Does work change when I get older. Oh yes! Is it worse? Hell, no! It's just different with changing perspectives. Every experience I made changed my perspective. For me, this was always a wonderful trip. Plans changed – and there was always a good reason behind. Was it easy? No, but it was always helpful. This is my expertise: diploma as biologist, 15 years of classic/chaotic/agile development, perl, Java, python, several kind of databases (I love graph dbs), Linux platforms. I had the luck to work in very progressive teams using micro commits, github, tdd, DevOps, K8s, prometheus, grafana, influxdb, etc. But there is more than IT: my concern is people. How do we collaborate and support each other? What does it mean to work as consultant, scrum m*ster, agile coach, team lead – as employee or self-employed. I've trained a lot of teams to work with Scrum, Kanban. It always was this pragmatic way: what is the value for the current team? I saw the advantages of holacracy – and it's traps. This way hasn't finished yet, it goes on with learning psychology and working as diversity trainer. I hope, I was able to show you my history. I am Oliver, pronouns he/him, cis, white, queer. As a mentor, I will support you with my experience. The focus is now on you. What do you need for your next step?
My Mentoring Topics
- agility hands-on and in theory
- classic project management
- project vs product management
- personal and cultural development
- diversity and inclusion
- holacracy
- self-employment
Holacracy - The New Management System for a Rapidly Changing World
Brian J. Robertson
Key Insights from Holacracy Holacracy is a unique management system that distributes authority and decision-making throughout an organization. Unlike traditional hierarchical systems, power in Holacracy is not tied to a person’s role or seniority but is instead distributed throughout the organization. The system encourages transparency, with clear rules and procedures that everyone in the organization follows. Holacracy seeks to harness the collective intelligence of everyone in the organization, rather than relying on the wisdom of a select few at the top. It values adaptability, with a structure that can change and evolve in response to the organization’s needs. Through dynamic roles, Holacracy encourages individuals to take on multiple roles in the organization, each with its own authority and responsibilities. The system promotes accountability, with each role-holder responsible for their own work and outcomes. It also aims to minimize office politics by focusing on the work rather than on interpersonal dynamics. Holacracy uses specific meeting processes to ensure that everyone’s voice is heard and decisions are made efficiently. It encourages entrepreneurship within the organization, with individuals empowered to make decisions and take action. Holacracy is not a one-size-fits-all system; it requires a high level of commitment and discipline from everyone in the organization. In-depth Analysis of Holacracy Brian J. Robertson’s Holacracy is a radical reimagining of traditional management systems. It proposes a new way of organizing and managing companies in response to the rapidly changing business environment. The book is premised on the belief that the traditional hierarchical structures are no longer effective in today’s world, which values nimbleness, adaptability, and collective intelligence. The central idea of Holacracy is the distribution of authority throughout an organization. Instead of a few individuals at the top holding all the power, authority in a Holacracy is distributed among several roles. This means that decisions can be made by any role-holder, not just by those in positions of traditional leadership. This concept disrupts the common notion that power should be tied to a person's position or seniority. One of the main strengths of this system is its transparency. With clear rules and procedures that everyone follows, there is less room for ambiguity and politics. This transparency extends to decision-making processes, which are designed to ensure that everyone’s voice is heard. The system deprioritizes office politics and focuses on the work itself, which can lead to increased productivity and morale. Holacracy also values adaptability, as evidenced by its dynamic roles. In a Holacracy, individuals can take on multiple roles in the organization, each with its own authority and responsibilities. This flexibility allows the organization to change and evolve in response to its needs, rather than being locked into a rigid structure. Accountability is another key aspect of Holacracy. Each role-holder is responsible for their own work and outcomes, which can lead to a greater sense of ownership and motivation. Moreover, by promoting entrepreneurship within the organization, individuals are empowered to make decisions and take action, fostering a culture of innovation and initiative. However, Holacracy is not without its challenges. It requires a high level of commitment and discipline from everyone in the organization. Implementing and maintaining a Holacracy can be difficult, especially for those accustomed to traditional hierarchical structures. It also requires significant changes in mindset and behavior, which may not be easy for everyone. In conclusion, Holacracy offers a compelling alternative to traditional management systems. Its emphasis on distributed authority, transparency, adaptability, and accountability can potentially lead to more effective and resilient organizations. However, it is not a panacea, and its successful implementation requires a high level of commitment and discipline from all members of the organization.
