Podcasts about corporate rebels

In this sharp and thoughtful episode, Josh Anderson and Bob Galen debate the future of middle management. While movements like Corporate Rebels are calling to eliminate the layer entirely, Bob and Josh argue for something more nuanced: a transformation, not an execution. They explore what great middle managers actually look like, the leadership gaps that plague many orgs, and why flat structures aren't a silver bullet.You'll walk away with a modern blueprint for impactful middle leadership—one built on collaboration, development, and resilience—not control, micromanagement, or outdated org charts.What's the Future of Middle Management?Stay Connected and Informed with Our NewslettersJosh Anderson's "Leadership Lighthouse"Dive deeper into the world of Agile leadership and management with Josh Anderson's "Leadership Lighthouse." This bi-weekly newsletter offers insights, tips, and personal stories to help you navigate the complexities of leadership in today's fast-paced tech environment. Whether you're a new manager or a seasoned leader, you'll find valuable guidance and practical advice to enhance your leadership skills. Subscribe to "Leadership Lighthouse" for the latest articles and exclusive content right to your inbox.Subscribe hereBob Galen's "Agile Moose"Bob Galen's "Agile Moose" is a must-read for anyone interested in Agile practices, team dynamics, and personal growth within the tech industry. The newsletter features in-depth analysis, case studies, and actionable tips to help you excel in your Agile journey. Bob brings his extensive experience and thoughtful perspectives directly to you, covering everything from foundational Agile concepts to advanced techniques. Join a community of Agile enthusiasts and practitioners by subscribing to "Agile Moose."Subscribe hereDo More Than Listen:We publish video versions of every episode and post them on our YouTube page.Help Us Spread The Word: Love our content? Help us out by sharing on social media, rating our podcast/episodes on iTunes, or by giving to our Patreon campaign. Every time you give, in any way, you empower our mission of helping as many agilists as possible. Thanks for sharing!

Leading the Revolution: Gary Hamel Explores Corporate Innovation and Change In this episode, we're joined by Gary Hamel, the acclaimed author of 'Leading the Revolution.' Gary delves deep into the essence of corporate innovation and the challenges faced by change-makers within organizations. We discuss how to punch above your weight and capture attention for transformative ideas, the necessity of building coalitions, understanding resistance, and the importance of courage in navigating change. Gary shares profound insights from his book, illuminating how individuals can drive radical change in even the most resistant corporate environments. This conversation is a must-listen for anyone passionate about innovation, strategy, and leading transformative change in business. Discover how to: Challenge outdated business models Overcome organizational resistance Build grassroots momentum for innovation Lead change even when you don't have formal authority This is Part 4 of our deep-dive series on Leading the Revolution, where Hamel outlines the practical playbook for driving radical innovation inside established organizations. Whether you're an intrapreneur, innovation leader, or just tired of business-as-usual, this episode will fuel your fire to lead change from within.   00:00 Introduction and Welcome 00:22 Corporate Rebels and Navigating the Corporate Maze 00:46 The Revolutionary Imperative 00:58 Challenges of Pitching New Ideas 01:35 The Path Less Trodden 02:00 Gary Hamel's Insights on Corporate Innovation 04:04 The Importance of Alignment and Its Pitfalls 07:33 Case Studies of Successful Change Makers 12:31 Building a Point of View and Writing a Manifesto 36:24 Anticipating Resistance and Overcoming Objections 38:47 Navigating Relationship Challenges 39:14 The Four Stages of Denial in Relationships 40:18 Corporate Lessons from Toyota's Success 42:07 The Importance of Confronting Beliefs 44:26 Leadership and Organizational Renewal 46:01 Challenges in Entrepreneurial Companies 49:07 Building Coalitions for Change 01:12:10 The Role of Courage in Leadership 01:16:41 Final Thoughts and Reflections   Find the book here:   Find Gary here:   Find Aidan and the Innovation Show: 

In this episode, we dive deep into the future of work and performance marketing with Nick Miller, founder of Seed, a Brighton-based marketing agency. We explore the intersection between innovative work cultures and effective marketing strategies, discussing how Nick's journey and values have shaped Seed over the last decade. Discover insights into the Corporate Rebels' approach, the importance of authenticity in business, and Seed's vision for a sustainable and people-centered workplace. Nick also shares his experiences and strategies for aligning with client goals, driving growth, and navigating the evolving landscape of digital marketing. Join us for an enlightening conversation on how businesses can thrive by fostering a progressive and engaged workforce.Connect with Nick:https://www.linkedin.com/in/nickstuartmiller/https://helloseed.co.uk/Book - Corporate Rebels:https://www.worldofbooks.com/en-gb/products/corporate-rebels-book-joost-minnaar-9789083004808This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy

Chaque fois que quelqu'un me parle de son aversion au statu-quo dans le monde du travail, je lui propose de lire le livre "Corporate Rebels". Une lecture... dangereuse.Pourquoi dangereuse? Ben, ce livre donne un paquet d'exemples d'environnements de travail qui ont osé faire des choses complètement différemment. Des chose que des "experts" qualifieraient "d'insoutenables financièrement" et que "ça ne peut juste pas fonctionner à long terme". Et pourtant, ces entreprises s'en sortent plus que bien!C'est une fenêtre vers un monde possible, enviable, mais qui en même temps nous semble inatteignable. Parce que pour s'y rendre, faut vouloir changer... Et le changement vers quelque chose de plus démocratique, plus noble, plus humain, ça semble être une allergie qu'ont développé pas mal de dirigeants. Néanmoins, on vous ramène vers les 8 (ou 9) tendance des entreprises progressistes de Corporate Rebels. Il est temps qu'on commence à exiger des changements en se basant sur ceux qui les ont déjà faits. "Ça marchera pas pour nous" commence à être une excuse assez usée. Alors, faut nous le dire... "Can't, or won't" ?Les épisodes de Go Pyrate! sont rendus possibles grâce à l'implication de nos membres Patreon. Nos membres ont un accès privilégié à Olivier, à la communauté Pyrate sur Discord, un accès anticipé aux épisodes, un accès à un épisode exclusif aux membres par mois. Pour en savoir plus, visitez Go Pyrate! sur Patreon.

Matt has a fascinating conversation with Shannon Lucas and Tracey Lovejoy. They share their journeys from high school overachievers to leaders in corporate anthropology and executive coaching. Shannon and Tracey discuss their work with catalysts—individuals who drive change and innovation within organizations—and how they help these leaders avoid burnout while achieving impactful results. You'll get a powerful look at how understanding and leveraging natural talents can lead to both personal fulfillment and professional success. This is an inspiring discussion about ambition, resilience, and the human side of leadership.Chapters:00:00:00 - Welcome to the Eternal Optimist!! 00:00:59 - Tracey's Journey: From High School Researcher to Corporate Anthropologist00:04:13 - Shannon's Path: Recycling Initiatives to Innovation Leadership00:07:00 - Transition to Corporate Anthropology: Supporting Customer Needs 00:09:00 - Challenges in Activating Innovation Champions: The 30-70 Rule00:12:14 - Challenges and Triumphs: Navigating Business and Personal Life00:29:25 - Gratitude and Self-Knowledge: Keys to Personal and Professional Growth00:33:49 - Embracing Ambition: The Power of Being 'Too Much'00:34:52 - Body Image and Shame: Overcoming Societal Expectations00:35:54 - Parenting Regrets and Growth: Lessons Learned00:38:00 - Military Upbringing and Masculinity: Shaping Leadership Styles00:41:48 - Journaling: A Tool for Reflection and Growth00:47:47 - Catalysts in Organizations: Driving Change and Innovation00:52:00 - Building an Agile and Resilient Workforce: Lessons from Healthcare and Financial Services 00:55:00 - Creating Sustainable Change: The Role of Executive Teams in Transformation 00:57:00 - Personal Operating Manual: Understanding and Reducing Burnout in Catalysts01:00:37 - Final Thoughts and Book RecommendationsLinks and Resources:Shannon Lucas on LinkedIn: https://www.linkedin.com/in/shannonglucas/ Tracey Lovejoy on LinkedIn: https://www.linkedin.com/in/lovejoytracey/ Catalyst Connections: https://catalystconstellations.com/ Thanks so much for joining us this week. Want to subscribe to Eternal Optimist? Have some feedback you'd like to share? Connect with us on iTunes and leave us a review!

We zijn schrikbarend veel tijd en geld kwijt met elkaars werk controleren, blijkt uit onderzoek van CNV. Piet Fortuin legt het uit. Kan het ook anders? Pim de Morree van Corporate Rebels helpt bedrijven om werk leuk en zelfsturend te maken.  Presentator Hans van der Steeg in gesprek met: * Piet Fortuin, CNV-voorzitter * Pim de Morree, Corporate Rebels

In this rigorous episode, Jim Verquist, Founder of Engine2 Innovation, shares how he brought the corporate rebel model to tech-based companies around the world.You will discover:- Why do successful companies lose their mojo over time- Why the problem isn't bureaucracy and what it is instead- The 3 things you need to create a second engine of growth for your business
Before launching 3 Silicon Valley startups, Jim Verquist served four years in the U.S. Marine Corps. He then went on to earn his MBA and went to work for big companies. He led a turnaround at Millennium and a Fast Strategy transformation at Best Doctors. Now, he's now launched Engine2 Innovation for businesses that need a second growth engine. His firm uses the corporate rebel model. Corporate rebels have created more billion-dollar breakthroughs than Bell Labs and Xerox PARC combined.
Want to learn more about Jim Verquist's work at Engine2 Innovation? Check out his website at https://engine2.us/

Kun je werk zo organiseren dat mensen elke dag met plezier komen en het beste van zichzelf laten zien? Dat is de missie van Corporate Rebel Pim de Morree.Zijn verhaal leest als een jongensboek. Hij zei een goedbetalende-maar-saaie baan vaarwel om samen met zijn collega de wereld over te reizen op zoek naar de allerbeste bedrijven om voor te werken. Bedrijven waar plezier en prestatie hand in hand gaan.Het resultaat: hun mega-succesvolle kennisplatform Corporate Rebels, met een schatkamer vol slimme ideeën om werk weer awesome te maken.Meetings zijn manifestaties van een teamcultuur. Het zijn momenten van de waarheid. Op 30 mei gaat gaat Pim daar dieper op in. In deze podcast hoor je wat Pim ontdekte over het belang van Psychologische Veiligheid in geweldige organisaties:Waarom leidt psychologische veiligheid tot meer innovatie en hogere prestaties?Wat is de waarde van het werk van Amy Edmondson hierin?Waarom is het allesbehalve soft, maar juist heel eerlijk-ook-als-het-hard-is?Hoe vergader je minder, beter en slimmer?Welke tip direct kunt toepassen om meetings effectiever te maken.Christ Coolen en Hans Janssen vragen Pim alles over leuker werken en slimmer vergaderen.Meer weten?Lees meer over het werk van Corporate RebelsKom naar het seminar met Amy Edmondson & Pim de MorreeLees meer over het werk van Corporate Rebels: www.corporate-rebels.comKom naar het seminar met Amy Edmondson & Pim de Morree: https://www.denkproducties.nl/seminars/amy-edmondson-psychological-safety

