By: The Posts Author | Posted on: 20 Sep 24
Lisa Gill interviews Etienne Salborn and Tonny Wamboga, originally published at leadermorphosis.com 54 minutes 4 seconds Listen here. SINA (Social Innovation Academy) is a network of social enterprise incubators in Uganda and neighbouring countries with a mission of supporting marginalised young people to create their own solutions to social problems in their communities. There are currently more than 10 SINA communities which have catalysed 70+ social enterprises and more than 500 jobs. The goal is to create a global movement of 1,000 SINAs and 100,000 social enterprises by 2035. Etienne Salborn, founder, and Tonny Wamboga, Operations Lead, talk to me
Lisa Gill interviews Etienne Salborn and Tonny Wamboga, originally published at leadermorphosis.com 54 minutes 4 seconds Listen here. SINA (Social Innovation Academy) is a network of social enterprise incubators in Uganda and neighbouring countries with a mission of supporting marginalised young people to create their own solutions to social problems in their communities. There are currently more than 10 SINA
By: The Posts Author | Posted on: 13 May 24
By Sally McCutchion and originally published on medium.com The concept of self-management as a business methodology came to the fore in 2014 when Frederick Laloux published his well-known book Reinventing Organisations. His theory was that businesses need to embrace an evolutionary purpose, wholeness and self-management to reach a new level of efficacy and sustainability. Forward thinking business founders and leaders continue to be drawn to this book and to the stories of organisations who have integrated these three pillars and become well-known for their successes. But despite ten years of community practice groups, consultants, coaches and leaders working with these ideas,
By Sally McCutchion and originally published on medium.com The concept of self-management as a business methodology came to the fore in 2014 when Frederick Laloux published his well-known book Reinventing Organisations. His theory was that businesses need to embrace an evolutionary purpose, wholeness and self-management to reach a new level of efficacy and sustainability. Forward thinking business founders and leaders continue
By: The Posts Author | Posted on: 13 Apr 24
By Lisa Gill and originally published on Corporate Rebels Hiring people in a self-managing organization can be tricky. Bossless organizations may seem like a dream, but once people start working in this way, they realize how challenging it can be. When it doesn’t work out, it can be painful and costly for both the organization and the individual. So, is there a way to provide potential hires with a more accurate picture of what they’re signing up for before accepting a job offer? Here’s an example of one way to do that. The first self-managing organization I visited was the
By Lisa Gill and originally published on Corporate Rebels Hiring people in a self-managing organization can be tricky. Bossless organizations may seem like a dream, but once people start working in this way, they realize how challenging it can be. When it doesn’t work out, it can be painful and costly for both the organization and the individual. So, is
By: The Posts Author | Posted on: 13 Mar 24
by Jorn van der Schaaf and originally published at Corporate Rebels Meet Ivy Global – a tech sector standout where students and entry-level professionals tackle projects that align with their knowledge and skill levels. This way, they gain valuable hands-on work experience under the professional guidance of Ivy’s permanent staff, while companies can have projects executed at a relatively low cost. To manage these processes effectively, inspired by the self-organization principles of the Brazilian company Semco, Ivy chose to establish the company in a modern way with the goal of emphasizing self-organization. In a decade, Ivy has grown into a company
by Jorn van der Schaaf and originally published at Corporate Rebels Meet Ivy Global – a tech sector standout where students and entry-level professionals tackle projects that align with their knowledge and skill levels. This way, they gain valuable hands-on work experience under the professional guidance of Ivy’s permanent staff, while companies can have projects executed at a relatively low cost.
By: The Posts Author | Posted on: 7 Mar 24
By Susan Basterfield and Brent Lowe and Travis Marsh, originally published on Youtube If you want people to make the same decisions that you would make, but in a more scalable way, they need to have the same information that you have. In our fast-paced world, members of our teams need to make increasingly complex decisions more often. Transparency ensures everyone has the information to make good decisions and it requires more than just the free flow of data. Decision-making requires the capacity to turn information into meaningful, actionable insights. Done well, transparency can boost business results, breed trust, help
By Susan Basterfield and Brent Lowe and Travis Marsh, originally published on Youtube If you want people to make the same decisions that you would make, but in a more scalable way, they need to have the same information that you have. In our fast-paced world, members of our teams need to make increasingly complex decisions more often. Transparency ensures
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: 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: 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 Ted Rau and originally published in an email, a press release, and on LinkedIn.com In four weeks, Sociocracy for All will be ready to publish a new book that I wrote. The book will be called Collective Power. Patterns for A Self-organized Future. What “Collective Power” is The intention of the book is to show the underlying patterns of collaboration in groups. The better we understand the patterns of cooperation, the better we can design systems where humans thrive. Those conceptual parts are intermixed with stories. People often say, “This was a great training, but the stories you tell
By Ted Rau and originally published in an email, a press release, and on LinkedIn.com In four weeks, Sociocracy for All will be ready to publish a new book that I wrote. The book will be called Collective Power. Patterns for A Self-organized Future. What “Collective Power” is The intention of the book is to show the underlying patterns of