ViewNonviolent Communication: A Language of Life - Life-Changing Tools for Healthy Relationships
Marshall B. Rosenberg, Deepak Chopra
Key Facts and Insights from the Book Nonviolent Communication (NVC) is a process that facilitates understanding and empathy between individuals. NVC focuses on human needs and feelings rather than judgments and accusations. It involves four key steps: observation, feelings, needs, and requests. NVC encourages empathetic listening and honest expression. NVC can be applied in various contexts and relationships, including personal, professional, and social. Conflict resolution is a significant application of NVC. It helps in transforming conflicts into mutually satisfying outcomes. NVC is an effective tool to promote peaceful interactions and healthy relationships. NVC promotes self-empathy and compassionate giving. NVC helps in overcoming cultural conditioning and promotes genuine human connections. It encourages personal growth and emotional healing. NVC is a powerful tool in educational settings for fostering effective communication and understanding. In-Depth Analysis and Summary "Nonviolent Communication: A Language of Life - Life-Changing Tools for Healthy Relationships" by Marshall B. Rosenberg is a highly insightful book that presents a transformative approach to communication. It introduces the concept of Nonviolent Communication (NVC), a process rooted in principles of nonviolence and compassion. Rosenberg's work is underpinned by the belief that all human beings have the capacity for compassion and empathy, and that conflicts arise when strategies for meeting needs clash. NVC is not just a method of communication; it's an approach to living that cultivates respect, attentiveness, and empathy. It is a four-step process involving observation, feelings, needs, and requests. The first step, observation, involves stating what we are observing that is affecting our sense of wellbeing. The next step, feelings, involves sharing our feelings in relation to what we observe. The third step, needs, is about communicating what needs, values, or desires are causing our feelings. Finally, the request step involves making a clear, concrete request for action to meet our expressed needs. The book emphasizes that NVC is about empathetic listening and honest expression. It encourages us to listen empathetically to others and express ourselves honestly, without blame or criticism. This approach allows for a deeper understanding and connection between individuals, fostering healthier relationships. One of the significant applications of NVC, as Rosenberg points out, is conflict resolution. By focusing on the underlying needs and feelings instead of accusations and judgments, NVC can transform conflicts into mutually satisfying outcomes. Whether it's a personal disagreement, a workplace conflict, or even a social or political dispute, NVC provides a framework for peaceful resolution. NVC also promotes self-empathy and compassionate giving. It helps individuals to connect with their own feelings and needs, fostering self-understanding and personal growth. At the same time, it encourages compassionate giving, where we respond to the needs of others not out of obligation, but out of a genuine desire to contribute to their well-being. Rosenberg's work is particularly relevant in today's world, where communication often gets mired in misunderstandings and conflict. NVC offers a way to overcome our cultural conditioning that promotes competitive and judgmental interactions, and instead, cultivate genuine human connections. Conclusion "Nonviolent Communication: A Language of Life - Life-Changing Tools for Healthy Relationships" by Marshall B. Rosenberg is a powerful guide to promoting understanding, empathy, and compassion in our interactions. By shifting our focus from judgments and accusations to feelings and needs, NVC enables us to build healthier, more satisfying relationships. It is an invaluable tool for personal growth, emotional healing, and peaceful interactions in various contexts, including personal, professional, educational, and social. Whether you're seeking to improve your personal relationships, resolve conflicts, or simply communicate more effectively, this book offers profound insights and practical tools to guide you.