The Cynefin Framework sets out different lenses through which circumstances can be made sense of, from 'clear' through to 'chaos'!  As we have covered on previous episodes of the show (CR020 & CR003), it is very useful for helping frame and understand the shift to “digital”.This week, Dave, Sjoukje, and Rob talk to Rob England and Cherry Vu, who are Teal Unicorn and explore new ways of management, about the relevance of the Cynefin Framework in their work with organisations, the builds Rob and Cherry have made on it (with Dave Snowden!), and what results they have seen.  We also talk about ways to drive additional value from the Cloud.TLDR:01:00 Anti-Compentative UK probe into Cloud Service Providers 04:40 Cloud conversation with Rob England and Cherry Vu44:13 Three actions to unlock greater Cloud Value51:50 Celebrating Robs 21st birthday and a Corporate Rebels write up! Further ReadingTeal Unicorn books: https://tealunicorn.com/books/Cynefin Framework:  https://www.amazon.co.uk/Cynefin-Weaving-Sense-Making-Fabric-World/dp/1735379905/ref=asc_df_1735379905/?tag=googshopuk-21&linkCode=df0&hvadid=463023885319&hvpos=&hvnetw=g&hvrand=1138553241603419895&hvpone=&hvptwo=&hvqmt=&hvdev=c&hvdvcmdl=&hvlocint=&hvlocphy=9180995&hvtargid=pla-1000081345849&psc=1&mcid=d8fac6716c5d3c1f88cb07d2dcb423a3&th=1&psc=1 GuestRob England: https://www.linkedin.com/in/robenglandattwohills/Cherry Vu: https://www.linkedin.com/in/drcherryvu/HostsDave Chapman: https://www.linkedin.com/in/chapmandr/Sjoukje Zaal: https://www.linkedin.com/in/sjoukjezaal/Rob Kernahan: https://www.linkedin.com/in/rob-kernahan/ProductionMarcel Van Der Burg: https://www.linkedin.com/in/marcel-van-der-burg-99a655/Dave Chapman: https://www.linkedin.com/in/chapmandr/SoundBen Corbett: https://www.linkedin.com/in/ben-corbett-3b6a11135/Louis Corbett:  https://www.linkedin.com/in/louis-corbett-087250264/

Comme on ne peut pas se démarquer en faisant comme tout le monde, il arrive que des entreprises tentent de faire mieux en brisant certaines règles sociales non-écrites.Les organisations qui mettent en place la transparence salariale en font partie. Aujourd'hui, ce n'est plus aussi rare qu'il y a 10 ou 15 ans. D'ailleurs, l'organization Corporate Rebels a identifié que l'une des 8 tendances des entreprises progressistes était de passer du secret et du contrôle de l'information vers une organisation qui fait de la transparence radicale. Alors dans cet épisode, voyons un élément de transparence radicale et parlons de la transparence salariale. En plus de discuter de quelques recherches sur le sujet, nous allons échanger sur quelques études de cas, étrangers et plus locaux. Bon épisode! Les épisodes de Go Pyrate! sont rendus possibles grâce à l'implication de nos membres Patreon. Nos membres ont un accès privilégié à Olivier, à la communauté Pyrate sur Discord, un accès anticipé aux épisodes, un accès à un épisode exclusif aux membres par mois. Pour en savoir plus, visitez Go Pyrate! sur Patreon.

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In this episode of Never Mind the Pain Points, Pim de Morree, Co-founder at Corporate Rebels, chats to our in-house performance psychologist, Suzie Mossman Monk about how organisations can become more progressive and empower teams to highly perform.

De ondertitel van het boek is wat pretentieus, Haier's RenDanHeYi model and the end of management as we know it De auteurs Joost Minnaar en Pim de Morree zijn de oprichters van Corporate Rebels, hun eerste boek hebben we ook gelezen, Corporate Rebels #boekencast afl 11. Dit is een interessant boek, maar minder makkelijk te lezen dan hun eerste boek, dat als een soort jongensdroom leest. Dit boek is vooral de geschiedenis op een rij van een bijzonder bedrijf. Ze nemen je mee door de vijf opvolgende grote organisatie veranderingen van Haier. Bij het lezen van het boek riep het ook vragen bij me op over de oneindige behoefte om te groeien, en de focus op economisch groei. Hoe duurzaam is dit? Haier is een bijzonder bedrijf en het boek laat zien wat het voordeel is van het opdelen in kleine cellen en werknemers veranderen in ondernemers. Het boek heeft de volgende hoofdstukken: Voorwoord Preface Prologue Earth Water Air Fire Space DIY Rendanheyi Epilogue Het mooie vind ik de drie sterke cultuur aspecten die naar voren komen en dat je kunt meenemen voor je eigen bedrijf: dicht op de klant, de energie van ondernemers, en het delen van de winst. Bijzonder in het boek vind ik de focus op één man, Ruimin, die verantwoorlijk lijkt te zijn voor al het succes. Een bedrijf waar hard werken, en afgerekend worden op succes de norm is. Waar ze het tij mee hebben gehad in een tijd waarin de Chineese markt open ging en het communistische systeem langzaam maar zeker steeds kapitalistischer werd. Earth Achtergrond van de start van het nieuwe bedrijf, de overgang van Ford naar Toyota way met focus op kwaliteit. De Toyota periode wordt volgens de auteurs overgenomen door de Haier periode. Waar decentralisatie een grote rol speelt, zoals ook bij Buurtzorg, Handelsbanken, VkusVill, Centigo en NER group. Wat ik mis is zijn voorbeelden van cooperaties en holocraties, die mogelijk minder geschikt om op te schalen voorbij een bepaald niveau? Verder zou ik grag enkele voorbeelden gezien hebben waarbij het niet alleen om economische groei, maar ook sociaal en ecologische groei gaat, zoals Patagonia. Voorbeelden die wel aan bod kwamen in hun eerste boek. Bedrijven en organisaties waar het niet alleen gaat om zo groot mogelijk te worden, maar vooral om duurzaamheid (ecologisch, sociaal, lange termijn van het bedrijf). Water In dit hoofdstuk gaat het over de geschiedenis van Rendanheyi (1986-2012), waarin hij manager wordt van het verlieslijdende koelkasten bedrijf. Hij veranderd het bedrijf door een focus op kwaliteit, en een merk op te bouwen. Hij gebruikt het OCE model in de uitvoering. Ze komen van een communistische omgeving waarin iedereeen zijn werk deed zonder echte passie of inzet. Toen de kwaliteit eenmaal goed was begon de periode van diversivicatie. Ze nemen veel bedrijven over, mede ondersteund door de staat. Het is goed om je te realiseren dat veel gebeurt in samenwerking met de overheid in deze periode in China, zo hebben ze de wind mee bij het openen van de Chineese markt en de kansen voor Haier om buiten China te verkopen en te ontwikkelen. Een mooi verhaal over hoe GE de Chineese markt op kwam en eerst Haier wilden kopen, en toen dat mislukte gingen ze de aanval in om Haier te vernietigen. Anglo-Amerikaanser kan het haast niet. Interessante afeelding op pag 53 waar de klant boven alles staat, en daaronder de productie, ondersteuning en onderaan de eigenaren. Air Dit is de periode van 2012-2019, de Rendanheyi 2.0 uitvoering. Internet krijgt een centrale rol in de organisatie met verschillende platformen waar bedrijven uit de groep mensen en bedrijven kunnen inhuren. In deze periode schrappen ze de banen van 12.000 midden managers. Ze krijgen de keuze, of ontslag of je wordt ondernemer in de nieuwe structuur. Managers zijn niet meer nodig om te leiden, dat doen vanaf nu de klanten. Fire De periode van 2019 en verder, Rendanheyi 3.0,

On today's episode I'm joined by Mark Eddleston, New Ways of Working nerd, consultant, facilitator and trainer.  Mark has been on my list to have on the podcast for a while now as I'm a big fan of his playbook, and for the way he constantly asks the big questions about new ways of working.  For years Mark has been practising progressive ways of working and first came across new ways of working in New Zealand in 2015 after spending a frustrating decade in traditional workplaces. It was the first time he found consistent fulfilment in work. This beautiful and challenging experience was with a law firm and community organisation that features on the distinguished Corporate Rebels ‘bucket list'.  As Mark says, “once you taste this way of working, it's impossible to go back.” Mark has been a team member in three organisations that embraced progressive ways of working and has supported many more on their journey's. Today mark and I are going to chat about patterns found in progressive organisations, complexity, and the inspiration for his playbook.  Mark leads the New Ways of Working (NWOW) online course, curated the NWOW Playbook, and writes the NWOW newsletter.  Discover more about Mark's work; New Ways of Working Playbook; https://newwaysofworking.notion.site/newwaysofworking/New-Ways-of-Working-Playbook-dc607e37f7894f4a9be698a6573cb97b  Website: https://www.marco.work/  LinkedIn: https://www.linkedin.com/in/markeddleston/  Twitter: https://twitter.com/marco_eds  Discover more about Lizzie; https://www.linkedin.com/in/lizzie-benton/ https://libertymind.co.uk/ This season is sponsored by Semco Style UK; https://www.semcostyle.co.uk/

Excuse us for this interruption of our regular programming. This is a special episode of our Living Room Conversations. We have something to say and we'd love to invite you to come and listen. Our couch will be flanked by two rebels after our own heart. Pim de Moree of the Corporate Rebels and Timm Urschinger, our very own rebellious LIVEscience AG will be on our hot seat. In this episode, hosted by Rhea Ong Yiu, we will be doing lightning rounds, fast talks and bouncing off energy about making work more fun…while catalyzing success in your organizations and the world! Still not getting the drift? Make sure you join this conversation and find out what's brewing!

