CONFERENCE PROGRAM OF 2021

Please note:
On this site, there is only displayed the English speaking sessions of the OOP 2021 Digital. You can find all conference sessions, including the German speaking ones, here.

Theme: Agility

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  • Monday
    08.02.
  • Tuesday
    09.02.
  • Wednesday
    10.02.
  • Thursday
    11.02.
  • Friday
    12.02.
, (Monday, 08.February 2021)
10:00 - 13:00
Mo 3
Retrospectives Antipatterns
Retrospectives Antipatterns

Retrospectives are indispensable for continuous learning and improvement in Lean, Agile, DevOps, and other contexts. But too many organizations run retrospectives “in name only,” and fail to generate the value they promise. In this tutorial, Aino introduces common antipatterns that undermine the effectiveness of retrospectives, and shows exactly how to overcome each of them.

In a mixture of short presentations and activities we will look at body language, psychology behind retrospectives, online retrospectives, types of retrospectives, etc.

Target Audience: Facilitators, project leaders, managers, coaches, team leaders, Scrum Masters
Prerequisites: Have facilitated retrospectives or wants to facilitate them in the future
Level: Advanced

Extended Abstract:
Using the familiar “patterns” approach, she introduces antipatterns related to team and meeting structure, inadequate or counterproductive planning, human interaction, and much more. From “blaming and naming” to too much smalltalk, negativity to cultural disconnects in distributed teams, Aino reveals traps she’s encountered in leading hundreds of retrospectives – and presents proven solutions. With her insights and guidance, you can run retrospectives that deliver actionable improvements and concrete value — not just once, but over and over again.

Aino Corry is a teacher, a technical conference editor and retrospectives facilitator. She holds a masters degree and a ph.d. in computer science. She has 12 years of experience with Patterns in Software Development, and 13 years of experience in facilitating retrospectives. She also teaches how to teach Computer Science to teachers, and thus lives up to the name of her company; Metadeveloper. In her spare time, she runs and sings (but not at the same time).
Aino Vonge Corry
Aino Vonge Corry
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18:30 - 20:00
Nmo 3
POSTPONED to Thursday 6:30 pm: Reinventing HR - From Resource to Relations Management
POSTPONED to Thursday 6:30 pm: Reinventing HR - From Resource to Relations Management

POSTPONED to Thursday 6:30 pm - Ndo 6

A high number of business transformation programs doesn’t seem to succeed. Most studies point to major gaps in culture, leadership and change competencies. What really seems to be missing is competence in people and culture. While at the same time the traditional HR (Human Resources) function has come under pressure, possibly filling the gap seems to be the perfect fit. This session not only offers insights into options for the new role of HR, but also applicable tools for starting the journey right away.

Target Audience:
HR Manager, HR Business Partners, Coaches, Line Managers, All Stakeholders of HR
Prerequisites: Experience or insights regarding business transformation and respective challenges
Level: Basic

Extended Abstract:
A high number of business transformation programs doesn’t seem to succeed. Most studies point to major gaps in culture, leadership and change competencies. What really seems to be missing is competence in people and culture. While at the same time the traditional HR (Human Resources) function has come under pressure, possibly filling the gap seems to be the perfect fit. This session not only offers insights into options for the new role of HR, but also applicable tools for starting the journey right away.

Most transformation initiatives do not really care for two functions - Finance and HR. Interesting enough, from our experience, if supported, these two functions seem to be the key levers. Not being supported they often turn out to be the key obstacles. A highly dynamic and disruptive economy has been challenging business as usual. New ways of working made many HR tasks obsolete to be primarily driven from a central place. And at the same time, the people and culture factors remained a big challenge. Who else, if not those, who have been educated in people topics, could help to survive and thrive from this perspective.

However, in order to be able doing so, traditional HR needs to rethink, reorganize and reposition itself. It needs to move away from treating people as resources and focus on fostering relations instead. This session is designed for providing triggers to do so. The session is highly interactive, leads groups of participants through several tools towards investigating challenges and co-creating these new opportunities.

