Artistic performances will take place throughout the summit
Launch of the Summit by Former Minister of Labour
Title : Changing work to change the world
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 : Agility as a lever for organization
Companies are looking for an operating model that allows for greater agility in the face of increasing instability in their ecosystem.
But to truly embrace change, shouldn't we let go of the organizational side to allow new ways of operating to emerge?
OCTO, a company awarded several times as a Great Place To Work and recognized for its innovative management practices, seeks to apply the approaches of agile methods (short cycles, MVP) to evolve its organization and its models of operations.
This session aims to share these approaches.
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: Selfmanagement: the next stage of management?
Selfmanagement is the next stage of organisational development. Working in a self steering way leads to better results and higher satisfaction of the employees.
Trust is the main principle, followed by autonomy, responsibility and freedom.
Teams decide how they organise their work, share responsibilities and make decisions. They are entrepreneurial in spirit and continually improving the organisation and services.
The role of enterprises in our society
5 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.
Transformations. Change. The words change but the dynamics remain the same. Organizations, whatever they are, is 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 the 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 to understand the dynamics of the transformation, its benefits and the challenges for tomorrow's organizations.
Fireside Chat: Self-Management In Large Organizations
Self-Management In Large OrganizationsIn 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.
Overcoming Resistance Against the Power ShiftOvercoming 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.
Formula X: Formula X: How to reach extreme acceleration in your organizationOrganizations who want to survive the ever changing market conditions have to have the ability to change rapidly. The tension between organizations optimized for predictability and the unpredictable world they inhabit has really reached a breaking point. Organizations built on ‘sense and respond’ instead of ‘plan and predict’ are the future. For companies and professionals, it often feels like they have to make an ultimate choice: quality or speed. But speed does not have to result in bad work― and Formula 1 motor racing proves this. Within the two weeks between races, they perform the enormous job of analyzing all data, designing and producing new components, shipping, assembling and testing. But how do they do that? Meet Jurriaan Kamer, transformation coach at The Ready and author of the business fable Formula X, who had the opportunity to take a look behind the scenes of Formula 1 and found many acceleration practices that can be applied in any organization.
Act & decide during the “Covid Storm” thanks to adaptive organizations & agile practices
The chicken or the egg. That's an age-old riddle. So let's put that riddle into today's context: "Does a complex crisis drive companies to adopt adaptive organizations and agile practices in order to overcome the crisis? Or, do organizations that already use agile practices smoothly overcome complex crises?
We will discuss this question looking at the real life experience of one of the major hospitals in the world, the Hospital Clinic of Barcelona (Spain). They will tell us how they overcame the Covid storm with efficiency and calm thanks to their previous implementation of such organization and practices at the beginning of 2019. We will also present the Emerge© Model from Spindle to learn how day-to-day adaptation works.
Key words : #AdaptiveTeams #AdaptiveOrg #HowtoAdaptDaily #CulturalTransformation #BusinessCase #Testimony #AgileModel #PublicSector #AdaptiveGovernance
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.
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.
From pyramid-matrix to self-organisation at scale - the leader journeyIn 2017, Stéphane was appointed Managing Director OBGP, the IT division for the B2C business in France, with over 500 employees across the country. Although OBGP is performing well, it is quite siloed. Competencies are split apart, limiting synergies and innovation. Because he was personally convinced that another way to manage is possible, Stéphane decided to initiate a transformation towards a more empowered and collaborative way of working within OBGP. For that he worked with Fabric, using Adaptive Governance, a framework for implementing self-organization at scale within a conventional company. First initiated at the leadership team level, Adaptive governance was deployed not as a top-down roll out, but organically, where it was the most relevant for the business, and where people where calling for the change. After four year, this transformation led not only to a way more efficient and agile organisation, but also to a culture in which people are more authentic and committed. Today OBGP is a reference within Orange for modeling an empowered way of working. In this workshop, Stéphane will share his journey and Axel and Mickael will introduce how cells of self-organisation within a company can positively contaminate the larger organisation.
Design enabling constraints for agility, engagement and performanceFollowing on from his talk on the importance of consciously designed constraints to enable effective collaboration in self-organizing systems, this brief workshop will deepen in 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.
