by Julie Diamond

We are living in an era in which more people have access to power than ever before. Yet as traditional power-hierarchies are being challenged, we must ask ourselves this difficult but necessary question: are we any safer with power in the hands of the many than with power in the hands of the few? Can people—can we—be trusted with power? Can we put our trust in the crowd, or in structures and processes of power-sharing, or is there something inherent about power, or inherent in human nature, that cannot be trusted? If people-power is indeed our future, then we need to know how to navigate the traps of power, why and how power is corrupting, and what we can do to use it creatively and effectively for the greater good.


Julie Diamond. Ph.D., President of Diamond Leadership and author of Power: A User’s Guide, is an international executive coach and leadership consultant based in Portland, Oregon.  For over 25 years she has designed transformational learning opportunities and leader development programs for business, government, and not-for-profit organizations. Julie was a founding member of the Process-oriented Psychology programs in Zurich and Portland, and co-founder of Power2 Leaderlab, a women’s leadership program.


by Julie Diamond


You’ve probably heard this a dozen times: people don’t leave organizations, they leave their manager. Learning how to effectively use power and authority in a leadership role is critically important, yet not easy to do so.


The traps of power—the many ways power is misused—occur not only in hierarchical relationships, but across all relationships, and take many forms: rudeness and bullying, bias and discrimination, cliques and gossip, silos and self-interest.


In this interactive and experiential session, we will take a closer look at the traps of power. We will explore:

  • signs and symptoms of power problems that undermine the effectiveness of leaders, teams, and organizations
  • cognitive errors and emotional issues that prevent people from becoming aware of their use of power
  • ways to become conscious of your own and others’ power use, without blame or shame.


by Yannis Angelis

The more uncertainty and disruption we experience in our everyday lives, the more we may lose our self-confidence and trust that we can make it in this world. The ancient art of juggling in its principal is a continuous attempt to bring a kind of stability to chaos. Isn't that quite close to what we try to do as change agents?


Juggling is not so difficult as it appears to be and participants will learn to juggle 3 balls in a clear time of 15 minutes! It creates a self-trusting attitude of " I can learn anything I wish to". Most importantly by increasing their self-confidence, they will feel more trustful and will shine out more trusted. As they will interact with the others they will experience the answers of questions such as : Would you trust my rhythm? Could I trust yours? Would you trust me to be your weak hand and juggle together? Would you still trust me if I make a mistake and get ridiculed? Could we still learn together after that?


Yannis is working for the last 20 years in the organizational environment in different roles, mainly Training & Learning Management, Marketing Communication and Organizational Development. Part of his role is the conduction and execution of innovative workshops on topics about team development, corporate strategy, learning and future trends. Frequent Lecturer at international events on topics related to Learning and Social Change. He is also a Keynote Speaker at OEB, a conference on technology supported learning. He is the owner and creator of an instructional design model for e-learning named the “Lov-e & Car-e-osity” model, which has its engagement base on the “Flow Experience” from Positive Psychology. His model leverages principles and tools from the Gestalt Psychology, Behavioral Economics, Theory U, Gamification, and Story Work. He is a founding member of INTAGIO, an association that supports Organizations in their change path guided by a human orientation. Also, a founding member of Beyondstorytelling, a global forum of experts who work with the narrative approach as a catalyst for organizational transformations in learning, change, leadership, branding and communication.


by Sandeep Aujla

All stakeholders will invest in ensuring change success because the change initiative is a true enterprise project that will improve all functional areas. That is a common assumption made by senior leadership teams and change leads when working on an enterprise change initiative, whether it be ERP upgrade or creating a learning centre. Such change initiatives may fail because of three reasons related to power: the stakeholders have conflicting personal agendas, each owner wants full credit for the project success or a lack of portfolio accountability for the project.

This workshop uses a simulation to create an awareness of the power and politics that may hinder change success.

Through participation in this simulation, the participants will be able to:

  • Explore the potential challenges for change projects related to power and politics
  • Practice an approach to safely question the assumptions and mental models of client stakeholder groups
  • Learn practical strategies to address the sensitive power plays within any organization
  • Create buy-in from the onset of change project planning

Sandeep is an Industrial-Organizational Psychology Practitioner who serves as a change strategist and speaker. She partners with leaders responsible for creating impactful changes in their organizations. Sandeep supports organizational change management through provision of consultations to change teams, keynotes at large-scale change events, and change capabilities' training to leads across organizational levels. Sandeep also works one-on-one with individuals leading organizational or personal changes.


by Esther Barfoot

Get a load of this: in the Netherlands a police officer isn’t allowed to choose the partner with whom he is teamed up in the police car. He has no say in the choice of partner who might or might not save his life in a life or death situation. Police people, nurses, teachers and many other professionals are often prevented from doing their work properly by all kinds of rules, regulations and interference by managers and other staff, based on an inherent distrust of the healthy judgement of professionals. Fortunately, in many organisations, professionals are standing up and forming movements to reclaim their own professionalism, judgement and space to do their work properly. These movements, of course, want to spread the word and communicate with the people inside and outside the movement. This calls for a different kind of communication than the classic, top down corporate communication. It is what Esther calls ‘activist communication’.


