Agile Gardening

Onepoint kitchen ready to host Agile Gardening

On Tuesday 11th June, Dahm Hongchai, Corentin Nile and Jord de Rengerve, three Agile coaches, invited 12 participants to discover Agile gardening at onepoint office in Brussels. Agile gardening is for Agile leaders. It propose to experience the creation of a team, discovering team members, aprehending customer needs, working in iterative way, removing impediment for teams, welcoming change, and letting the product go.

Upon arrival in the kitchen of onepoint, the participant discovered a table loaded with plants and decorations. They soon receive their first instructions: build a tiny garden in the 3 pots present on the table. The gardeners accepted quite too quickly to group in 3 people following the team composition imposed by the hosts. It was the first learning of the evening: you can compose your team based on affinities. While they started we asked the gardeners what were their feeling while they entered the room: feeling welcomed, curiosity, happiness. Soon the atmosphere will change, the stress comes in when we ask “who is your customer?” “what are your requirements”. Then the participants felt it was becoming serious. Corentin was the customer, he requested to have harmony in the garden composition. Harmony ? What does that mean ? Nevertheless they continued and composed three nice tiny gardens.

The customer destroyed the gardens

Before the second iteration, Jord gathered the participants in a corner of the room, turning their back to the gardening table. While Jord was giving instructions and attracting their attention with a loud voice and movement, the customer destroyed their garden. The customer was not pleased at all. When the gardener came back to the table they discovered the destruction. Emotions were strong: Anger, excitment, surprise. The customer expressed his unstatisfaction and requested the work to be started all over again. The gardener understood that they had to let it go, that they should not feel attached to the product. Even for the most experienced Agile practitioner, it can be difficult to see a nice garden being destroyed by an unsatisfied customer.

Soon after the second iteration started, the customer disappeared. Corentin had to take care of ordering the pizzas for the diner of the guest. Jord took the role of the subordinate of the customer; he didn’t know well the requirement but insisted that his boss would be satisfied this time. The stress was increasing. The customer subordinate was asking a lot of question while the gardener was busy implementing a second iteration, he tried to make sure the intention of Harmony was there, demanding that the composition was balanced and had a purpose. When the customer came back, the gardener could make sure customer satisfaction was delivered.

The hosts asked the gardener about their satisfaction with the second version compared to the first one: it was quite clear that creating a new one allowed to deliver a more beautiful tiny garden. The host then requested a third iteration; this time, the customer required the gardeners to create a rose garden. But there was no rose available. The gardeners had to plan for the future, project themselves to develop new capabilities for their team.

The three tiny gardens that the participants composed were photographed by a professional photographer, ContrastImage.be, to capture the memory of the evening. “A l’ombre d’une fleur” provided the flowers.

MeWe analysis

MeWe Analysis

After the gardening, the three hosts invited the gardeners to discover themselves and their type of personality by playing the MeWe cards.

“You are attending a Alumni gala diner of your High School, a were important networking event. You met good old friends and several new people at the diner table. You have to introduce yourself to all of these people, including to your good old friends that you didn’t see for twenty years , you changed with a lot of experiences, you have new hobbies compared to when your were attending school. You have to present yourself in a true way, you don’t have to fake or try to pretend to be somebody else.”

Each participant received a deck of MeWe cards. Each participant received for instruction to select thirteen cards bearing personality attribute that they could use to picture themselves while introducting themeselves during the dinner. After they selected the thriteen cards, the story continued.

“The diner is finihsed, you leave the place, while going toward the lift, you see one person that you truly wanted to meet during the evening but you could, this person was sitting too far on the diner table. You will have 30 seconds, just the time of the lift to come back to the lobby of the dinner place, to pitch yourself. Amongst the thirteen cards you selected, choose only 7 cards withthe attributes you would use to pitch yourself in these thirty seconds of lift time”.

