By: The Posts Author | Posted on: 10 Oct 23
By Mark Eddleston and originally published on New Ways of Working substack Feedback is for sure one of the key patterns found in progressive organisations. It’s one of the tools that teams need most – a shortcut to improvement and better collaboration. Done well, feedback will help your colleagues, your team and your organisation. And receiving feedback about the impact you’re having on other people is a huge (often untapped) source of personal growth. We are all better off if we understand our impact on others. For these reasons and more, feedback features in my New Ways of Working playbook and online course.
By Mark Eddleston and originally published on New Ways of Working substack Feedback is for sure one of the key patterns found in progressive organisations. It’s one of the tools that teams need most – a shortcut to improvement and better collaboration. Done well, feedback will help your colleagues, your team and your organisation. And receiving feedback about the impact
By: The Posts Author | Posted on: 10 Oct 23
By Charlie Efford and originally published on Linkedin As I started to tune into the idea of conscious leadership (and the plethora of related ideas), my first thought was – how do I define what a conscious leader is? Once I had a definition, I could create a model and teach people how to become one. Logical, rational and completely aligned with a reductionist view of the world. (The idea that we can explain everything by understanding its component parts). Conscious leadership needs time to emerge I set off on my quest and read lots of articles that confidently stated
By Charlie Efford and originally published on Linkedin As I started to tune into the idea of conscious leadership (and the plethora of related ideas), my first thought was – how do I define what a conscious leader is? Once I had a definition, I could create a model and teach people how to become one. Logical, rational and completely
By: The Posts Author | Posted on: 3 Oct 23
By Jasper Rienstra and originally published on Synnervate Changemakers HOLACRACY® EXPERIENCES AND CASES Here is a list of 200+ organizations worldwide that practice Holacracy. It’s impossible to know how many organisations are using Holacracy because not every Holacracy-powered organization publicises their practice, but all of the organizations in this map have agreed to share This white paper (14 pages) describes 5 Dutch case studies. In this article you can read about the experiences of one of the first large government agencies that practice Holacracy, Washington Technology Solutions (WaTech). Luscii, a Dutch Health Care Organization, reports in this article about their experiences after 3 years of practicing Holacracy
By Jasper Rienstra and originally published on Synnervate Changemakers HOLACRACY® EXPERIENCES AND CASES Here is a list of 200+ organizations worldwide that practice Holacracy. It’s impossible to know how many organisations are using Holacracy because not every Holacracy-powered organization publicises their practice, but all of the organizations in this map have agreed to share This white paper (14 pages) describes 5 Dutch case
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: 12 Sep 23
By Sally McCutchion and originally published on medium.com About 18 months ago, I joined the Greaterthan ecosystem and it’s been a real pleasure collaborating, conspiring and connecting with a bunch of folk from around the world who do work that’s connected to what I do. One of the more recent conversations I had with my Greaterthan colleague Lyssa Adkins, was connected to the principles of role mapping. This is a key part of the Holacracy practice so it’s been in my toolkit for almost 10 years now. However, the way that I introduce this process to companies and the benefits that it brings is
By Sally McCutchion and originally published on medium.com About 18 months ago, I joined the Greaterthan ecosystem and it’s been a real pleasure collaborating, conspiring and connecting with a bunch of folk from around the world who do work that’s connected to what I do. One of the more recent conversations I had with my Greaterthan colleague Lyssa Adkins, was connected to the principles
By: The Posts Author | Posted on: 12 Sep 23
Marcus Druen interviews Gerald Mitterer originally published at leadingaudaciouschange.buzzsprout.com 1 hour 7 minutes 54 seconds Listen here In this episode I am speaking with Gerald Mitterer. Gerald is a founding member of dwarfs and Giants, an innovative organization design and strategy partner for the 21st century. He is also member of the extended board at Welser Profile, a pioneer in steel profiles and tubes with 2,500 employees. If I ever had a platonic crush on a fellow practitioner, it would be Gerald – I am sure you’ll appreciate his clarity and precision when talking about Wholeness at the Level of Organisations (our
Marcus Druen interviews Gerald Mitterer originally published at leadingaudaciouschange.buzzsprout.com 1 hour 7 minutes 54 seconds Listen here In this episode I am speaking with Gerald Mitterer. Gerald is a founding member of dwarfs and Giants, an innovative organization design and strategy partner for the 21st century. He is also member of the extended board at Welser Profile, a pioneer in
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
By: The Posts Author | Posted on: 24 Aug 23
By Brent Lowe and originally published at leadtogether.co Power is woven through all our relationships, shaping our interactions and permeating our organizations. Rarely, however, do we acknowledge it. It’s easy to have good intentions and still build an organization full of powerless people. Power is an emotive issue in organizations. Individuals who feel disempowered experience frustration and resentment, while those with power often struggle to manage their positional authority. Today, the structures that have traditionally shaped power dynamics in organizations are being challenged by new models of leadership. But what are these emerging forms of leadership? And how do they
By Brent Lowe and originally published at leadtogether.co Power is woven through all our relationships, shaping our interactions and permeating our organizations. Rarely, however, do we acknowledge it. It’s easy to have good intentions and still build an organization full of powerless people. Power is an emotive issue in organizations. Individuals who feel disempowered experience frustration and resentment, while those
By: The Posts Author | Posted on: 18 Aug 23
Marcus Druen interviews Kamil Barbarski, originally published at leadingaudaciouschange.buzzsprout.com 1 hour 10 minutes 6 seconds Listen here. In this episode I am speaking with Kamil Barbarski. As an entrepreneur he co-created many products and companies including MAK3it, Innovation Kickbox, Start One Thing, Walkaboutyou, Purpose Exploration, and a flower shop. Kamil is also a Certified Teacher for Search Inside Yourself – SIY, a Google-born leadership program for emotional intelligence, resilience and mindfulness. Kamil truly embodies what he talks about and it felt like listening to a more zen-like brother from another mother. Please enjoy my relaxing and deep conversation with Kamil
Marcus Druen interviews Kamil Barbarski, originally published at leadingaudaciouschange.buzzsprout.com 1 hour 10 minutes 6 seconds Listen here. In this episode I am speaking with Kamil Barbarski. As an entrepreneur he co-created many products and companies including MAK3it, Innovation Kickbox, Start One Thing, Walkaboutyou, Purpose Exploration, and a flower shop. Kamil is also a Certified Teacher for Search Inside Yourself –
By: The Posts Author | Posted on: 12 Aug 23
By Mathias Holmgren and originally published at blog.crisp.se How to prepare and align as a leadership team for a major change in your organization You are a senior leader in your organization, and you are facing some challenges. You have had that slow hunch for some time now that there are plenty of things that are just not right. Things beyond just individual isolated problems. People in your organization often bring up small things that should be looked at because they seem to be connected to plenty of recurring friction points in several places that hold people back. You have
By Mathias Holmgren and originally published at blog.crisp.se How to prepare and align as a leadership team for a major change in your organization You are a senior leader in your organization, and you are facing some challenges. You have had that slow hunch for some time now that there are plenty of things that are just not right. Things