Mike Leber is an international Executive Consultant and Agile Coach with more than 25 years experience in the field. His work is dedicated to new types of Adaptive Organizations, fit for the 21st century, delivering awesome products and services. He has been working with large international groups as well as in the startup domain. Together with his clients he designs innovative and collaborative spaces for delivering fresh business models. He regularly speaks at international conferences and events, where you can meet him across the globe. Get in touch, if you like to take a step towards fresh approaches for management, leadership, service delivery and change.
Mike Leber
Mike Leber
Talk: Nmo 3
Themen: Agility
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, (Tuesday, 09.February 2021)
09:00 - 10:45
Di 3.1
I Have 99 Problems - Where Do I Start? The Theory of Constraints Applied
I Have 99 Problems - Where Do I Start? The Theory of Constraints Applied

35 years ago, Eliyahu Goldratt introduced the Theory of Constraints (ToC) in his seminal book "The Goal" as a new management paradigm for manufacturing plants, struggling with excess inventory, late deliveries, poor quality. The ToC solved this through five focusing steps - a guideline to systematic improvement and continuous learning.

Today, the ToC is one of the pillars of the DevOps movement. This talk will present its principles, and how it applies to the software industry, through a mix of theory, stories and experiences, and practical advice.

Target Audience: Architects, Developers, Project Leaders, Managers, Decision Makers
Prerequisites: Some previous knowledge of software delivery is helpful, but not required
Level: Basic

Tobias Goeschel started his career as a freelance web developer in 1997, and has since worked on hundreds of projects in many roles, contexts, and industries.

He strives to help customers to build and improve not only their product, but also how it is made.

He is a passionate advocate for collaborative work environments, knowledge sharing, and diversity.

Thierry De Pauw is an Engineer at the fintech startup PaxFamilia.

On the side, he founded ThinkingLabs where he advises organisations in the adoption of Continuous Integration and Continuous Delivery.

Thierry is a lean software engineer, junior ops engineer, CI/CD advocate and jack-of-all-trades with a passion to help teams create meaningful software, with a keen eye for code quality and the software delivery process, from customer interaction to continuous delivery. Instead of balancing quality and delivery, he believes and practices, that better quality is actually a way to more and better deliveries.

Lean Quality Management – How to Integrate Quality Assurance into Scaled Agile Projects
Lean Quality Management – How to Integrate Quality Assurance into Scaled Agile Projects

This talk will provide insights for a successful integration of lean-quality management to scaled agile projects. We will show based on our project experience that by improving process quality, higher product quality is achieved, resulting in significantly increased customer satisfaction. We will share how the lean principles and an easy-to-use toolkit helped us to tackle complex problems by providing a proven and scalable approach for continuous improvement and boost business agility at the same time.

Target Audience:
Quality & Test Engineers, Agile Coaches, Project Managers, Quality Managers
Prerequisites: Solid agile knowledge, basic lean understanding, basic understanding of quality assurance
Level: Advanced

Thomas Karl is a lean-agile, program and C-Level Coach with 10+ years of experience in complex large-scale delivery projects. He helps clients to harness the power of disruption with Lean QM.
Bettina Hillringhaus is a Lean QM expert with focus on complex large-scale agile SAP S/4HANA delivery projects. She has deep knowledge in test automation, QM & test automation strategy and quality architecture.
Tobias Goeschel, Thierry de Pauw
Thomas Karl, Bettina Kathrin Hillringhaus
Tobias Goeschel, Thierry de Pauw
Talk: Di 3.1-1

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Thomas Karl, Bettina Kathrin Hillringhaus
Talk: Di 3.1-2
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09:00 - 10:30
Di 4.1
Dancing the BOSSA Nova – How to Bring a Culture of Experimentation into Your Company
Dancing the BOSSA Nova – How to Bring a Culture of Experimentation into Your Company

This workshop gives a short introduction to BOSSA nova (Beyond Budgeting, Open Space, Sociocracy and Agile combined to support company-wide agility), but is mainly very interactive, supported by various Liberating Structures.