After the selection of the seven cards, the hosts asked the participants to pitch themselves to the other participants of the workshop. After the pitching, the hosts requested the participants to face the cards up, revealing the animals hidden so far. Each MeWe card represents one of the four animal: mouse, bear, bull and eagle. The animal which is the most present in the cards selected by the participant reveal the dominant personality of the person. Mice are empathic; they care for others. Bulls are full of energy; they speak fast and want to achieve their one and unique goal. Bears are analytic thinkers; they like to collect information and create processes. Eagles are visionary, creative and risk takers. Learning to recognise yourself and other team members is a key for a productive team.

To discover how to improve the communication between each type of animal, the hosts requested that participants to group by the dominant type of animal they have and asked them to answer to the question “How do you like your colleagues to interact with you?”. Each group then shared with the others which communication method works best with them. Mice need to see that the opinion of each team member is heard. Bears need to be given space and time to think and elaborate on innovative strategies. Bulls need to be given direct and quick instructions, you need to go straight to the point with bulls. Eagles often use the primer “What if …” for sentences, they like to be given the possibility to express their creativity. These elements were gathered on giant posters prepared by Corentin with graphic facilitation technic.

The group picture of the Agile Gardening Meetup

The workshop ended with a long networking session. Onepoint offered Pizza and beverages to all the participants. It was time for all the participants to debrief on what they have learned during these two intensive hours full of discoveries. It was also the time to make new friendship and new connections. After the closure of hte events the three coaches, Corentin, the host, Dahm and Jord gathered their ideas for new workshops. We hope to see you in September for our new adventures.

Product Development and Innovation Summit – Berlin 28-29th May 2019

Speed Networking session

Qepler invited 15 speakers to present their experience with Product development and Innovation in various industries. Companies influencing today’s market landscape were present: Qualcomm, Henkel, Clariant, Siemens, Orange, Vodafone, Konica Minolta with people of fine quality including Vice-Presidents in engineering and Heads of Innovation departments.

The two days of the conference were articulated around three themes: 1. Product and process innovation 2. Customer-centricity and product experience 3. Digital and Technological transformation

Chairman introduction – Why ? Passionate stories
Golden circle – Simon Sinek

As a chairman, I launched the 2 days by questioning what is the definition of the Innovation. Following Simon Sinek golden circle, “People don’t buy what you do, people buy why you do it”. I proposed to discover the story of the speakers in the definition of a collective story which would define Innovation. According to Carmine Gallo, author the book of Talk like TED, stories have to be told with passion. It is then the passions of 15 participants that we were about to discover.

VP Engineering Qualcomm – Dr Eng. Grzegorz Ombach

Dr Grzegorz Ombach opened the first speech presenting the invention of wireless chargers for phone and how it lead to inventing wireless charger for cars. He explained how he managed the innovation teams in the creation of an international think tank. In particular, he highlighted the challenges and extreme benefits of mixing Cultures in an innovation team.


Thomas Förster, Corporate Vice-President of R&D Beauty Care at Henkel

Thomas Förster, Corporate Vice-President of R&D Beauty Care at Henkel, explained to the audience the necessity of sustainability in the product development. Product carbon footprint reduction at Henkel includes a 360 degrees approach to deliver an impact. 90% of the carbon footprint of a product is associated with the end user, Henkel is addressing directly the end user to reduce his footprint, for instance deploying Plastic Bank.

Lucia Chierchia, Managing Partner @Gellify

Lucia Chierchia, a Managing partner at Gellify, explained what is the importance of creating a trusted network of business partners to implement Open Innovation. Lucia presented some of the means of implementation of the Innovation put in place at Gellify to transform liquid ideas into solid products.

Asli Salmaz-Kaiser, VP R&D Innovation Tüv-Süd

Asli Solmaz-Kaiser enlightened the audience with 5 tips to success: 1. Design thinking 2. Focus on numbers 3. Ecosystem 4. Team Cooperation 5.Continuous Improvement. She illustrated her point with the success story of Ideo, the think tank responsible for a large number of innovations we are familiar using.

