These events do serve to energise us, but what Iāve seen from many colleagues attending these, is if they donāt bring something to aim to apply, this energy fades away quite quicklyā¦
So share with us what are you attempting/going to apply in your work from this great event?
Whenever I go to a conference or workshop, my manager asks me to share my learnings with the tech team so Iāll be sharing some of the highlights from
^ my favourite sessions so far
Itās part of my new role to build and sustain a community of practice, not only in the Bristol office, but across the business.
Events like this really help, as the content, touch points and community spirit then infuse the work I do at the office.
Itās harder doing this remotely, as not everyone is used to remote events, leadership and team dynamics.
Itāll be difficult as when you get back, its back to the day job, but going to try to implement things around:
Inspiration & Burnout
Deleting tests
Black box puzzles - this will be great to help build the COP we are trying to do in a large company.
Iām going to spend more time writing ānegativeā user stories (e.g. it should not be possible for a user to x). I feel like weāve been leaving big chunks of ambiguity just sitting there.
A learning lab for those who want to hear my summary from the conference.
Here also - we need to share our learnings too after participating to a conference or a workshop, to the teams.
For now, whatās on my list, highlights and lessons learned from:
And I will definitely follow up on the books and links from the crowdcast chat and slack channel! I am reading now the crucial conversations book, and afterwards Iāll go to Radical Candor - I have it at home and saw many of you recommended it.
Iāll be sharing Evil User Stories with my team. Not thought of using user stories for improving your systems security. Really enjoyed this talk 
As a senior QA in the organization, I am (was?) feeling quite a bit negative and not believing things can be improved or how I could impact the teams or organization due to a number of tiered constraints some structural, others contextual and even others historical - that despite all our good intentions.
So, assuming Iāll still have a job to return to post-COVID, my main priorities will be :
1- The BIG BIG Huge Rock to move (even if ever so slowly :-/ )
Get teams thinking / considering / moving towards the modern stance of āwhole teamā commitment to quality. which will imply changing the mindset of developers, team-leads, dev.managers, and the customerās product and business orgs. This is one MF tough ask !
Daunting taskā¦ but Iāll re-start evangelizing againā¦
@How can I avoid loosing faith again ?? finding an Ally was suggested by @LisaCrispin
2- Recovery
I saw that I myself may be suffering from ansiety
So I need to treat that somehowā¦ I already was dedicating time to sports which kept my mental and physical sanity but I need to start āmindfullness practiceā urgent!
3- Depending on the number of teams I get back to
Using these sessions and prepare some ābrown-bagā sessions internally to the company.
If I donāt have a job to return toā¦ then I know what kind of team culture I wanna look for 
So this is serving as a potential re-launch for meā¦ bless COVID and MoT TestBash for that.
@deborahreid - How do you plan to share those ? you have a 15 minute session ? you prepare a powerpoint distributed by e-mail ? how do you do it ?
@danielbilling ācommunity of practiceā ?! intriguingā¦ can you ellaborate a bit on that ? what is, mission, etc ?
Thanks for being specific in your answers. Itās good to see how the topics will be applied and ideas for how to do this.
@darren.keig why not consider those scenarios to be covered by "negativeE test scenarios during test analysis of the feature / user story being worked on ?
Probably compile my own slide deck - I did the same thing after attending some workshops last year
I expect thatās exactly what weāll end up doing. Historically, our stories are very good at describing exactly what our features should do but not so good at describing what they shouldnāt.
@romansegador Interesting ! what is the format of your ālearning labā ? how is that supported by the organization ? when do you schedule it ? after end of working day ou during working day ?
hi @shamaho, it is a format supported by the organization. 30 to 60 minutes talks, once per week (if there are topics). Audience is whoever wants to join from the company. Normally scheduled at the end of the day but still during working hours.
ormat supported by the organization. 30 to 60 minutes talks, once per week (if there are topics). Audience is whoever wants to join from the company. Normally scheduled at the end of the day but still during working hours
Thatās very cool by your organization. Mine also supports it, but generally people are so busy with their projects, that these are mostly put on the back-burnerā¦ and rarely done.
@deborahreid @romansegador @elena_ivan_28 After you prepare the presentations and share what your learned with the rest or part of the company, HOW MANY and HOW are any ideas picked up and acted upon ? That was my main question ie. regardless of sharing the learning is IF and HOW anything is put into practiceā¦ what does it need from the team to be actually put into practice ?