It helps the participants to identify and refine their biggest challenges in the agile transformation in their organization and provides a structure in which they can create and improve a probe that they can start with when back in office.

A practical workshop for probe-sense-responding.

Target Audience: No exclusions, everyone can make a small step
Prerequisites: None
Level: Basic

Edwin Burgers is working in IT for 20+ years in various roles from developer to agile consultant. Since 2009 he supports teams and organizations to become more effective and nimble.
Maryse Meinen is a scrum master and agile coach, helping people uncover better ways.
Spreading the love for true empiricism and for dancing the BOSSA nova is her focus for 2021

Edwin Burgers, Maryse Meinen
Edwin Burgers, Maryse Meinen
Talk: Di 4.1
Themen: Agility
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14:00 - 14:45
Di 4.2
The Extended Business Model Canvas (EBMC) - Leveraging a Startup-Tool to an Enterprise-Artifact
The Extended Business Model Canvas (EBMC) - Leveraging a Startup-Tool to an Enterprise-Artifact

The Extended Business Model Canvas (EBMC) links Lean Portfolio Management, System Thinking, Lean Product development, and agile development in a way suitable for established enterprises, not just startups.

Two additional components, the "Contribution to Strategy" and "Technical Debt," apply now to both operational and development values. Those components are supported by two special lenses that help agile teams to connect better, align, and achieve more business agility.

Target Audience: Architects, Business Owners, Portfolio Managers, Product Managers, POs, SMs, Agile Teams
Prerequisites: Scaled Agile Frameworks
Level: Advanced

Extended Abstract:
The business model canvas (BMC) developed by Osterwalder and Pigneur explains "how value is created, delivered and captured from an organizational perspective." The BMC excels through the addition of the simple yet effective Value Proposition Canvas (VPC). The BMC combined with the VPC unfolds the driving powers and key pivot points along the operational value stream. It is a valuable Business Agility artifact increasing transparency along the operational value stream.

To link development value streams to operational value streams, it is helpful to abandon the greenfield approach and extend the BMC by to additional components.

The two extensions are "Contribution to the Strategy" and "Technical Debt." Nearly every epic has to legitimate its strategic fit for purpose in a more transparent way. Technical debt is also a matter that has to be dealt with transparently, as it seldom will disappear in the short term.

In this interactive presentation, the participants will learn how the EBMC can be used to help our clients to thrive in the digital age. Depending on the level of audience participation, this will range from a presentation based on the Corona-Warn-App as a use case to an audience-specific workshop.

The secret sauce is: how do we break down Strategy and Technical debt. The presentation shows how these two components can be examined generically to increase transparency.

We do this in three steps:

#1
Recap the application of the BMC and VPC. Let us lookout for some pitfalls when dealing with a more complex intake when there is some ambiguity between the operational and development value stream and the mapping of funding to ARTs. We usually see this when there is a complex mashup between value streams, reverse demand, and regular business, BAU IT-demand, and multiple ARTs.

#2
We add "Contribution to the Strategy" to the BMC to map the complex intake described in #1 and link the greenfield BMC with strategic themes and the portfolio level to integrate the various usually concurring stakeholders.

#3
We add "Technical Debt" to enable the program layer to better participate in environments with complex interwoven system landscapes and numerous different components and platforms.

Kurt Cotoaga started as a research assistant using evolutionary algorithms to solve np-hard problems. Those fascinating problems are still unsolved ...
His first pivot brought him into the product manager role for large online brokerage web sites where he fooled himself and others into mixing up causality and correlation. It was a tough ride in the epicenter of the dot-com bubble burst ...
Having been perpetually torn apart between trying to create business value and pretending to be predictable, he pivoted around 2005 towards agility as a survival kit. From projects via programs to portfolios via products - this finally worked!
The last pivot beamed him into the consulting world, where he helps clients to thrive in the digital age as a Business Value addicted Digitalization Evangelist.
Kurt Cotoaga
Kurt Cotoaga
Talk: Di 4.2
Themen: Agility
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16:15 - 17:15
Di 4.3
What’s That Smell? – How Frustrations Over Different Kinds of Debt Guide Our Agile Transformation
What’s That Smell? – How Frustrations Over Different Kinds of Debt Guide Our Agile Transformation

Together with 100 IT engineers we have been given the freedom to figure out how to transform from doing traditional IT Operations to being agile.