Richard Burton, Innovation and Transformation Consultant

Richard Burton, Innovation and Transformation consultant at Inovatia. Richard illustrated some of the innovation strategy successes and failures. Blackberry and Sony examples illustrated how customer advice in selecting innovation can be overrated. He concluded by presenting the “Polymath”, the ideal profile of the innovator that large companies need to find to secure their future in innovation.

Dr Stefan Schaper, head of Lean Innovation, Schaper Tech

Dr Stefan Schaper introduced TRIZ a structured alternative to Design Thinking. TRIZ was invented by the Russian Genrich Altshuller in 1946, nothing less than the ”
theory of the resolution of invention-related tasks”. TRIZ contains technics for innovators to trim problems, combine solutions, develop visions, and defined the next generations of products.

Dr Filippo Larceri, Global Implementation leader, Clariant Excellence

Dr Filippo Larceri presented the magic blend leading to Innovation in 3 dimensions (1. Business configuration 2, Product Perfection 3. Customer Experience) and 3 levels of intensity (1. Continuous Improvement 2. Evolution 3. Breakthrough). He pictured the profile of the excellence leader: a polyglot with broad horizons and unusual experience, multi-skilled, speaking each business language.

Alain Mavon, Senior Director of Science and Innovation, Oriflame Cosmetics

Alain Mavon explained that “similar to a parachute, the innovation works best when it’s open”. Anti-ageing cosmetics innovation are facing a growing demand not anymore to stop skin ageing but to age better. Ageing is influenced at 80% by the lifestyle of people and 20% by their genes. Introducing new cosmetics addressing lifestyle becomes necessary, this requires agility.

Rajkumar Ragupathy, Innovation manager, HarmanLifestyle Audio

Rajkumar Ragupathy, Innovation manager, HarmanLifestyle Audio enlighted the audience at the end of the first day, with a story of the impossible customer experience, following the user till inside the car to understand how he uses his sound on the trip to work. Raj explained that Innovation requires to understand the mindset and the culture of customers.

The first day was closed with a panel discussion. As a chairman, I summarised the first day ending with few drawings recording the essential learnings of the day.

The magic formula of innovation
Keys for successful innovation
Ana Esteban, Team manager customer research, Digital workplace R&D, Konica Minolta

The second day started with 2 speeches about customer-centricity. Ana Esteban is Team manager customer research, Digital workplace R&D at Konica Minolta. She explained how her team is collecting feedback of customers on an online platform rather than asking customers what they want. She explained the components of the interaction with the customer: 1. blogs and diary 2. forum 3. surveys 4. Creative sets (life collage inspired from journaling) 5. interactive playful tools using gamification. She explained how she convinced the business departments to move from a quantitative evaluation to a qualitative approach based on value creation.

Adi Chhabra, Head of Product Innovation, Vodafone

Adi Chhabra, Head of Product Innovation at Vodafone in the UK, enlightened the audience with a futuristic view of innovation. he explained that the future is about reducing the number of interactions. From the currently limited intelligence of the chatbots, he spined-off with the introduction of object recognition and Generated Adverse networks, in a baffling demonstration of future capabilities of computers. For Adi, the future is in the web 3.0: Virtual reality, Augmented Reality, 3D printers, semantic web and decentralised with blockchain.


Nicolas Bry, Orange Studio COO, Orange

Nicolas Bry, Orange Studio COO, opened the last block of the conference: Digital and technological transformation. He presented the open innovation initiative. Orange Studio creates interfaces and a framework for intrapreneurs. Its hackathons and crowd-sourcing platform Imagine at Orange are gathering 22.000 users. With Oranges Partners, Orange is creating innovation initiatives with the external partnership. Orange redefined the way Salomon users are perceiving the sports brand to refocus on social media allowing to share your sports experience with friends.


Joerg Hassmann, Head of Innovation and Portfolio Management, Siemens

Joerg Hassmann, Head of Innovation and Portfolio Management, Siemens, explained the latest trend in engine innovation (1.service offer 2. digital twins 3. Industry Apps 4. Connectivity 5. Simulation 6. Configuration ). He described how his team is reaching innovation in their “war room of war room” ( OoO, Obeya of Obeya, in Japanese). An Obeya is a control room where all the ideas are connected physically speaking on wall boards and giant canvas.