Activist communication does the following:

  • It stands between and is co-created with the innovators and change agents
  • It harvests stories from the undercurrent
  • It gives words to new concepts
  • It spreads valuable idea
  • It keeps the dialogue alive
  • It kisses the future awake

It does this in many, often creative forms. Activist communication searches for ways to appeal to the right brain, the intuition.

In this workshop Esther will talk to the participants about activist communication and her experience at – among others - the Dutch National Police (illustrated with many photos and examples). Then the participants will do the activist poster workshop she has done many times at the police and, for instance, in health care organisations. The participants develop an interesting quote or motto about something that really frustrates them in their work, makes them an feel rebellious, or alternatively something that really inspires them. Through (street) art they turn this into an appealing poster. The workshop is designed to empower participants, as well as search for ways to make progress, break down faulty systems and move from distrust to trust, while staying in conversation with the main order of things.


Discovering alternative futures. And helping them along. That is what drives Esther Barfoot in her work as an independent communication professional. Many systems, such as our democracy, financial system, ways of organising and communicating seem broken or faulty. Esther develops communication concepts for bottom-up and future-oriented movements, such as a movement by police people in the Dutch National Police reclaiming their professionalism and a movement in Rotterdam to prepare the city for climate change. 


by Rich Batchelor & Nik Beeson

Nabokov wrote that "Curiosity... is insubordination in it's purest form."

When and where is it safe to ask questions?

How does it feel to ask hard questions?

How does it feel to be asked hard questions?

Why do children stop asking questions when they start attending school?

Why would a government depict the press as ‘the enemy of the people”?

Why can the question ‘why’ be so…. uncomfortable?

Who doesn’t want you to be curious?

Yahweh punished Eve and Adam for their curiosity regarding a notorious piece of fruit that grew on the tree of knowledge, and Zeus punished Prometheus for stealing fire for humanity by creating for him the insatiably curious Pandora and sending her a box that ‘must never be opened’.  Curiosity and questioning have provoked ‘the powers that be’ - authority and the status quo - for as long as humans have craved for knowledge.

By taking participants on a journey exploring the relationship of curiosity to power ‘Quest-ioning Power’ will ‘uncover’ and ‘reveal’ issues of trust, authority, vulnerability and courage.  Participants will engage in activities that will demonstrate the power and vulnerability of questioning, and of answering questions.  These activities may evoke or provoke vulnerability, trust, uncertainty, indignation, rebelliousness, and, of course, curiosity.

Rich has been successfully delivering change for over 25 years. His consulting practice has seen him work with organizations across all parts of the globe! His legacy includes developing the change delivery model for UK government and being a founding member of the ACMP. He has a masters in change management and is a certified Lego® Serious Play® Facilitator & Workshop Designer. He is also certified in Project Management, Process improvement, HR, Coaching, Counseling and Psychotherapy. His presentation delivery is known for its passion and direct challenges to the audience. He enjoys the opportunity to disrupt traditional thinking, bring humour to the learning space and enable curiosity to take control of the change space for everyone.


Nik Beeson is the director of Curiosity Culture which focuses on the cultivation of the aptitude most useful in resiliently navigating disruptive change - curiosity.  He is a Change Consultant at Capillary Consulting, a Certified Change Agent and Professional Coach, with a history of two decades of constant migration in the field of Digital Communications. He was a Buddhist Chaplain resident on the Intensive Care Unit, Emergency and Neuro Wards at the Toronto Western hospital, worked in Palliative Care, and was a live-in staff person in homes for the homeless and folks with mental health challenges.  He composes and performs adventurous and exploratory music, writes prose and poetry, is an ever-curious practitioner of Kundalini Yoga, mindfulness meditation and Contact dance, and is Pop to two marvellous teenagers.


by Martin Ciesielski & Matthias Ruff

It is said that trust is built over time. But even it takes time – the question is: how is it built? Maybe the core element is to know you can depend on the person you trust. By his or her truthfulness/veracity, his or her way of being reliable – which means in the end that this person makes you look good!