Digital technology is now permeating all levels of the company, and the related wave of innovation is shaking up long-standing habits. Technology is the keystone of business transformation, but it often frightens the uninitiated. It is in this context that companies need to rethink their organization and prepare their teams to deal with permanent change. For Jean-Christophe Conticello, founder and CEO of Wemanity, one of the catalyst pillars of this new organisation is the manager who no longer has to traditionally "command" his teams, but must acculturate them, equip them and prepare them to evolve in this new unstable environment.
From top down to inclusive and participative management
The management methods of the last 30 years are no longer adapted to the current context. The ability to adapt quickly and more often to the economic, social and societal context has become one of the key skills to develop within organizations of all sizes. From year-round visibility, we have moved to monthly or even weekly visibility in certain sectors. Teams from all over the world need to listen, probe, find new ideas, innovate, move, challenge themselves, improve quickly, deliver projects faster, .... How to develop more agile teams? How to develop the ability to innovate in short periods of time? How to move from a top-down management approach to a more inclusive, more participative one where the manager facilitates individual talents and the team’s collective abilities? Discover concrete case studies of managers who are transforming their practices with Klaxoon: meetings, team management, organization, project management, workshops, etc.
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.
Wholeness in a broken world
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
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.
The psychology of agilityIn 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.
Québec practitionersA serial entrepreneur in the world of Technology and a "servant leader" in the associative world dialogue, in full 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.
The role of enterprises in our society7 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.
Be serious, let's play!
Let's see the unseen and put it out for imagination and co-creation!
In this workshop, you will experience LEGO® Serious Play®, a moderated process that combines the advantages of playing and building with Lego bricks to address challenges from the business world.
It can be used in companies, organizations and teams and is intended to promote new ideas, improve communication and accelerate problem solving, while creating a common understanding of a topic or problem.
De-constructing LeadershipThere have been plenty of conversations around what kind of leadership is needed in the New World of Work: From "servant" to "agile" to "holding space" - many terms that try to describe what is the new appropriate way of leading. Yet, many of these terms still build on implicit associations and assumptions sneaking in through the door with the term "leadership".
"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.
Russian school of self-management
"Teal" trends that are already changing markets and will change the idea of management in 15 years.
Is it really possible to transform large organizations at scale?More and more companies are moving towards more collaborative organisational models, but is this type of transformation feasible in large organisations? How to shift from a well-rooted system to a brand new model that implies a change at a structural, cultural and individual level? How to combine the « old » and the « new » system while delivering at the same time? Why is it paramount for an organization to pursue an authentic transformation and not only to become more agile?
Why they find The NextGen Enterprise Summit unique!
“Supporting collaborators’ growth of consciousness and offering leaders a developmental edge will be a distinctive trait of any NextGen Enterprises”
“Once a team is trained, it finds its way on its own”
“Hierarchy has had its days. It’s time to build supple, human-centred organizations”
“Be ready to meet change agents that are driving organizations into new paradigms”
“The NextGen Enterprise will be a major political player in our society”
“Change Companies to Change the world”
“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”
“The Altruistic Corporations are already a reality and more are to come”
“The meaning and the why nourish motivation”
“It’s time for human-friendly organizations to become mainstream”
“The NextGen Enterprise Summit is a founding event dedicated to bring democracy to life on a daily basis”
“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 acceleration of innovation and complexity in the global economy calls for new forms of governance and purpose driven organizations”
“An essential aspect in the process of transforming governance to a self-organization system that is very often underestimated is personal development”
“Employee & customer satisfaction is the why of self-managed organizations, Changing the structures, processes & mindsets is the how”
“The NextGen Enterprise opens up new perspectives on people, organizational and societal development. Unfolding True Potentials, daring to make a difference!”
“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”
“We need to support people to incrementally process available information into continuous improvement of the value stream, products, services and skills”
“I believe in a constitutional management because it is the only way to break the subordination link induced by a hierarchical management”
“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 problem is that we all try to change others, whereas we should start with ourselves and lead by example”
"The NextGen Enterprise: from traditional management to adaptive and purpose driven organizations"