teams towards producing valuable results.
One of the biggest challenges that managers face when adopting agile is increasing collaboration, both within the team and between teams. I’ll start by exploring why people would like to work in teams, what’s in it for them. Understanding this can help you as a manager to support people to do a better job together.
Impediments to collaboration should be solved by the team as much as possible; they should be capable to deal with blockers and get them out of the way. In this talk I’ll show how managers can help teams by listening to them, giving them what they need, and addressing organization-wide impediments by tearing down walls in organizations.
To make agile work, people should feel psychologically safe to make decisions and try out things. It can be challenging to establish a culture that enables agile. Let’s explore what managers can do to create and nurture a culture that fosters experimentation, and what they can do to enable learning from failures and from things that go well.
Do's and Don'ts of Agile Management
To sum it up, I’ll provide a list of these things that managers should consider doing if they want their teams to be successful, and things that may be harmful to teams that they could stop doing.
Elisa is Engineering Manager at Zendesk, looking after the Mobile Apps teams & Shared Services in Dublin. With a background in Telecommunication Engineering, she worked in different companies and industries (i.e. Accenture, Smartbox Group). Her mission is to reveal the inner potential of engineers and team leads working around and with her, leveraging emotional intelligence and cognitive science. In her free time, among sports and travelling, she studies and plays with new technologies and coding languages.
If you are struggling between slack notifications, emails, that piece of report you’re trying to finish, and the 13th meeting of the day, well, this talk is for you. Would you like to know what are the superpowers to effectively managing distractions and important information? I’ll meet you there.
As the Nobel prize Herbert Simon wrote, “a wealth of information creates a poverty of attention”. We are every day exposed to a massive amount of information that, especially now, reach us out in an increasing “pushy” way. Whether we are at work or in our home after dinner, we are constantly bombarded by notifications, emails, slack messages. To translate it in numbers, our mind can consume a maximum of 120 bit/sec and we are exposed to over 34 gigabytes of contents every day. With this presentation, we will talk about the importance of allocating our attention efficiently among the overabundance of information sources that takes it away. We will discuss strategies to recover the focus and taking control over the huge amount of information that we are exposed to. We will learn some techniques on how to leverage the overload of content for improving our ability of decision making.
For a decade and a half now, Hendrik has facilitated and accelerated growth. His experience ranges from gaming, where he played a role in the social and mobile booms, to ecommerce and enterprise video services, regularly generating triple digit year over year growth leading cross-functional holistic growth teams.
Originally from The Netherlands and dividing his time between Apeldoorn and Budapest, he is currently VP of Growth at Bitrise. Bitrise is Hungary's only Y-Combinator alumnus and the platform powering some of the world's most effective mobile development teams.
You’re continuously reinventing yourself as your company grows. In this talk, dive into how you structure and continuously reorganize teams or even a complete company for maximum speed. Based on the evolution of Bitrise’s growth team; The fastest growing team in Hungary’s fastest growing startup. Bitrise is the world’s most popular mobile automation platform and is ahead of anyone else in the space by miles. It’s a rapidly evolving market, though with competitors raising 8 figure rounds left and right, mobile operating systems continuously changing and developers always on the lookout for the next big thing. This means that, for Bitrise more so than most other startups, speed is everything. During this talk, Bitrise VP of Growth Hendrik Haandrikman will dive into how Bitrise has structured its growth team to optimize for speed across different phases of the company’s life cycle. From one big multi-disciplinary team with a single decision-making unit, to multiple teams structured for minimal outside dependencies and the ability to make unilateral decisions. Real life examples from Bitrise, best practices from some of the world’s most successful companies and learnings from the most recent professional literature make up this talk that will leave the audience with actionable, tangible and realistic strategies to apply in their own teams or companies.
Talk: Optimizing for Speed: Continuous Reorganisation From Seed to Series B
You’re continuously reinventing yourself as your company grows. In this talk, dive into how you structure and continuously reorganize teams or even a complete company for maximum speed. Based on the evolution of Bitrise’s growth team; The fastest growing team in Hungary’s fastest growing startup.
Bitrise is the world’s most popular mobile automation platform and is ahead of anyone else in the space by miles. It’s a rapidly evolving market, though with competitors raising 8 figure rounds left and right, mobile operating systems continuously changing and developers always on the lookout for the next big thing. This means that, for Bitrise more so than most other startups, speed is everything.
During this talk, Bitrise VP of Growth Hendrik Haandrikman will dive into how Bitrise has structured its growth team to optimize for speed across different phases of the company’s life cycle. From one big multi-disciplinary team with a single decision-making unit, to multiple teams structured for minimal outside dependencies and the ability to make unilateral decisions.
Real life examples from Bitrise, best practices from some of the world’s most successful companies and learnings from the most recent professional literature make up this talk that will leave the audience with actionable, tangible and realistic strategies to apply in their own teams or companies.
