 And today, I would like to tell you about trust. I would like to tell you, and I would like to show you some instruments which can help us to build some conversation around trust. I know it's very important for us, I mean, for gel culture, for gel management to grow trust. And we talk a lot about trust, how to, it's important how to build, but, you know, when we try to implement something in our environment, it's very hard, yeah? It's very hard. To build trust takes a lot of time, demands a lot of time, but we can destroy it immediately. Okay. And today, I would like to tell you a little bit about our new instrument, but before, how many tables we have? Six. Guys, we are, come on, come on. Okay, each table has sticky dots. Please, feel free. Take one sticky, I mean, color dots, this one, and put your dot on this trust matter. It's for you, for your part, and this is for your part, where you think you are now on scale from zero to 10 of trust with your team, okay? No, no, your team, your team, okay? Ready? One dot, you can use only one dot. It doesn't matter, up to you. Okay, yeah, one dot on this scale, okay? How do you feel? How do you see me? Yeah, yeah, five minutes, it's our workshop. We will do a lot of exercise. It's your first challenge, come on. No, no, no, I mean, for your office team, yeah. Because how you can estimate your feeling about your trust? Yeah, no, no, work team, work team, work team, because we don't know each other. Yeah, exactly, and it will be our next challenge. Okay, okay, how was it? Is it difficult to estimate? No? Cool, awesome. But why? We know, exactly, we know. But when we try to ask our colleague to estimate us, what do you think, is it hard? Okay, let's consider our today agenda. We will talk about trust, this is a workshop, we will do a lot of exercise. And I hope you can find very interesting instruments for your real environment. The main goal to introduce you, a very interesting model, which we, I mean, we as our company and usual concepts, we called trust, interest canvas. It's really canvas, because in our gel environment, we like to use different canvas, product canvas, wind canvas, gamification canvas, et cetera, and we decided to prepare team trust canvas. We will talk about what is trust, and we will do a little exercise about it. Then we will consider how to take trust in action and why it's important, how to prepare an action plan. Then we will consider how to recover trust, because you know, sometimes we destroy all our things, and we will consider how to recover trust. And at the end, we will consider, we will have a little retrospective around our workshop. Maybe we consider different questions, okay? And firstly, I would like to ask you, what does it mean trust for you guys? Okay, good, good. Another, another idea? Okay, leaving something? Okay, okay. Look, okay, look, we have a lot of different points, different points, it's important. Before we try to build a trust, it's important to understand what does it mean trust was. Yeah, exactly. Because we can consider trust from different perspective. Firstly, we as a manager, we will try to trust our people. We will invest a lot of time how to build a trust environment, how to give them some power or something. Then from the other side, we should earn a lot of trust from our people, because we are a manager. We should do some things in order to earn and to be commitment to, I don't know, to be responsible for our task, for our action in our work, really. The next perspective, the next level, how to help them, I mean our team to grow the trust, how to build a new kind of environment, how to improve a trust climate in our team. It's really, it's very important, but it's very hard to do. And the last, but not the least, trust yourself. Firstly, before you will try to improve something in your work, ask yourself, what do you think about your values? How can I measure my trust to myself? Be honest, it's very difficult too. And because we organized different teams, I would like to ask you to do some task. Let's consider, we work as a team and we decided to implement new project. How we will align our trust? The next exercise, try to build your trust, metaphors or trust shapes, I don't know, everything using Lego. And after that, write three things which can characterize your trust model. Okay, ready? 15 minutes. And guys, I have another flip chart for our trust. After you will be ready to write three things about trust, just write on the notes and put on this section, okay? What is this? What is trust for you? Okay? Okay, cool, it's a difficult, yeah. What is that? Yeah, exactly. And why we try to use different pieces of Lego, maybe we can use a drawer and other things because when we try to express our opinion about trust using different things, we can immediately align our vision with all members. Now what we have, what we have now? Any ideas? Okay, we consider it about our trust. We got some expression, what does it mean for us as a team? And if we compare our expressions about trust, I think we can find another different ideas because we are people, we have a different point of views and it's important. I would like to summarize. Firstly, before we try to start a process in order to build the trust, try to consider together, what does it mean for us? And it's very important. Okay, okay, the next, trust in action. How to convert our ideas, what does it mean for us how to convert, how to prepare some plans or some plan, I don't know. And I would like to tell you a little story about our instrument, how we crafted it. During the last year, we, as company, we had a lot of workshops, a lot of classes with different students from different countries. And from workshop to workshop, I asked them to prepare to gather some ideas which forces will help us to build trust or improve our trust and which forces will destroy. And what I found, what really was really interesting, I found that from country to country, from different students, the factors which can help us to improve our trust was very similar and it's very interesting because it doesn't depend from any culture. It doesn't depend from a maturity level of company. It depends, I don't know, maybe from common sense. And which factors we have. We grouped these all ideas and decided to organize a little canvas around eight factors. The first factors, clarity, for some people it's important to build some transparency, to build some clarity in their team. The next connection, it's all about new kind of communication, new kind of relations between each team member and how we can listen, how we can observe, et cetera. And it's important, compassion. In our environment, I mean, in our agile environment, we try to bring some empathy, some empathy to understand how we can collaborate with each other and we layer ready to express some compassion to you. For some people, again, it's important. What about values? How we can align our personal values in our team? Will we consider and will we build a new kind of values, maybe team values or we will align our personal values? I don't know. Maybe, I don't know. Maybe, you're right. Because for some people, again, for some companies, it's important to prepare some special value for each team. But for some, it's important to align personal values. I don't know. The next, competency. How we will help each other to grow up as a professional? It's important, again. Commitment, what about responsibility? How we will handle with our commitment and how we will spread our responsibility to all our team works, all our team tasks? Contribution. For some people, it's important to get