By: The Posts Author | Posted on: 10 Feb 24
By Brent Lowe and Susan Basterfield and originally published at leadtogether.co Some of the questions that often come up when we talk about organizations that lead together, who don’t have managers in the traditional sense are “What happens when there’s a team member that’s causing a problem? Or “What happens when there’s somebody that the organization needs to let go of?” In this blog post, Lead Together co-authors Brent Lowe and Susan Basterfield share their thoughts on how self-managing organizations could approach exiting colleagues. Question: What are some of the common exit paths Brent Lowe: I’ll start by talking about
By Brent Lowe and Susan Basterfield and originally published at leadtogether.co Some of the questions that often come up when we talk about organizations that lead together, who don’t have managers in the traditional sense are “What happens when there’s a team member that’s causing a problem? Or “What happens when there’s somebody that the organization needs to let go
By: The Posts Author | Posted on: 10 Jan 24
Enlivening Edge Magazine Editor’s Note: Here is a previous article in Enlivening Edge Magazine about Organic Organization (O2), an open source approach to self-management originated in Brazil By Davi Gabriel Zimmer Da Silva and originally published on targetteal.com As humans, we have an intrinsic desire to direct our own actions. We hate not being able to make decisions about our own lives. At work, we appreciate making choices and following the paths we believe in. This is what we call autonomy, a powerful intrinsic motivator. However, we also like to have direction. There are times we feel anxious to find ourselves in
Enlivening Edge Magazine Editor’s Note: Here is a previous article in Enlivening Edge Magazine about Organic Organization (O2), an open source approach to self-management originated in Brazil By Davi Gabriel Zimmer Da Silva and originally published on targetteal.com As humans, we have an intrinsic desire to direct our own actions. We hate not being able to make decisions about our
By: The Posts Author | Posted on: 7 Dec 23
By Sally McCutchion and originally published on medium.com I’ve been working in and around the area of self-management for about 10 years now. Overall, this management philosophy has a lot to offer but one of the things that bugs me the most about it is how it inadvertently implies there’s no longer a place for leadership. Some of the other mistruths around self-management are: You should now be able to resolve all of your own barriers and challenges, effectively working in isolation Self-Management itself will resolve all your business challenges The skills and qualities of your brightest leaders should be
By Sally McCutchion and originally published on medium.com I’ve been working in and around the area of self-management for about 10 years now. Overall, this management philosophy has a lot to offer but one of the things that bugs me the most about it is how it inadvertently implies there’s no longer a place for leadership. Some of the other
By: The Posts Author | Posted on: 15 Nov 23
Lisa Gill interviews Miquel, Blanca and Pau originally published at leadermorphosis.co 65 minutes 42 seconds Listen here. Deerns Spain, a team of around 60 engineers, has been on a transformation journey since March 2020. Inspired by K2K Emocionando, they now work without managers which means that everyone is “creating our company all the time”. I talked to Miquel Castellvi (General Coordinator), Blanca Capdevila (People & Culture) and Pau Riera (Commitment Coordinator) who shared stories about how they changed their organisational structure, their self-managing salary process, giving feedback and dealing with conflicts, and the role of the Values and Culture team. Resources: Deerns
Lisa Gill interviews Miquel, Blanca and Pau originally published at leadermorphosis.co 65 minutes 42 seconds Listen here. Deerns Spain, a team of around 60 engineers, has been on a transformation journey since March 2020. Inspired by K2K Emocionando, they now work without managers which means that everyone is “creating our company all the time”. I talked to Miquel Castellvi (General Coordinator), Blanca
By: The Posts Author | Posted on: 8 Nov 23
By Dennis Wittrock and originally published on holacracy.org This article describes how startups can better respond to the need for more organizational structure by knowing real alternatives to conventional hierarchy, and when to make a deliberate operating system change. For most startups, there are obvious stages in their development where fundamental decisions need to be made. In the beginning, founders may meet at university or get together with friends to explore a business idea. After a period of experimentation, those who do not fail in the early stages (which is most startups) will reach a stage where the product-market fit
By Dennis Wittrock and originally published on holacracy.org This article describes how startups can better respond to the need for more organizational structure by knowing real alternatives to conventional hierarchy, and when to make a deliberate operating system change. For most startups, there are obvious stages in their development where fundamental decisions need to be made. In the beginning, founders
