Opal Perry talks about how Allstate is building new applications that are evolutions of their core business, and modernizing decades of legacy investment.
Roy Rapoport discusses the power of alignment (or lack thereof) using real-world examples, his experience introducing Python in production, and the organizational structures and culture within Netflix
Astrid Atkinson discusses approaches to making sure systems and organizations can support continuous innovation, from breaking systems into microservices to engineering for organizational resilience.
Erwin van der Koogh discusses the habits that seem to stand behind successful organizations, Agile or not: simplicity, trust, cross-functional, autonomy, open, mastery, and customer focus.
Stuart Bargon discusses how to “descale” an organization, removing the extra weight and making it agile, showcasing the transformation of one of the oldest Australian public institutions.
Matt Buckland discusses some of the cultures he has encountered in his work experience, the success stories and the failures, outlining what makes a great organizational culture.
Linda Rising talks about organisational change myths and patterns for introducing new ideas. She provides some useful tips for helping you start to grow, step by step, any innovation.
Stephen Thair talks about organisations leveraging DevOps practices to deliver better software, faster and how they do it.
Chris Angove outlines the challenges having only a linear growth option, the organization of Spotify and the attempt to provide non-linear options to improve happiness and retention within the team.
Dan North shares insight on how high-performing teams work, the patterns and ideas being genuine experiences from practitioners. This is Agile in actuality. Agile is an attitude, not a rule book.
Torbjörn Gyllebring discusses the importance of organizational and personal mindset, and introduces the Rightshifting model which is meant to bring organizational effectiveness.
Traci Fenton believes that building an organization on freedom rather than fear unleashes a hidden potential, a premise for creating a world-class organization that can change the world for better.