[THIS EVENT WILL BE HELD BOTH IN FRENCH AND ENGLISH WITH LIVE TRANSLATION]
We are living a turning point in history.
Emerging countries have emerged, the margins of traditional activities are being squeezed.
We are entering the economy of innovation, fast and uncertain.
Artistic performances will take place throughout the summit
Launch of the Summit by Minister Bruno Le Maire
In Silicon Valley and more generally in the United States, companies normally mention that they want to change the world during the presentation of the project. They boast that their project contributes greatly to this change.
Well, some people will say that this is a form of Storytelling in order to give it a commercial approach. Perhaps, but these companies combine a societal mission and an entrepreneurial project in their presentations. So why deprive themselves of it!
André Citroën, whose centenary brand we are proudly be celebrating this year, would he not have wanted to change the world by widening access to the automobile? Would the company become a major place for changing the world? Sometimes companies are perceived, in an antagonistic way, as a place of exploitation and profit. Isn’t the contemporary company mutating towards a societal object as mentioned by the works of Frédéric Laloux?
The growing societal expression of the desire for participation, the complexity of competitive and regulatory environments and the need to rethink our production and consumption patterns in an environmentally conscious way, are all constraints and opportunities to rethink work and the organisational forms that make it possible. There is a contradiction between the increasingly procedural and constraining systems in response to complexity of environments and ordinary innovation requirements (at all levels of the organisation) for differentiation and optimization challenges. This leads to a managerial crisis that sociologist François Dupuy called “lost in management”.
In order to find solutions, many organisations develop managerial innovations to give people more room for manoeuvre and to develop their capacity for collective achievement.
The command/control model and the resulting functional-hierarchic structural organisations shift under the impetus of the collaborative and innovation requirements. This change cannot take the direct cutover approach by discarding the notions of supervision and the associated responsibilities. This change, which has already begun, is taking place in work and its organisation.
This emergence has different names such as the future of work or managerial innovation. This involves renewing management practices, ways of working and the content of the work itself. Slasheurs (people with several jobs), start-ups, freelancers, holacratic or sociocratic organisations (power sharing and empowerment at local level), etc. are all expressions of this future of work.
This raises questions of governance, responsibility, performance and mission that companies must integrate into their operations and organisation. Even if this can sometimes take the form of ineffective fashion effects, the movement is part of management in the form of managerial innovations.
Title : Adapt to the innovation economy
How to Fix Your Failed Agile Transformation
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.
The topics include the Business Lifecycle, Problem/Solution Fit, Product/Market Fit, Minimum Viable Products, Business Model Canvas, Lean Canvas, Growth Hacking, Lean Experiments, OKRs, North Star Metric, Innovation Vortex, Empathy Maps, Lean Personas, Jobs To Be Done, Journey Mapping, Innovation Funnels, and more.
About the book My new book Startup, Scaleup, Screwup is about the European startup/scaleup scene. I have interviewed dozens of people at Spotify, Zalando, Booking, Typeform, TransferWise, Flixbus, and many other inspiring companies. Businesses all over the world want more innovation, with happier workers, and at a faster pace. It is time for them to learn how European startups are agile and lean, and how they scale up their businesses.
Author: Jurgen Appelo Publisher: John Wiley & Sons, USA (hardcover, 300 pages) Release in April 2019
Title : Common Sense Patterns for Organization-Wide Agility
Description: Organizations today face unprecedented complexity.
Success relies increasingly on a competent and engaged network of individuals and teams that learn fast, collaborate and respond quickly and effectively to the numerous challenges and opportunities faced. But how to get there?
In this talk, James highlights the contribution that key Sociocracy 3.0 patterns and principles are making in enabling people to get the best out of their collaboration.
And, how freeing people up to decide and act for themselves, within clearly defined constraints can radically improve an organization’s ability to innovate, adapt and learn.
Title: Brave New Work / Lessons From 100 Attempts
Subject: Over the course of nearly five years, The Ready has had the chance to provoke and support Brave New Work inside 100 organizations.
We have seen success—we have known failure—and everything in between.
Now, for the first time, we will share some of the deeper lessons we have learned, and make a case for what is missing that prevents radical and rapid change at the scale we all seek.
What are the main transformations at work and the characteristics of the new working methods?
