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 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 & Célicia Theys

“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 Célicia 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, Célicia 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.


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

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. 


by Jouke Kruijer & Sylvia Rhode-Liebenau


by Deborah Lange

What is the baton we are passing over? Trust, power, leadership and followship in an interplay and exchange of experimentation, improvisation and creativity in the new workplace & society today. Sense the movement of an infinity symbol - this is what we will explore.

Today is the era of creating trust and sharing power as we see each other as inter-dependent, and create mutually respectful relationships with people and nature. No matter what our title, position, colour, race, language, health, age etc leadership is something we can all step up and take responsibility for when skilled, passionate, have a purpose and a cause no matter what our position. Leaders no matter what their position, need to be able to sense when to step sideways, or down, to allow leadership to emerge from the group and allow others to gift their potential and creativity to our pursuits.


Participants will experience the energy of what it takes to step up and lead and the energy and transition to what sense of being it takes to step sideways and down to follow and support others. They will sense the deeper sensory acuity, sensing energy, space, timing, life, and balance in the transitions.


Deborah Lange is an Author, Mentor, Facilitator, named “The Mother of the Senses” and author of the book, Trust Your Senses - Embodied Wisdom for the Modern Age Through her Fine Art of Facilitation practices for over 35 years she enables people to discover new knowledge through their embodied experience. Enabling them to create their lives and workplaces with newfound grace, freedom & creativity through their senses. From corporate corridors to the red earth of the outback, buddhist monastery’s to African fire ceremonies, Deb has learned from and lead with some of the world’s most innovative minds. Deb has an M.Ap.Sc (Hons) in Social Ecology, Degrees in Business and Education, Certificates in Social Artistry, Equine Facilitation, Improvisation Methodologies and much more.



by John Millea

Using illustrative examples and mini-cases, this cautionary tale workshop will focus on the necessary elements to building an organizational culture that honors sociopathic and destructive behaviors. The role of the senior leadership team and its use of power and manipulation is explored, as well as a look at how organizational cultures are formed, and how change practioners should proceed when venturing to 'change' a culture.

An accomplished speaker, facilitator, leader and teacher, John Millea is a people visionary with deep strategic experience across key HR facets from culture change, employee engagement, leadership & executive development and learning. Not bound by process-driven theories, John’s approach is to bring imagination to the design, inspiration in the delivery and impact in the application of the solutions and programs he designs, develops and facilitates.


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 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

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.


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

The impact of new technologies is changing our world. The introduction of new processes of communication and production transforms the way we organize and collaborate. This comes nothing short of a revolution. These developments fundamentally challenge established dynamics of power and trust in our organizations and societies.


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.


Their inputs will serve as a jump off point for exchanging ideas and prototyping practices of what leadership in change means in the new dynamics of power and trust in a digitalizing world.


Sari Stenfors from San Francisco is a virtual collaboration wizzard and beyond. She has lectured at Stanford. She will talk about how the blockchain evolves as an instrument of trust, and the consequences for business and society.


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 companies change due to digitalisation and what this means for power and trust.


Ursula Hillbrand works for European institutions (and communities and...). 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 Woywod is Vice President at the Bundesdruckerei and has a profound knowledge about technology development. He will talk about how institutions of trust change in a digital world.