How can we develop more of this kind of behaviour in a culture of competition, status, social acceleration/stress and hate speech on the digital platforms?

We have to bring back our bodies and social presence into that game. How does it feel being trusted? How does it take and how does it feel to make someone look good? How do we perform together as a group, as an ensemble when we go by this attitude?


Martin and Matthias will deliver and experience the mind and bodyset of MAKE THE OTHER ONE LOOK GOOD by applying social prototyping processes. There will be elements of improvisation theatre, meditation, performances and other artful approaches to. They also deliver short impulse lectures and have group debriefings.


Martin A. Ciesielski is a Business Jester, Moneyman and critical thinker

The artist Matthias Ruff is an expert for transrational competence, trainer for transformation and theory U professional.


by Marlou de Rouw & Laurie Khorchi

“Trust makes ordinary people do extraordinary things” Frederic Laloux In a world where there is no shortage of challenges, can we realise our capacity to be actors in our own lives, and activate our collective responsibility to co-create our world? Could this lead to a world where individuals and communities recognise and respect their common humanity, and live out their full potential to contribute to society as a whole? This bet was made by a group of 12 people when they created the international NGO Constellation 12 years ago.

Since then, individuals and communities in over 60 countries in all 5 continents have pulled their strengths together, dreamed up and acted out the transformation they wanted to see happen in their own context.

At the heart of the approach used by the Constellation is SALT: Stimulate/Support - Appreciate/Authenticity - Learn/Listen/Link - Transfer/Trust/Transform/Team. Facilitators of this approach trust that people within the communities they work with have what it takes to dream, act and transform - they trust that as facilitators they need only to host a space that is "human" enough for people to express themselves freely and find their own solutions - trust that building from strengths and aspirations any group of people has enough in common to overcome their differences and work towards a shared dream.

Using the SALT approach, this workshop will take participants on a deep exploration of the question “What makes us human?”, and help them think through the consequences of taking our common humanity as a starting point to any facilitating work we do. What changes if I come to a group not as an expert come to share knowledge, but rather as a human being coming to learn from the experience of the community so that I may transfer it into my own context?


Marlou and Laurie are members of the Constellation Global Support Team (GST). They are experiencing in their daily work how trust can be the basis of working relationships when we know and have expressed deep belief in a shared dream.

Members of the GST are contributing their skills and talents towards where their heart is as well as to where the needs of the organisation are.

Besides their work in the Global Support Team, Laurie and Marlou both have extended experience in facilitating community-owned responses to a variety of issues and in a variety of places in the world.



by Eeeva-Liisa Vihinen

In the workshop we explore and experience what happens when the power of the photographer's look as an auteur is given to the person or group looked at. The basic method is developed by a Finnish social pedagog and photographer Miina Savolainen and is developed further by tens of pedagogs, social workers, working life developers and consultants. The main purpose of the method is to promote change and empowerment among those who have been suppressed and treated as objects of actions, like abused children, drug addicts and health care patients. The method is about exploring what happens when we give up our own "knowing" and definitions and surrender ourselves for the interaction with the other. The change it produces is often a feeling of intimacy and commitment that stems form the experience of being understood. It is an ability to listen another human being with deeper concentration and a growing experience of your own ability to show love and respect. In the workshop we will throw ourselves to the process of opening up to see and be seen by each other through the camera lence.


Eeva-Liisa works as an organisation consultant, coach and partner in Humap Ltd. She has 16 years of experience in developing a wide range of organisations in challenging change processes, co-creative developing processes and helping communities to learn continuously to prosper. Eeva-Liisa uses versatile art based approaches in her work one of which is empowering photography that she's been studying in the Aalto University.


by Ute Franzen-Waschke

Ute will take the delegates on a quick tour around the human brain to find out where trust 'sits' and how fragile the notion of 'trust' is. The quality of our conversations and our ability to connect with our counterparts play an important role. Interaction dynamics not only in the face of change can be filled with conflicting beliefs about authority, leadership, power and dominance. Learning to shift into Power-With Leadership by changing conversations will promote healthy, thriving, productive workplaces where change is co-created in a trustful environment, says Judith E. Glaser from the Creating WE Institute.

But how exactly? We will look at two of Judith’s models, which could help leaders to (re-)establish trust in their organizations by changing the way they converse. Workshop participants will have the chance to experience a ‘brought-to-life’ version of the CHANGES® model in more depth, and share their thoughts on application and practicability in their contexts. The CHANGES® model is at the heart of a catalyst tool developed by Judith and her team, the CreatingWE DNA Index®, which helps teams and entire organizations to go through major transformations shifting from I to We.