some results from iteration to iteration, for example, to feel something which we can measure, I don't know. For some people, it's important. And they will trust us if we have some contribution or some results, if we'll get some results from time to time. And the last, consistency. It's important to work with trust like with the process. It's important to improve our trust to understand where we are now and what we have to do in order to increase our trust. And what we decided to do after this work where we gathered all information about factors, we decided to put on some physical paper sheet because when we try to build a conversation, try to start some collaboration around trust. For some people, it's very hard to start it. And when people try to feel something, try to understand how to measure it. It helps them to start a conversation. And your next challenge will be very interesting. I will give you a test canvas and your task, try to prepare your action plan to the next project. You as a team, try to prepare an action plan. What we will do for your trust, okay? Just write several ideas, put on the flip chart on canvas and then we will consider around it, okay? What you should do, try to consider all aspects, all different aspects of our trust and try to find any ideas, any actions which you will do as a team in order to improve your trust. And look, in the middle we have questions. If you feel that something will be necessary but we didn't have it, feel free, we put your ideas on question areas, okay? For example, I have some example. For example, if we try to align our trust, we will do some workshop in order to align our trust. It will be our next action. Okay? 20 minutes, it will increase our trust. And we decided that on the wall we will put all information around project about our client. Yeah, any ideas? For what we are doing, clarity on that. And what's in it for me? The organization is asking for something but everybody needs to understand, have clarity about what is in it for them. Cool. You want me to keep going? Yeah. Okay. So the connection, how people would be connected to each other? One was face-to-face conversation through collocation, community of practice where people can exchange ideas and also informal gatherings, where even if people are not working on the same team or within same team or outside, they can have informal gatherings and be connected. Compassion was trying to understand everybody's needs and sharing some helping hands with each other in the need. Values were defined, common set of values, like transparencies, respect for each other. Competencies were like buddy programs where people can pair to develop some newer skills. Mentoring and coaching, like somebody's an architect, they work with Tech Lead to help them develop certain skills or an agile coach working with Scrum Masters, cross-team trainings. Commitments were kind of meeting the definition of done. Okay. If you are committed to it. Commitment to abiding the values that team come up with. And consistencies meeting the commitments or the plans like sprint plans, meeting those. Being consistent with the quality of work that you're delivering, number of defects. It is one, this brand, be consistent rather than having one and 10 in the next and 15 and another. So being consistent with your engineering practices reflecting all those things. Yeah, cool, awesome. Look. During 20 minutes, we have prepared our team agreement. Yeah? Around our trust, around our old things which important for us as a team. And now we can measure it from time to time. We can come back and we can, I don't know, estimate our progress, et cetera. But we, during 20 minutes, we built a conversation. It's easy. Okay, makes sense. Thank you. And the last our challenge, the last our exercise. What about recovering trust? From time to time, it's a pity but we destroy, sometimes we destroy our trust. And what we should do as a person, as a team member in order to recover our trust? What do you think? Any ideas? Okay. Transparent. Transparent, cool. Excited. Cool, cool. Look, yeah, any ideas? Yeah, exactly. I have a conscious plan that wants to accept it that there's a problem. I have a conscious plan to ensure how it works. Cool. Awesome. And I have another algorithm in order to make an effort to build trust, to recover trust. Because I don't know, it will be very hard to recover trust and build some trust climate again because people tend to betray sometimes and they will express some extra emotion in order to recover trust. It's very hard to overcome this barrier. But, yeah, exactly. Yeah, I agree. Okay, and this algorithm. Firstly, we should acknowledge that we have a problem because it demands a lot of courage sometimes. But it will be our first step. The next, I should admit my part, my part of responsibility because trust is a two-way street and it's important to build conversation with anybody. But firstly, let's start from our trust, from our values. I should admit my part. And I should bring my apologies to you because if I didn't destroy my part, it's very important to bring up some apology because maybe I didn't understand you. Maybe I didn't make an effort in order to clarify my requirements from you, my expectations from you. I don't know. But again, it's very important to apologize. The next, I should ask you, what do you think about it? What is your opinion about this situation? Because we try to gather all both sides. We try to understand how to align our new relations. And the last, I will agree. And you will agree. We will build our plan to recover our trust. We will build our action plan, but it's important to build, to agree what we will do the next. And the next exercise for you. I have several anti-patterns cards. It's anti-patterns which can destroy our trust. It's little cases. And I will give you these cards and you should consider what you will do in order to recover the trust for this situation. What you will do as a manager, as a team, as a whole team, all you will prefer together, together and you will consider as a manager plus team. I don't know. And write your solution, write your ideas on one sticky notes and we will build some trust grief around it, okay? Work together to create an action plan. It's a puzzle. It's a test for your attention. Okay. Look, it will be our grief, trust grief. There we put our solution for different level. And there we will put our... What you will do in order to avoid it in the future as a manager, as a team, all you will prefer to work with together. Okay? We will try to recover our trust as a manager or we will consider all parts. I mean, we will consider together as a team and plus manager. What do you think? Cool. It's important. It's important to understand that in order to recover our trust, in order to improve different things, it's important to gather together and talk a lot about our problems, issues. And again, let's try to build some new kind of conversation with our management, with our team using different, different instruments. Okay, that's all. My last task for you. You can walk around. You can take pictures, et cetera. And try to find one important thing for you and write on the sticky note and put on our roti metrics. If you know what is this. Okay? And if you want to get any templates from me about Canvas, about these anti-patterns cards, feel free, I have a business card and I will send you because it's public knowledge for all of us. Okay? Thank you. Thank you. Yeah, yeah, yeah, yeah, yeah, yeah, yeah, exactly. Right, and you know, that's because it's very similar. Yeah, yeah, yeah. To bring that constant. Yeah.