We use Scrum@Scale and Heart of Agile to remove debt; Organizational Debt in the form of old leadership structures that create unclear mandate for scrum roles and prevents organizing around products; Technical Debt that keeps us busy maintaining old technologies and prevents the creation of relevant cloud infrastructure products.

Our story is about how to fuel change through addressing frustrations.

Target Audience: Managers, Coaches, decision makers, Project Leaders, Practitioners
Prerequisites: Basic understanding of agile frameworks and methodology
Level: Advanced

Extended Abstract
:
In 2017, we together with 100 IT engineers in an internal IT function of an old industrial company set out to transform our organization from being traditional and hierarchical to becoming agile. The fundamental premise was that the top management invited us to change and gave us freedom to figure out how we would accomplish this. In this process, we used different ‘compasses’ such as Scrum at Scale and Heart of Agile that on different levels helped us navigate what step to take next to facilitate the change.

What we have come to realize was that it has been our major frustrations that have helped us navigate with these compasses and make decisions, and that many of the sources for our frustrations have been different kinds of ‘debt’. Organizational debt in the form of ‘old’ leadership structures that created unclear mandate for scrum leader roles and prevented teams from organizing around products. Process debt shows itself in an ITIL operating mindset that kept us from reinventing ourselves as a ‘development organization’ with continuous deployment and end user focus. And technical debt kept us busy maintaining old technologies and systems and prevented focus on learning about the brave new world of ‘the cloud’ and creating new, relevant infrastructure products at high speed. So far our efforts have given us an unexpected happy ending, as even if we still have long way to go on to become truly agile, our changes so far prepared the organization for the unforeseeable: Covid-19.

Our talk is a reflecting experience report about the frustrations that we have met and acted on and on frustrations we are currently living with and trying to act on. It is about how we are slowly uncovering how the past is haunting the organization in so many ways – which is also the reason why the only way forward is a step-by-step process that cannot be planned up front.

We will provide examples from our past – where we have failed and succeeded but, most important, learned – and we will look forward at the challenges we have ahead of us in what we expect to be a 10 year journey towards an agile culture.

Anne Abell has a PhD in "IT project success" from Aarhus University in Denmark and has worked 9 years with the LEGO Group with infrastructure and cyber security strategy and agile transformation.
Rasmus Lund-Jensen has been with the LEGO Group for 6 years where he heads up the transformation in the infrastructure department.
Carsten Jakobsen has 20 years of experience working with agile in different organizations, supporting the LEGO Group for 2 years.
Anne Abell, Rasmus Lund-Jensen, Carsten Jakobsen
Anne Abell, Rasmus Lund-Jensen, Carsten Jakobsen
Talk: Di 4.3
Themen: Agility
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, (Wednesday, 10.February 2021)
15:45 - 16:30
KeyMi2
KEYNOTE: Software Architecture: The Past, The Present, and the Future
KEYNOTE: Software Architecture: The Past, The Present, and the Future

Over the history of software systems, the way we build such artifacts, the way we design them, the way we express them have evolved in seemingly disruptive ways. Even today, the pendulum swings between low ceremony agile methods to more rigid waterfall-ish ones; from big balls of mud to microservices and then back to big balls of microservices. In this talk, we'll examine the past, the present, and the future of software architecture: the role it plays in software systems, and the timeless fundamentals that remain across the fullness of time.