What are the remarkable changes in the roles of executives, managers and employees in an ultra-connected world where technology reinvents work and where the customer and employee experience becomes a major challenge? How can these transitions be supported?
- Managerial Innovation
- New enterprise frameworks (purpose driven company, cooperative,..)
We will highlight the trends described by the leading institutes, studies and illustrate them by figures... We will show that the future of work is already here, describe it and make it concrete.
#Collaboration #Mobility #RealTime #Management #Values #Soft Skills #Workspaces
In response to the need for innovation, commitment and social responsibility, companies must reinvent themselves. If there is no debate about the objective, there is debate about the "how".
Should the transformation be radical by moving from one model to another or should it be gradual? If the radical mode (liberated organization, holocracy, sociocracy) is manifested in small organizations in creation, it is less evident in large established organizations.
Managerial innovation appears as a form of transformation of organisations in an incremental way by proposing local evolutions of the modes of cooperation that produce experimentation.
This evolution of organisational modes questions the major models of society's thinking and advocates an emerging society-oriented approach.
In this workshop, three journeymen of self-management from different companies (Zappos, Engie, and Danfoss) will share their experiences, knowledge, and insights on what it means to implement self-management at scale.
What unique challenges do larger organizations face, how do you properly spread a message across hundreds or thousands of employees, and what common misconceptions exist around self-managing within bigger companies?
These questions will be addressed through a mix of storytelling, activities, and plenty of Q&A.
From a "For Profit" company to a "For Purpose" company, what place and role for the company today in a world with multiple and complex social and societal challenges?
Companies are today the most powerful lever for transformation in the world, to what extent? What challenges and responsibilities for companies that have become platforms and as powerful as states.
We will present a world we will present a global benchmark of existing frameworks adopted by different states and countries.Then we'll organise a debate / workshop between European politicians and business leaders to define the foundations of a European framework for purpose driven companies.
Renewing meetings with Holacracy
Do you find that the meetings you attend are inefficient and waste your time?
Do you find that topics get bogged down and decisions are difficult to make?
That the "real issues" are not being discussed?
It is possible to make this collective time more efficient and satisfying.
In this workshop you will have the opportunity to review your experience of the meeting from top to bottom. HappyWork has developed a serious game allowing you to live the Holacracy experience from the inside.
You then leave with tools that can be used immediately in your next meetings.
Title: Language of spaces
Overcoming Resistance Against the Power Shift
Some “NextGen Enterprises” hold the potential to be real game changers for humanity and this potential is the power shift. Power shift stands for a deep shift from “power over” to “power with” to “power is”.
It doesn’t (only) require a structural shift in the organization, it requires a fundamental shift in mindset and is therefore a deep personal development journey for everybody concerned.
Being confronted with this requirement for personal change often creates resistance and methods useful in conventional hierarchical settings lose their effectiveness in a power shifted context.
In this workshop you learn about the Language of Spaces, a holistic framework to expand the core capacities needed for individuals to thrive in a power shifted context. It is the only framework for personal growth that was developed from the experience of working in a power shifted context and is therefore uniquely suited to support individuals and collectives on this transformative journey.
Facilitation roundtable of 7 participants
Interaction with the public with the horn tool
Real-time synthesis and voting of "good" ideas
7 managing directors personally and professionally involved in the ESG will try to draw the quintescence of their experiences to propose ideas and/or actions to accelerate the intention of the pact law. Namely the development of a capitalism more concerned by its environmental or societal impacts.
To answer this complex ambition, we will ask a simple question:
"You are Emmanuel Macron, you have a magic wand, what decision do you take immediately to improve the positive impact of companies on ecology, social and governance?
What would be the most powerful lever to advance the cause according to your experience?
The only constraint your wand has is limited resources... "
Managers of large groups, institutional representatives, managers of SMEs and SSE will try to answer this question through interactions between them and with the public present.
The Psychology of Agility In the entire “new work” area agility is highly requested.
Beyond the normative idea of agility, which itself is not well defined, the concept has some fundamental psychological implications.
It’s one of the main insights from our research, that agility needs to come in harmony with reflection and personal development.
We see a strong need to strengthen psychological resources in order to get agility functional as well as psychologically sustainable.
In the workshop we aim to work on some fundamental aspects of personal and team related learning pathways to agility.