ViewThe Courage to Be Disliked - The Japanese Phenomenon That Shows You How to Change Your Life and Achieve Real Happiness
Ichiro Kishimi, Fumitake Koga
Key Insights from "The Courage to Be Disliked" Freedom is achieved through the courage to be disliked. This freedom refers to living life in accordance with your own principles, regardless of the views of others. People have the ability to change at any moment, regardless of their past or current circumstances. One's past does not determine one's future. People are not the sum of their past experiences but rather the sum of their present choices. Feelings of inferiority are not a detriment but a driving force for improvement. All problems are interpersonal relationship problems. Therefore, improving relationships can solve many life issues. Contributing to the happiness of others can lead to one's own happiness. We are responsible for our own emotions and they are not dictated by external events or people. People can only recognize the change in themselves, not in others. The principle of self-reliance is paramount in achieving happiness. Competition with others is not necessary for success. Cooperation is a more effective approach. Life is a series of moments, and living each moment fully is the secret to a fulfilled life. Analysis of "The Courage to Be Disliked" "The Courage to Be Disliked" is a philosophical discussion between a philosopher and a youth, presented in a dialectical format. The book takes a deep dive into many of the theories of Alfred Adler, a renowned psychologist and one of the three giants of 19th century psychology, alongside Freud and Jung. The central theme of the book revolves around the idea that individuals have the freedom to redefine themselves and change their lives, irrespective of past experiences or future apprehensions. This idea challenges the Freudian school of thought, which postulates that one's past experiences shape their future. The courage to be disliked is presented as a liberating concept that allows individuals to break free from societal expectations and live according to their own principles. This is an essential step to achieving personal freedom and happiness. Feelings of inferiority are discussed in a new light, as a driving force for self-improvement rather than a barrier. This perspective aligns with Adler's theory of inferiority complex, where he viewed these feelings as a motivating force leading to compensation and overcompensation, which ultimately leads to growth and development. Interpersonal relationships are highlighted as the source of most problems. The book suggests that by improving these relationships, one can solve many of life's issues. This, again, is a reflection of Adler's theory which emphasized social interest and community feeling. The notion of contribution plays an integral role in the book. It suggests that happiness can be found not just in receiving, but also in giving and contributing to the happiness of others, a concept deeply rooted in the Japanese culture of 'omotenashi' or selfless hospitality. The principle of self-reliance is strongly advocated in the book. It suggests that individuals should take responsibility for their own emotions and actions, rather than blaming external circumstances or people. This idea is reminiscent of the Stoic philosophy, which emphasizes self-control and fortitude as a means to overcome destructive emotions. The rejection of competition is another significant concept. The book proposes that rather than competing with others, one should focus on improving oneself. This aligns with Adler's concept of 'Gemeinschaftsgefühl' or community feeling, which emphasizes cooperation over competition. Living in the 'here and now' is an essential message conveyed in the book. It suggests that life is a series of moments, and that living each moment fully is the secret to a fulfilled life. This idea has parallels with the concept of 'mindfulness' in Buddhist philosophy. Overall, "The Courage to Be Disliked" is a thought-provoking book that challenges conventional wisdom and provides powerful insights into achieving personal freedom and happiness. It reminds us that we have the power to change, the freedom to define ourselves, and the capacity to find happiness in our own unique ways.
ViewThe Courage to Be Happy - Discover the Power of Positive Psychology and Choose Happiness Every Day
Ichiro Kishimi, Fumitake Koga
Key Facts and Insights from the Book: Positive psychology focuses on harnessing the power of happiness and positivity rather than just treating mental illness. The courage to choose happiness is a fundamental principle for leading a fulfilling life. Adlerian psychology, the foundation of the book, postulates that all problems are interpersonal relationship problems. Self-acceptance is crucial in the journey of happiness and can be achieved through the courage to be disliked. The book presents the concept of 'Separation of Tasks' - understanding what lies within our control and what doesn’t. Life is a series of moments, and happiness can be found in each of these moments. The feeling of community and belongingness is essential for happiness. Living according to societal norms and expectations often restricts us from choosing happiness. The courage to be happy also involves the courage to be disliked, as it means living authentically and not being swayed by others' opinions. Individuals are not determined by their past, but by their present choices. The book emphasizes the importance of contributing to others and the community for personal fulfillment and happiness. In-Depth Analysis of the Book "The Courage to Be Happy - Discover the Power of Positive Psychology and Choose Happiness Every Day" is a transformative guide that encourages readers to discover the power of positivity and make happiness a daily choice. The authors, Ichiro Kishimi and Fumitake Koga, base their work on Adlerian psychology, which presents a unique perspective on mental health, focusing on positivity and happiness rather than merely treating mental illness. A significant insight from the book is the emphasis on the courage to choose happiness. This courage involves going against societal norms, expectations, and even the fear of being disliked. As an Adlerian principle, all problems are interpersonal relationship problems. Therefore, the courage to be happy also involves the courage to be disliked, emphasizing the importance of living authentically and not being swayed by others' opinions. It is a thought-provoking concept that challenges the reader to evaluate their life and choices from a different perspective. The book also introduces the concept of 'Separation of Tasks', which is an important tool for understanding what is within our control and