Ute Franzen-Waschke is founder and owner of Business English & Culture, a small boutique coaching firm, which is specialized in offering customized in-company communication skills training programs in English since 2003. Since 2012 Ute holds a postgraduate certificate in Coaching and in 2016 she was awarded with an MA in Coaching and International Business Communication (WBIS) by the University of Chester. Ute’s research focus was on how to improve communication and collaboration behavior in multi- and cross-cultural teams. Ute is one of the first 243 C-IQ® Certified Coaches world-wide, and was trained and mentored by Judith E. Glaser in the inaugural C-IQ® Certification Program in using and applying the principles of Judith’s body of work, Conversational Intelligence®, with 1-2-1 coaching clients, teams and entire organizations. Conversational Intelligence® (C-IQ®) is a science-based methodology and its tools combine neuroscience and coaching. Ute’s passion is to support people in their personal development, and to expand their abilities to collaborate in a global and constantly changing work environment.


by Ursula Hillbrand

"Let's explore together what being powerful in the real sense truly means and can mean. How do we want to make an impact during our lives, truly? What circumstances and conditions, inner and outer, does that depend on?


We will have a dialogical walk through the different stages of co-creation, starting with ourselves, exploring when we are at our best, and what conditions we have when we can truly radiate and unfold.

Then we will move onto how to contribute authentically in conversation, support others and build on each others contributions, then we will transit into enabling authentic conversation and innovation spaces into finally entering the stage of true co-creation where we are in dialogue with the full potential of any given context.

How has creation always done it, will always do it, and what can we learn from that?

Together we will explore the innate qualities of true power and how trust is actually just built into it.


Ursula worked for the last ten years as a pioneer introducing participatory ways of working in the European institutions and to other communities.  She lectures and holds workshops at the SDA Bocconi for managers in International Organizations, the European Academy for Taxes and Law, Berlin, and the Austrian Federal Academy for Administration, Vienna. She is a participation specialist. She will talk about how public institutions change because the people within are changing the values on which they base their work. How trust becomes important in politicised institutions. She has designed and facilitated participatory events for any size from small strategic teams up to large conferences of 1200 people all for the EU and in diverse contexts. She is founder of the Salonhosting network, where the metaphor of a "Salon" serves as a basis for building a trusted space for innovation and change using methods of the Art of Hosting and Theory U.

She creatively combines these methods which can be found in Nauen, C.E. and U. Hillbrand, 2014. Underpinning Conflict Prevention by International Cooperation. Chapter 12, 157-174 In: M. Galluccio (ed.). Handbook of International Negotiation. Interpersonal, Intercultural and Diplomatic Perspectives. Springer, New York. 


by Jutta Goldammer

In a materialistic world view in which only visible and touchable things are being valued, it is a challenging undertaking to trust the invisible and bring something new into the world. Dreams, visions and ideas as part of the unseen realms need a lot of reassurance before they can come into existence. They belong to the world of images, hopes and longing. Existence starts with dreaming and it needs trust in oneself to advocate the ideas that are not yet known to the world around us.

Arrow breaking, an initiation ritual from Fiji will help you gain confidence in your dreams and visions. With a focused mind and strong will you will not only manage to break an arrow with your throat. Along with it you will vanquish the obstacles that keep you from moving towards what you envision. In this workshop you will anchor the experience of your own power in your body: The confidence that nothing can stop you until your dream is manifest.


Jutta is founder and managing partner of the Visionautik Akademie, which helps social innovators, entrepreneurs and visionaries make their dreams come true. She has been a facilitator for over 15 years, specialising in the field of innovation processes with a particular focus on multisensual approaches that open up unconventional paths and unexpected solutions. Jutta studied education and art and subsequently trained as an organisational developer and firewalking instructor, all of which informs and supports her playful and empowering facilitation style. She has initiated several international projects aimed at furthering innovative educational approaches, including the European Learning Partnership “Hosting Transformation” and the Transformation Festival in Berlin.


by Denis Kelly & Marc Van de Velde

This workshop is based on a tool set Denis developed for use on internal change initiatives where they are trying to break down a ”Them and Us” dynamic and encourage greater collaboration, trust and co-creation. The tools utilises lessons from the Harrisons Culture Model, OCAI (Cameron and Quinn) and Culture Web (Johnson).  It also benefits from some lessons learned from Lean Change and practical application. The session will be very interactive and is undertaken as a facilitated group exercise.  There will be a strong emphasis on exploration, co-creation and experimentation. The core belief of this approach is “The audience knows the best solution for them” with the workshop being an environment to allow that solution to be explored and agreed.