Helen and Sarah are back with another squiggly skills series and this time they are focusing on the soft skills we all need to succeed.Over the next 4 weeks they'll be exploring originality, critical thinking, social influence and stress tolerance. For each episode, they will read and review 2 books on the topic to understand more about the skill - what it is, why it matters and how we can all develop and demonstrate it at work.This episode of the soft skills series kicks-off with originality. Helen reviews insights and ideas from Originals by Adam Grant and Sarah shares her learning from Corporate Rebels by Pim de Morree and Joost Minnaar.More ways to learn about Squiggly Careers:1. Download our Squiggly Careers PodBook: https://rb.gy/orb0n5 2. Sign-up for PodMail, a weekly summary of the latest squiggly career tools https://rb.gy/2xyo8i3. Read our books 'The Squiggly Career' and 'You Coach You' https://www.amazingif.com/books/If you have any questions or feedback (which we love!) you can email us at helenandsarah@squigglycareers.com Hosted on Acast. See acast.com/privacy for more information.

“我们对工作本身并不失望，它困难而有趣。让我们抓狂的是公司的管理方式。我们被当作孩子一样，被禁锢，失去自由感。”常年呆在密闭写字楼里、过着朝九晚六、两点一线的朋友们，对上面的话应该极有认同感。只是习惯了密不透风的工作环境、开不完的会议日程，大多数人会选择接受现实，并试着自我调侃：这不就是打工人该过的生活嘛？人们会开始自我洗脑，“成年人的世界哪来那么多选择”，喜欢和自由是奢侈品，工作就是为了养家活口，还房贷车贷，至于工作有不有趣，那是职场小白未经社会毒打才说得出来的话。然而在世界的某个角落，两个天真的成年人发起了异议。他们对朝九晚五的生活方式、以办公时长来评判工作的管理模式心生厌倦，并在2015年放弃原有工作，创办“企业叛逆者”，建立同名网站Corporate Rebels，发布“人生愿望清单”旅行计划。在后面的几年里，他们走访了五大洲30多个国家，拜访了100多位行业先锋，完成了1000多场近距离访谈。他们去加利福尼亚拜访了最能鼓舞人心的公司；到斯德哥尔摩参观了一家拥有数百名员工却没有老板的公司；到比利时看到了工作地点、时间和方式由他们自己决定的公务员；更飞到了中国，和70000多名员工共度时光，并和老总张瑞敏进行了深度探讨。他们帮助很多企业颠覆了传统的结构和工作方式，并和其他成员一起，推广“让工作更有趣”的理念。这两个人就是约斯特·米纳和皮姆·德·莫雷，企业叛逆者创始人。他们被《纽约时报》《福布斯》推荐，被评选为“全球30大新兴管理思想家”，并获得Thinkers 50突破创意奖提名。新书《不拘一格的组织：未来企业管理的八大趋势》里，他们分享了这些年的思想结晶，并从“企业目的、组织结构、领导方式、运营方式、企业文化、管理模式、信息公开以及人才招募”八个方面，深度剖析未来企业管理的8个趋势。一、打工人，也可以是创业人在过去的旅程中，约斯特和皮姆发现，员工缺乏工作参与感是全世界职场的主要问题。Gallup研究数据表示，全球范围内只有15%的员工对工作有参与感。全球有7万亿美元浪费在因参与度不高导致的生产力丧失中。而这一点，很多企业组织并非不知，却无心改变。然而世界先进的组织是怎么运行的呢？1.企业目的：从“利润”到“目的和价值”近年《商业伦理学杂志》的一篇论文表明，当利润不再是企业的首要考虑因素时，员工的积极性会提高17%-33%。《哈佛商业评论》中亚当·格兰特教授也提出，更高的目标和适合的核心价值观是两大人才激励因素。书中以户外品牌巴塔哥尼亚为案例，从创始人伟大的企业目标“拯救地球家园”开始讲述，分析了这家公司，具体做对了什么：第一，确定一个大胆的目标。第二，将信息传达给所有人。第三，招聘候选人要基于和企业文化的契合度，而非技能。第四，衡量影响，追踪进展，广泛分享。第五，行动至上。2.组织架构：从“科层制金字塔”到“团队网络”本书最值得关注的就是约斯特和皮姆飞到了中国，和海尔总裁张瑞敏的对话。海尔的“人单合一”管理模式在国内外都非常著名。海尔旗下有4000多个小微企业，是由员工自主经营的小型公司，大多数由15名员工组成，少的更少，多的也有200名的，员工称为创客，被赋予相应权利，几乎可以做出所有决策，每个人都可以成为自己的CEO，形成了一个以创业精神为核心的组织，也就是“链群”。张瑞敏曾用一个比喻声动地描述：“我们是如同热带雨林一样的组织，故事的最后，帝国终将崩溃，而雨林将持久不衰。”众多小微企业里，约斯特深入研究了雷神科技，也听到了不少类似路凯林那样的成功故事，和海尔结下了不解之缘。约斯特也在书中分享到那些先进组织的组织结构框架，供大家参考：相信一线员工才是价值的创造者，领导方式从“控制”变“支持”。瑞典的Spotify，IT部门是小型自治团队，员工自行决定自己的工作方式。管理层越少越好。团队作为小公司运行，自行决定工作地点、方式及伙伴；团队之间会有良性竞争环境。这是真正的组织变革。除了放下所有权，创建小型组织网络外，还创立在线平台，实现资源共享，这也是目前海尔所做的事情。企业目标和组织结构的变化，必然会带来员工参与度的提升。员工在这样的环境下会完成角色转换，知道是为自己的人生做设计，而非为他人做嫁衣。而组织结构变化也会带来领导方式、运营方式、管理模式的变革。《不拘一格的组织》里讲述了类似的“企业叛逆者”故事，揭示全球管理领域的最新动向。二、自由的工作场所，重塑先进企业文化回归企业绩效的关键杠杆，有两个——工作场所和企业文化。现在“数字游民”“远程办公”的概念很火，可能很多人觉得只会发生在私企，但在比利时联邦社会保障部，公务员也可以拥有这样的生活方式。当约斯特他们在某个工作日去参观大楼时，发现在办公室的人并不多。员工一周五天在不在办公室很重要吗？比利时社保部的部长克弗兰克的答案自然是否定的。弗兰克是个有趣的人物，“看起来像《丁丁历险记》的漫画人物蓝比克”，笑容灿烂，眼睛有神，身穿夺目的蓝色鞋子和极具色彩冲突的袜子。2002年前，社保部被评为比利时最无生气和服务最差的政府，臭名昭著，连吸引新人才都是个问题。组织内部沟通机制极有问题，员工互不关心其他人在做什么，大多数人难以解释自己的职责是什么，整栋大楼毫无生气，工作效率奇低。而在弗兰克接手后，社保部从企业文化，到规章制度，再到整个团队的工作效率和精神面貌发生了巨大的变化。“我们的目标是让公务员工作得更加快乐，建立一个更高效的政府，希望社会保障部成为一个有吸引力的组织，让顾客和员工感到宾至如归。”弗兰克说道。组织转型期间，弗兰克让员工描述他们的理想未来，然后从中获取信息；领导者会和员工对话，询问员工困扰、工作驱动力及何种改变会让他们快乐；员工可以自行决定如何提供和更新服务，每个人的想法会被认真对待，每个人都可以为组织出一份力。员工参与度提升，企业文化慢慢被重塑，最明显的一项变化就是：组织对工作结果的关注取代了对工作时长的痴迷。比利时社保部的打卡制度陆续被废除，很多工作流程人性化，工作场所变得更为舒适，文件数字化，员工也不再需要去办公室翻箱倒柜，员工重新获得了对生活的控制。所有政府公务员入职后，都会收到一台笔记本电脑和联网的电话，这是远程办公的基础设施。人们通常认为员工坐在办公桌前，办公效率是很高的，实质上真的是这样吗？这帮公务员们向人们证明了一件事，不考虑生产力而一味坚持朝九晚五的工作状态毫无意义。从乏味的工作场所再到可以自由选择办公地点，这一变化体现的不只是跳出工作地点的舒服，而是体现了企业文化从“规则和控制”到“自由和信任”。当然，很多企业想做到这一点，“信任”二字是最需要逾越的鸿沟。以上说的很多东西，听起来都像是天方夜谭，而且尤其是发生在一个政府部门中。像弗兰克说的，比利时的政治家，是他见过最不愿改变的人，所以一开始他隐瞒了自己的想法，真正的行动和当初面试时说的话完全不同，但他的想法造就了如今先进的组织，带来了全新的服务部门。三、生活有100种可能性，工作和管理模式就可以有1000种可能性尽管上面讲述的公司、企业、组织离大多数普通人的生活很远，很多工作对办公场所的要求也不一样。目前互联网技术，也还未能发展到能支持所有行业岗位无纸化办公和远程办公的程度，但上面的组织向我们展现了未来工作方式的更多可能性，也告诉我们——任何工作都可以是有趣的，有趣和糊口并不对立。而对于像我这种天生就热爱自由的创意工作者来说，读了本书除了开眼界，还得出了一个结论：企业需要员工的参与度提高才会更高的生产力，而员工需要自由的本质是为了重获对工作的可控权，两者并不冲突；甚至在某个打破信任壁垒的拐角，员工和企业的方向和步伐是一致的。当越来越多人渴望自由的工作方式，也会有越来越多的企业开始探索远程办公的可能性，尝试更能激发员工生产力和创造力的薪酬制度、更有弹性的管理模式。当然，正如作者所说的，“这本书并不是一套现成的解决方案，也不是把你的工作场所即刻变成天堂的魔咒，它是想法的汇聚、是改变的灵感源泉；它是选择、思想和灵感的序曲，而不是教条。”阅读本书或许解决不了现阶段什么问题，但这是个旅程，希望你喜欢这个旅程。

Posts da Caroline Fernandes sobre os aprendizados com o livro Corporate Rebels

Matt K. Parker is the author of a freshly released book A Radical Enterprise. I had a chance to read it and it sums up beautifully where modern-day enterprises should be heading today if they want to keep pace with others in the future. Listen to the conversation where Matt describes 4 basic imperatives that radically collaborative organizations excel at.Subscribe to 0800-DEVOPS newsletter here.Show notes:- This interview is featured in 0800-DEVOPS #35 - Radical collaboration with Matt K. Parker– Matt recommends: Corporate Rebels, Thích Nhất Hạnh

Het boek begint als een droom die veel mensen hebben, maar de meesten niet durven te verwezenlijken. Joost en Pim besluiten op een mooie dag hun baan op te zeggen omdat ze denken dat werk anders kan. Werk kan ook leuk zijn. Met het boek The Seven Day Weekend (Ricardo Semler) als startpunt maken ze een lijst van mensen die ze willen spreken over hoe je werk leuk, uitdagend en interessant maakt. Ze leggen hun geld bij elkaar, gaan kleiner wonen en maken de eerste afspraken. Zo hebben ze gesprekken met ondernemers, ceo’s, experts en professoren over de gehele wereld, over bedrijven en organisaties die het anders doen. De gesprekken worden vastgelegd op hun blog corporate-rebels.com. Dat daarna is omgezet in een boek.Support the show: https://krant.nlSee omnystudio.com/listener for privacy information.

