 Thank you so much for coming here and this is the happy session and speed talk about that we're all going to die So do you know what we humans are most afraid of in life? Take a few seconds to consider what you are most afraid of in life When listing what people are most afraid of in life is to stand in front of crowd over people and talk as I do today My name is Frida Mangen and I'm running a podcast called Agila Hoare Podden the agile HR podcast and In the end of every episode I read a quote from Maslow where he says you will either step forward into growth or You will step back into safety Today I step forward and I challenge myself You can understand how unpleasant this is But I hope you're here to support me Number two on this list is to die Way back when we were K people will learn to pay attention to what we can eat them and What or who can eat us and These have actually made us five times more sensitive to threats than to be rewards Therefore to stand in front of crowd over people is therefore recognized as a threat What if you don't like what I present will I be cut off from the flock then? Perhaps it's better for me just to be quiet No one want to be pursued as incompetent and this is what we would in the psychology called conformity We adapt to fit in with the group. It can be by agreeing acting or looking like the others in the group and This Sometimes make us dumb For example in case if a fire starts in a room We are more likely to get out if we are alone than if it's three of us in the room This can of course also be used in positive terms such as positive peer pressure a lot of our social norms in the society Are built up by social norms and conformity? This is we and Frank and they are my children and They hold the highest value to me in life and of course I want them all the best But I have started to ask myself one question and that is if I protect them too much And it's all started when Sve was born as a parent you are handed advices from everywhere on how to take care of your Children from how to breastfeed how often they need to sleep what clothes are the best to wear and it's Continue what toys are the best shall they eat eco or vegan what helmets shall they use when they go bicycling? And it just continue and I can see this also happening on a governmental level in Sweden where They try to create a safe environment as possible for our citizens and And we continue at our workplaces. We create policies processes and tools So the question is if we just live as safe as possible Won't we die then? Don't misunderstand me. I think it's a good thing to consider safety It's just that I believe that if we stop to think for hours We stop to think for ourselves when they're always someone out there who take care of us And I believe by decreasing the sense of individual responsibility that that correlates with an increase of expectation from the individual towards others and I also believe that this create unrealistic expectation of reality which causes people to be disappointed and maybe also sick in the end and This is what we can see in Sweden right now We can see that Sanctions see increase as well as work-related stress We can see that academics in Sweden. They're not to start their own businesses We can see that sick leave the tremendous ordering is rising And we can see that 84% of the European workers feel unmodulated at their workplaces and we can see that mental health among young and adults in Sweden are Increasing We haven't had such a high standard of living in Sweden as now and Nevertheless, we're not feeling well And I think that one solution one of these million dots that David was talking about Is to stop treating people as children? They can claim their own responsibility and they need to make their own mistakes and as a parent As an employee as government, it's okay to be good enough Instead, I think we need To focus on all the brains and all the capacity of all individuals The world is changing rapidly and we live in a complex context as we have been talking about today So we can't protect ourselves with help of policies government agency, etc. It's not enough There is a learning model called 70 2010 model is based from research from the 60s until today And it states that we learn 70% from our own experience and mistakes in our daily work and That we learn from 20% with in an interaction with others from coaching, mentoring, etc and 10% will learn from these classical training programs So I Therefore believe that we as organization need to start to create a Ground where people can learn to teach themselves Where they can make the mistakes and learn from them and involve in their daily work and That's primarily by experimenting Making mistakes Thinking critically and continuously learning So how can we achieve this then? I believe that we need to start from the very roots. I believe that we need to start with a psychological safety and This is what we try to build up at my previous workplace the technologies We started with the psychological safety and the culture a Culture where people speak openly about their concerns Where they ask questions? Admit mistakes and where we allow everyone to be themselves So how did we do this? To start with I would say that this is a continuously journey and you're never done But these are some of examples on what we have been working on We started with our core values during a conference We set together in groups and brainstorming came up with ideas of what we believe is our culture and values in our organization and Then we had a dot voting and decided up on trust passion and collaboration And later we had workshops around these values And then we have tried to implement them in the organization from the recruitment process to peer reviews, salary reviews, etc And I would say that these core values are the foundation for they when it comes to Feel that you can be yourself stick out and make experiments number two is to make experiments and We early admitted that we or we talked a lot about Where and why but that we didn't know how and that we believe that experimenting is the way forward and If you manager we had early acknowledged that we didn't have all answers and that we need everyone to be part of the journey We have also tried to create a culture where blame game doesn't exist and where people trust each other and learn from mistakes and Where we keep promises and give notice if we can't And where we help each other to solve problems share knowledge and grow together And this is once again based on the core values trust passion and collaboration And I think there are no silly or dumb questions Everyone is responsible for the organization at deck there They see their organization as a network of individual where everyone is equal important and to be able To feel involved and be in part of the organization transparency is a key factor and This is something that they continuously work with at take to improve the transparency But some examples on what we have done when it comes to transparency is that we have been Working a lot with slack That's a chat channel and we have different channels for different topics and the latest news are always updated on slack We have this classical news feed on the internet, but we have connected it to slack We have also been working with an improvement board That's a whiteboard with stories on things that can be improved in the organization and there is a stand-up meeting held twice a week Tuesday and Thursdays We also have a country and company-wide retrospectives twice a year and We have also built up a strategic room a room without doors where everyone is welcome to join and also take questions are on whiteboards in the room and Stand-up meetings are held and everyone are welcome to join them trust and Relations then as I said in the beginning of this presentation. We are a flock animal. They want to be part of a group and What we have done at take when it come to trust and relation is that we have been running a team activities So every team can decide upon themselves what they choose to do and when We have also had company activities such as lunches after works breakfast sport activities, etc And we are also Built up a team culture where we value team achievement higher than the individual one And as I said before we're trying not to have any blame game and no pin pointing We have focused more on feed forward learn from mistake and continuously improving We have also tried to decorate and create an office that we feel like your second home and that we take care of like our second home So when the base and the roots were there the culture and the psychological safety We started to look into how we could work with our continuously Learning process and these are some of the examples step-by-step what we have introduced And the first one was that we started with 10% creative time all Individuals in they can use four hours a week to improve and learn new things and set up their own goals We also introduced an online learning platform with our thousand of tutorials books and Learning programs and anyone can that get access to these platform from their devices And we can see that people are using it very differently We have also Said that we don't have any strict specific role description So anyone can develop in any direction that add value to the game And we have some examples on people who started software developer and grow into agile coaching business development Developer and within communication We have also been experimenting with community anyone a take you can start a community and invite other out of interest then and some of the Communities that we are running in Swedish classes Ireland community Robo pet project a feedback workshop Etc. And with the mindset of not a recruit more manager that at this moment are Experimenting with something that called body system that Björn is helping them with Because I've left a cow and now I'm working at other beat That's a newly started a tech consult as a company where we try to implement a teal thinking from the very beginning And when it comes to HR my advice is to put on the oxygen mask on yourself first Before you start to support organization I Often experience many people within HR afraid of making mistakes including myself and Many of us feel that we have to have all the answers and once again, it's okay to be good enough and Making mistake is part of the learning process And I think we can support HR with this and There's a Benjamin Franklin one said Those who would give up essential liberty to purchase a little temporary safety deserve neither liberty nor safety So we're all going to die, but let us first live Take one step forward challenge yourself yourself. I'm still standing here and thank you so much for listening to me and I would be so happy if you like to to connect to me on LinkedIn. Thank you