How to scale up a company while keeping the same startup spirit? How to manage a company in a period of hyper growth? How to develop innovation while growing? What are the keys to success, managerial practices and innovations in place in hyper-growth organizations?
- Testimonies of organizations with several hundred to more than a thousand employees which have experienced a very strong growth phase.
We will cover themes addressed in the Process, Practices, Methodologies, etc. section, but will highlight them in a context of strong growth.#Growth #Leadership
Title: Design enabling constraints for agility, engagement and performance.
Following on from his talk on the importance of consciously designed constraints to enable effective collaboration in self-organizing systems, this brief workshop will deepen the topic.
You’ll examine your own organizational context and experiment with Clarifying Domains (areas of work that you or others are responsible for). Clarifying Domains is an often overlooked, yet extremely valuable starting point when freeing people up to take greater responsibility for organizational management throughout a system.
This workshop is ideal for anyone working with organizations operating in complexity. You’ll learn about domains, why it’s important to clarify them, and their relevance for enabling effective self-organization and ensuring coherence and organizational integrity is maintained.
Theme: PEOPLE DEVELOPMENT
Title: NextGen Enterprise: taking change to the next level
Imagine you ignore the notifications your smartphone keeps sending you about updating your mobile's operating system. It would be a mess, right?
The exact same principle applies to your organization. Yet, reality shows that most companies ignore or don't even see these strong and weak signals. How come?
While the call for change has grown, the way that change is actually achieved has not. Let’s explore the differences between change and transformation, training & inner development together.
Be ready to walk away from this session with a new framework for better understanding and approaching transformational change and its complexity.
Cooperative society, Freedom-form company, shared governance, Holacracy. You don’t really know the difference ?
It feels like deciding everything together every single day ! To you it really sounds like chaos. Aliocha Iordanoff will share how he made the decision to open his companyto his team and how Holacracy made the difference to legitimate his new 6 associates. Let’s share with Aliocha about his story in an active way and make a moove on your beliefs !
Introduction: We will present a global metamodel of fast adaptive teams and organizations : how does it work at people, team and Organizations levels? How to develop adaptive skills from Executive Committees to any operational team?
Round-table talks: Then our speakers, Directors in Public Organizations, will share their experience of managing and living huge cultural changes through implementing flat organizations, quick adaptive practices, agile strategies, accelerating decision-making and services delivery.
Key words: #AdaptiveTeams #AdaptiveOrg #HowtoAdaptDaily #CulturalTransformation #BusinessCase #Testimony #MetaModel #PublicSector #AgileGovernance
Title: The challenges and solutions of selforganisation within a growing company.
The workshop is about the experience of Mentaal Beter, an organisation for mental health in The Netherlands with 1000 therapists. In four years of experience with Holacracy based self organization we encoutered many challenges and discovered new solutions that we are happy to share.
To give a hint:
-How to set up a cell structure with a fast growing number of new colleagues and what to do with time spend on roles?
How to face the needs of employees within a larger self-organized company?
How to design a new way to cooperate with the work council.
The workshop is a mix of presenting our experience and share insights with the possibility to discuss serveral items involved.
Title : Designing hierarchy-free and human-centered organizations
The traditional business organization is no longer able to support the evolution of society or the complexity of the economic contexts.
A recent research project funded by Asterys, an organizational development firm born in 2001, has raised the veil on the systemic nature of current organizational challenges: it is the hierarchical structure and the paradigm underlying it that generate and reinforce the limiting dynamics in any company, no matter its dimension, industry, location.
The results of this research inspired Giovanna and the co-author Stefano Petti to design AEquacy, a new revolutionary hierarchy-free, human-centered organizational design and operating system based on a network of self-governing teams that dramatically increases accountability, innovation, agility, collaboration and, ultimately, performance. During the workshop session, participants will:
• Understand the systemic nature of organizational challenges and the influence of the underlying paradigm on people behavior;
• Gain clarity on how the hierarchical structure generates and reinforces precisely those dynamics that companies try to eliminate and why organizational change fail to succeed;
• Discover the AEquacy design and framework;
• Explore how Nespresso and LATO adopted the new hierarchy-free design and practices.
The title of your workshop:
Wholeness in a broken world. Co-creating practical ideas to bring wholeness to our teams, communities, and ecosystems.