Mustapha Moutout est Fondateur et Directeur Général du Cabinet Novancy One, lancé en 2015 et devenu une référence dans le domaine du recrutement Digital & IT au Maroc. Fort d'un capital confiance construit sur une longue durée avec les lauréats des écoles d'ingénieurs, Novancy a construit son modèle sur l'excellence de l'expérience candidat et un modèle de management interne automatisé, cultivant l'appartenance et la performance. Originaire de Aït Ourir un petit village dans les environs de Marrakech, Mustapha a puisé son inspiration dans les modèles de réussite, issus du Douar. Son parcours scolaire en internat au lycée de Tahannaout va forger son ambition et envie de découvrir d'autres horizons “ je voulais être quelqu'un qui fuit la misère et capable de se construire ! “ En rejoignant l'ENSIAS, il s'ouvre à une communauté d'ingénieurs solidaires et y développe un fort relationnel et esprit d'appartenance, environnement propice pour expérimenter différentes initiatives à fort impact sur son parcours.  C'est ainsi qu'en tant qu'étudiant, il facilite ses premiers recrutements dans le cadre du Forum Génie Entreprises et lance un Blog référentiel des cabinets de consulting avec la publication d'offres d'emplois Il entame une carrière de consultant généraliste et décide rapidement de se mettre en indépendant, faisant le choix de se libérer des contraintes du salariat, de pouvoir gérer son temps et rencontrer encore plus des gens à tout moment. Il s'adosse à quelques partenaires clés à temps partiel pour pouvoir développer son propre projet entrepreneurial dans le recrutement Il démarre en 2015 avec son réseau établi de lauréats de plusieurs écoles d'ingénieurs, en recrutant 3 jeunes diplômés et demandant à des entreprises de lui confier leurs besoins gratuitement, avec l'ambition de construire son propre processus de recrutement    “ Il y'a toujours de la place pour un nouvel entrant sur le marché !”  “ Je vais revenir vers un métier que je sais faire : le recrutement  !”   Mustapha a mis 1 an à asseoir ce modèle pour qu'il puisse s'y consacrer à plein temps. Novancy a construit son développement autour de l'excellence de l'expérience candidat, jusqu'à constituer une base de 105.000 cadres dirigeants, en s'appuyant sur les axes fondamentaux suivants  : Processus de recrutement professionnalisé et affiné avec le temps adoptant l'approche Agile en mode Sprint pour livrer les clients Système intégré automatisant les étapes de recrutement ATS (Application Tracking System) et utilisant des technologies poussées de Matching et de recherche sémantique   Equipe fortement engagée avec un modèle de management souple : management flat, semaine de 36H, remote et pilotage par la performance Mustapha encourage chacun à continuer à élargir de manière proactive son réseau, lui même s'est constitué un cercle de Top Managers, généreux de leur temps et en conseils, qu'il peut solliciter en cas de besoin  " Il faut s'entourer de grands pour grandir ! " Novancy poursuit son développement auprès des clients internationaux et en organisant des événements phares comme le Africa IT Days, un Forum 100% Virtuel de Recrutement et de partage d'expérience, lancé en novembre 2020 sur le digital et le bancaire.   Les lectures recommandées par Mustapha : Hacking Growth de Sean Ellis  Corporate Rebels 8 Alternatives Pour Transformer Radicalement Le Travail, PIm de Morree, Joost Minnaar  Measure What Matters - How Google, Bono, And The Gates Foundation Rock The World With Okrs de John Doerr The Lean Startup de Eric Ries

Today's guest David Lockwood has been involved with the British cheese scene for 25 years – and is currently the Managing Director of Neal's Yard Dairy. The artisanal cheese retailer works with about 40 cheesemakers. They select, mature and sell farmhouse cheese from the UK and Ireland. Their secret to their success? Always have a clear, long-term plan in mind. I had a great time meeting David in person, checking out their dairy in London. Tune in to our conversation as we explore the history of Neal's Yard, mission statements, paying your staff good salaries, being flavour-driven, treating your suppliers like they are your partners – and his brief stint working on Wall Street.  Links: Neal's Yard Dairy: ​​https://www.nealsyarddairy.co.uk/ (https://www.nealsyarddairy.co.uk/)  #114 Ari Weinzweig, Co-Founder of Zingerman's, on Self-Leadership: https://hospitality-mavericks.captivate.fm/episode/114 (https://hospitality-mavericks.captivate.fm/episode/114)  #91 Pim de Morree, Co-Founder of Corporate Rebels, on Progressive Missions: https://hospitality-mavericks.captivate.fm/episode/91 (https://hospitality-mavericks.captivate.fm/episode/91)  David's email: david@nealsyarddairy.co.uk   Connect with the podcast: https://colossal-designer-2784.ck.page/40ada1483a (Join the Hospitality Mavericks newsletter): https://rb.gy/5rqyeq (https://rb.gy/5rqyeq)   A big thank you to our sponsor Bizimply who are helping progressive leaders and operators making every shift run like clockwork. Head to our website at https://www.bizimply.com/?utm_source=partner&utm_medium=referral&utm_campaign=mavericks (www.bizimply.com) or email them directly at advice@bizimply.com. Download Your Free Copy of From Fragile to Agile White Paper here

Pim De Morree, co-founder of Corporate Rebels talks about what he and his partner, Joost Minaar discovered traveling the world and researching innovative organizations. He shares the 8 shifts that the pioneering organizations embrace as they move towards a more engaging and meaningful work experience.  To join the CultureBrained Community, go to tiny.one/culturebrained

Welkom bij de MLC BoekenCast! Een serie waarin onze collega's boeken bespreken over relevante en innovatieve ontwikkelingen in organisaties.

In this special episode we are joined by Pim de Morree - one half of Employee Experience royalty Corporate Rebels. Pim and co-founder Joost Minnaar ditched their frustrating office jobs to embark on a journey as a couple of rebels visiting pioneers who are changing the status quo of workplaces. Today, we learn what they discovered. We talk about organisational design, their famous bucket list, the origins of the brand, and more. Plus: all about mushroom management and why it fails.  Episode Notes:  Pim de Morree and Joost Minnaar founded the Corporate Rebels blog in 2016, to share their thoughts and findings from visiting workplaces around the world that inspired them. Since then the brand has expanded to include the Corporate Rebels Academy, presentations & workshops, the Corporate Rebels book, and more.  Books mentioned:  “Corporate Rebels: Make Work More Fun” (2020) by Pim de Morree and Joost Minnaar “Maverick: The Success Story Behind the World's Most Unusual Workplace” (1993) by Ricardo Semler  “Turn the Ship Around!: A True Story of Turning Followers into Leaders” (2013) by L. David Marquet “Team of Teams: New Rules of Engagement for a Complex World” (2015) by General Stanley McChrystal “Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness” (2014) by Frederick Laloux

In this episode, we welcome Lisa Gill, who is included in the Thinkers50 Radar 2020 list. She is the host of the Leadermorphosis podcast, for which she has interviewed thought leaders and practitioners from all over the world about the future of work. As a writer, she regularly contributes to websites like Corporate Rebels, as well as her blog on Medium, and was nominated for the EODF Best Written Contribution Award. Lisa is the co-author of the book 'Moose Heads on the Table: Stories About Self-Managing Organisations from Sweden' (2020).

Knowledge is about learning from experience – whether your personal exploits or from the experiences of others.  Pim de Morree and Joost Minnaar quit their professional jobs and co-founded Corporate Rebels to identify companies that have innovated how to better engage people with their work.By learning from the experiences of others, they developed insights on things that any organization or practitioner can do to make work fun.  Their work captured the attention of such media as The New York Times, Forbes and BBC, and they achieved the “Top 30 Emergent Management Thinkers” from Thinkers50 Institute.Pim de Morree joins this episode of Center Stage to share those insights and a new venture to help shape the future of work.  Starting his career as an in industrial engineering, Pim became frustrated with the outdated working practices that challenge productivity, creativity and performance.  After working three years in a corporate job, he knew he needed something different. With his long-time friend Joost, both quit their jobs, formed a partnership, and set off to research, write about and share knowledge of organizations that make work fun.Some of the key insights surfaced during this podcast episode include:Anyone can enable change, from people just entering the workforce to innovators at the staff level.Innovation and change in structures and ways of working are happening everywhere around the globe and in all types of organizations, including long-time traditional organizations as well as start-ups.The future of work – whether changing organizational structures, cultures or ways of working – require all of us to embrace continuous learning.  That also means we have to unlearn or let go of things that made us successful in the past because those factors may hold us back from ensuring our future relevance.For more details about the Corporate Rebels, their new Academy or for robust conversation about the future of work, visit:  https://corporate-rebels.com/reinvent-your-organizational-culture/.

Pim de Morree joins me. He's the co-founder of Corporate Rebels and co-author of Corporate Rebels: Make work more fun. We talk about self-management, employee trust, Spotify, hybrid work, e-commerce, and the world coming around to his line of thinking. Support the show

Welcome to Episode 3 of our UK Spotlight 2021 series. Have you ever wondered if you can “make work more fun”? Well, it turns out that you're not alone! Joost Minnaar and Pim de Morree are the authors of the Corporate Rebels book, a literary movement that challenges the workplace status quo. After quitting their jobs and visiting the most innovative companies in the world, they built upon the success of their popular blog with a debut book. Ben sits down with Pim to discuss their experience when choosing between traditional publishing vs. self-publishing and why the control that IngramSpark provided ultimately won. Through the global changes of the past year, their conversation will provoke you to question the future of the workplace and why Corporate Rebels is timelier than ever. To discover more about the Corporate Rebels movement, visit https://corporate-rebels.com. To learn the basics of self-publishing, download IngramSpark's How to Self-Publish a Book Guide: https://selfpub.is/35eHrAp