Kate Wardin has always been passionate about the people side of software development. She is currently a Senior Engineering Manager at Target Corporation in Minneapolis, MN. Outside of her day job, she helps organizations around the world build strong Engineering teams which starts with developing confident, purposeful and inspiring leaders.
We must never devalue people in the process of delivering a technical solution. This requires all roles on a team to practice the core skills and techniques to lead without authority.
This talk will highlight a wide range of topics, tips, and techniques including: the importance of diversity & inclusion on our dev teams, understanding and defining your personal values and how they motivate you as a leader, setting career goals, the importance of an effective developer onboarding experience, effective code reviews and how to become an authentic leader in tech - regardless of your title!
Kevin Goldsmith has been a developer, software architect, technology manager and senior technology executive for over 27 years. He is currently the Chief Technology Officer at Onfido in London, a machine learning and computer vision company helping users own their identities on the internet. Formerly, Kevin was the Chief Technology Officer at Avvo; the Vice President of Engineering, Consumer at Spotify; a Director of Engineering at Adobe Systems; and, development lead at Microsoft.
In this talk, Kevin Goldsmith discusses four main challenges to leading distributed teams: Conway’s Law, Amdahl’s Law (as applied to organizations), Empathy, and Communication. He gives examples of these problems and solutions from his experience leading distributed teams over the last 25 years.
Distributed teams can either be very powerful, finding the best developers wherever they are, or it can be a nightmare of bad video meetings and flame wars.
What makes distributed teams especially challenging? How can we address these challenges to make our distributed organizations more effective?
Kinga is an HR Business Partner, facilitator and global learning and development specialist at Prezi.com. She designs and facilitates skill-building programs focused on effective communication, emotional intelligence and mindfulness around the globe. Besides her full time role at Prezi, she is a Certified Search Inside Yourself facilitator and mindfulness trainer, working on helping individuals and teams be more effective, increase their productivity and improve their wellbeing. Kinga completed her studies at the University of Babes-Bolyai on Management and Psychology, where she graduated as an economist in management and behavioural analyst. She completed Mindfulness-based Cognitive Therapy (MBCT) teacher training in Oxford, organized by the Oxford Mindfulness Centre and she is a certified facilitator of the Search Inside Yourself emotional intelligence and mindfulness training developed by Google (offered by the Search Inside Yourself Leadership Institute, US).
Did you know that being more aware of yourself can make you more empathetic towards others? Or that this enhanced awareness can help you create meaningful connections and make you a better leader?
In this talk, you can learn about the neuroscience supporting mindfulness and emotional intelligence and try out foundational exercises to focus attention, calm the mind, build connection and ultimately become a better leader. The activities and techniques you’ll learn here will be selected from the Search Inside Yourself Mindfulness-based Emotional Intelligence Training designed and tested at Google.
Shawn is a corporate leadership, consultative sales and vision expert. He has seen the word leadership defined numerous ways over the years. But he characterizes leadership in five words: lead by example, trustworthiness, mutual, respect and praise. He has a unique ability to bring leaders of all levels to the realization that their team’s performance is largely depended upon their ability to lead. He serves as the CEO of The Fair Consulting Group, a U.S. based Speaking and Training Firm. Before he started Fair Consulting, he held positions with small and large corporations ranging from customer service to Vice President of Sales and Marketing and from National Executive Trainer to Sr. Training Executive. Shawn is also John Maxwell Speaker and Coach, apart of the Forbes Coaching Council and a Consultant to Corporations abroad in a variety of industries. Shawn has trained trainers, sales professionals, managers, senior leadership and executives in 43 of the 50 states and the Virgin Islands. His successes include: ABB Robotics, Valiant Robotics, CCNC, USAA, Jarvis Construction, Vaughan Industries, IMAAC and many more.
This presentation is loaded with disruptive content for all leaders. It is dynamically delivered, engaging throughout and practical. Managers will learn about the five critical attributes and the three leadership styles a leader must demonstrate on a daily basis to ensure their team members follow.
The goal of this presentation is to help managers and executives of all levels to make the leap from boss to coach, from leading by their position to connecting with their employees. This is obtained by learning how to provide developmental coaching as a part of everyday contact. Becoming a coach begins with the manager understanding the coaching process and using it to move their employees and managers to self and peer coaching, so that everyone on the team becomes a coach and leader.
A boss controls, exercise authority and mostly consume themselves with their own personal and professional growth. A coach trains, instructs and develops his or her team’s capacity in all facets of the industry. This allows their employees to see their job, their industry and the company’s vision through the lens of binoculars. Ironically the toughest person to lead is yourself. If you don’t lead yourself well, there is a high probability you won’t lead others well. The same principle that apply to developing others are the same principles that are necessary to develop yourself.
