CAL1 Learnings

We delivered our first CAL1 (Certified Agile Leadership by the Scrum Alliance) this week in Kiev. We went in with an open mind and the clear intent to uncover what makes our approach special and unique. This is what we learned. Building on what we had learned after the first day…

Our Learning - Done

Our Learning – Done

What do participants say?

  • Most content is co-created. That creates a strong sense of collaboration with the leaders of the course, opportunities for everyone to lead and lets us experience the choice we have to lead of follow consciously in every moment.
  • The course is great for anyone who needs to communicate and wants to increase the effectiveness of their communication.
  • “We turned the sheep around. You may be a wolf, but you can choose to be a sheep. And you may be aware that a wolf could be chasing the sheep.”
  • I was surprised how quickly trust was created and grown in the group. And I want to try these Temenos methods of story-telling and trust-building with my colleagues.
Knowledge Market Map

Knowledge Market Map

Assumptions and Intentions we Started With

  • There is greatness in every human beings leadership stance that anyone else on the course can benefit from. We want to create space for this greatness to become visible and explicit.
  • The main purpose of CAL1 is to start people on a journey of self-discovery and self-improvement. Participants are responsible for where they are starting from and where they want to go next.
  • “Agile Leadership” means: know why you do what you do, and be sufficiently aware of how you’re doing it to be able to deliberately improve it. And: everything depends on context awareness and intention. We will refrain from advising or recommending specific leadership practices.
  • Leading and following, teaching and learning, speaking and listening, conflict and harmony, are all intricate, nuanced dances in the moment. We will lead by example in focusing attention on these subtle choices, highlighting everyone’s successes, so that we can all learn from them.

Letter to your Former Self

At the end, we all wrote a postcard to our former, three days ago selves, giving advice for getting the most out of the workshop. These are some examples:

  • Free up time to accumulate energy and attention – don’t plan anything – do all homework.
  • You are ready. Enjoy! Wiser Maiia. PS It doesn’t matter how you like your skirt. Wear pants.


Working Agreements

Working Agreements

Temenos Working Agreements

Working Agreements from TrustTemenos Academy

To work effectively, we want focus as much of our time and attention on the work. Emotional reactions – unless they are part of the work itself – can distract us, reduce presence and be a source of waste – in Temenos just as well as in any team. A typical source of unwanted emotions are disappointed expectations. We greatly reduce the likelihood of disappointment when we make clear agreements.

These are working agreements we created in a recent block of TrustTemenos Leadership Academy. Use them to agree in your team or Temenos what’s working for you.

Working Agreements

  • Extreme self-care
  • Your own interests over group interests
  • Law of two feet
  • Express love for every individual including yourself
  • Support the other’s flow
  • Lead like you’d lead a blind person
  • Grab the sheep to ask for pause
  • Assume positive intent
  • Move to try a different perspective
  • Yes, and…
  • Authentic and honest

Working at your Best?

Who are you when you are working at your best?

The new year and January in general is a great time to reflect on what it takes to do our best work. How do we show up and where do we need support? What does it look like?

Join Olaf Lewitz and Sylvia Taylor, as they demonstrate how master coaches help people answer that question and put action toward making it happen.

Next Tuesday, 24th of January, join us for a free virtual coaching session where we demonstrate how clean language and being present can level up your coaching mastery.

Sylvia Taylor

Sylvia Taylor

This one hour virtual session is for you if…

  • You want a kick-start into the new year.
  • You want help answering the question: Who am I when I am working at my best?
  • You want to understand what great coaching can look like.
  • You have the word ‘coach’ in your title or job description (Agile Coach comes to mind), and you want to be more effective.
  • You are curious about coaching because you’ve heard it can be an effective way to motivate yourself and/or your team.
  • You are curious about coaching because you’ve heard it can be an effective way to work through feeling stuck.
  • You have worked with a “coach” in the past, but it felt more like a lecture, and you want to see amazing coaches in action.

Things to keep in mind:

  • The one hour free coaching session will be recorded.
  • If you sign-up early and want to be a coachee, then leave a comment below.
  • We’ll start the coaching sessions a few minutes after 19:00 (7pm) Berlin time.
  • We aren’t sure how many people we can host on zoom, but will cap it at 20. Sign-in early to avoid being locked out.

A little about Olaf:

Trust Artist and Certified Enterprise Coach with the Scrum Alliance, Olaf focuses on increasing confidence and trust in individuals and organisations. Olaf is one of the founders of TrustTemenos Leadership Academy.

A little about Sylvia:

An ICF Certified (International Coaching Federation) coach, Sylvia has been coaching teams and those who lead organisations for the last 8 years. She has magical abilities in team and organisational development. Sylvia is part of the first generation of TrustTemenos Leadership Academy alumni.

Feedback – the magic ingredient for a joyful culture

We humans are social. The baby cries after being born to be recognized and be taken care of. It seeks touch, warmth and smiles. It wants to be fed. Its life depends on feedback from the first moment on. It is only the feedback of others which enables us to develop our personality, our character and our identity.