Denis has over 20 year experience on change initiatives. His roots are in Engineering but for most of his career he has focused on developing solutions which have people factors designed in from the start.  In the last 10 years he has specialised in Talent Management, Organisation Design, Change Management and Enterprise Change. He is due to public his first book in September, “Succession Management in Technical and Professional Organisation. 


Marc is trained in the areas of NLP, development-oriented coaching and change management. Guiding clients through change management is his business. As a change manager, programme manager, project manager and coach, he draw upon a wide range of methods and utilize the experience gained in diverse sectors to support his clients. As a qualified change management practitioner, programme manager and project manager he has extensive experience in leading and coaching teams. Marc is a coach ‘pur sang’, or by nature, pioneering a participative leadership style. By paying attention to each individual’s unique qualities, I bring out the best in the whole team. His fascination with personal growth processes led to become qualified as a development and NLP coach.


by Jouke Kruijer & Sylvia Rohde-Liebenau

Organizations have an inherent world of values, emotions, fears and desires. This most human, and often unconscious or hidden, world is an important part of organizational life. It is the bedrock of power and trust – these two vital forces that shape an organization’s culture, its people’s day to day behaviours, and thereby the outcomes it creates.  


Those leading transformational shifts in organizations need to be able to work with these forces. Traditional interventions addressing the why and what of transformation are important but not sufficient. To get to the heart of transformation, we need to address the heart – the human dimension. For this, we can draw on work in these three domains:

  1. Organisational Change interventions like Deep democracy, Agile and Scrum, Design Thinking, Storytelling, Pattern Recognition to release creativity and help designing meaningful change.
  2. Coaching, workshops and events engaging people not only at the intellectual level, but also at the level of feelings and emotions, using mindfulness, interactive exercises, rituals, art, and bodywork, to connect people to their humanity and to each other
  3. Design a change process allowing groups and individuals to challenge established ways of doing and being, explore and establish new ones, to better serve the purpose of the organization

To illustrate this, we will present a case study of the European Investment Bank. In this we show why and how different forms of art and artistic expression are incorporated in training, team development and away days. And we will also share the initial results of a project about the development of constructive work relations through art and artistic interventions. This project is sponsored by the Bank’s Personnel Directorate, and at the same time intentionally set up and empowered as a bottom up initiative. In this project staff from across the organization design a series of events to bring about connection and dialogue between people in the organization, thus creating small steps towards a shift in the organization’s culture .  


Finally, we will engage and inspire participants to co-create their own change design using scrum methods to leverage art to surface Power and Trust in transformative design.


 Jouke works as an executive coach/consultant with a broad 25+ experience in complex transformative processes with national and international corporations. He was trained as business consultant (Rotterdam School of Management, Erasmus University) and actor (Bedford College, London) and works as an artist in Amsterdam. He sees it as his primary task to unleash the undercurrent of creative potential within and between groups by bringing his hybrid professionalism into the conversation. Jouke believes that big, system wide results can be achieved only by looking at local, small scale signals. And by leveraging the adaptive potential of individuals collaborating. He works close to the skin and succeeds in bringing non-rational interventions to rational minds, helping reflexive practices to develop. Self-organization and the study of relatedness play an crucial part his designs for change. 


Sylvia is a coach and leadership development expert, and a pioneer in building vibrant organizations and leadership: organizations and leadership that are connected to their purpose, and act with clarity, creativity and impact. She brings a wealth of diverse experiences, gained from working in the European Commission, for the UN, European Institutions and national governments, and since 2003 as senior HR professional and coach within the European Investment Bank, and for private and corporate clients outside her organization. Sylvia combines hands on experience in the world of global institutions and businesses, and her deep passion, insight and experience in transformational work for organizations and people. In her transformation and coaching work, Sylvia also draws on her personal experience as artist – herself engaged in painting, music and acting – bringing techniques that touch people and inspire aliveness, purposeful connection and creativity.



by Holger Prante & Matthias von Mitzlaff

The workshop is about getting short intros on the features regarding effective influencing and building trust (~ 20%) plus interacting with others on the two topics (~ 80%). We motivate the use of the term effective influence by referring to the highest type of power, i.e. expert power (Raven 1959), which relies dominantly on skill and competence. The term influence itself will be described in various forms. For the term trust we will discuss the common understanding for our group.


Message: A change expert is usually confronted with different working cultures at client sites. He requires different methods to influence people in a change process and to build trust with various stakeholders. The workshop enables participants to learn and to try out a few of these methods.


Holger is an innovative management consultant and accredited PMI education provider. With his company, founded by him in 2006, he offers services in terms of project management, change management and leadership development.


