 We did a lot of exercises. Did you see the videos before this training? No. Okay, so there is a lot of information. All the theory of this course is collected in the videos that Thiago has recorded. I would appreciate if you also listened to the theory because that is the backbone of the training. In the training itself, we are mostly doing exercises and interactive discussions about the theory. So if you have time tonight, you can view for the sessions that we are doing tomorrow. Today we try to cover the first five sessions and tomorrow we try to cover the following five sessions. Let's move on to our next exercise here. I think the ideal of the videos is to see on the computer that it is in a drop box. And then everyone should be in access. I think only one person... Yes, only the last person of the CVA here was you. He is including Michael. I will go back to Spain, but you can go to jaiopipo.com and ask for a full recipe. But it has to be in the middle of what you are writing here. The result is only that I saw it on the computer. So the videos are a more theoretical part. We will not be repeating everything because it is the same time that we are here. But it is good to see. We will talk about it later, but there is an exercise of sensitivity. You can also use the video as a study for the exercise of sensitivity. So I hope now that you have... You know a little bit more about each other than you knew before. Is that correct? Yes, you know a little bit more. Why is it so important for people in a group who are going to produce something to know each other deeply? That is one of the agile people principles, by the way. No people deeply. Why is it so important? I think that to create German connections and these connections with safer people, with experimentation, to have the opportunity to learn and learn. I think that connection and safe environment are the main elements that are important. Yes. You may have noticed also that when you start to get to know people better, when you start to like people and when you like people, you do better work together and you create more value together and you collaborate in a better way when you start liking and knowing people better. So it is a win-win for everybody, for the person, the team and the organization when people spend some of the time at work getting to know each other better. I am talking maybe a little bit about your private life as well and finding the common connections that you have in the group. And also understanding the deeper intrinsic needs and drives of other people and we are working in agile people. We have chosen to work with risk motivation as our preferred personality kind of test or the way we show our motives and basic needs. And that is how you get under the surface, under the behavior. We look at the intention of the behavior rather than the actual behavior because there can be different intentions leading to the same behavior and obviously we are biased as people. So we always believe that the way I think is the right way. The way I believe and the way I act because it depends on something from me that I act in a certain way, I believe that everybody else is the same. That is a dangerous presumption because people are very different and they do things from different reasons and they have different intentions and the intention is almost always to fulfill a certain basic psychological need that we have. So that's why we need to get to know each other. If a person is saying something or doing something that we believe is very strange or not familiar is probably because they have a different intention and a different motive and a different worldview than what we have ourselves. Okay, so we have two facilitators here today. Tiago, I think you all know Tiago. Yes. Maybe you also know me a little bit. I'm the founder of Adel People which is a global community of people who believe that there is a better way when it comes to how we run organizations, how we manage and govern organizations together. And I used to call myself a hybrid between finance, IT, HR and leadership because I worked in all these different fields. And I learned a lot working with different kinds of people and the view that they have on other people and they always think that their worldview is the right one although it's very different from other people's worldview. What else could I say? I've been working with Agility since 2009. I wrote my first book 2017 because I needed course material for my Agile HR course which was the first course that I created. Ran the first Agile HR course in 2011. And then we continued to develop more courses, more material and content for different target groups. And I also worked a lot with big Swedish companies but mainly implementing talent management system solutions and implementing talent management processes across the world. And I realized quite early that we didn't create that much value in doing that because the processes that we developed and configured into these huge IT platforms were not designed for human beings. They were designed for maybe management, maybe top management to measure and to check compliance and to get reporting from the organization. It wasn't designed to help the people, mainly the way they were working back then. So I decided then in 2015 that I would stop working with implementing talent management systems and only work to do Agile stuff and help organizations to change to a better way of governance and management and HR, the way HR works. I don't know if you have any questions for me, anything? I'm very open as a person. I mean, there is nothing your consults me already. What can I do for you? I'm sorry. No, actually, as I already said, for Pia and Thiago I have her long-term interest in the first book that she published. It's the same name, right? And I wanted to know if she has any understanding of the importance of her work with the release of this book of the books of illustration that also follow of the importance of the subject that is still contemporary but that we need information that comes from outside for us to be our understanding, our mentality and to be able to apply it more strictly. Yes, I know it's very important and that's why I continue also to work in this space because I think it's a lot of common sense. It's a lot of common sense, but common sense is not very common. Unfortunately, I mean, yes, it's important but I didn't realize the effect that I have on different people, right? Many people, mainly women, came to me after Klaus and said, hey, I brought your thinking, your mindset and everything to my company, but they didn't understand. So I quit my job and I started my own company and now I'm running Agile People in Romania, now I'm running Agile People in Slovenia, now I'm running Agile People all over the world like Thiago also did in Brazil. And that was amazing for me that people were so convinced after the training that this is the right way to work in organizations so that they actually quit their job and started their own organization to be Agile People coaches around the world. And that feels so good because then I know I made a difference. I know that I affected somebody deeply and that they made the change and we are on the same journey. That's amazing. When I get this feedback, it really warms my heart. That's amazing. I'm very excited. When Pia commented that it wasn't this team that won, maybe it was this one. And then I thought, it was worth it to be here. I know why I brought this training and why I decided to do that. So that's why I decided to bring Agile People and I'll translate everything because it was always an inspiration for me and every day I learn something new. Thank you very much. And I know that many here have Agile People Book as a headache book. It always runs when they need it. What do you think of each one? Do you read your goal to make a presentation? I think so. And they can do the compilation exercise in... Yes. So think about what you wrote in this little sheet when you thought about your own training goal and then you are going to do a goal for the whole group based on your personal goals. So it's a bottom-up goal-setting exercise. This is the way you also can work in your companies and in your teams. Bottom-up goal-setting, you start from my personal goal with my job. How can I use that to achieve our team goal? And then when you have told each other about your personal goals in the group you form a common team goal. Okay? And then we make a flip chart here around that. You can write your team goals on a post-it. We don't need your personal goals on the post-it. You just tell each other and then you discuss in the group you find your common thing and what could be a team goal for us in the smaller groups. And then you write the team goal on a post-it note and you give it to me. We'll put it here. Okay?