"And I know those results have really just materialised from that dynamic of putting people first." Luke Kyte.    Those results include: Team retention: 97% team retention over the last two years.  Revenue & profit: increased 40% and 60% respectively  Annual leave: Since the introduction of unlimited holiday, annual leave has increased an average of 37% in the team  Sickness: per person has dropped to 0.46 days a year – the UK ave is 4.1. This demonstrates the effectiveness of policies that put people first.    Luke Kyte speaks openly about a cultural revolution at Reddico. In the early years the focus was on creating a fun place to work but they had missed some important ingredients that create a culture - like putting people first and giving people more responsibility, trust and freedom to work in a way that is right for them. Luke talks us through their journey from traditional management and traditional mindsets to where they are today with self-management. As a company they are constantly evolving and changing, there is no standing still. But now they have a way of working and level of transparency that reassures people and creates psychological business owners out of the team.    Luke Kyte is Head of Culture & Business Improvement at Reddico. His background is in Journalism and he originally joined Reddico as a content writer. He rolled out Reddico's culture manifesto in 2018, and has since helped Reddico to become the 4th best place to work in the UK, transitioning the business from a traditional framework, to one focused on self-management. He writes for the Corporate Rebels and speaks at events on Reddico's journey as well as workplace culture.    Connect with Luke On LinkedIn On Twitter @LukeKyte101 On Email luke.kyte@reddico.co.uk    Reddico recent awards Best Large SEO Agency Finalist European Search Awards 2021 Best Agency to Work For Winner Company Culture Awards 2021 5th in UK's Best Workplaces™ Great Place To Work® 2021 Best Small SEO Agency Winner European Search Awards 2020   Resources Mentioned Maverick - Ricardo Semler The Happy Manifesto - Henry Stewart Reinventing Organizations - Frederic Laloux

Bienvenue dans le podcast du HUMAN FACTOR by YANIRO, je m'appelle Alexis Eve et tous les mercredis je vais à la rencontre des Startups les plus véloces pour rentrer en détails dans les bonnes pratiques RH qui leur permet de faire du Facteur Humain un levier de croissance plutôt qu'un risque ! Le Human Factor ce n'est pas qu'un Buzzword, c'est aussi le nom de notre premier livre !Les clés de l'alignement entre associé.e.s, d'une organisation adaptée ou encore de la bonne relation à son travail, The Human Factor c'est 100 pages de retours terrain des plus belles startups et de bonnes pratiques actionnables. Retrouvez Camille Plainfossé sur LinkedIn Les ressources recommandées par Camille :Certaines entreprises américaines sont intéressantes à observer. Camille conseille de regarder le Culture Deck de Netflix ou le livre de leur ancienne DRH Patty McCord (Powerful: Building a Culture of Freedom and Responsibility) qui parle de leur culture du feedback. Concernant la culture RH au sens large ou des méthodes disruptives d'organisation, le site Corporate Rebels, qui propose aussi une newsletter et un livre. Joost Minnaar & Pim de Morree font le tour des entreprises dans le monde pour aller dénicher les pratiques innovantes de management et d'organisation. Voir Acast.com/privacy pour les informations sur la vie privée et l'opt-out.

Inscrivez-vous au webinaire du lancement de la formation Yaniro pour un max de cadeaux exclusifs : Ici (places limitées ! )Résumé de l'épisode

Nadja und Nicole haben es sich zur Mission gemacht, als New Work Guides all diejenigen zu begleiten und zu schulen, die Sicherheit und Flexibilität im Thema New Work gewinnen wollen. Sowohl New Work Einsteiger, als auch New Work Enthusiasten, Corporate Rebels, HR Professionals, Coaches, Change Berater, Organisationsentwickler und Führungskräfte zählen zu ihren Kunden, denen sie unter anderem mit Hilfe Ihrer selbst entwickelten New Work Toolbox helfen. Nadja hat als Consultant bei PriceWaterHouseCoopers als Consultant gearbeitet bevor sie sich als Coach selbstständig machte. Ihr Motto ist: #EndlichMontag. Nicole war u.a. Head of Business Innovation bei Siemens und entschloss sich dann, als Agile und New Work Coach die Dinge in die eigenen Hände zu nehmen.

Back in January 2016, Pim de Morree and Joost Minnaar quit their corporate jobs after their workplaces were too filled with too much inertia, bureaucracy and a lack of motivation. They started the blog Corporate Rebels and have been travelling the world to visit the most inspiring workplaces.  I’m super excited to finally have Pim on the show as I’m a huge fan of their book, Corporate Rebels. As we know, hospitality doesn’t work in a linear way, so why do so many organise themselves in such a top-down way? I bring Pim on to the show to uncover the key principles of how to organise a truly successful business. Tune in as we discuss being a supportive leader, why tech projects often flop, and what businesses are doing to keep innovative – from nursing care homes to manufacturing plants. Links: https://www.amazon.com/Corporate-Rebels-Make-work-more/dp/9083004805 (‘Corporate Rebels’ by Pim de Morree and Joost Minnaar) https://corporate-rebels.com/archives/ (Corporate Rebels Blog): https://corporate-rebels.com/archives/ (https://corporate-rebels.com/archives/)  https://corporate-rebels.com/trends/ (The 8 Trends): https://corporate-rebels.com/trends/ (https://corporate-rebels.com/trends/)  https://www.honestburgers.co.uk/ (Honest Burgers): https://www.honestburgers.co.uk/ (https://www.honestburgers.co.uk/)  https://www.zingermans.com/ (Zingermans): https://www.zingermans.com/ (https://www.zingermans.com/)  https://corporate-rebels.com/vkusvill/ (VkusVill: How A Russian Giant Disrupts The Retail Industry): https://corporate-rebels.com/vkusvill/ (https://corporate-rebels.com/vkusvill/)  https://corporate-rebels.com/psychological-safety/ (Promoting Psychological Safety In A Chinese Manufacturing Plant): https://corporate-rebels.com/psychological-safety/ (https://corporate-rebels.com/psychological-safety/)  https://corporate-rebels.com/buurtzorg/ (Buurtzorg's Healthcare Revolution): https://corporate-rebels.com/buurtzorg/ (https://corporate-rebels.com/buurtzorg/)  https://www.hospitalitymavericks.com/podcast/episode/4a14c886/34-love-it-or-leave-it-creating-workplace-happiness-with-samantha-clarke-happiness-consultant-author-and-founder-of-the-growth-and-happiness-school (#34: Love It Or Leave It: Creating Workplace Happiness With Samantha Clarke): https://cutt.ly/aj9xmUI (https://cutt.ly/aj9xmUI)  https://www.hospitalitymavericks.com/podcast/episode/3a8c37e6/40-organisational-and-individual-happiness-with-lars-kure-juul-hr-executive-author-cvo-andtrusted-advisor-of-motivational-landscape (#40 Organisational and Individual Happiness with Lars Kure Juul, HR Executive): https://cutt.ly/Wj9z5Jv (https://cutt.ly/Wj9z5Jv)  https://www.hospitalitymavericks.com/podcast/episode/29c64366/80-henry-stewart-chief-happiness-officer-at-happy-on-freedom-and-trust (#80 Henry Stewart, Chief Happiness Officer at Happy, on Freedom and Trust): https://cutt.ly/dj9zzs1 (https://cutt.ly/dj9zzs1)  Connect with the podcast: https://colossal-designer-2784.ck.page/40ada1483a (Join the Hospitality Mavericks newsletter): https://rb.gy/5rqyeq (https://rb.gy/5rqyeq)   https://www.facebook.com/groups/hospitalitygamechangers (Join the GameChanger Facebook Group): https://www.facebook.com/groups/hospitalitygamechangers (https://bit.ly/2GAvr2W) Please help us getting better by filling out the feedback survey on the podcast show here: https://bit.ly/37aIm5n (https://bit.ly/37aIm5n)  This podcast uses the following third-party services for analysis: Podcorn - https://podcorn.com/privacy Chartable - https://chartable.com/privacy Support this podcast

Perchè tutte le teorie manageriali dell'ultimo secolo sembrano sgretolarsi in questo presente di rapidissimi cambiamenti nell'organizzazione del lavoro?Con Francesco Frugiuele, Founder di Kopernicana, facciamo un'esplorazione "etnografica" davvero densa, riflettendo sulla rivoluzione in atto in termini di gestione intergenerazionale delle persone in azienda, tra Holacracy, Agile, Leadership e "Corporate Rebels".Una puntata tutta da assaporare per conoscere i risvolti del lavoro più o meno "smart" dei prossimi anni o far accendere qualche lampadina ai propri manager.SPECIAL GUEST PLAYLIST (https://spoti.fi/2Mr6bfk )La canzone suggerita da Francesco: "The times they're a changin" di Bob Dylan nella versione di Nina Simone (www.youtube.com/watch?v=Zk0VTl-cQTY)FOLLOW ME! -------------> https://linktr.ee/ThatsY IG: www.instagram.com/thatsy_podcast FB: www.facebook.com/ThatSyouth TikTok: www.tiktok.com/@thatsy_podcast LinkedIn: www.linkedin.com/in/giulioberonia Website: www.thatsy.net

Tom van der Lubbe is a visionary, sustainable entrepreneur, speaker, and writer. He co-founded Viisi Mortgages, the first financial organization in the world to implement Holacracy: an horizontal, self-governing and self-managing organization. In Holacracy the purpose or goal of the organization that should be the leading factor, and not the CEO or a manager. So Tom believes in a "why" of individuals and organisations. The "why" is the motivational engine that gives fulfilment in what we do. Today we get to talk to him about his most interesting vision on the future of work and organizations. In this episode, Tom explains: - why he thinks decentralized decision making is way more productive than micromanagement - why psychological safety is the key to high performing teams - why big bonuses are unnatural to us as humans, and are counterproductive - why everybody should be a leader, and nobody THE boss More about Tom: https://www.viisi.nl/over-viisi/team/tom-van-der-lubbe/ More about Holacracy: ‘Getting Teams Done’ - Diederick Janse & Marco Bogers ‘Reinventing Organizations’ – Frederic Laloux Corporate Rebels: https://corporate-rebels.com/ In the interview Tom mentions the layoffs at Heineken that morning. He decided to write an opion article about those layoffs, which was published in Dutch in the newspaper Trouw: www.trouw.nl/opinie/kiest-de-co…r-belang~b603da91/ And in English at the international platform Corporate Rebels: https://corporate-rebels.com/future-of-capitalism-swinkels-or-heineken-economy/ Producer: Gabriella van der Linden

