• 08:00 - 09:00

    Welcome Breakfast

  • 9:00 - 9:05

    [Welcome message]




  • 09:05 - 09:20

    [Keynote] Introduction

    Launch of the Summit by Minister Bruno Le Maire



  • 9:20 - 10:35

    Warm-Up, collective intelligence principles



  • 10:35 - 10:55

    [Keynote] 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.



  • 10:35 - 10:55

    [Keynote] Adapt to the innovation economy

    Title : Adapt to the innovation economy>

    How to Fix Your Failed Agile Transformation

    Talk abstract

    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



  • 10:55 - 11:15

    [Keynote] Agility as a lever for organization

    Title : Agility as a lever for organization

    Description: 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.



  • 10:55 - 11:15

    [Keynote] Common Sense Patterns for Organization-Wide Agility

    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.



  • 11:15 - 11:45


  • 11:45 - 12:05




  • 11:45 - 12:05

    [Keynote] Corporations can pursue the common good single-mindedly and—thanks to that—succeed

    Title : Corporations can pursue the common good single-mindedly and—thanks to that—succeed

    Description : In the 1990s, to overcome the single-minded pursuit of profit and shareholder value maximization, many companies decided to focus at People, Planet, and Profit simultaneously.

    It rarely worked because they pursued the People and Planet dimensions as long as it didn’t hurt their profits! In other words, serving People and Planet turned to be the costs of doing business—not a company purpose.

    But for the last 5 years, we have studied several dozen companies which transformed themselves to serve their employees, customers, suppliers and local communities unconditionally, and they do it through their core business processes.

    We call them “Altruistic Corporations.” That is the secret of their success, and it might seem amazing, but pursuing single-mindedly the common good proved to be the best way to achieve long-lasting economic performance too.



  • 12:05 - 12:25

    [Keynote] Selfmanagement: the next stage of management ?

    Title: Selfmanagement: the next stage of management?

    Description: 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.



  • 12:05 - 12:25

    [Keynote] Brave New Work / Lessons From 100 Attempts

    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.



  • 12:30 - 12:45

    [Small group discussions]



  • 12:45 - 13:00

    [Artistic performance]

  • 13:00 - 14:30

    [Lunch Break and split of Bloch Lainé]

  • 14:30 - 14:40



  • 14:45 - 15:40

    [First Workshop Session]Formula X: How to become as fast and agile as a Formula 1 team

    Title: Formula X: How to become as fast and agile as a Formula 1 team

    Description: While for some organizations it can take months to deliver new innovations to the market, Formula 1 teams have minimized their build-measure-learn cycle time to mere days.

    A F1 team's ability to innovate, learn and adapt quickly in fast-changing conditions are key to outpace the competition and achieve performance. F1 teams simply can’t afford to waste time on slow decision making, ineffective meetings or other forms of bureaucracy. But can you?

    Come to this session to take a look behind the scenes of a Formula 1 team, and learn practical things you can do to make your organization faster, agile and more innovative."



  • 14:45 - 15:40

    [First Workshop Session] Fireside Chat: Self-Management In Large Organizations

    Title: Fireside Chat: Self-Management In Large Organizations

    Self-Management In Large Organizations

    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.





  • 14:45 - 15:40

    [First Workshop Session] De-constructing Leadership

    Title: De-constructing Leadership

    Description: There 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".

    A new paradigm of organizing makes it necessary to go beyond leadership as we know it and explore what qualities are required to co-create wholesome organizations.

    The question for next:organisations is not about "power over" or "power with" but: What is the role of power in my organisation and how are we working with it?


    Ewa Bocian, dwarfs and Giants: Rewriting the future of organizations. Catalyzing the evolution of wholesome organizations.




  • 14:45 - 15:40

    [First Workshop Session] Renewing meetings with Holacracy

    Title: 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.




  • 14:45 - 15:40

    [First Workshop Session] Language of spaces

    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.



  • 14:45 - 15:40

    [First Workshop Session] Facilitation roundtable of 7 participants

    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.






