On this page you will only see the English-language presentations of the conference. You can find all conference sessions, including the German speaking ones, here.
The times given in the conference program of OOP 2024 correspond to Central European Time (CET).
By clicking on "VORTRAG MERKEN" within the lecture descriptions you can arrange your own schedule. You can view your schedule at any time using the icon in the upper right corner.
Track: Social Integration
- Architecture – for Humans?
- C++ and possible Alternatives
- Domain-Driven Design expands our horizons
- Embedding AI into your Products: Practical Applications of Foundation Models
- Full Day Tutorial
- Half Day Tutorial
- Shaping the future: Overcoming Boundaries with New Ideas in Product Ownership, UX & Requirement Engineering
- Social Integration
- Software Architecture – Systematically Handling Quality Attributes
- Special Event
- Testing & Quality
- Thinking DevOps further
- Trends & Techniques
In this session, two co-creators of Org Topologies™, Alexey Krivitsky and Roland Flemm, will share a method to design, assess and improve your organizational ecosystem.
They will do that by familiarizing you with a set of organizational archetypes that are easy to spot. Hopefully, you will have much better clarity on which organization ecosystem you want to build and which behaviors you expect it to exhibit.
You shall be able to take this tool home and use it as a map in your ongoing, never-ending transformation journey toward agility.
Target Audience: Decision Makers, Transformation Team Members, Coaches, Leadership
Prerequisites: Challenges with scaling agility
The legacy of the original lightweight barely sufficient Agile ideas (namely XP and Scrum) has been impeded by the difficulties of applying them beyond a single team without losing the key principles and the promised gains.
Over the last decade, that challenge has led to a rose in heavy-weight methods, especially SAFe™, which has become a go-to place for "everything agile". It provides the user with a profound variety of specific tools and techniques for "scaling agile". Many enterprises are on the path of "rolling out" these ideas by the book with the help of trained coaches. But will we eventually get the promised gains of agility once we fulfill the requirements of the framework in our enterprise? Is such a prescriptive approach agile itself? And more importantly: will we own the change and know how to keep improving beyond the rule book?
In recent years, we have seen the emergence of other methods: framework-agnostic org design DIY toolboxes. In this family of modern ideas, Team Topologies™ and unFix™ stand out from the crowd. Their approach is to offer us a "lunch buffet" to pick structures and processes that suit our situation. It is a flexible approach with a lot of freedom of choice. It offers a fresh path for some of us trying to avoid the burden of frameworks. But the freedom of freely picking org elements implies that we possess a clear bigger picture and won't get lost in the night-gritty details of the puzzle pieces. As leaders, managers, and coaches, how fluent are we in org design, queuing theory, and systems thinking? How can we be confident that we won't lose the plot by trying to put together those puzzle pieces? And more importantly: will we get long-term gains, or will we inflict more unforeseen problems by focusing too much on the small building blocks rather than the whole system?
Difficult questions. Org Topologies™ doesn't have all of them answered for us. But being a framework-agnostic approach for designing agile ecosystems where business and technology would work as one, it can provide us with a solid basis on which all other decisions can be grounded. Essentially, Org Topologies™ moves us from the dualism of frameworks vs. DIY methods into the realm of ecosystems - a unity of interdependent organizational parts that together exhibit well-recognized behaviors.
In this session, two co-creators of Org Topologies™, Alexey Krivitsky and Roland Flemm, will share a method to design, assess and improve your organizational ecosystem. They will do that by familiarizing you with a set of organizational archetypes that are easy to spot in any organization. Hopefully, by the end of the talk, you will have much better clarity on which organization ecosystem you want to build and which behaviors you expect it to exhibit. Eventually, you shall be able to take this tool home and use it with your leadership group as a map in your ongoing, never-ending transformation journey toward agility.
Roland Flemm (PST) became a Scrum Master in 2009 closing his 20-year career as a developer and infrastructure specialist. Roland grew into international agile consulting with a focus on large scaled Scrum adoptions since 2015. He has been actively appearing in the Agile community as a conference speaker.
He started in 1984 as a Cobol and Ideal/Datacom developer. In 2001 he moved to the support and maintenance field and worked with mostly IBM Application Server products.