As adults we work like crazy to reach that next goal, to be recognized by our company, colleagues, friends, society and fans. The biggest risk for burnout is not too much work, but it is the imbalance of working a lot without getting recognition for it. If we feel not seen, than we lose motivation, are dissatisfied and might even get ill. Nevertheless in our day to day we are all spearing with praise. Maybe it’s because of these sayings which are especially used in the south of Germany that if nobody complains that is enough of a praise”. Whoever invented that story, it is not true!

Science has proven: It is the same brain area where we handle the addiction to drugs and recognition. Recognition is the biggest internal motivational force for our brains. If we get a smile, an eye-contact, a praise Dopamin is released which helps us to feel strong and happy. At the same time bodydrugs like opiates and Ocytocin help us to feel relaxed and full of joy. The more attention and recognition we get, the more chemicals are released in our body.  If we get love the networks of our brain are about to explode. Everything we do has the deep desire for connection to others.

We can sum up, we need feedback and we want to be seen. It starts with ourselves and our internal voices and our reactions on our own person. Do we really take care for ourselves? Do we see what we need and do we take care for it? Do we love ourselves? Are we ignoring our body’s feedback? If so, then no external feedback ever will make us happy on the long run. It is about us, to make space, make time and honour and respect our beautiful life and body we have.

Our brain does handle risks and danger quicker and more intensely than positive things. The amygdala reacts still sends information to our brain stem which tries to react with fight, fleeing or stiffness without involvement of the cerebral part. The limbic part of our brain has stored all the emotional events in our lives and is quick to react on situations which have endangered us in the past. We tend to suppress our emotions and merely function. This means we tend to react more readily in grumpy, aggressive, neutral or negative ways. We know that it is so much easier to criticize, than to find the aspects where we have made a good job. That is true for our internal communication and naturally also for the feedback to others. But there is also hope. The frontal cortex of our brain can be trained and overrule these old brain behaviours. We can learn to stay in our emotions, stay empathic and give ourselves recognition. This enables us to give also critical feedback in a good way and to receive feedback graciously with thanks and learn from it. The concept of the Trusttemenos Academy uses these findings to help leaders to become empathic, mindful and intentional and to be able to establish these new kinds of working cultures.

We can choose: If we ignore people or exclude them, this can be an existential threat for their lifes. They can lose their motivation, their happiness and they can start to be aggressive. If we want to have ease, love and happiness in our workplace,  first thing we could do is to be mindful of ourselves and second to be mindful of how we deal with people and take care of them. This might be the magic ingredient for the joyful work environment we have been yearning for so long!

Temenos Lab in Prague, July 8/9

Temenos Lab in Prague, July 8/9


Clarity – Reality, Intent, Choice

On July 8 and 9 – starting Friday morning and ending Saturday evening, Silvana Wasitova and Olaf Lewitz will host a Temenos Lab in Prague.

Temenos Lab

The two day Temenos lab will give you an opportunity to retrospect on your leadership and professional development

  • How did I get to where I am and
    to which extend is this where I want to be?
  • How do I show up?
    Is it getting me the results I want?
  • How and where do I distribute my time, energy and attention?
    Is this making me healthy and successful?
  • Where do I want to go next?
    Which changes do I feel called to make?

Overall goal of the two days is to increase our clarity of identity and intent –
who am I? what do I want?

Temenos Circle of Chairs

Temenos Circle

Time and Money

We will work from 9:00-17:00 each day.

Price: 300€ for private participants, 500€ for corporate participants.

To sign up, email wasitova AT gmail dot com.


Startup Trust Infusion

From Startup to ...?

From Startup to …?

Are you a founder? Leading your team into the disruptive unknown?
Do you build relationships in your team that sustain the tensions of uncertainty and growth?
Do you have a situation in your team where improving trust might help?
How to build and keep trust in your fast moving environment?
How to establish trustful and open communication which will build the innovative culture you are aiming at?

One hour.
April 12.
Starting 15:00 CET, 09:00 EDT
and: 16:00 CET, 10:00 EDT

Join us next Tuesday for an online, recorded conversation on Zoom.

You will get

  • 20 min of our full attention (so we will have time for three “cases”)
  • Consulting with compassion and advice
  • Tips for exercises you can run the next day
  • (depending on attendance) feedback and tips from other founders

Why are we doing it?

  • We want to collect examples of the challenges startups face around trust
  • We want to get recordings of how we work
  • We want to offer help with a low threshold of entry
  • We want to foster a community of creative leaders of trusting organisations

What is your investment?

  • 1hr of your time
  • Be intentional about publishing the video afterwards

Your hosts

Olaf Lewitz. Scott Downs. Christine Neidhardt.

Christine, Temenos host and company culture coach, helps leaders to create a trustful, creative working environment and to tap into the energies of conflicts.

Scott: former investment banker, coach-entrepreneur, fostering leadership for creativity, consciousness, love, abundance and sustainability.

Olaf: Trust artist and coach. Temenos host. Liberating people and companies from oppression. You deserve to love what you do.

Scott. Christine. Olaf.

Scott. Christine. Olaf.