  • 14:45 - 15:40

    [First Workshop Session] Practices & Processes



  • 15:40 - 16:10

    [Coffee Break]

  • 16:10 - 17:05

    [Second Workshop Session] The Psychology of Agility

    Title: The Psychology of Agility

    Description: 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.




  • 16:10 - 17:05

    [Second Workshop Session] "Humanity above bureaucracy"

    Title: Humanity above bureaucracy

    Description: Humanity, autonomy and self organisation go hand in hand. We need a consistent world view and set of principles to create human organisations.

    Our nursing model cuts bureaucracy and gives nurses more freedom and time with clients. How work in healthcare becomes 'love made visible' again.




  • 16:10 - 17:05

    [Second Workshop Session] Design enabling constraints for agility, engagement and performance

    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.



  • 16:10 - 17:05

    [Second Workshop Session] TITLE: NextGen Enterprise: taking change to the next level

    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.




  • 16:10 - 17:05

    [Second Workshop Session] PowerShift: What Self-organization Really Wants

    Title: PowerShift: What Self-organization Really Wants

    How “PowerShifted” various self-organizing practices are at this moment in time.

    "Imagine a world without employees where work is coordinated and self-organized in pursuit of purposes greater than ourselves. A world where we can delight in and lead our work with less fear yet grow from the challenges that arise when we risk stepping into our power and authority.”



  • 16:10 - 17:05

    [Second Workshop Session] Cooperative society

    Title: Cooperative society

    Cooperative, 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 !



  • 16:10 - 17:05

    [Second Workshop Session] [Second Workshop Session] From hyper hierarchical organizations to adaptive teams Sharing experience in the public sector

    Title: From hyper hierarchical organizations to adaptive teams Sharing experience in the public sector

    Does your organization need to accelerate decision making and adapt faster? Do you wonder how your team can be more agile and set the pace for the entire organization?

    Is this just theory or is it real?

    To answer these questions, participants will experiment a new metamodel of agility that is the result of 15 years of practice and experimentation and they will hear live testimonies from two special guests who are applying agile management right now : in a renowned Spanish hospital and in the Department of Social Welfare of the French government.

    Key words : #AdaptiveTeams #AdaptiveOrg #HowtoAdaptDaily #CulturalTransformation #BusinessCase #Testimony #AgileModel #PublicSector #AdaptiveGovernance






  • 17:05 - 17:15

    [Come Back To The Plenary]

  • 17:05 - 17:25

    [Discussion between collaborators]



  • 17:35 - 18:05

    [Pitch Open Space topics for next day]



  • 18:05 - 18:50

    [Artistic Performance - Awards - Artistic performance]

  • 18:50 - 20:30

    [Cocktail Dinner]

  • 08:00 - 09:00


  • 9:00 - 9:15




  • 9:15 - 9:45

    [In 30min by tracks on the basis of the questions ranked the day before, workshops programmation]



  • 9:45 - 10:45

    [Workshops 45 teams x defined topics]



  • 10:45 - 11:15

    [Coffee Break]

  • 11:15 - 11:45

    [Debrief by track]



  • 11:45 - 12:40

    [Third Workshop Session] The challenges and solutions of selforganisation within a growing company

    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.





  • 11:45 - 12:40

    [Third Workshop Session A] Designing hierarchy-free and human-centered organizations

    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.



  • 11:45 - 12:40

    [Third Workshop Session B] Wholeness in a broken world

    The title: 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

    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.




  • 11:45 - 12:40

    [Third Workshop Session] From the open source project to the purpose of Orange, digital technology at the service of conversation

    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.



  • 11:45 - 12:40

    [Third Workshop Session] Decide the salary together

    Title: Decide the salary together

    What place for employees (-cooperators) in the choice and determination of their salary?

    When a cooperative of collective interest (SCIC) of accountancy and legal expertise tries its hand at discussing and determining the remuneration of all employees;

    this results in FINACOOP, the first of its kind in the field of regulated professions!

    A deconstruction of the traditional vision of the salaried workers' compensation, which Mathieu CASTAINGS, the CEO and only chartered accountant of the firm, gives us, during a gesticulated conference, the ins and outs: The mini-conference will be followed by a participatory workshop where we will seek to explore, in a critical and collaborative manner, the issue of "what definition for a salary policy 2.0 ?”