Matthias is an experienced change facilitator, business coach and blog author. He works with IBM for 10 years, home-based in Berlin. His mission is to support his clients in a solution-focused and appreciative manner.


by Vesa Purokuru

Vesa will explore and and help to understand the theme with systemic eye. Both elements, trust & power are in in your life; what did you learn, how were you accepted... It is between two or more people; how do you interact, how do you influence each other... Thirdly it is about the culture: what stories are told, what is allowed and not allowed... Fourthly the context can change the rules...


The body does not lie so much as our mind.

By searching and experimenting what happens in the body we start understanding power and trust not just rational but personal and system level.


Probably we learn by experience that such things as openness, readiness, listening, appreciation, improvisation and going with the flow will enhance power that is constructive. We also experiment power that is destructive.


Vesa has been working 20 years as a consultant. Since 15 years he has been using and developing arts; theatre and later contemporary circus. He is in a transformation process to become a circus artist.


by Constantin Sander

Power is a regulation pattern that appears in any social system. Power itself is not bad or good. It just is. Power helps to reduce complexity. In organizations it is a tool to set up structures and control processes. Decision making is an act of power. The critical question is not only how power is justified, but also how it is controlled. In this workshop we will not focus on institutional means of power control, but on a value system that ensures the development of the bright size of power and to undermine its dark side. Working in several sub-groups we will use the Value and Development Square (Werte- und Entwicklungsquadrat) by Schulz von Thun to find power balancing values as well as their critical extremes which may counteract and lead to imbalances in the system. In a second and a third step we will elaborate how these values can be turned into attitudes and into habits. The goal is to develop a power balancing mindset based on values. Feel invited to take part in an exciting experiment.

Constantin Sander has a PhD in Biology and worked as a marketing director for a startup company after his scientific career. Since 2008 he works as a certified coach and trainer in Heidelberg and Regensburg focusing on change processes, leadership and communication.


by Daniel Sigrist

How do we build organizations based on trust in the digital age? Holacracy is, amongst others, one possible answer. By providing a clear ruleset for self-management and distributed authority, it unleashes potential and enables organizations to be more responsive to an ever-changing world.


But where is power really held in Holacracy? Which amount of trust is needed to run it? And which elements are key to sustain healthy and trustful human relationships in an organization using Holacracy? Using interactive elements, this session will deep dive into the relation of power and trust in Holacracy.


Daniel Sigrist started his own company in 2016 to be able to fully express his purpose and connecting the dots towards a more natural, whole and collaborative world. He works with companies and people who want to go to the next level and develop new ways of collaborating. His background is in Applied Psychology (MSc), he is a trained Holacracy Coach and is filling the role of an internal Holacracy Coach in Swisscom. Daniel lives in Bern, Switzerland.    


by Simone Sloan & Minna Taylor

This workshop will focus on developing authentic leadership skills through the distillation and experiential activation of core brand values and personal value propositions. We will explore tools and techniques for understanding and implementing leadership skills. We will seek to ultimately transform the personal perception of power, the fear associated with holding power, the fear around assertion of power, and responsible tactics for execution of power.


This experiential training aligns to the theme of building trust in power, through techniques and strategies for empowering emerging leaders to more effectively and authentically engage with organizations and communities to lead, make clear and focused decisions, and execute with confidence.


The objective of this workshop is to help participants define their personal brand, explore and shatter limiting beliefs, & optimize their communication strategy to execute within teams, organization, and communities with confidence.


Simone Sloan, Business Strategist, founder of MBY Professional Coach, leverages her pharmaceutical long-term care, retail, and managed care experience in business to create strategies that align to business objectives.  Simone brings insights to create actions that are designed to create long term business results. Simone partners with women & small business owners, executives, & organizations supporting their creation of a solid foundation, helping businesses grow. She has extensive experience in healthcare and industry in areas such as Marketing, Communication, Medical Affairs, & Global Business Strategy. She has managed business cross functional teams, and developed and trained sales and medical teams.


Founder and CEO of Energize Your Voice, Minna Taylor has been empowering individuals and professionals in the area of effective communication since 2006. Her approach is grounded in establishing and maintaining focus and intention through a foundation of effective breathing and physical engagement.  She works with professionals to re-inspire curiosity and a sense of play, enhancing their investment and engagement in their work.  Her main points of instruction for professional clients are Public Speaking, Presentation Skills, and Accent Reduction.  She teaches improv based presentation and team building workshops to corporations. Minna has worked with CEOs of major corporations all over the world, educators, creatives, and entrepreneurs.