Grady Booch is Chief Scientist for Software Engineering at IBM Research where he leads IBM’s research and development for embodied cognition. Having originated the term and the practice of object-oriented design, he is best known for his work in advancing the fields of software engineering and software architecture. A co-author of the Unified Modeling Language (UML), a founding member of the Agile Alliance, and a founding member of the Hillside Group, Grady has published six books and several hundred technical articles, including an ongoing column for IEEE Software. Grady was also a trustee for the Computer History Museum. He is an IBM Fellow, an ACM and IEEE Fellow, has been awarded the Lovelace Medal and has given the Turing Lecture for the BCS, and was recently named an IEEE Computer Pioneer. He is currently developing a major trans-media documentary for public broadcast on the intersection of computing and the human experience.
Grady Booch
Grady Booch
Track: Keynote
Talk: KeyMi2
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17:00 - 18:00
Mi 2.4
Real Cross-functional Teams for Creating real and better Products
Real Cross-functional Teams for Creating real and better Products

At the core of agile development are self-organizing cross-functional teams. Yet, this is often understood as e.g. backend & front-end developers working together. If an organization is aiming for company-wide agility, to fully benefit from agility it has to enable teams as value centers that are truly cross-functional by bringing in different perspectives from business, markets, cultures, beliefs etc. This way cross-functional teams overcome not only the limitations of organizational silos but also of a singular view on the market.

Target Audience: Project Leader, Manager, Decision Makers, in general everyone
Prerequisites: None
Level: Advanced

Extended Abstract:
Too many products have been developed that serve one kind of client only. The reason is that the composition of the teams leads (subconsciously) to the development of products that serve only people that resemble the people in the team. One “famous” example is the soap dispenser that only works if your hands are white.

If teams are really cross-functional and are resembling the diversity of the market, the products they’re creating are also better. Thus, if the whole team has the full business expertise, knows the market, reflects the full diversity of the clients, then it can even disrupt the market and isn’t waiting for some person (e.g. the Product Owner) to decide on priorities. With this real cross-functionality the team can fully understand the company’s business and has a holistic view of it, knowing its contribution to the company’s value stream.

Real cross-functional teams are an essential building block for implementing company-wide agility and the organization benefits by creating better and in a way more real products and by having more options when entering the war of talent.

Jutta Eckstein works as a business coach, change manager, consultant & trainer. She focuses on enabling agility on the organizational level.
Maryse Meinen is a scrum master and agile coach, helping people uncover better ways.
Spreading the love for true empiricism and for dancing the BOSSA nova is her focus for 2021

Jutta Eckstein, Maryse Meinen
Jutta Eckstein, Maryse Meinen
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, (Thursday, 11.February 2021)
09:00 - 10:30
Do 4.1
Game Facilitation Primer
Game Facilitation Primer

Tired of running workshops without gamification? Want to move from pure content to engagement? Want to use agile games and don't know how? And maybe most important: How to do that remote/online?

Gamification is the hot topic. Everyone talks about it. Unfortunately nobody knows what games to pick and how to facilitate them. Getting started in this field of highly valuable agile games for workshop facilitation is not easy.

We give you everything you need to design engaging online and offline workshops.

Target Audience: Scrum Master, Agile Coaches, HR, Change Agents, Managers
Prerequisites: None. We'll introduce the topic
Level: Basic

Extended Abstract:
The participants will get a clear image where to go next in gamifying their workshops, trainings, conference sessions. For that we give the participants everything they need to design engaging online and offline events.

The session involves the participants through several interactive activities.

We answer the question how and when to include games. And how to reach learning objectives by guiding the participants through our own Agile Game Mapping.

We show how to prepare for such workshops. With the Agile Game Toolboxes for both online and offline events, participants will take away immediately usable ideas for their working environment. We bring lots of real-world examples “to go”, i.e. physical games to play in offline events, as well as many game designs to be used remotely. Our session will close with answering as many questions as possible.

Since Dennis Wagner started his software development profession at the age of 17 he experienced many times that Agile is the way to go. He works as end-to-end coach and supports both teams and management.
Marc Bless has 20+ years experience as Agile Coach, software developer, and leader. As Solution-Focused Coach and Certified Enterprise Coach he supports organizations on their way to more Business Agility.