  • 11:45 - 12:40

    [Third Worksop Session] Navigating the polarity between "Enlightened Leaders" and "Unbossing the organization"

    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.




  • 11:45 - 12:40

    [Third Workshop Session] The 5 team competencies for success in shared governance

    Title: The 5 team competencies for success in shared governance

    Sub-title Raising the level of awareness of organizations by learning 5 essential team practices is the way to succeed in shared governance, according to Laurent Vuarraz Voisin.

    Video case studies and exploration of a practice in 45 minutes with TALK.SWISS.

    The 5 competencies will be discussed

    1. Mastering caring communication

    2. Develop the capacity for introspection to articulate the I and the WE and to differentiate between function and person

    3. Apply the 8 methodological benchmarks of the systemic (global vision and decisional interdependence)

    4. Develop one's body intelligence and exercise one's sensoriality

    5. Balance polarities: money, economy of the common good and sacred sense at work.



  • 12:40 - 13:55


  • 13:55 - 14:50

    [Fourth Workshop Session] All schizophrenic? From citizen to company: the new age of paradoxes

    Title: All schizophrenic? From citizen to company: the new age of paradoxes

    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?




  • 13:55 - 14:50

    [Fourth Workshop Session A] Org Design & Methodologies

    Title: Designing Self-Managed Organizations through Patterns & Antipatterns

    Designing Self-Managed Organizations through Patterns & Antipatterns Organizations face many challenges while trying to navigate in the era of complexity.

    Despite their uniqueness, there are similar problems and contexts that show up for change agents while facilitating and promoting a better system design.

    In this workshop, you will learn how the concept of patterns and antipatterns can help org designers advance by reusing (or avoiding) certain practices. You will also learn about Organic Organization, a new approach to self-management that contains both a set of essential patterns and also an extended library of patterns and antipatterns.



  • 13:55 - 14:50

    [Fourth Workshop Session B] Org Design & Methodologies




  • 13:55 - 14:50

    [Fourth Workshop Session] DAO Design Workshop - What blockchains can do for organizations

    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.


    Nicholas G.S. Saul


  • 13:55 - 14:50

    [Fourth Workshop Session] For Purpose & For Good

    Title: Facilitation roundtable of 7 participants Interaction with the public with the horn tool Real-time synthesis and voting of "good" ideas

    Description 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.








  • 13:55 - 14:50

    [Fourth Workshop Session] An Integral Approach to Self Organization

    Title: An Integral Approach to Self Organization

    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.



  • 13:55 - 14:50

    [Fourth Workshop Session]

    Title: 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.



  • 14:50 - 15:00

    [Come Back To The Plenary]

  • 15:00 - 15:45

    [Buddy Group exchanges]

  • 15:45 - 16:15

    [Coffee Break]

  • 16:15 - 16:35

    [Keynote] Why is The Enterprise becoming a political player?



  • 16:15 - 16:35

    [Keynote] Distributed Authority & For Purpose frameworks

    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.



  • 16:15 - 16:35




  • 16:35 - 16:55

    [Keynote] The altruistic company



  • 16:55 - 17:00

    [Come back to the plenary]

  • 17:00 - 17:20

    [Keynote] The New Characteristics of the Labour Market



  • 17:00 - 17:20

    [Testimony, Q&A] Quebec Practitioners

    Title: Better to pass by better than to pass by all rights

    2 Quebec experiences. "Better to look crazy than go straight through." 2 Quebec experiences.

    Description: A serial entrepreneur in the world of Technology and a "servant leader" in the associative world dialogue, in complete 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.




  • 17:20 - 17:40

    [Keynote] Culture Hack-tivism

    Title: Culture Hack-tivism

    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.



  • 17:20 - 17:40

    [keynote] Russian school of self-management

    Title : Russian school of self-management

    Description : "Teal" trends that are already changing markets and will change the idea of management in 15 years.





  • 17:40 -

    [Final Bouquet]