Minna earned her BFA in acting from NYU Tisch in association with The Atlantic Theater Company and her MFA in theater from Brooklyn College, CUNY with a concentration in speech and vocal production.  Her background in performance has built a skill set unique to guiding people into finding their truth, exploring presence, and using their voice for authentic communication.


by Sari Stenfors

Blockchain technology will change the world as much as internet did. It is the technology behind Bitcoin, but it is so much more. It creates programmed trust and makes third parties unnecessary (banks, governments etc.). It also powers IoT technology to a full business solution. Especially exciting about it from our group’s point of view is that it will affect the organization lawyer of our societies the most. Are you wondering what it is? Are you not sure what it will do? In this workshop, we will figure out what blockchain has capabilities to do, and what it is not. It will be a peak into the future.


This is a hands on workshop. Do you want to know how your business field will be disrupted? Do you have a business strategy, societal, or organizational question? Bring it to this workshop and we figure out how blockchain would solve it. In this workshop we take a leap to the future and innovate solutions how blockchain could be used to an array of today’s challenges. 


Sari Stenfors from San Francisco is a futurist and strategist. She is passionate about cyborg communities and virtual collaboration. Her academic work focuses on the use of new technologies to reimagine societies and organizations. She has previously worked at Stanford University, and has just started as European Commission Academic Fellow specialized in blockchain innovation. 


by Edu van der Werf



In a world in which traditional hierarchy slowly but surely is substituted (or complemented) by new forms of organizing, the development of strong organizational relationships has become even more important. Trust is a fundamental aspect of these relationships.  But how do we form trust? More specifically: how is trust built  (and sometimes broken)? Over the last 20 years, research in social sciences has given us ample understanding of the underlying components. In this evidence based workshop we will explore, make sense and experience the latest insights on trust development.


Also you will find answers to the following questions:


  • Why is it we find overweight people to be less trustworthy? 
  • What is the reason ‘honesty’ does not build trust?
  • Who would be your favorite air traffic controller?


Edu van der Werf is an international group facilitator and leadership consultant with over 15 years of experience in improving organizational relationship quality. In his years as a practitioner, keynote speaker and researcher he has developed a special interest in the concept of trust. Edu has a financial, HR and changemanagement background and is a member of the First International Network on Trust (FINT), a global group of academics and practitioners who are interested in the study of trust. Edu is based in Dordrecht, The Netherlands.



by Kerryn Velleman

Contemporary research increasingly indicates that a strong coaching culture is positively correlated with employee engagement and financial performance. Whilst leaders at all levels consistently rank coaching as a powerful vehicle to drive change, coaching is rarely embedded in everyday workplace conversations. Too often, time- poor professionals resort to well-meaning, but misguided attempts to use one’s ‘power’ of expertise or authority to ‘teach’ ultimately limiting capacity to grow independent learners. In contrast, organisations that successfully embed coaching into leadership peer conversations are able to navigate the complex interplay of personal, professional, relational and contextual challenges to build trust, and engagement in a VUCA world.


Drawing on adult development literature and professional supervision practice in the fields of coaching and counseling psychology, Kerryn will share her practical experience working with senior leadership teams and professionals across Australia. This is a highly interactive workshop designed to challenge thinking, share experiences, and learn evidence-based strategies and tools. Participants will be invited to engage in a series of reflective, group dialogue and peer coaching exercises to consider the opportunity to build on current (or prospective) change management and leadership development initiatives with an innovative, yet practical approach to peer coaching. Collectively, we will experiment with a group supervision model of reflective practice to experience what it takes to create coaching cultures to share power and build trust in the workplace.


As an organisational and coaching psychologist with over 25 years in facilitating change, Kerryn primarily supports boards, senior executives, female leaders and change champions to optimise their influence of large-scale organisational, cultural and sector-wide change. She guide leaders in the negotiation and management of their careers; coaching them to strengthen their executive presence, leverage collaboration technologies and broaden their networks to build impact. Her passion is in developing the capacity and confidence of leaders to embed a coaching culture in their professional lives. Kerryn believes that embedding the discipline of reflective practice, supported by nourishing relationships, is key to helping leaders identify and question the assumptions and behaviours that shape decisions and is and enable them to thrive in complex, ambiguous and high pace environments.


Currently, Kerryn is working with female leaders through her involvement in the Homeward Bound program – an initiative established in 2015 to equip a global collaboration of women with a science background to lead, influence and contribute to policy and decision-making as it informs the future of our planet.



by Valerie Wagoner & Catherine Boudlal

While it is clear today to most top executives that their existing Business and IT organizational model is no longer fitted to respond to the rapidly changing market demands and that digital transformation is a necessity to keep up with the incessant rate of technical change that constantly transforms societal behavior and economical models, it is uncharted territory and no blueprint exists to tell executives how to go about it.