Dennis Wagner, Marc Bless
Dennis Wagner, Marc Bless
Talk: Do 4.1
Themen: Agility
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11:00 - 11:45
Do 4.2
Becoming an Agile People Manager
Becoming an Agile People Manager

Is agile management an oxymoron? And if it's not, what does it really involve? I've been exploring what it means to be a good people manager, and especially, to be a good manager in an agile context, where the focus is not on command and control, but on encouraging people to be autonomous and sharing information. In this talk, I will share stories and my own personal "rules of engagement" - principles to guide me and concrete actions or responses to common situations.

Target Audience:
Managers, leaders,
Prerequisites: None
Level: Basic

Extended Abstract:
The world doesn't like testers. As a tester, I spent time and effort trying to improve the world for testers to live in. Then I also became a manager. Now I have to start over to improve the next space! And my plan of attack is to set an example by being the best manager I can be.

Never one to ignore a challenge, I've been exploring what it means to be a good people manager, and especially, to be a good manager in an agile context, where the focus is not on command and control, but on encouraging people to be autonomous and sharing information. In this talk, I want to share stories and my own personal "rules of engagement" - principles to guide me and concrete actions or responses to common situations.


I'll go into:
• The power and danger of empathy
• The rule of yes or tomorrow
• Rituals for trust
• Being authentic and vulnerable
• Leading by example

I'll share things that have worked, things that haven't, and how I reflect on my growth and learnings to keep progressing.

Alex Schladebeck ist eine Testerin aus Leidenschaft. Ihr Herz schlägt für Qualität, Agilität und ihre Mitmenschen. Sie ist Geschäftsführerin und Leiterin der Qualitätssicherung bei der Bredex GmbH.

In diesen Rollen unterstützt sie Kollegen, Kunden und Teams auf ihrer Reise, bessere Qualität zu liefern: in Produkten, in Prozessen und in der Kommunikation.

In früheren Rollen war sie für die Befähigung von Teams und qualitativ hochwertige Systeme verantwortlich. Nun befähigt sie andere, genau das zu machen, und sorgt für eine Umgebung in der Firma, wo jede(r) aufblühen kann.

Alex schaut mit neugierigen Tester-Augen auf die Welt und möchte immer dazu lernen. Sie teilt ihr Wissen und ihre Erfahrungen in Workshops, Coachings und als Sprecherin oder Keynote-Sprecherin auf Konferenzen.
Alex Schladebeck
Alex Schladebeck
Talk: Do 4.2
Themen: Agility
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18:30 - 20:00
Ndo 6
NEW: Reinventing HR - From Resource to Relations Management
NEW: Reinventing HR - From Resource to Relations Management

A high number of business transformation programs doesn’t seem to succeed. Most studies point to major gaps in culture, leadership and change competencies. What really seems to be missing is competence in people and culture. While at the same time the traditional HR (Human Resources) function has come under pressure, possibly filling the gap seems to be the perfect fit. This session not only offers insights into options for the new role of HR, but also applicable tools for starting the journey right away.

Target Audience:
HR Manager, HR Business Partners, Coaches, Line Managers, All Stakeholders of HR
Prerequisites: Experience or insights regarding business transformation and respective challenges
Level: Basic

Extended Abstract:
A high number of business transformation programs doesn’t seem to succeed. Most studies point to major gaps in culture, leadership and change competencies. What really seems to be missing is competence in people and culture. While at the same time the traditional HR (Human Resources) function has come under pressure, possibly filling the gap seems to be the perfect fit. This session not only offers insights into options for the new role of HR, but also applicable tools for starting the journey right away.

Most transformation initiatives do not really care for two functions - Finance and HR. Interesting enough, from our experience, if supported, these two functions seem to be the key levers. Not being supported they often turn out to be the key obstacles. A highly dynamic and disruptive economy has been challenging business as usual. New ways of working made many HR tasks obsolete to be primarily driven from a central place. And at the same time, the people and culture factors remained a big challenge. Who else, if not those, who have been educated in people topics, could help to survive and thrive from this perspective.

