Breakout 1:

Quick warm-up discussion :

What changes have you seen? 

1. Bright Spot 

+ 1. Even better if…

And what questions do you still have for me?

Breakout 2:

How does the business see us now? See image below. Where do we need to shift?

What do we need to rethink about how we do our work to future-proof our team?

Breakout 3:

1. The assumption that cost you most

  • What was the single assumption your cell made that, if wrong, would have caused the most damage?

  • Did anyone flag it at the time?

2. The handoff that didn't happen

  • What did your cell know that another cell needed — and didn't get?

  • Was it withheld deliberately, or did it just not occur to you?

3. The voice that wasn't loud enough

  • Was there a moment when someone had a concern but didn't push it?

  • What stopped them — and what would have needed to be different?

4. When pressure arrived

  • When the CEO escalation hit, did your cell slow down and check — or speed up and commit?

  • What does that tell you about how this team operates under stress?

5. DiSC in the room

  • Which styles dominated decision-making in your cell?

  • Which were quieter than they should have been?

  • Did your DiSC profile show up — or did pressure override it?

6. The Swiss Re connection

  • Where have you seen this pattern — incomplete handoffs, unverified assumptions, pressure overriding process — in your actual work at Swiss Re?

Breakout 4:

  • Know it: Where are the most dangerous boundaries in our current operating model? What workflows/interactions cause drag now?

  • Own it: What will we start doing? What will we stop doing? What do we think the other group needs? What can the other group legitimately expect from us?

  • Ask it: What would we like to ask our HR partners (OPs or BPs) to do? 

  • Map it: What three specific guidelines do we propose? What needs to become normal? What does respect look like here?

  • Widen it: Looking forward, how can we practically begin to future-proof our team?