A

All our training are now delivered online

Are you passionate about making organizations more agile, engaging employees and creating value for customers? Would you like to share your knowledge and insights with other people to spread the word and make a difference in the world of work?

Become an
Agile People Facilitator

Agile People is a global community of passionate people who all love people and agile. If you want to be a part of our community, we have a fantastic offer for you right now.

See the “Q2-2020 offer” below!

How to get there!

We hope you find your answers on this page. If not, contact us, and we will guide you through the steps to become an Agile People Facilitator.
N

Follow these steps

  1. Fill out the Agile People Facilitator application form
  2. Review the License Agreement
  3. Attend a general information meeting
  4. Book a facilitator interview
  5. Register for a training
  6. Sign up to become an Agile People Facilitator
1

How to become an Agile People Facilitator

Detailed version

Special offer right now

If you sign up to become an Agile People Facilitator during Q2 2020 you will be able to convert your course fee to a subscription fee for the training material.

U

A quick peek at your investment

What would be your investment to become an Agile People Facilitator? Here are some different options.

Country Category 1-3

Z

The License Agreement

Rather boring. Not our purpose. But a few of us want some structure and order in our lives 😉 In the License Agreement you find all the details, cost and some ideas for the future!

Short version here

Step 3 – Attend a general information meeting 

Step 4 – Book
a facilitator interview

Step 5 – Register
for a training

What we do

“We cannot solve today’s problems using yesterday’s tools and methods”
“It’s all about people” – Agile People ® – accelerate the worldwide agile transformation through spreading the values of customer collaboration, energized people, learning organization, inspiring leadership and rapid change to all areas of businesses and organizations

i

We create great training material

With more than 10+ years being one of the thought leaders in the world in Agile HR and Agile Leadership, Pia-Maria Thoren has collected all her knowledge and experience into the content that we now share with you. When you attend our workshops or listen to a speech from Pia-Maria, you think “that makes sense”.
The content has been through a lot of iterations over the years and is now updated every quarter to always reflect the last trends and ways of working.
We produce material for complete programs, workshops, tailored events and shorter or longer presentations, for both In-person and Online delivery. All our workshops follow the structure of Sharon Bowman’s – Teaching from the back of the room.

R

Providing the best learning experiences

With a great passion for learning and exploration, our own Helgi Gudmundsson’s biggest driver is curiosity .. he strives continuously to seek innovation in how to teach and collaborate and work in the areas of Leadership, Team Development and Agile HR. With a strong focus on evidence-based approach. He believes that keys to innovation are in exploring how ideas, methods, and principles can be spread across boundaries and combined into fresh, new solutions, strategies and methods.

Helgi provides our facilitators with his deep knowledge in many different areas and can always quote an author when discussing a specific topic.

v

Spreading the Agile Values

The name Agile People ® was born at a conference in Smögen, Sweden in August 2012. The purpose was to create a brand that could symbolize and stand for the new world of work, agile management and networked businesses instead of the hierarchic traditional top-down controlled organizations. The logo was created shortly thereafter and we planned and performed our first conference in Stockholm in 2013. Since then, a large number of network meetings, meetups, workshops, certification courses and conferences have been kicked off. With the experiences throughout the years we developed training material with the purpose of creating better organizations and increasing business agility through helping HR and leaders attain an agile mindset.

j

Writing books about Agile HR & Leadership

In our first book, our own Pia-Maria Thoren outlines how managers, human resources professionals, company decision-makers, and employees can adopt the flexible, fluid, customer-focused mindset of modern tech companies to inspire their workers and strengthen their organizations.
Our second book was the Agile People PictureBook, an essential and fun read to understand what you need to start and stop doing to create the necessary conditions for the future of work.
At the moment the third book project is on its way. Agile People Principles – this time more than 30 of our facilitators take one principle each and explain why it’s important and how to increase it.

Building an Agile People Community

We are convinced that more human workplaces contribute to happier, performing people and that TEAL (from Reinventing organizations) is the future organizational form that we need to move towards.
Agile People exist to foster debate and discussion around how we can strive to transform our companies to become platforms with room for passion, purpose, and freedom.

Agile People is supporting an Agile Community via several meetup groups around the world. We are now in 8 countries with 12 meetup groups and have 5364 members (increasing as you read ;))
We are a sponsor for the Agile People Sweden Conference that is now in its 8th consecutive year.

 

Having fun is essential!

If we asked our facilitators what the most fun, latest happening has been, most of them say “when we wrote the Agile People Manifesto” in June 2019. Will you join us for our next gathering?

The best content needs to be presented by awesome people

Our Facilitators are all amazing, passionate agile representatives from the whole world. Together, we are spreading the agile values and changing organizations for the better, in every corner of this globe. 

As a facilitator, you will, in addition to 1728 PP slides, 20 video films and a number of exercises, also get access to all our pictures to be used for everything from your own presentations to marketing and social media posts 🙂

Now, we are 50+ facilitators from all over the world

This network of Facilitators is amazing and the greatest asset of Agile People. We care for each other, co-facilitate workshops and support each other’s marketing efforts. We meet frequently, collaborate on large projects and learn together. At the moment, more than 30 of us are writing a book that will be released this summer.

Our new training material

New training material is released in Q2-2020. 23 unique sessions of genuine Agile People Training content.

Use our slides, concepts, videos, exercises and much more,  that can be tailored for building a fantastic
learning experience for your customer or your organization, in person, or via online delivery.

Or just use our standardized training days for Agile People Fundamentals, HR, Leadership, or Coach.