what is not. By understanding this distinction, we can avoid unnecessary anxieties and frustrations. This concept is reminiscent of Stoic philosophy, particularly the teachings of Epictetus, who said, "Some things are in our control and others not." Kishimi and Koga also assert that life is not a grand event but a series of moments, and happiness can be found in each of these moments. This notion aligns with the mindfulness concept in positive psychology, which encourages living in the present moment to maximize happiness. The authors underscore the importance of community and belongingness in achieving happiness. They suggest that contributing to others and the community can bring personal fulfillment and happiness. This concept resonates with the ‘Belongingness and Love Needs’ from Maslow's Hierarchy of Needs, which highlights the importance of interpersonal relationships. A notable takeaway from the book is the concept that individuals are not determined by their past but by their present choices. This idea challenges the Freudian psychoanalytic theory, which suggests that our past, particularly our childhood, shapes our personality and behavior. In conclusion, "The Courage to Be Happy" offers an empowering perspective on happiness and positivity. It encourages us to take charge of our happiness, live authentically, and focus on the present moment. The authors skillfully intertwine Adlerian psychology with other psychological theories and philosophies, resulting in a book that is both intellectually stimulating and practically useful.
ViewPraxishandbuch Integrale Organisationsentwicklung - Grundlagen für zukunftsfähige Organisationen entwickeln
Heiko Veit
Key Facts from Praxishandbuch Integrale Organisationsentwicklung The book presents a comprehensive approach to integral organisational development, which is based on the four quadrants model of Ken Wilber. It emphasizes on the importance of a balance between the internal and external dimensions of an organisation, as well as the individual and collective aspects. The book provides a step-by-step guide for implementing integral organisational development, including the phases of diagnosis, design, implementation and evaluation. The author, Heiko Veit, brings in his extensive experience in the field of organisational development, which provides a practical perspective to the theoretical framework. The book highlights the importance of sustainability in organisational development, aligning with the global trend towards responsible business practices. The author introduces the concept of 'developmental stages' in organisations, which is an innovative and useful concept for understanding the evolution of organisations. The book also deals with the challenges and resistance that can arise during the process of organisational development and provides suggestions for overcoming them. The book is not only intended for experts in organisational development, but also for managers, coaches, consultants and students who are interested in this field. The author also provides many case studies and practical examples, which make the book more engaging and relatable for the readers. The book is also enriched with numerous illustrations and diagrams, which help in understanding the complex concepts of integral organisational development. In-Depth Analysis of Praxishandbuch Integrale Organisationsentwicklung The book "Praxishandbuch Integrale Organisationsentwicklung - Grundlagen für zukunftsfähige Organisationen entwickeln" by Heiko Veit is a comprehensive guide on integral organisational development. Drawing on Wilber's four quadrants model, the book presents a balanced approach to organisational development that takes into account the internal and external dimensions, as well as the individual and collective aspects of an organisation. The four quadrants model is a holistic framework that integrates various perspectives and dimensions of reality. It is particularly useful in the field of organisational development, as it allows for a comprehensive understanding of an organisation and its context. By applying this model, the book provides a roadmap for creating sustainable and future-oriented organisations. One of the significant features of the book is the step-by-step guide for implementing integral organisational development. It covers all the phases from diagnosis to evaluation, providing practical guidance for practitioners in this field. This is where Veit's extensive experience in organisational development comes into play, giving the book a strong practical orientation. The book also introduces the concept of 'developmental stages' in organisations. This concept is particularly innovative and useful, as it allows for a better understanding of the evolution of organisations. By identifying the developmental stage of an organisation, practitioners can tailor their interventions accordingly, increasing the chances of success. Another important aspect addressed in the book is the challenge of resistance in organisational development. Change is often met with resistance, and organisational development is no exception. However, the book provides useful suggestions for overcoming this resistance, which can be instrumental in the successful implementation of organisational development initiatives. The book is not only intended for experts in organisational development, but also for managers, coaches, consultants and students who are interested in this field. This broad target group is reflective of the increasing importance of organisational development in today's business world. As such, the book can be a valuable resource for anyone who is involved in or interested in the field of organisational development. The numerous case studies and practical examples provided in the book make it more engaging and relatable for the readers. They also serve as a bridge between theory and practice, helping readers to understand how the concepts of integral organisational development can be applied in real-world situations. In conclusion, the book "Praxishandbuch Integrale Organisationsentwicklung - Grundlagen für zukunftsfähige Organisationen entwickeln" by Heiko Veit is a comprehensive and practical guide on integral organisational development. It provides a balanced and holistic approach to organisational development, which is grounded in the four quadrants model of Ken Wilber. Furthermore, the book provides a step-by-step guide for implementing integral organisational development, addresses the challenges of resistance, and introduces the innovative concept of 'developmental stages'. With its practical orientation and broad target group, the book is a valuable resource for anyone involved in or interested in the field of organisational development.