In 2009 he switched to a new career in Scrum and Agile. He is now a proud member of the 350 globally certified Professional Scrum Trainers for scrum.org. His main focus is Agile organization design coaching and he supports agile adoptions in various industries. The core of his approach is to put people first, learn by doing and innovate with common sense.
Alexey Krivitsky has been a developer, scrum master, conference producer, and speaker. He has written several books and is the inventor of lego4scrum. He is a Certified Scrum Trainer (CST) and works as an organization agility coach.
Alexey is known in the industry because of the success of lego4scrum that he invented.
He has been using Scrum since 2005, he is probably the first Scrum master of Ukraine. In 2007, together with a group of 'interested', he acted as the inspirer of the Agile Ukraine community. So in Ukraine they began to talk about flexible development. It all started with a Google group. Then a dozen half-day free conferences throughout Ukraine. The wave went rolling.
Since 2008, he has been actively appearing in the arena of the Agile community as a conference producer and speaker. Since the same year - an independent agile consultant, perhaps also the first in Ukraine.
Keeping up is the ultimate challenge for employees and companies within fields of massively fast-emerging trends shaping how to work and deliver. Learning and spreading expertise is also key to success while householding the knowledge of older technologies to maintain systems efficiently. The classic learning approach needs too much time to scale understanding and to adopt new technologies, especially remotely. It needed to be extended to a more self-defining and community-driven model with the ambition of being highly interactive and hands-on.
Target Audience: Engineering Manager, Agile Coaches, Employee Engagement, Senior & Executive Leaders
In our talk, we examine a case study on a three-year journey of creating, establishing and organically scaling a continuous learning community within GFK SE. The community started with two people and an idea – and is now an online event with hundreds of participants, from all over the globe!
But the talk doesn’t start with the solution! The story we would like to show you started in the darkness of two COVID-19 home offices occupying an MS Teams call. As was for many other people, the rash switch from mostly in-person, physically-centred collaboration to an environment that eradicated the physical elements of collaboration and made us all equally miserable, exposed a lot of practices that were not so visible before. So was the reality of learning in our company – people learned a lot from each other, but very localized, on a very small scale. Knowledge-sharing, workshops were done in groups of ca 5-10 people at most and were happening completely ad-hoc, all over the place, and as a result, topics would often be done multiple times even in the same physical location, with varying contents, recommendations and quality. With two words – it was all fragmented and invisible. On the other hand, as we went remote, it became really hard to do the same thing, so people, especially trainers, started complaining that it was so complex and time-consuming to do all this now via MS Teams. This is where the recognition started, that behind training content itself, there is so much more that impacts a successful or awful training experience.
Over the course of a few months, we gathered data, started a trainer community and came up with a lofty idea and a vision of what we wished to achieve.
When we started, we had three goals in mind:
- Spread knowledge and skills efficiently to avoid reinventing the wheel
- Contextualise learning – make not just the topic relevant, but take the examples, case studies and context for the sessions from our own “GFK kitchen”
- Grow even more trainers and leaders – we ask trainers to come with a less experienced co-trainer who can in this way easily learn and practice how to be a trainer, gaining leadership skills
In addition to that, we also envisioned some benefits that would come from the unique synergies of the format – building trust, expanding people’s networks into other locations and work contexts through participating in a safe, learning-centred environment; breaking down functional silos more and more through continuous exposure into different areas and problem spaces; employee retention through an opportunity to recognize, grow and engage employees that were very interested in being trainers or mentors.
We were two people, and immediately everyone around us said it can’t be done. As we are in a talk about our success story, obviously we faced mountains of issues and our enthusiasm and idea almost died at one point, but we did it and are here to share with you all the nitty and gritty details, drama and recipes on how to make this happen!
Victor Sauermann is an accomplished professional serving as the Director for Technology Solutions at EPAM Systems, overseeing operations within the German region. With a rich background in Software-Architecture spanning a wide spectrum of scales, Victor brings a wealth of experience to his role, enabling him to offer comprehensive technology consultancy services.
Tsvetelina Plummer is a senior agile coach at GfK SE and is responsible for nurturing the environment of multiple agile teams, breaking down collaboration barriers, and enabling and supporting transformation changes.