Agile People Fundamentals

F1: Introduction to Agile People and important principles/tools: The foundation of Agile Peoples’ mindset is about the principles, values, methods, and tools that we need to start using to release competence and innovation – and what we stop doing. We discuss your challenges and certification assignment.

F2: Psychological safety as a foundation for a learning organization: The importance of an approach that is permeated by security and confidence to increase profitability and innovation – to increase creativity through a culture where it is ok to fail and try again. We play “The Psychological Safety Game” to facilitate dialogue about difficult topics.

F3: Emerging strategies, structures, and goals: Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes, and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimization of departments. Mindset Slider exercise. WoWs to be used: Beyond Budgeting, OKRs, Impact Mapping, VSM, etc.

F4: Building conditions for agile culture: Creating conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure. The gap between structures and culture/values. Structure – Culture Misfit Role Play. The importance of country culture for an Agile transformation.

F5: The learning Organization as Strategy and the future role of HR and managers: Boundary Spanning and the Buddy System to increase cross-border collaboration and increase the opportunity to create a fantastic organization together. Tips and examples for the change journey and how HR and managers need to change their role to support it.

Summarize and following up on our challenges and the next step.

 

Agile People HR

H1: How HRs role is changing when we need to increase Business Agility: Design the talent/people elements needed to help support an Agile transition in an organization and explain how different contexts can influence the approach to take. Job titles, competency profiles, titles, career, succession – how do we do it in an agile organization? We create a T-shaped HR-person and look at Employee Journey mapping and the pain points. 

H2: How HR can use tools and Practices from Agile: Using Scrum, Kanban, Value Stream Mapping, and OKRs for HR is not so different than using it for Software development. What are examples, and how can you design talent/people processes using the agile ways of working? What do User Stories in HR look like? Examples and cases of Agile HR in reality.

H3: Performance management and examples & cases: Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth. The vast majority of performance in a value stream is attributable to the system within which individuals and teams work and we can improve the system by taking into account what conditions could help people to perform.

H4: Compensation and Benefits: Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach, and explain how you could apply them to your environment. 

H5: Talent Acquisition and onboarding: Design a sourcing strategy that is used to find and acquire the “right” people to support the strategic growth of the organization taking values, culture, diversity, and collaboration into the hiring decision. Design an onboarding experience that enables new employees to become a part of the organization rapidly and smoothly.

H6: Employee Engagement: Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.

H7: Learning and Development: Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on the development of new skills and capabilities.

Conclusion and Retrospective. KUDOs.

 

Agile People Leadership

L1: Why Agile Leadership: The impact of significant trends and the VUCA world and the drawbacks of the waterfall method for the development of new products. Problems with the way we still manage and lead and the better way: theory X and Y view of leadership – examples.

L2: Types of leadership: A walkthrough of Leadership history and how it has developed until today.

L3: What is Agile Leadership? Examples of frameworks and cases. 9 leadership principles and the Gardener Metaphor. How can performance be supported with alternative ways of working? Leadership Maturity exercise.

L4: Knowing and leading yourself: Emotional intelligence, mental models, and mindful leadership. The organization as a social construct and interpersonal mush vs. interpersonal clarity. How we are biased: 4 examples of biases that we all hold and the antidote. The four selves of a leader with a self-assessment.

L5: Team Leadership: Understanding how a team matures and what kind of coaching technique to use in each stage of maturity – when is a team high-performing, and what are the dangers that we need to look out for if teams become too strong compared to the rest of the organization? My Washing instructions and team exercises.

L6: Effective Communication: How do we make sure that what we communicate get the intended result and that we are clear on how to deliver the right messages in a way that would make sense for people, regardless of cognitive differences?

L7: Boundary Spanning: Working cross-functionally and spanning boundaries of different kinds, inside and outside the organization and between topics, areas, and diverse people. Buddy System exercise.

Conclusion and next steps: Retrospective (ALL) and KUDOs

 

Agile People Coach

C1: Introduction to Agile Coaching and the four roles of a coach: Mentoring, teaching, facilitating and coaching. What is the difference between an Agile Coach and an Agile People Coach?

C2: Agile People Coach – the nine roles and Self-assessment – how skilled are you in the different roles and where do you need to improve. What are the skills that you need to add as a regular Agile Coach, Leader, or HR-person if you want to increase your agile & people skills and to be able to call yourself an Agile People Coach? Scenarios for practicing when to take what role.

C3: My motivation profile as a base for self-leadership and understanding what drives me and others: Communicating with people who are different from yourself and knowing how to understand what makes other people do what they do and how they are different/similar to you. My washing instructions.

C4: Conflict coaching: Exploring conflict theory and finding the right balance between harmony and creative conflict in a team or organization. 

Conclusion and personal Retrospective

Agile People Core Team

We answer every question you might have 🙂

Pia-Maria is the author of Agile People – A Radical Approach for HR and Managers (That Leads to Motivated Employees), and the founder of Agile People.

She spend her days with content production, facilitating workshops and speaking at conferences.

Pia-Maria Thoren

Inspiration Director, Agile People

Mikael is totally into the latest research about motivation, agile principles, and mindset and he is a life long learner who can handle almost any challenge. “How hard can it be” is his motto.

Doing most of the things “behind the scenes”

Mikael Leinsköld

Chief Enabling Officer, Agile People

Helgi is an Agile People Coach and agile practitioner focusing on Business Agility – ie. agile ways of thinking and working throughout the organization.

Helgi is helping our facilitators with all everyday challenges with his calm steadiness and adds his deep knowledge in doing the best content possible.

Helgi Gudmundsson

Director of Facilitator Experience, Agile People

Get in touch - Say Hello!

Contact us and/or request information

What kind of information

3 + 2 =