Originally from Austria, Stephanie has lived, studied and worked in Germany, France, California and the UK. With degrees in English, History and International Business Management, Stephanie’s out-of-the-box thinking and value system led her to join the Agile movement in 2012. Ever since then, she has spread and scaled the Agile mindset and methods such as Scrum, Kanban, Lean Start-Up, Design Thinking in multinational corporations and SMEs in the DACH region. In recent years, Stephanie has also founded two social impact start-ups and worked as an intercultural trainer in helping refugees with their integration in Austria. These valuable experiences flow into her daily work as an independent Agile Consultant when coaching intercultural and internationally distributed teams.
Scrum Masters are an essential part of any Agile transformation, yet the role is so new that it is difficult to know whether they are actually adding value. If you wish to know how you may be able to measure the impact from both the perspective of the Scrum Master and management, come to my talk.
Agile evangelists typically tell companies that each of their teams needs a Scrum Master. However, we rarely show proof of their added value to the teams. Could it be that 18 years after the Agile Manifesto, we still do not know how to measure the performance of a Scrum Master? In this talk, we will look at metrics for each of the three aspects of a Scrum Master role: Facilitator, Servant Leader and Change Agent. I will provide Scrum Masters with practical tips on how to continuously measure themselves and use that as an argument for pay raises in their performance reviews and a larger lever in the change process. While metrics are often seen as negative, we will have a look at the Do‘s and Don’ts of using them and why Scrum Masters should actually be eager for their companies to introduce metrics. Come and join me for a different view on this controversial topic.
Time: Wednesday, February 12, 2020 // 9:00 - 17:00
Location: Prezi - Budapest, Nagymező utca 54-56.
There isn’t a silver bullet or standard route to increase your agility, you have to find your own way. Copying a model to become agile won’t help, and imposing agile upon people isn't an effective approach. What does work is empowering your teams to help them find out how agile they are and providing them with exercises and games to set course for their own agile journey.
In the workshop assessing your agility you will practice games and exercises to explore how agile your teams are. Next, you'll learn how to create an “agile map” that inspires you with ideas for increasing your agility and provides suggestions on where to go next on your agile journey.
We'll be playing The Agile Self-Assessment Game, a serious game used by teams and organizations to self-assess their agility. Playing the game enables professionals to reflect on collaboration and team interworking and agree upon the next steps for their agile journey. With this game, they can discover how agile they are and what they can do to increase their agility to deliver more value to their customers and stakeholders.
In this workshop, you will experience different playing formats of The Agile Self-assessment Game. You'll hear about the importance of pre-selecting cards to create focused card decks and find out about different exercises that can be used to self-assess and play your agile journey.
What will you learn:
The workshop Assessing your Agility is based on the Agile Self-assessment Game. All attendees will get a free downloadable copy of the Agile Self-Assessment Game and the ebook 'The Agile Self-assessment Game' (value $30).
Time: Wednesday, February 12, 2020 // 9:00 - 17:00
Location: Prezi - Budapest, Nagymező utca 54-56.
How to clear your head, free your thoughts, and get more stuff done.
We all take on a bit too much sometimes and feel over-burdened as a result, and it’s because we want to balance all the stuff in our lives. Sometimes you can cope with it, but our guess is that sometimes you end up feeling like you might implode. Getting Things Done helps you to capture and clarify all the things you have going on in life and work in a systematic way that is simple and trusted.
“You can do anything, but not everything”
With the right mind-set, you can achieve whatever you want (ok, apart from becoming a superhero. But you might get close). What you need is the right focus, and when you rid yourself of distractions, anything becomes possible.
Organize all your thoughts into places where you can access them later, and you will have the clarity of mind to get the right things done at the right time. What’s more, you can achieve all this without getting stressed. In fact, you might become so organized that you have nothing on your mind anymore. It’s all in your “system”.
Find out exactly how this approach works at our highly-engaging public seminar with a GTD-certified to alleviate the feeling of overwhelm, boost confidence, and release your creative energy.
Change your game.
This workshop is for you if you:
What you'll learn:
CEO of Hamar Productivity Consulting, the official GTD® franchise partner in Hungary. First GTD trainer in Hungary, the proof-reader of the Hungarian edition of the GTD book. He led over 100 GTD trainings and personally trained over 2000 professionals since 2015. Many magazines reported about his work including Forbes, Business Next and Elle.
Uránia Film Theather is located in the centre of Budapest. It was built in the 1880s as a music and dance hall. The building is a combination of Eastern Moorish and Venetian Gothic styles. It was first used as a movie theatre in 1899, when the Uránia Scientific Society hosted a presentation here, illustrated with moving pictures. The name Uránia has been used ever since.
Uránia is not only a beautiful building but an important landmark too - this is where the first independent Hungarian feature film was shot in 1901, and where the first film screening was held after World War II. Today, Uránia is a showcase for Hungarian film, hosting several film festivals and cultural events.
Questions? Drop us a line at email@example.com