Jord Rengerve, Agile Coach, PeopleBlendIT

The day ended with the 2 last presentations: I presented Agile Story mapping, a tool and technic to reconcile the business and the development by using a single language and support for the conversation. This closed the loop of the questioning of the introduction of the first day about what is Innovation and the “Why?”. The Why is the conversation we need to build 360 degrees with customers, business and development teams.


Michal Dunaj, R&D director EU research Operations, Telekom Innovation Laboratories

Michal Dunaj, R&D director EU research Operations,
T-Labs – Telekom Innovation Laboratories, reflected on the topic of creativity in Innovation. He related the project T-Labs is delivering to support Magenta to shape the future using “Extreme Exploration”, the research of unconventional ideas, using de-focusing, bi-association, error and art to enable creativity.

Change your day to drive your company toward a better Change

Free image from Unsplash - Ross findon

Reading twitter on a cold cloudy Sunday morning, I got an interesting combination of 2 articles proposed next to each other. The first one from Management 3.0 (M3.0) urges to connect with yourself not to let daily impediments to ruin your day. The second from
Harvard Business Review (HBR) proposes to use emotional intelligence to build a posture facing pivotal changes in your company.

The HBR article speaks about a long term attitude toward change and using self-introspection to drive this attitude. It proposes to be an actor of the change instead of letting fear and other negative emotions make you become an impediment of the change.
https://hbr.org/2018/12/how-to-embrace-change-using-emotional-intelligence

The podcast of M3.0 evokes a daily stance to avoid petty issues to ruin our day at work.
Jamie Lerner forces you to consider that ” … You wouldn’t speak to others like you speak to yourself ! …”. But we do, I have to admit that I did, and I will still do. As a coach I have a chance to see the facts, and to build self-introspection but it’s not an easy task and there are days where you get back to bad habits, I’m forced to admit it.

Being able to coach yourself to build daily internal emotional driver and at the same time to keep an eye on the road of company big changes seems to be a tough challenge. Having a friendly reminder from a coach or from the reading of an article must be helpful on the way. You can’t have a coach at hand every day, you need to be your own coach at least from time to time. I hope this article can help in these moments.

I am interested reading your comments.

Heading Photo by Ross Findon on Unsplash
https://unsplash.com/photos/mG28olYFgHI

Thailand and Belgium partner for an AGILE workshop

3 coaches band together to invite you in a memorable AGILE workshop event.

Dahm M. Hongchai

Mongkol Hongchai, Corentine Nile and Jord Rolland de Rengerve, 3 international Agile coaches have gathered their best pieces of Agile coach workshop delivered around the world to invite you in a unique experience.

Corentin Nile

Visit us at this event to discover Agile practices from all the over the world. Discover how teams from all over the world came with a unique knowledge.

We want to share this unique moment with you, come with your own unique experience and share it during an evening of workshop, 12th June 2019.

Communication based on Personality workshop – 1st March 2019

The workshop was based on a serious game, the MeWe cards, published by Ocadee. In a duo, you select 13 words best picturing your personality to introduce yourself to the person you banded with. As a second step, you will shortlist only 7 cards and pitch yourself in 30 seconds to the entire audience.

The workshop proposed to discover your personality style, learn to recognise others’ profiles and get introduced to how to adapt your communication to the personality of others.

The MeWe cards are categorising the personalities in 4 groups: Mouse, Bull, Eagle and Bear. Each type has typical behaviour, motivations and a communication style. Many other communication models are existing: Dope, Disc, Meyers-Briggs, Strength finder, PCM, that may help you to dig further. MeWe presents the benefit of using a serious game to kick-start the learning.

Workshop on the run

After the discovery of your own dominant animal, comes the insights of other personality styles in the group. The attendees gather by dominant animal and brainstorm about the “efficient way to communicate with them”. Each group presents the conclusion of their brainstorming. The participants get insights on how to adapt their communication mode to build an efficient message delivery to each specific animal.