ViewUnd jetzt du. - Rassismuskritisch leben - Das neue Buch von SPIEGEL-Bestsellerautorin Tupoka Ogette – Mit vielen praktischen und alltagsnahen Übungen für Freunde, Familie, Schule und Beruf
Tupoka Ogette
Key Insights from the Book: Understanding Racism: The book starts with the premise that before fighting racism, one needs to understand what it is, its origins, and its manifestations in society. Racism as a System: Ogette emphasizes that racism is not just an individual's attitude but a deeply ingrained system that pervades all aspects of society. Implicit Bias: The book discusses the concept of implicit bias, which refers to subconscious stereotypes that influence our behavior and judgment. White Privilege: Ogette delves into the concept of white privilege, explaining how it provides unearned advantages to white people in predominantly white societies. Microaggressions: The book addresses the concept of microaggressions, everyday slights, and insults that people of color experience. Intersectionality: The book introduces the concept of intersectionality, examining how race intersects with other identities such as gender and class to compound discrimination. Anti-Racism: The book proposes practical strategies for individuals to actively combat racism in their everyday lives, from calling out microaggressions to advocating for systemic change. Critical Reflection: Ogette encourages readers to critically examine their own biases and prejudices and learn to unlearn them. Empathy and Solidarity: The book emphasizes the importance of empathy and standing in solidarity with people of color in the fight against racism. Continual Learning: The book stresses that understanding and fighting racism is a lifelong commitment, not a one-time effort. In-Depth Analysis: The book "Und jetzt du. - Rassismuskritisch leben - Das neue Buch von SPIEGEL-Bestsellerautorin Tupoka Ogette" is a comprehensive guide to understanding racism and working towards a more equitable society. Drawing on her own experiences and extensive research, Ogette provides a detailed examination of the many facets of racism and offers practical strategies for combating it. Ogette begins with a clear definition of racism, drawing a distinction between individual racist acts and systemic racism. By understanding racism as a system that is deeply ingrained in society, Ogette challenges the common misconception that racism is merely the product of a few bad apples. This idea mirrors critical race theory, which posits that racism is not an aberration but a normal part of society. The book delves into the concept of implicit bias, exploring how subconscious stereotypes can influence our behavior and judgment. By drawing attention to these often-unnoticed biases, Ogette highlights the insidious nature of racism. One of the most enlightening sections of the book deals with white privilege. Ogette does an excellent job of explaining how this unearned advantage works, how it perpetuates inequality, and how those who benefit from it can work to counteract it. This mirrors Peggy McIntosh's seminal work on white privilege, in which she likens it to an invisible, weightless knapsack of special provisions and immunities. Ogette also addresses the concept of microaggressions, those subtle slights and insults that people of color often experience. These are not always overtly racist, but their cumulative effect can be profoundly harmful. This idea echoes the work of psychologist Derald Wing Sue, who has written extensively on microaggressions. The book introduces the concept of intersectionality, examining how race intersects with other facets of identity such as gender, class, and sexuality to compound discrimination. This concept was first proposed by Kimberlé Crenshaw and has since become a vital part of discussions on social justice. Ogette goes beyond merely diagnosing the problem of racism, offering concrete strategies for individuals to actively fight against it. From calling out microaggressions to advocating for systemic change, she provides readers with a toolkit for becoming anti-racist. Finally, the book emphasizes the importance of continual learning and self-reflection in the fight against racism. Understanding racism and working against it is not a one-time effort, but a lifelong commitment. This aligns with the idea of lifelong learning, which stresses the importance of continuous education and growth. In conclusion, "Und jetzt du. - Rassismuskritisch leben" is a valuable resource for anyone interested in understanding racism and taking concrete steps to combat it. Through clear explanations and practical advice, Ogette provides readers with the tools they need to become effective allies in the fight against racism.