Sarah Walker-Smith is the CEO of Shakespeare Martineau. She is the only female, non-lawyer CEO in the legal top 55 and was recently named as the UK's most influential legal CEO on social media. https://mailchi.mp/1a4280df3501/9gcib1bw0r (Free Visual Summaries) I've been working with an incredibly talented artist to create a set on fantastic visual summaries of the first five episodes. To grab the full set simply click this https://mailchi.mp/1a4280df3501/9gcib1bw0r (link), enter your details https://mailchi.mp/1a4280df3501/9gcib1bw0r (here) and we'll fire them straight across to you via email. Episode Overview - Sarah Walker-Smith Sarah is a trained accountant having worked for PWC and Deloitte. She puts people at the core of everything she does, as well as the marketing and branding experience gained at Boots plc. Sarah looks to challenge the norm in the legal sector and wider business world. She is passionate about levelling the playing field, encouraging everyone to bring their authentic selves to work. A self-professed ‘geek', Sarah loves learning and is currently exploring the relationship between leadership, purpose and trust. Sarah strongly believes that ‘good business' is both purposeful and profitable, often with one leading to the other. Recognising the importance of life beyond work, she enjoys writing, directing and performing in musical theatre productions, which she believes develops many skills that help in her role as a CEO. I absolutely loved my conversation with Sarah for the energy, authenticity and leadership insights that she brought to the interview. Please enjoy my interview with Sarah Walker Smith, CEO of Shakespeare Martineau. #LeadOn Links mentioned: Be sure to grab your visual summaries https://mailchi.mp/1a4280df3501/9gcib1bw0r (here) https://www.linkedin.com/in/sarah-walker-smith-4708a5b/ (Sarah's LinkedIn) https://www.stgeorgeshouse.org/society-leadership-fellows/ (Society of Leadership Fellows) https://www.linkedin.com/pulse/leading-through-crisis-do-we-now-need-end-why-sarah-walker-smith/ (Article: As business leaders, now is the time to hold our nerve…) https://www.linkedin.com/pulse/leading-through-crisis-do-we-now-need-end-why-sarah-walker-smith/ (Article: Leading through crisis - do we now need to ‘END with Why'?) https://www.amazon.co.uk/Habits-Highly-Effective-People-Anniversary/dp/1471195201/ (‘The 7 Habits of Highly Effective People' by Stephen Covey) https://www.amazon.co.uk/Start-Why-Leaders-Inspire-Everyone/dp/0241958229/ref=sr_1_1?crid=1NGBXIINMFD5B&dchild=1&keywords=simon+sinek&qid=1607611906&s=books&sprefix=simon+s%2Cstripbooks%2C156&sr=1-1 (‘Start With Why' by Simon Sinek) https://www.amazon.co.uk/Infinite-Game-Businesses-Achieve-Long-Lasting/dp/0241295599/ (‘The Infinite Game' by Simon Sinek) https://www.amazon.co.uk/Corporate-Rebels-Make-work-more/dp/9083004805 (‘Corporate Rebels' by Joost Minnaar and Pim de Morree) https://www.amazon.co.uk/Humanocracy-Creating-Organizations-Amazing-People/dp/1633696022 (‘Humanocracy' by Gary Hamel)

Achtung, Spoiler: in dieser Folge des InnoPodcast wird ausschliesslich Englisch gesprochen. Hochinteressant ist sie trotzdem. Und wir können alle etwas aus ihr lernen. Deshalb: bleib dran! Nach seinem Masterabschluss in Innovation Management an der Universität Eindhoven hat Pim de Morree seine erste Stelle in einem Konzern angetreten. Dabei hat er genau das gemacht, was ihm während seines Studiums beigebracht wurde: Prozesse optimiert. Und sich an Bürozeiten gehalten. Platz für Kreativität, eigene Ideen und Weiterentwicklung gab es nicht. Das frustrierte ihn. Seinem Kollegen Joost ging es genauso. Also kündigten sie 2016 ihre Jobs und reisten um die Welt, um Unternehmen zu besuchen, die steife Strukturen bereits aufgebrochen hatten und anstatt an Prozessen festzuhalten den Menschen mit all seinen Ressourcen in den Vordergrund rückten. Über ihre Erfahrungen haben sie auf ihrem Blog «Corporate Rebels» berichtet. Mittlerweile ist daraus ein Unternehmen entstanden, welches Konzerne dabei unterstützt, ihre Organisation fortschrittlich zu gestalten und die Mitarbeitenden dabei in den Fokus zu stellen. Warum motivierte Mitarbeitende ausschlaggebend für den Erfolg eines Unternehmens sind und «Scrum» nicht für jeden der richtige Arbeitsmodus ist , verrät Pim de Morree, Co-Founder bei Corporate Rebels, in der neuen Folge des InnoPodcast. Alle Infos zu Pims Werdegang findest du auf seinem LinkedIn-Profil: https://espacelab.co/linkedin_pimdemorree. Die Im Podcast erwähnten Beispiele von Unternehmen findest du hier: Ricardo Semmler & Semco: https://espacelab.co/2ZHnXln Haufe Umantis: https://espacelab.co/3iAGoj3 Haier: https://espacelab.co/3kpUrZv Belgisches Ministerium für soziale Sicherheit: https://espacelab.co/33tSR1L The Infinit Game von Simon Sinek: https://espacelab.co/3iy0Vol ***** Alle Themen der Folge im Überblick: 0:10 Introducing Pim de Morree 1:42 Corporate Story from Hell 3:36 Why the Rebels quitted their Corporate Jobs 6:04 Why not change internally? 8:55 The Bucket List of Pioneers 13:10 Three Learnings of the Journey 16:30 Becoming a more progressive Organization 26:36 „You get paid, don’t complain.“ 34:30 Outro and Message for the EspaceLab Community ***** Viel Spass beim Hören dieser Folge des #InnoPodcast. Folge unserem Kanal. Teile diese Folge in deinem Netzwerk. Du findest uns überall, wo es Podcasts gibt. Schick uns dein Feedback zum Podcast gerne als Kommentar oder via E-Mail an espacelab@post.ch. Oder besuche uns auf https://www.post.ch/de/ueber-uns/innovation/open-innovation/espacelab ***** Über den Host Khalil Bawar stellt im InnoPodcast Geschichten der Heldinnen und Helden vor, die auf ihrem spezifischen Sektor Veränderung vorantreiben. Er ist überzeugt, dass diese (Erfolgs-) Geschichten bei der Transformation helfen und die Post, die Schweiz und die Welt miteinander verbinden. Khalil ist nicht nur Host des InnoPodcast, er leitet auch das EspaceLab, das Innovationslabor der Schweizerischen Post.

What is it that’s at the core of a truly happy workplace? This is a question I uncover with today’s guest, Henry Stewart, Chief Happiness Officer at Happy. Happy is an award winning Learning and Development organisation offering fun and engaging computer and management training. Happy's vision is outlined by Henry Stewart in his book, The Happy Manifesto. It outlines our 10 principles to create a happy, empowered workplace. It’s a book that has massively influenced the way I run my businesses, so I can’t wait to catch up with Henry. In this episode we explore the impacts of having a happy workplace. We discuss self-management, 33 ‘liberating structures’, being a good coach, how to overcome the challenge of ‘no going back’ – and why we need to be aware of hippos… Links: https://colossal-designer-2784.ck.page/40ada1483a (Join the Hospitality Mavericks newsletter): https://rb.gy/5rqyeq (https://rb.gy/5rqyeq)   https://www.facebook.com/groups/hospitalitygamechangers (Join the GameChanger Facebook Group): https://www.facebook.com/groups/hospitalitygamechangers (https://bit.ly/2GAvr2W) https://www.happy.co.uk/ (Happy): https://www.happy.co.uk/ (https://www.happy.co.uk/)  https://www.amazon.com/Happy-Manifesto-Organization-Great-Workplace/dp/0749467517 (‘The Happy Manifesto’ by Henry Stewart) https://uk.linkedin.com/in/henrystewart (Henry’s LinkedIn): https://uk.linkedin.com/in/henrystewart (https://uk.linkedin.com/in/henrystewart)  https://rework.withgoogle.com/print/guides/5721312655835136/ (Project Aristotle): https://rework.withgoogle.com/print/guides/5721312655835136/ (https://rework.withgoogle.com/print/guides/5721312655835136/)   https://www.buurtzorgnederland.com/ (Buurtzorg) https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395 (‘Multipliers’ by Liz Wisman): https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395 (https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395)  https://www.amazon.com/Corporate-Rebels-Make-work-more/dp/9083004805/ (‘Corporate Rebels’ by Joost Minnaar and Pim de Morree): https://www.amazon.com/Corporate-Rebels-Make-work-more/dp/9083004805/ (https://www.amazon.com/Corporate-Rebels-Make-work-more/dp/9083004805/)  https://www.amazon.com/Turn-Ship-Around-Turning-Followers/dp/1591846404/ (‘Turn the Ship Around!’ by David Marquet): https://www.amazon.com/Turn-Ship-Around-Turning-Followers/dp/1591846404/ (https://www.amazon.com/Turn-Ship-Around-Turning-Followers/dp/1591846404/)  https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996/ (‘Good To Great’ by Jim Collins): https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996/ (https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996/)  https://alexedmans.com/ (Alex Edmans): https://alexedmans.com/ (https://alexedmans.com/) https://www.happy.co.uk/leadership-and-personal-development/leadership-and-management-programmes/managing-change-positively/ (Managing Change Positively): https://www.happy.co.uk/leadership-and-personal-development/leadership-and-management-programmes/managing-change-positively/ (https://www.happy.co.uk/leadership-and-personal-development/leadership-and-management-programmes/managing-change-positively/)  https://rework.withgoogle.com/guides/managers-identify-what-makes-a-great-manager/steps/learn-about-googles-manager-research/ (Determine what makes a great manager:) https://rework.withgoogle.com/guides/managers-identify-what-makes-a-great-manager/steps/learn-about-googles-manager-research/ (https://rework.withgoogle.com/guides/managers-identify-what-makes-a-great-manager/steps/learn-about-googles-manager-research/)  https://www.hospitalitymavericks.com/podcast/episode/48014ed4/36-the-power-of-data-with-simon-blackbourne-commercial-director-of-tahola (#36: The Power Of Data With Simon Blackbourne, Commercial Director of Tahola):... Support this podcast