The kind of interactive / original moderation you would like to use, Presentation, small group work, and sharing
5 to 10 lines maximum describing the subject of your intervention. Never before has the third breakthrough of teal organisations been so relevant. However, Reinventing Organisations only goes so far in describing wholeness. It is one of the trickiest concept to fully integrate when running self-organised teams. How can we together investigate what is missing? How can we expand the approach to include not only our teams, but wholeness of communities and the wider ecosystem?
After all, how can individuals feel complete when the systems that they are nested in are not? What are some practical ways to unleash the potential of your organisational design and processes to bring whole system health?
You will walk away with a better sense of the interdependence and complexity of our systems as well as with practical ideas you can implement in your life and in your organisation.
Title: From the open source project to the purpose of Orange, digital technology at the service of conversation.
The type of interactive/original moderation: interactive conference, the conference you are the hero of.
The pitch: How to re-engage for the transformation of the world? This question, is the thread of Marc-Antoine's career, since his beginnings as an open source community player and consultant at OCTO in the 2000s, then through entrepreneurship, today founder of amazingcontent.io and toguna.io.
A double contrast seized him very early on: On the one hand between what he perceives as the majority aspirations (social justice and ecology) and the direction in which the world is moving. On the other hand between the commitment of open-source teams and those of the clients of the large companies they consult for.
His conviction is that the driving force behind any transformation is conversation.
Title: Navigating the polarity between "Enlightened Leaders" and "Unbossing the organization"
What is the work to be done when "leading"?
When looking at contemporary notions of leadership, we often encounter a fascinating polarity: on one hand the empowering leader, creating the space for others to flourish and thrive - on the other hand the idea that empowerment and self-organization will happen naturally when we just take away the layers of management and give people the freedom to decide for themselves.
This dichotomy contrasts starkly with our practical experience in self-managed organizations: a core piece of the work to be done is to disentangle the implicit expectations regarding leadership and move from a personality-driven concept of leadership to building an integral leadership system.In this workshop we will take a practical approach to
- unpacking contemporary notions of leadership and
- identifying the work of leaders and differentiating it into concrete roles as well as guiding principles and explicit requirements.
As a participant, you will get a chance to explore your own ideas and biases concerning leadership and you'll get a chance to develop experiments to run in your own organization to start an exploration and dialog of how an integral and fully distributed leadership system would mean in your organization and how it could help it thrive in the future.
Title: All schizophrenic? From citizen to company: the new age of paradoxes<p /
The type of interactive/original moderation: Cross-interviewing
The pitch: Transformations. Change. The words change but the dynamics remain the same. Organizations, whatever they are, are faced with the need to evolve to respond to an evolution of their ecosystem.
Today, more than ever, they are caught up in paradoxes that are increasingly difficult to reconcile: achieving growth, being environmentally friendly, creating sustainable employment, facing global competition, being customer centric, etc.
Faced with these injunctions, how should organizations and their leaders react? Today, more than a question of transformation, it is a question of coherence and therefore of choice for managers.
François and Emmanuelle will take a unique look at the company and its challenges in order to understand the dynamics of transformation, its benefits and the challenges for tomorrow's organizations.
If we have to propose changes to the margin in the coming weeks, what will be the process?
Title: "DAO Design Workshop - What blockchains can do for organizations"
This workshop facilitated by Philippe Honigman and Nicholas G.S. Saul is a practical and participatory introduction to DAO (Decentralized Autonomous Organization) design, with a focus on enterprise use cases.
After a brief introduction to the concept of DAO and a short demo, participants will be invited to imagine their own DAOs and to draft their main features, using a simplified version of the DAO Design Canvas.
When we want to transform into a self managing organization, we tend to look to our organizations in a one dimensional way.
“All employees should become more entrepreneurial!” “Leadership should give up power!” “When we implement holacracy, the whole organization will change!”
Is this true? Yes. But is it enough? No.
In order to create sustainable change, growth is necessary in more dimensions.
CoreChange uses the Integral Framework that was developed by Ken Wilber. When we look at organizations, we distinguish four quadrants: the inner world of individuals (thoughts, feelings, inner motive, consciousness), the outer world of individuals: knowledge, skills, behavior, the inner world of the collective: culture, values, relationships, and the external collective world: processes, structures.
In this workshop, we will lead you through the four quadrants and introduce you to the methods and interventions that can be used in each quadrant. Also, we will show you the Scan we use to determine where your organization stands and what might be the natural next steps to take to move to the next stage of organization development.