At the end of the workshop, the participants left with new tools to recognise personalities in their environment and facilitate their every day’s communication. The serious game fosters the learning in a playful way and guarantees that you learn by practising.

Communication strategy based on personality styles

As a consultant, I worked for many companies; I visited many customers. After the first icebreakers, I often started to hear “In this team, we have a communication problem”. Even if you leave aside potential source of difficulties as teams which are working remotely or cultural differences, human nature is prone to create communication gaps.

The disc model

Even with a lot of good will, it is not an easy task to close the gap separating birds of different feathers. The human brain is made to push people to gather with people of the same kind. Our mirror cells are inviting us to mimic behaviour and to be comfortable with people similar to us. But you can not lead a ship with only captains or only sailors. You need diversity to manage a successful endeavour and companies need people of different talent. How to prevent these difference in personalities to impair your communication.

MeWe animals

The first step is to recognise the differences and to adapt to the style of communication of the person you are interacting with. Amongst many frameworks, the simplest I found to help people understand the model of communication is the DISC model. The leadership wheel and the 4 quadrant model are two similar useful variations. The concept is similar: people belong to one of the 4 groups. Each group has its own motivators and its own ways of communicating.

I am using these models for 15 years with great benefits. I recently discovered a serious card game allowing to introduce the model in a short amount of time and in a fun way. On Friday 1st March, I organised a workshop in Brussels at Alliance Merode to introduce the model and the serious game to new people. Now the game is being translated in Dutch and French to facilitate its deployment in Belgium and French companies.

Call me to organize a workshop at your place based on the MeWe cards, there is a lot to discover into this serious game.

A great evening with Moving motivators on Friday 18th January 2019

The workshop at Alliance Merode

For this meet-up, Corentin and I wanted to introduce a tool that we love: the moving motivators cards. We also introduced the feedback wall, another tool of Maangement 3.0 to collect the feedback of a group.

Discover and share

The participants were surprised to discover themselves and their personal motivational drivers using the moving motivators cards. This serious game is coming from Management 3.0 from Jurgen Appelo. With only 10 cards you are invited to rank from the most important. I often see people surprised to see the result. It is a very effective tool for introspection. I recommend to use it when you want to lead a choice or a change with the idea to improve your well-being.

And share more

Two by two the participants introduced themselves to the other describing their personal interpretation of the motivation cards.

In the second phase of the workshop, we proposed the participant to select a situation (the company they belong, a project in which they participate) to rank how much this situation allows them to realise their motivations in life. With the help of Corentin we helped each participant to understand how to influence the situation by introducing a change.

The participant collected their feedback during the workshop on sticky notes with a smiley:
🙂 an elements they liked
🙁 something they recommend not to do
😐 and proposal for experiments

Dinner at Alliance Merode

In the end of the workshop the participant shared a dinner and some beers to foster networking .

Aurore, the cook at Alliance Merode prepared a vegan Korean dinner: Bibimbap. Charlot and Aurore the owners of the restaurant have a fine selection of beer that they offer for degustation.

Moving motivators : Friday 18th January 2019

Moving motivators cards

Discover your inner motivations using a serious game: Moving motivators cards. Moving motivators cards allow individuals and group to discover what motivates them to achieve goals at work and in life in general. This serious game is coming from Management 3.0. It fosters team members happiness to increase engagement. Moving motivator cards is a deck of 10 cards, a simple description. Each attendee receives a deck and sorts the card from left to right, from most to the less able to engage you in participating in an endeavour. In a second step, the attendees will be invited to rank up or down the motivator if it is currently achieved at the place where they work. The two coaches hosting the workshop will offer you some guidelines to understand your personal result.

Bibimbap

PeopleBlendIT and Corentin Nile welcome in for its first workshop of the new year in a networking dinner offered by Alliance Merode: Korean vegan dish named Bibimbap.

6.00pm Welcome
6.30pm Short introduction to Management 3.0
7.00pm Discovery and practice of the “Moving motivators cards”
8.30pm Networking dinner

Registration: Free, contact peopleblendit@outlook.com to book the dinner for 10€. RSVP Wed 16th Jan 2019.