By: The Posts Author | Posted on: 23 Oct 23
By Lia Aurami for Enlivening Edge Magazine This is the third in our series of curated Special Collections of Enlivening Edge Magazine articles. Read the first, on answers to the question What is Teal? and the second, on Editor’s Favorite Editorials. Both have a general introduction to the series. October is National Book Month in the US, so we thought we would toss in this Special Collection of our published reviews of extraordinary and valuable books, over the 100 months of EE Magazine publishing, ! Do browse if you are a reader. Do you like to review books? Contact us
By Lia Aurami for Enlivening Edge Magazine This is the third in our series of curated Special Collections of Enlivening Edge Magazine articles. Read the first, on answers to the question What is Teal? and the second, on Editor’s Favorite Editorials. Both have a general introduction to the series. October is National Book Month in the US, so we thought
By: The Posts Author | Posted on: 27 Sep 23
By Joost Minnaar and originally published on corporate rebels So, I recently came across an old tweet of Jurgen Appelo, in which he asks: “Apart from Holacracy, the “Spotify model” and Liquid Organization, what other frameworks/models do you know for adaptable org structures?” It made me reflect on all the different “adaptable organizational structures” we’ve come across over the last years. Here is the (not so exhaustive) list I managed to come up with…. for now. 10 Progressive Organizational Structures (and Their Companies) To keep things a bit more manageable, I’ve only listed the progressive organizational structures that are rooted
By Joost Minnaar and originally published on corporate rebels So, I recently came across an old tweet of Jurgen Appelo, in which he asks: “Apart from Holacracy, the “Spotify model” and Liquid Organization, what other frameworks/models do you know for adaptable org structures?” It made me reflect on all the different “adaptable organizational structures” we’ve come across over the last
By: The Posts Author | Posted on: 22 Sep 23
By Lead Together The Book and originally published on YouTube Work needs to be done. A team member agrees to do that work. On the surface, it’s simply matchmaking skills to needs. The reality of organizational productivity is far more complex: Work goes undone. People fail to meet expectations. Task boredom sets in. Career aspirations require tending and don’t always align with business needs. Leading can feel as if you’re trying to assemble a puzzle in which both the picture and the shape of the pieces keep changing. In this video, Lead Together co-authors Brent Lowe, Susan Basterfield and Travis Marsh share insights
By Lead Together The Book and originally published on YouTube Work needs to be done. A team member agrees to do that work. On the surface, it’s simply matchmaking skills to needs. The reality of organizational productivity is far more complex: Work goes undone. People fail to meet expectations. Task boredom sets in. Career aspirations require tending and don’t always align with business
By: The Posts Author | Posted on: 8 Sep 23
Lisa Gill interviews Ted Rau originally published at leadermorphosis.co 58 minutes 20 seconds Listen here. What can the realm of self-management and new ways of working learn from the realm of polyamory, Relationship Anarchy and open relationships? And how can practices in self-organising work teams help us improve our personal relationships? Ted Rau is the co-founder of Sociocracy for All and author of books like ‘Who Decides Who Decides?’ and ‘Many Voices One Song’. In his personal life, he has been in monogamous relationships and, for the last seven years, in open relationships. We explore the parallels across personal and professional relationships,
Lisa Gill interviews Ted Rau originally published at leadermorphosis.co 58 minutes 20 seconds Listen here. What can the realm of self-management and new ways of working learn from the realm of polyamory, Relationship Anarchy and open relationships? And how can practices in self-organising work teams help us improve our personal relationships? Ted Rau is the co-founder of Sociocracy for All and author
By: The Posts Author | Posted on: 5 Sep 23
Mathias Holmgrem interviews Bonnitta Roy, originally published as a single article on crisp.se Bonnitta Roy was one of the keynote speakers at last year’s Agile People Sweden conference and she also held a course here at Crisp last February on self-organization beyond the team using Open Participatory Organizations (OPO), which was very well received by our course attendants. She is coming back to Stockholm in November and we got the opportunity to sit down with her and ask some questions about open participation and her work on the future of organizational life. What is open participation and why does it matter in
Mathias Holmgrem interviews Bonnitta Roy, originally published as a single article on crisp.se Bonnitta Roy was one of the keynote speakers at last year’s Agile People Sweden conference and she also held a course here at Crisp last February on self-organization beyond the team using Open Participatory Organizations (OPO), which was very well received by our course attendants. She is coming