Het boek begint als een droom die veel mensen hebben, maar de meesten niet durven te verwezenlijken. Joost en Pim besluiten op een mooie dag hun baan op te zeggen omdat ze denken dat werk anders kan. Werk kan ook leuk zijn. Met het boek The Seven Day Weekend (Ricardo Semler) als startpunt maken ze een lijst van mensen die ze willen spreken over hoe je werk leuk, uitdagend en interessant maakt. Ze leggen hun geld bij elkaar, gaan kleiner wonen en maken de eerste afspraken. Zo hebben ze gesprekken met ondernemers, CEO's, experts en professoren over de gehele wereld, over bedrijven en organisaties die het anders doen. De gesprekken worden vastgelegd op hun blog corporate-rebels.com. Dat daarna is omgezet in een boek. Het boek beschrijft acht trends van corporate rebels: Van Winst naar doelen & waardenVan de hiërarchische piramide naar een netwerk van teamsVan directief naar supportive leiderschapVan plannen en voorspellen naar experimenteren en aanpassenVan regels en controle naar vrijheid en vertrouwenVan gecentraliseerde naar gedeelde autoriteitVan geheimzinnigheid naar radicale transparantieVan functies naar talent en ontwikkeling Deze acht trends hoef je niet allemaal in te voeren. Onderzoek en experimenteer wat het beste past bij jouw bedrijf is het advies. In ieder hoofdstuk vind je de theorie, verschillende niveau's van invoering en de praktijk uit de gesprekken met ondernemers en CEO's. De missie is een einde aan de bureaucratie en managers in bedrijven, waardoor iedereen weer plezier in het werk heeft. Doelen en kernwaarden Hier begint het boek met het bezoek aan Patagonia. De oprichters en het bedrijf dat kiest voor producten en grondstoffen die het milieu zo min mogelijk belasten. De winsten worden grotendeels geinvesteerd in de ecologie. Winst is belangrijk, maar niet het doel van je bedrijf. Bedrijven die een focus hebben op een hoger doel presteren tien keer beter dan de concurrentie. Klanten zijn bereid om extra te betalen voor producten van bedrijven met een missie. Meet de impact van je bedrijf en maak de reis naar het grootse doel zichtbaar. Netwerk van teams Het bedrijf Haier wordt in dit hoofdstuk genoemd. Ieder onderdeel in deze organisatie is een bedrijf, zelfs HR. Ieder bedrijf kan haar eigen ideeën uitwerken en vermarkten, zoals de werknemer die kansen zag in een speciale gaming laptop. Supportive leiderschap De managers/ondernemer staat ten dienste van de overige medewerkers. De organisatie piramide op de kop. Niet de leider bovenaan in het organogram, maar de medewerkers die het werk doen, die contact hebbebn met de klant. De leider die vraagt wat ze nodig hebben om het werk goed te doen. Experimenteren en aanpassen Hier ook weer voorbeelden van organisaties die zijn opgedeeld in allemaal kleine bedrijven. Fouten maken mag. Je wil snel verbeteren. Sneller dan de concurrentie. Geef de ruimte om te experimenteren het maakt je bedrijf wendbaar. Vrijheid en vertrouwen Laat als leider de medewerkers los. Laat ze het zelf organiseren. Welk kantoor ze willen, waar ze willen bestellen, de opleidingen, werktijden, thuiswerken, tot en met de beloning. Laat het los en geef het vertrouwen om zelf te ontdekken. Medewerkers geeft je het vertrouwen dat ze het juiste gaan doen in plaats van allemaal regels en formulieren waar mensen zich aan moeten houden. De productiviteit van bedrijven met meer vrijheid en waar mensen het zelf bepalen is hoger dan een bedrijf met allerlei regels. Gedeelde autoriteit  In de bedrijven waar mensen met plezier werken geven leiders geen opdrachten, maar stellen vragen en leren. De medewerkers weten zelf heel goed wat ze moeten doen wanneer ze weten welke kant het bedrijf op wil (doelen en kernwaarden). Radicale transparantie Om besluiten te kunnen nemen door iedereen moet iedereen weten wat er beschikbaar is en hoe het gaat met het bedrijf. Wat zijn de omzet, kosten en wat is het resultaat (winst). 

Het boek begint als een droom die veel mensen hebben, maar de meesten niet durven te verwezenlijken. Joost en Pim besluiten op een mooie dag hun baan op te zeggen omdat ze denken dat werk anders kan. Werk kan ook leuk zijn. Met het boek The Seven Day Weekend (Ricardo Semler) als startpunt maken ze een lijst van mensen die ze willen spreken over hoe je werk leuk, uitdagend en interessant maakt. Ze leggen hun geld bij elkaar, gaan kleiner wonen en maken de eerste afspraken. Zo hebben ze gesprekken met ondernemers, CEO's, experts en professoren over de gehele wereld, over bedrijven en organisaties die het anders doen. De gesprekken worden vastgelegd op hun blog corporate-rebels.com. Dat daarna is omgezet in een boek. Het boek beschrijft acht trends van corporate rebels: Van Winst naar doelen & waardenVan de hiërarchische piramide naar een netwerk van teamsVan directief naar supportive leiderschapVan plannen en voorspellen naar experimenteren en aanpassenVan regels en controle naar vrijheid en vertrouwenVan gecentraliseerde naar gedeelde autoriteitVan geheimzinnigheid naar radicale transparantieVan functies naar talent en ontwikkeling Deze acht trends hoef je niet allemaal in te voeren. Onderzoek en experimenteer wat het beste past bij jouw bedrijf is het advies. In ieder hoofdstuk vind je de theorie, verschillende niveau's van invoering en de praktijk uit de gesprekken met ondernemers en CEO's. De missie is een einde aan de bureaucratie en managers in bedrijven, waardoor iedereen weer plezier in het werk heeft. Doelen en kernwaarden Hier begint het boek met het bezoek aan Patagonia. De oprichters en het bedrijf dat kiest voor producten en grondstoffen die het milieu zo min mogelijk belasten. De winsten worden grotendeels geinvesteerd in de ecologie. Winst is belangrijk, maar niet het doel van je bedrijf. Bedrijven die een focus hebben op een hoger doel presteren tien keer beter dan de concurrentie. Klanten zijn bereid om extra te betalen voor producten van bedrijven met een missie. Meet de impact van je bedrijf en maak de reis naar het grootse doel zichtbaar. Netwerk van teams Het bedrijf Haier wordt in dit hoofdstuk genoemd. Ieder onderdeel in deze organisatie is een bedrijf, zelfs HR. Ieder bedrijf kan haar eigen ideeën uitwerken en vermarkten, zoals de werknemer die kansen zag in een speciale gaming laptop. Supportive leiderschap De managers/ondernemer staat ten dienste van de overige medewerkers. De organisatie piramide op de kop. Niet de leider bovenaan in het organogram, maar de medewerkers die het werk doen, die contact hebbebn met de klant. De leider die vraagt wat ze nodig hebben om het werk goed te doen. Experimenteren en aanpassen Hier ook weer voorbeelden van organisaties die zijn opgedeeld in allemaal kleine bedrijven. Fouten maken mag. Je wil snel verbeteren. Sneller dan de concurrentie. Geef de ruimte om te experimenteren het maakt je bedrijf wendbaar. Vrijheid en vertrouwen Laat als leider de medewerkers los. Laat ze het zelf organiseren. Welk kantoor ze willen, waar ze willen bestellen, de opleidingen, werktijden, thuiswerken, tot en met de beloning. Laat het los en geef het vertrouwen om zelf te ontdekken. Medewerkers geeft je het vertrouwen dat ze het juiste gaan doen in plaats van allemaal regels en formulieren waar mensen zich aan moeten houden. De productiviteit van bedrijven met meer vrijheid en waar mensen het zelf bepalen is hoger dan een bedrijf met allerlei regels. Gedeelde autoriteit  In de bedrijven waar mensen met plezier werken geven leiders geen opdrachten, maar stellen vragen en leren. De medewerkers weten zelf heel goed wat ze moeten doen wanneer ze weten welke kant het bedrijf op wil (doelen en kernwaarden). Radicale transparantie Om besluiten te kunnen nemen door iedereen moet iedereen weten wat er beschikbaar is en hoe het gaat met het bedrijf. Wat zijn de omzet, kosten en wat is het resultaat (winst). 

In business, we often talk about the value of learning from our own and other organization’s mistakes, but what about learning from what is going well? What might we gain if we open ourselves up to a new way of working? If we did, could work actually be fun? Our guest today is Pim de Morree, Co-founder of Corporate Rebels, an organization dedicated to making work more fun. In January of 2016, he and his business partner, Joost Minnaar, gave up promising careers to explore companies and organizations that were making work fun. They spent the last few years on a learning mission, gathering research by interviewing amazing companies around the world.  Fortunately for us, the two have documented their discoveries in their new book, Corporate Rebels: Make work more fun. Today, Pim shares the mission of Corporate Rebels and reveals the innovative organizations they discovered that are doing work differently. For a complete transcript and links from this episode, please visit http://www.whitneyjohnson.com/pim-demorree/

Bill Fischer is a Professor of Innovation Management at IMD and Simone Cicero is the cofounder of Boundaryless and co-creator of the Platform Design Toolkit. We talk about what they have learned from years of studying and collaborating with the Chinese company Haier Group, whose Rendanheyi organisational model has been praised internationally as one of the most revolutionary management ideas of the 21st century. Our conversation explores the extraordinary leadership of CEO Zhang Ruimin, eliminating bureaucracy, designing an organisation to enable thousands of self-managed microenterprises, and what this model means for the future of work. How to follow Bill and Simone: Twitter: @bill_fischer and @meedabyte You can read the transcript version here. Resources: Link to sign up for Bill and Simone’s RenDanHeYi masterclass in October (link gives you a 25% discount with the code LEADERMORPHOSIS) The EEEO Toolkit Draft Download webpage (a set of tools to support the creation of an Entrepreneurial Organisation) The Boundaryless Haier webinar YouTube playlist Corporate Rebels’ post about Haier Bill’s chapter ‘Ecosystems as an engine for innovation and learning’ in the book ‘Ecosystems Inc’ Bill’s IMD profile where you can find more of his publications Simone’s interview with Bill on the Boundaryless podcast Alicia Hennig‘s paper on Daoism in Management

Jabi Salcedo and Dunia Reverter are coordinators at K2K Emocionando, a Spanish consultancy that has transformed more than 85 organisations from traditional to self-managing over the last two decades. We talk about the radical components of their methodology, such as removing manager roles, balancing salaries, shared decision-making and profit sharing. Jabi and Dunia share what they’ve learned from the transformations they have been part of, the kinds of shifts they’ve seen, and what some of the biggest challenges can be. How to follow Dunia: Twitter: @reverter_dunia Resources: My blog about the 10 components for abolishing hierarchy that K2K employs in their transformations The signup page for the NER by K2K Advanced Online Seminar in English, starting on the 23rd of September 2020 Corporate Rebels’ blogs about K2K and their pioneering founder, Koldo Saratxaga

If you've ever sat in the pub and dreamed of quitting your job to go in search of a better life, then this week's guest, one half of Corporate Rebels, Pim de Morree, is a guy you need to listen to. Because Pim and co-founder Joost Minnaar didn't just write down their plan on the back of a beer mat, they executed it too. “We worked in outdated workplaces characterised by inertia, bureaucracy and a lack of motivation. We simply couldn't accept that the world of work, for far too many, is a place full of misery and despair”. And so they simultaneously quit their jobs in January 2016 in order to research progressive workplaces. Their aim? To travel the world and visit 70 inspiring workplaces to see how work could be more fun. They created a bucket list of some of the world's most inspiring workplaces and set about visiting each and everyone to learn what it takes to be considered ‘progressive'. So far they've visited over 150 workplaces, worldwide, combining their practical insights with academic findings from their PhD research, sharing everything they've learned along the way on their blog, on their podcast and in their book. In this episode, Pim chats about some of the trends they have found from visiting progressive workplaces all over the world. The place of values instead of profit, the place of network teams instead of hierarchical pyramids, and the search for talent and mastery over job descriptions. He even reveals which businesses were disappointing, not living up to their progressive hype. This is a great conversation, we hope you enjoy it as much as we did.On today's podcast:The genesis of Corporate RebelsThe benefit of no business modelTheir bucket list of organisationsHow to measure the success of progressive workplacesWhy self-managing won't work for every workplaceThe 8 trends that they've seenThe problem with copying

Hola amigos de Dare to Learn, estamos muy contentos de regresar con los episodios del Podcast, en esta ocasión Diego tuvo el placer de platicar con Pim de Morree de Corporate Rebels. Pim es Co Founder de Corporate Rebels, en donde su misión es hacer el trabajo más divertido y apoyar a Organizaciones a convertirse en lugares de trabajo más progresivos.