ViewAntipatterns in Retrospektiven - Aus Erfahrung lernen
Aino Vonge Corry
Key Facts and Insights Retrospectives as Learning Tools: The book emphasizes the importance of retrospectives in project management and software development as tools for learning from past mistakes and successes. Identifying Antipatterns: Corry provides a comprehensive guide to identifying antipatterns - repeated mistakes or negative behaviors that hinder project progression. Addressing Antipatterns: Not only does the book identify these antipatterns, but it also offers practical solutions to address and overcome them. Importance of Facilitation: Facilitation is crucial in retrospectives, and Corry provides tips and techniques for effective facilitation. Team Dynamics: The book delves into team dynamics, highlighting how behavior patterns can impact retrospectives. Learning Culture: Corry advocates for creating a learning culture within organizations, where feedback is valued and implemented. Practical Examples: The book is packed with real-life examples and case studies that provide practical context to the theories and concepts discussed. Interactive Exercises: To enhance learning, the book includes interactive exercises that readers can apply in their own retrospectives. Importance of Communication: Effective communication is emphasized as a key factor in successful retrospectives. Actionable Takeaways: Corry provides actionable takeaways that readers can apply immediately to improve their retrospectives. Detailed Analysis and Summary "Antipatterns in Retrospektiven - Aus Erfahrung lernen" by Aino Vonge Corry is an indispensable guide for anyone involved in project management, particularly in the field of software development. The book's primary focus is on the value of retrospectives as learning tools, a concept that resonates with my years of experience in academia and project management. Retrospectives provide an opportunity for teams to pause, reflect, and learn from their actions. They allow teams to identify what worked, what did not, and how they can improve. However, Corry points out that retrospectives can often be hampered by antipatterns - repeated mistakes or negative behaviors that obstruct progress. These antipatterns can range from lack of participation to blaming culture, and if left unchecked, they can severely impact a team's performance. Corry skillfully guides the reader through the process of identifying these antipatterns. She provides practical solutions to address and overcome these issues, emphasizing the importance of facilitation in this process. This resonates with my own experience, where I've found that a skilled facilitator can significantly improve the effectiveness of retrospectives by fostering open communication, managing conflicts, and guiding the team towards constructive solutions. The book also delves into team dynamics and how behavior patterns can impact retrospectives. Corry brings an enlightening perspective on how interpersonal relationships, power dynamics, and emotional states can affect a team's ability to learn from retrospectives. This emphasis on team dynamics is crucial as it underscores the fact that retrospectives are not just about processes and tasks, but also about people. A significant aspect of the book is the importance it places on creating a learning culture within organizations. Corry advocates for an environment where feedback is valued and implemented, and where learning is seen as an essential part of work rather than an add-on. This notion aligns with the concept of 'learning organizations' that Peter Senge discusses in his seminal work, 'The Fifth Discipline'. Corry also augments her theories and concepts with real-life examples and case studies, providing readers with practical context. Furthermore, she includes interactive exercises that readers can apply in their own retrospectives, making the learning experience more engaging and practical. The book concludes with actionable takeaways that readers can implement immediately to improve their retrospectives. These include fostering open communication, promoting a learning culture, and effectively managing team dynamics. In conclusion, "Antipatterns in Retrospektiven - Aus Erfahrung lernen" is a valuable resource for anyone looking to maximize the value of retrospectives. It provides practical strategies to identify and address antipatterns, foster a learning culture, and ultimately, improve team performance.
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L.
14.December 2023Great session, it's been really valuable! Oliver is a gifted listener with a strong sense for details. I especially enjoyed the appreciative atmosphere and his quick thinking.