In practice, digital transformations consist in introducing a variety of innovative product development practices which have been proven over the years. For instance today Agile practices are commonly adopted to bring Business and IT units to work more closely together. But from an organizational perspective, little has changed. In most digital transformations today executives do little to bring about change beyond shifting the lines and boxes in an org chart and the traditional organizational structure as top-down hierarchies and organizational silos is predominant.


Participants to the workshop will be led through role playing some scripted scenarios to experience what it is like to be in a ruler effect scenario (either as the overpowering manager or a team member); what it is like to be in a mob effect scenario (either as a team member or the rejected manager); and finally what it is like to be in an emergent structure that has achieved a balance between the formal hierarchical structure and the informal Agile structure.


Valerie is a Senior Consultant and Coach in Large-scale Lean and Agile organizational design and transformation strategy. She discovered Lean and Agile software development practices in 1996 in Seattle in a Smalltalk developers group led by Kent Beck (Agile Manifesto signatory). For the past 7 years, she has been a Lead Coach / Change Agent, working with Human Resources, Executives, Product Management, and R&D Management to drive large-scale Lean and Agile transformations, in multinational companies including, Amadeus, Ericsson, Michelin and Société Générale.

Cathrine has for many years supported all types of companies in their digital transformation and Agile reorganization. She knows how to identify with the clients the expected value. She is passionate about working with teams to build a sustainable organization and products, influencing the world of today and tomorrow. Sharing her experience, she has trained and has grown a good number of teams on Agile practices way, and transformed departments in several organizations as GE Healthcare, Orange, Moët Hennessy…Catherine is certifies Management 3.0, LeSS practitioner, Innovation Games facilitator, GE Change acceleration process


by Dariusz Wylon

For the last couple of years, my company was shifting decision-making power from the leadership team towards the client-serving teams, believing that client satisfaction has its roots in the well-being and happiness of the people who deliver the service. During the workshop I would like to show real cases and introduce some games, based on such leadership concepts as Management 3.0, co-active leadership, leading by example and servant leadership. We will experience how a distribution of power can affect our work and what are benefits of crafting a company based on mutual trust and understanding.


Dariusz is an innovative facilitator and business coach with more than 10 years' experience, fostering change and supporting multinational clients in financial services, FMG and IT industries. He is Chief Communications Officer at Selleo - one of the most innovatively managed software development houses in Poland - and a senior consultant/executive coach at Simitri Group International, a globally recognised executive training and development company. Dariusz likes personal and organisational development and has collaborated with managers from 20 countries throughout the world and worked with companies like Cisco, Credit Suisse and Unilever. He is also a certified agile coach and management 3.0 facilitator.


by Sari Stenfors, Harald Schirmer, Ursula Hillbrand, Dirk Woywod

Our world is changing quickly. Disruptive technology has a strong impact as well as the changing demands of citizens and employees for participation in the development of a more democratic society and organizations which make use of their people’s full potential. The introduction of new processes of communication and production transforms the way we organize and collaborate. Hierarchies crumble and old leadership styles don’t bite anymore. This comes nothing short of a revolution. Established dynamics of power and trust in our organizations and societies are falling apart.


For this session we invited four great thinkers and practitioners dealing with these transformations in different settings to present their ideas and approaches. In short presentations they will provide their perspectives of the transformations that we are witnessing. They will all compare an aspect of the old world with what is emerging in the new world.


Sari Stenfors from San Francisco is a futurist and strategist. She is passionate about cyborg communities and virtual collaboration. Her academic work focuses on the use of new technologies to reimagine societies and organizations. She has previously worked at Stanford University, and has just started as European Commission Academic Fellow specialized in blockchain innovation. She will talk about the impact of trust technologies (e.g. blockchain) on our society and businesses.


Harald Schirmer  is Manager, Digital Transformation and Change at Continental AG. He is one of the most outspoken corporate change managers in Germany. He will talk how power changes in companies and how networks and new forms of collaboration empower people.


Ursula Hillbrand works for European institutions and communities. She is a participation specialist. She will talk about how public institutions change because the people within are changing the values on which they base their work. How trust becomes important in politicised institutions.


Dirk Woywods Vice President at the Bundesdruckerei Berlin and has a profound knowledge about technology development. He will talk about how institutions, symbols and rituals of trust change in a digital world.

The inputs of the four experts will serve as a jump off point for exchanging ideas and prototyping practices of what leadership and change means in the new dynamics of power and trust in a digitalizing world. We will have a series of World Café and harvesting sessions supported by a virtual platform. At the end, we will have elaborated some guidelines for change managers in the public and corporate arena.