The event is organised by PeopleBlendIT Moving motivators is part of the coaching toolbox of PeopleBlendIT to make you discover you inner forces and help you thrive.

Copyright Juergen Appelo and Management 3.0

Kudo wall

A retrospective meeting is helpful to learn from the pitfalls and hick-ups of the past. It enables your team to adapt its processes to changes and new paradigms. Building upon team process is useful but a solid tool without happy workers is useless.

We had a tough project for the team stability and well being last year. In our retrospective, it appeared that the most potent force of the team is the cohesion. The team praised the help that everybody receives from other team members. As a team leader, I am grateful for what the team achieved. But my strongest satisfaction is to see that despite the challenges the team member continued to help and support each other.

The kudo wall

I wanted to show them how much they rely on each other to succeed. I wanted to thanks them. I dug into Management 3.0 for advice. Management 3.0 advice that appraisal is better received when they are not coming from the hierarchy but colleagues. Peers want to genuinely wanting to reward the help they received from other colleagues.

Management 3.0 recommends to follow 6 rules:
1 — Don’t promise rewards in advance;
2 — Keep anticipated rewards small;
3 — Reward continuously, not once;
4 — Reward publicly, not privately;
5 — Reward behavior, not outcome;
6 — Reward peers, not subordinates;

Following these recommendations, I used a whiteboard to create a wall of fame presenting the names of all the team members (rule 4). I gave to each team member 2 yellow sticky notes (rule 6). I asked them to vote for there peer to reward some help they received or an attitude they appreciated (rule 5). The team members were allowed to vote secretly if they wanted, they had several days to drop there vote without being seen.

I didn’t inform them what would be the reward (rule 1). I waited for all the yellow sticky notes to be posted on the wall. I purchase a small token of appreciation, a small voucher card (rule 2) for a local mall.

When all the team members were available, I called everyone to deliver the token of appreciation, I delivered the gift card in the name of the team, not in my name. I explained that the Kudo wall will be reopened in some weeks but keeping it unplanned (rule 3).

Offering a token of appreciation in the name of the team.

A great collaborative experience on 7th Dec 2018

A collaborative experience

On Friday 7th December 2018, PeopleBlendIT organized a collaborative workshop. During the workshop, the guests discovered the board game “Kitchen Rush”.

Each player has 2 hour glasses to perform actions

Each player has 2 house glass token available to execute actions. Before the sand of the token is expired, the player can’t use it for a new action. This creates a sense of the time running. Being pressed by the time the players need to support each other to unlock their next move while the sand flows. The time is counted for each round of service. 4 minutes to serve as much customer meal orders as possible. The team has to pay attention not to take any order which will not be compleated.

Running the game

Between each round, the players elaborate strategies to increase the number of dishes served. During the first round, you can observe that players are focusing on delivering by themselves and are not helping each other so much, resulting in orders which are not delivered. Moving on with additional rounds, new ways of working are appearing. Strategies like having a Kitchen chef, somebody specialised in providing supply have demonstrated good results.

The evening was not only fake food, Aurore, the cook of Alliance Merode offered to the players her famous Korean vegan meal: ” Bibimbap”. The guest of PeopleBlendIT also enjoyed a nice selection of beers curated by the owners of the place. The dinner was also a great occasion for networking.

During the second game, the two tables started a competition to get as many Michelin stars as possible. Each was running a different restaurant. Between the two games, they confronted their strategies to select the most successful one, and elaborated even more advanced strategies before starting the second game. The players experienced the power of retrospectives of AGILE project management.

The players voted for the best team player

The workshop was organised in collaboration with Geek Attitude Games (GAG). In the end of the second game, the players voted for the best team player. GAG offered some gift for the best team player.

The best team player received the game “Pocket Ops” and an extension for Kitchen Rush, both edited by Geek Attitude Games.

GAG also edits Dicium, a box containing four games based on the same core mechaniscs. It might be one of the next game experience offered by PeopleBlendIT during a workshop.