Title : PowerShift: What Self-organization Really Wants”
Self-organizing the work is only a beginning. Rules-based replacements for management hierarchies give us glimpses into what fully PowerShifted Enterprises might look like.
Self-organizing systems like Socioacrcy, Holacracy, and Teal allow people (in principle) to play on equal power footing while simultaneously creating new power hierarchies in service of purpose.
In these systems, employment as the predominant source and structure of labor becomes an outdated construct, one whose time has passed. PowerShifted Enterprises create work relationships that move beyond employment.
Similarly, fully PowerShifted Enterprises, create legal and capital structures that make designations like for-profit, not-for-profit, or for-benefit no longer useful. PowerShifted Enterprises align everything to serve purpose while decoupling ownership from control.
So PowerShift is, in the end, what self-organization ultimately wants. PowerShift is just another step in humanity's quest for ever-better rules in service of ever more freedom.
Title: "BETTER TO PASS BY BETTER THAN TO PASS BY ALL RIGHTS"
2 Quebec experiences.
Description: A serial entrepreneur in the world of Technology and a "servant leader" in the associative world dialogue, in all transparency, on their experience of the radical transformation of their respective organizations, in order to create more value, gain agility, deploy talent and generate growth.
They will highlight their journey and that of their teams through a holarchic structure, their mistakes and wanderings as well as the benefits of such a transformation, a little crazy at first glance. With a Quebec flavour.
Title : Russian school of self-management.
Description : "Teal" trends that are already changing markets and will change the idea of management in 15 years.
Title : Holacracy in a 2000+ employees world-largest digital SME bank TOCHKA
Description : Change from direct management to holacracy, implementation process and issues Tochka is struggling with. How to balance results driven ambitions and self-management. Why holacracy is great at breaking things.
An evening cocktail reception will bring together the keynote speakers and VIP guests of the event the day before, in the centre of Paris
Why they find The NextGen Enterprise Summit unique!
“H.O.P.E. (Higher order purpose of existence) will be the key factor for the next societies. Purpose, meaning and positive co-operation are existential for the future. The organization of the future needs to be a Positive Organization”
“The Altruistic Corporations are already a reality and more are to come”
“After decades of relatively limited discussions and the insignificant adoption of alternative models to break the chains of the Taylorist prison, we are finally experiencing a Cambrian explosion of modern principles, proposals, theories and conceptual movements that attempt to unleash the human capacities required to compete in the new world”
“It is time to connect our management methods to the 21st century.
We need to rethink our relation to work through new technologies revolution.
Managerial innovations will make it possible to align social and economic performance, enabling new generations to build socially responsible capitalism”
“An essential aspect in the process of transforming governance to a self-organization system that is very often underestimated is personal development”
“Change Companies to Change the world”
“Hierarchy has had its days. It’s time to build supple, human-centred organizations”
“The meaning and the why nourish motivation”
“I believe in a constitutional management because it is the only way to break the subordination link induced by a hierarchical management”
“The acceleration of innovation and complexity in the global economy calls for new forms of governance and purpose driven organizations”
“The NextGen Enterprise Summit is a founding event dedicated to bring democracy to life on a daily basis”
“The next generation of Organizations will succeed thanks to empowered and purpose-driven teams. People that dare to reshape their beliefs and stories, and adapt their decision-making and actions to an unpredictable reality.”
“The NextGen Enterprise opens up new perspectives on people, organizational and societal development. Unfolding True Potentials, daring to make a difference!”
“Supporting collaborators’ growth of consciousness and offering leaders a developmental edge will be a distinctive trait of any NextGen Enterprises”
“It’s time for human-friendly organizations to become mainstream”
“We need to support people to incrementally process available information into continuous improvement of the value stream, products, services and skills”
“Be ready to meet change agents that are driving organizations into new paradigms”
“Employee & customer satisfaction is the why of self-managed organizations, Changing the structures, processes & mindsets is the how”
“Once a team is trained, it finds its way on its own”
“The problem is that we all try to change others, whereas we should start with ourselves and lead by example”
“The NextGen Enterprise will be a major political player in our society”
"The NextGen Enterprise: from traditional management to adaptive and purpose driven organizations"
For group order (3+ tickets), please contact us at email@example.com