I think differently. Why? I have a combination of ADHD and autism incl. high sensitivity - also known as "neurodivergent". I want to share my personal story which strategies and characteristics are helping me finding my career path. I hope to inspire some of my fellow testers, especially those who also sometimes feel different. I'd like to make a stand that some typical qualities make neurodivergent people especially valuable in testing. I want to widen the horizon for colleagues and companys on what they can do to appreciate them and others.
Target Audience: Tester, Test Manager, Developer, Team Leads, HR
Ever felt different or worked with someone who you couldn’t understand? Who seemed to think somehow unlike than you? Maybe they did indeed. Are you aware that there are two main categories of human thinking: neurotypical and neurodivergent? Whereas neurotypical thinking is often described as “linear thinking” neurodivergent thinking is more “cross-linked”. And even within these categories we have a broad spectrum of diversity. I am fascinated by the differences in behavior and perception of the world that results out of this important detail.
I think differently. But that's not all. I behave differently and I have different needs. Why? I recently discovered that I have a combination of ADHD, autism incl. high sensitivity. But I adapted to the world as it is and blended in. That makes me a perfect fit for an agile environment where adapting to changing circumstances is key. I blame this part on my ADHD brain that loves discovering new things. My autistic brain on the other hand hates changes. So, I consider myself lucky that I have both of them. I developed a lot of implicit strategies to cope with it. To give an example: My family was always wondering why I used check lists so extensively, even as a child. Now I know: That was my autistic side bringing my chaotic ADHD brain under control.
I would like to share my personal story which strategies, characteristics and external enabler are helping me finding my career path. For instance, how I got from the awkward little girl that hid in the bushes to being voted “the most ‘daydreamer’” in school to me giving speeches in front of hundreds of people and taking leading roles in an international consulting company. It is a story on how I get to shine in a branch of extroverts. I hope to inspire some of my fellow testers, especially those who also sometimes feel different. I'd like to make a stand that some typical qualities make neurodivergent people especially valuable in the testing world.
Perhaps it is time to say goodbye to "linear thinking" and premature judgments. Especially in IT we can benefit a lot if we widen our view and enable change by looking beyond the horizon. That starts with acceptance - even for different ways of thinking.
Mehr Inhalte dieses Speakers? Schaut doch mal bei sigs.de vorbei: https://www.sigs.de/autor/Viviane.Hennecke
Viviane Henneckes Schwerpunkt liegt auf der Verbesserung von Qualitätsprozessen. Hierfür kombiniert sie seit 2018 bei Accenture Tester- & Trainererfahrung mit ihrem Hintergrund in Kommunikationsmanagement.
Viviane Hennecke's focus area is on structured improvements of quality processes in scaled agile initiatives. She is known to combine her neurodivergent mind with testing and trainer experience and with her background in communication management. She joined Accenture in May 2018. She took different roles such as agile tester, test manager, agile test and quality coach. She creates and delivers trainings, speeches, and articles.
Many of us have worked on death-march projects or rewrote code "just because CTO said so".
How many have seen such endeavours succeed - without burning people, motivation, reputation & lots of money?
The quest for Sustainable Pace is as old as XP. Maybe even older.
It's neither an individual task nor is it only a team’s responsibility. It’s an interaction of both - and beyond: it all is about (organisational) systems!
If we cannot architect livable organisational systems, how are we supposed to architect decent socio-technical systems?
Target Audience: Developers, Architects, System Engineers, Managers of all flavours, Curious human beings
Prerequisites: Curiosity and some work/project experience is beneficial
In this session you will get some of my answers on these questions.
Also you will:
- learn what sustainable pace is about (and what it's NOT)
- connect to all-too-common pitfalls that can “unbalance” a system (i.e. team, a whole organisation, and also yourself)
- get simple yet powerful self-care practises for yourself and for your team(s)
- learn necessary psychological background (e.g. stress & coping)
Bring genuine curiosity with you - the number one “tool” to expand horizons!
Cosima Laube is an independent leadership coach & socio-technical consultant with broad domain experience (e.g. automotive, finance, healthcare, public sector).
Building on a strong foundation as developer & people lead in IT, she enhanced her portfolio with solid coaching skills (ICF-PCC) and a BSc. in Psychology.
Cosima is an introvert, a runner & passionate community "gardener" (involved in several Open Space events on Agile & Software Craft). Her credo is: respect & adapt to achieve more TOGETHER!