ACE (@AgileEx) Cultural change, emotion and collaboration, the Agile way

Session Overview:

We will investigate the challenging human impacts of a cultural change when transitioning to agile. Taking a commonly experienced scenario, based on a real life situation, we will explore how emotions, fears, collaboration and trust, are affected within a new self-organizing Agile team and how the interactions with management impact upon this.

Working through the experience in small groups we will acknowledge the emotions that come up and offer practical strategies for managing those situations more effectively.

The tools and approach used are also transferrable to other people, leadership and team situations.


Chris Howell and David Evans are co-facilitating this session.

Chris Howell CPCC, ORSCC, is an internationally certified relationship systems coach with an MSc in Organization Development and NLP. He has over 30 years experience as a consultant in information systems development and in facilitating organization change.

David Evans, PhD, ORSC, is a relationship systems coach and certified scrum product owner. He has over 30 years experience in software development, now working as a trainer and coach specializing in assisting teams in transition to Agile software development

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  • Dhaval S.

    If anyone would like some more details about the ORSC training programme, please let me know and I'll forward them onto you, as I'm doing the full course track in September.

    2 · June 19

    • Nairy M.

      Thanks for comments - we are aware of the problem and are reviewing our web-site.

      1 · June 25

    • Chiraag

      Thanks for the update Nairy; thought it best to let the issue be known just in case!

      June 25

  • Sheraz I.

    Great session and nice venue; it was great meeting so many passionate, approachable and like minded people. An all round success look forward to some more of the same.

    June 20

  • Len S.

    I have seen leaders create their own cultures over time or leaders who start to create a culture that begins as a subset of what is really required. The DTA seems an excellent way to involve all team members in a collaborative definition of their own culture in a very short time. Definitely a great tool to use with any team. Excellent session! Thank you!

    June 20

  • Chris H.

    The slides are available on Slideshare.
    Here is the link:

    6 · June 19

  • Chiraag

    Thanks, great session; look forward to more!

    June 19

  • Emily W.

    Can someone please remind me what DTA stands for? And does anyone have a copy of the questions to share. Thanks

    1 · June 19

    • Craig L.

      What will each of us commit to on the team, that we can be counted on for?

      June 19

    • Chris H.

      Hi Emily, I will be sharing the slides very shortly, and they will have the questions on them.

      2 · June 19

  • Rex L.

    A practical concept. A very enjoyable session. Another useful tool in the box. I will use it an see how it goes

    2 · June 19

  • Jodi W.

    Very interesting. Went through a description of ORSC and then onto DTA. Described as shifting a process that happens organically over time into the consciousness by asking a team 3 basic questions: 1) how do we work together? 2) how do we deal with failure? and 3) what do people commit to? We went through an exercise in this, and although we didn't feel we were given long enough, it still showed the essence of the seeds that it encourages. What's better is that it quickly guides a team straight into good working practices without everything being established in process.

    1 · June 18

  • Se


    June 18

  • Myles H.

    I'm looking forward to meeting lots of you, especially any out and out freelance consultants and coaches, as I'm looking to get tips on establishing myself in that direction.
    Cheers, Myles

    June 17

  • Helen M.


    June 11

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