We’re experiencing incredibly turbulent times. What is your organization doing differently to adapt?

Setting clear accountabilities around work is so much kinder than implicit expectations. You need to be on the same page with your colleagues.

Evolving your management framework beyond conventional hierarchy is thrilling and freeing. And important questions–like who can spend what and when–have to be addressed in new ways. From Bosses to Processes buff.ly How a Self-Managed Company Controls Spending

How do you go from having to approve an employee’s $50 software purchase to trusting every person in your company to make both big and small decisions? Learning to Trust as a CEO buff.ly How Holacracy Helped Me “Fire” Myself from the Role of Traditional CEO and Learn to Let Go

“With no office distractions and greater autonomy, remote workers have the freedom to get more done. This is something most people crave. According to a nationwide survey, 65 percent of workers said that remote work would give their productivity a boost. Another 86 percent said that working alone allows them to hit maximum productivity.” Why

We’re facing unprecedented times. What is your organization doing differently to cope and move forward?

“Brian Kalma, one of the Zappos employees who came up with the idea for the revamped customer service line, said the company’s use of Holacracy, a self-management system in which there are no managers and employees define their own jobs, had helped to create an environment where the idea could come to life.” Retail therapy:

“Empathy is important not only to the company’s culture, but to its product: Slack works well as an internal messaging system because it strives to understand the wide variety of ways people communicate, and how everyone has their own preferences and needs in a communication platform.” How Slack Built A People First Company Culture buff.ly