However, in order to be able doing so, traditional HR needs to rethink, reorganize and reposition itself. It needs to move away from treating people as resources and focus on fostering relations instead. This session is designed for providing triggers to do so. The session is highly interactive, leads groups of participants through several tools towards investigating challenges and co-creating these new opportunities.

Mike Leber is an international Executive Consultant and Agile Coach with more than 25 years experience in the field. His work is dedicated to new types of Adaptive Organizations, fit for the 21st century, delivering awesome products and services. He has been working with large international groups as well as in the startup domain. Together with his clients he designs innovative and collaborative spaces for delivering fresh business models. He regularly speaks at international conferences and events, where you can meet him across the globe. Get in touch, if you like to take a step towards fresh approaches for management, leadership, service delivery and change.
Mike Leber
Mike Leber
Talk: Ndo 6
Themen: Agility
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, (Friday, 12.February 2021)
09:00 - 16:00
Fr 6
(AUSGEBUCHT) Enabling Whole Team Quality as a Tester in an Agile Team
(AUSGEBUCHT) Enabling Whole Team Quality as a Tester in an Agile Team

Agile testers need to lead the team, other testers, product owners and customers towards better quality. Yet agile teams don’t generally bestow formal authority. And, as testers, we’re often trying to lead from a position that is still not always appreciated.

The workshop will focus on hands-on exercises and activities for achieving enablement for whole team quality. No programming skills are necessary, but we will be doing some work involving code in groups and in a safe learning environment.

Maximum Number of participants: 12

Target Audience: Testers, developers
Prerequisites: None
Level: Basic

Extended Abstract:
The role of a tester on an agile team is so much more than “hey can you test this with your super testing skills”. Testers are, on the one hand, chameleons who need to adapt their skills to new situations within the team. On the other hand, we can’t just react to situations – we need to lead the team, other testers, product owners and customers towards better quality. Yet agile teams don’t generally bestow formal authority. And, as testers, we’re often trying to lead from a position that is still not always appreciated (“agile teams don’t need testers”, “testers are just bad developers”, “you’re just a tester”…).

In complex situations where we’re dealing with unknown unknowns plus sticky, messy humans, communication is key. A degree in psychology would sometimes be helpful. Multiple years of cat-herding too. In this workshop, Alex will focus on communication.

The workshop will consist of the following topics:

- Communicating the value and role of testing

- Testers as the communication glue for various stakeholders and within the team: talking about  testing, risk and quality at the right level for the right audience

- Enablement: Teaching, coaching, coercing and encouraging others within the team to take on quality- related tasks and to support the value of the product through testing

- What testers and other team members can do together, resulting in better and more efficient results

The workshop will focus on hands-on exercises and activities. No programming skills are necessary, but we will be doing some work involving code in groups and in a safe learning environment.

Alex Schladebeck ist eine Testerin aus Leidenschaft. Ihr Herz schlägt für Qualität, Agilität und ihre Mitmenschen. Sie ist Geschäftsführerin und Leiterin der Qualitätssicherung bei der Bredex GmbH.

In diesen Rollen unterstützt sie Kollegen, Kunden und Teams auf ihrer Reise, bessere Qualität zu liefern: in Produkten, in Prozessen und in der Kommunikation.

In früheren Rollen war sie für die Befähigung von Teams und qualitativ hochwertige Systeme verantwortlich. Nun befähigt sie andere, genau das zu machen, und sorgt für eine Umgebung in der Firma, wo jede(r) aufblühen kann.

Alex schaut mit neugierigen Tester-Augen auf die Welt und möchte immer dazu lernen. Sie teilt ihr Wissen und ihre Erfahrungen in Workshops, Coachings und als Sprecherin oder Keynote-Sprecherin auf Konferenzen.
Alex Schladebeck
Alex Schladebeck
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