How can you create a meaningful workplace for your employees? Pim de Morree, along with Joost Minnaar, wrote the book Corporate Rebels: Make Work More…

Welcome to episode #730 of Six Pixels of Separation. Here it is: Six Pixels of Separation - Episode #730 - Host: Mitch Joel. The work of Pim de Morree and his partner (Joost Minnaar) has been on my radar for a few years. It came up more recently, when I saw them on the famed Thinkers50 list and with the publication of their latest book, Corporate Rebels - Make Work More Fun. This may seem like an archaic concept as we all struggle to find our grounding during this pandemic, but it may be a more radical (and much-needed) way to think about our work than ever before. Pim wants workplaces to change for the better. That doesn't change in a work from home world, it gets amplified and becomes more important. Corporate Rebels is really a global movement to make work more fun. Pim and Joost quit their frustrating, corporate jobs and set out to travel the world to visit the world’s most inspiring organizations. While checking off their renowned Bucket List they share everything they learn. Their cult blog is read in over 100 countries, and they have been listed among the 'Top 30 Emergent Management Thinkers' and won the 2019 Thinkers50 'Radar Award'. We're all faced with re-thinking work. Here's some additional perspective. Enjoy the conversation... Running time: 1:00:59. Hello from beautiful Montreal. Subscribe over at iTunes. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. or you can connect on LinkedIn. ...or on Twitter. Here is my conversation with Pim de Morree. Corporate Rebels - Make Work More Fun. Joost Minnaar. Follow Pim on Instagram. Follow Pim on Twitter. This week's music: David Usher 'St. Lawrence River'.

Piccole imprese che diventano grandi grazie alle persone, grandi aziende che si trasformano trasformando le proprie persone. Ci si può ribellare ai vecchi modi di lavorare, per dimostrarlo nel viaggio di oggi incontriamo: chi punta sulla felicità, è il caso di Zeta Service raccontato dalla fondatrice Silvia Bolzoni; chi sui valori, come spiega Clemente Perrone, Chief HR di Sirti; chi organizza un'azienda quasi senza gerarchie, come scopriremo con la storia di Spotify; chi suggerisce otto modi per riprogettare come si lavora, lo vedremo nelle pagine del libro Corporate Rebels.

Tom van der Lubbe is a co-founder of Dutch financial services firm Viisi, which was set up using self-organising principles. I read his Corporate Rebels blog It's About Solidarity, Stupid (Why Avoiding Layoffs Makes Sense) and was delighted to be able to record this conversation for the 21st Century Leadership podcast. Tom shares his ideas and thinking, and explains why he doesn't consider it to be a provocative approach. You can read https://corporate-rebels.com/it-is-about-solidarity-stupid/ (Tom's Corporate Rebels post here). And here's a link to the https://app.glassfrog.com/organizations/3929/orgnav/roles/7987651 (Viisi organisation chart) we refer to in the discussion.

THE IMPACT. Pim:At Corporate Rebels, he and his cofounder Joost quit their frustrating corporate jobs and set out to travel the globe to visit the world’s most inspiring organizations. Is checking off a Bucket List of pioneers and sharing learnings through their blog, talks, and consultancy work around the world. Is the author of a new book called Corporate Rebels: Make Work More Fun.THE JOURNEY. In our conversation, we explore:The origins of Corporate Rebels: both a frustration with work and a possibility to make it better. Observers and storytellers: Corporate Rebels’ dual role in exploring pioneering companies.Eight trends in better working: including Purpose, Network of Teams, Freedom & Trust.How to get there from here: experimentation, internal reflection, authenticity in not being perfect. 

Nikki Gatenby joins me today, as the author of the bestselling book SuperEngaged and the co- founder of Menopoised®. Menopoised® is a new start up which uses Acupuncture, Chinese medicine practice and consultancy, to change the lives of menopausal women all over the world. Nikki is also the director of Gatensby Consulting where she works with founders, board directors and leaders to develop their strategy and bring their business ideas to life. Prior to this Nikki was the managing director the multi-award winning, global digital marketing company Propellernet. Nikki has been Featured by The Guardian, The Parliament Trust and Corporate Rebels. During this Episode we discuss how to stay SuperEngaged with your business and purpose, ripping up the business rule book and the importance of women in leadership and female led businesses. Finally we explore the last taboo - Menopause and why the life stages of women are critical to the growth of women in business and society as a whole. “We as women need to take up the mantle and blow the taboo (of menopause) apart because we are the the most qualified to do so” - Nikki Gatenby This week on She Rebel Radio : How to stay SUPER ENGAGED with your business and why it’s critical right now. The importance of ‘WHY’ and being driven by your PURPOSE. The tipping point Nikki experienced as a means to write her book. How you can be successful when you rip up the business rule book. Why women in business and female founders are critical in leadership and creating CHANGE. Why we need to have TABOO conversations about the experiences of women in respect of menopause and menstruation. How dealing with the menopause effectively will change the trajectory for women leaders and business owners all over the WORLD. Additional Quote : “You can be successful when you rip up the business rule book and it’s about putting people and purpose on a par with a profit “ - Nikki Gatenby Connect with Monopoised Website: https://www.menopoised.co.uk/ Article: https://www.menopoised.co.uk/blog/why-did-we-create-menopoised Instagram : https://www.instagram.com/menopoised/ Facebook : https://www.facebook.com/Menopoised/ Connect with Nikki Linkedin : https://www.linkedin.com/in/nikkigatenby/ Twitter : https://twitter.com/NikkiGatenby Email : nikki@menopoised.co.uk Website : www.superengaged.co.uk Resources Join the Secrets to Self Actualisation Webinar on the 23rd June at 1pm GMT : www.luluminns.com/selfactualisation Join the She Rebellion! Thanks for tuning into this week’s episode of She Rebel Radio - the podcast empowering professional women to pave their own way to success. If you enjoyed this episode, head over to Apple Podcasts to subscribe, leave a review, and share your favourite episodes with your friends on social media. Be sure to visit our website, follow us on Facebook, LinkedIn, YouTube, and Instagram, and join the She Rebel Radio Members group for more inspiring content on how to design your success.

In this episode, we talk to Joost Minnaar, co-founder of the blog Corporate-Rebels.com in 2015. Joost travels the world researching progressive organisations, blogs about the discoveries he makes and advises on workplace issues. Joost is the co-author of the book 'Corporate Rebels, Make Work More Fun' (2020), winner of the Thinkers50 Radar Award (2019) and a Doctoral Candidate at the Amsterdam Business Research Institute (VU University, Amsterdam). We also have the pleasure to collaborate with Joost and his colleagues in our work on the Haier Group model (check-up our upcoming webinar: https://platformdesigntoolkit.com/adopting-haier-model-webinar/). In our conversation with Joost, we get quite practical about the three “fundamental problems” of organising at scale, as he frames it, and how organisations tackle them. We loved how this episode helped us nail down some key thoughts into discernable patterns, drawing on Joost's rich library of experiences from researching so many great organisations. Read our Medium publication to access our key insights and the interview transcript.Here are some important links from the conversation:Work by Joost and Corporate Rebels:> Corporate Rebels Blog: https://corporate-rebels.com/> Joost Minnaar on Twitter: https://twitter.com/joost_minnaar>Joost Minnaar, Corporate Rebels, “Solving Organizational Complexity With Simplicity”:https://corporate-rebels.com/how-fast-can-you-scale/> Joost Minnaar, Corporate Rebels. “How To Organize A Large Company Without Middle Management”: https://corporate-rebels.com/how-to-organize-a-large-organization-without-middle-management/ > Pim de Morree, Corporate Rebels, “A Radical And Proven Approach To Self-Management” (Ner Group), https://corporate-rebels.com/ner-groupOther mentions and references> Geoffrey West, Scale: The Universal Laws of Growth, Innovation, Sustainability, and the Pace of Life in Organisms, Cities, Economies, and Companies: https://www.amazon.com/Scale-Universal-Innovation-Sustainability-Organisms/dp/1594205582> Geoffrey West profile https://www.santafe.edu/people/profile/geoffrey-west> Principle of least action, http://www.scholarpedia.org/article/Principle_of_least_action > Deborah Frieze, From Scaling Up to Scaling Across: https://medium.com/in-praise-of-scaling-down/from-scaling-up-to-scaling-across-ed5092acd22fFind out more about the show and the research at Boundaryless at www.platformdesigntoolkit.com/podcastThanks for the ad-hoc music to Liosound / Walter Mobilio find his portfolio here: https://audiojungle.net/user/liosound/portfolio?utf8=%E2%9C%93&order_by=salesRecorded on May 4th 2020

Odcinek 42 podcastu Z Warsztatu Lidera „Test zarządzania w czasie pandemii, na przykładzie firmy samoorganizującej się„ to rozmowa z Markiem Kaszczycem, szefem krakowskiego oddziału firmy Xceedance. Rozmawiamy o tym, jak radzi sobie samoorganizująca się firma w czasie zarazy, czyli w trybnie no office. Czy szczerość, transparentność oraz dążenie do celu, jakim jest happiness at work pomagają w zarządzaniu na odległość? Jak podtrzymać ducha zespołu i komunikować się tak, aby komputer/telefon pomagał, a nie stanowił bariery? Wreszcie, czy służebna postawa przywódcza servant leadership, gdzie lider działa, jako katalizator „upuszczania” emocji, koncentruje się na pracowniku, dostrzegając i ceniąc w nim człowieka - sprawdzi się w czasie pandemii?Posłuchaj, jak samoorganizacja oznacza odpowiedzialność, nawet albo nade wszystko, w czasie kryzysu?Pytania do odcinka: - Firma samoorganizująca się w branży BPO, czy to możliwe? - Czym różni się zarządzanie zdalne przed oraz w czasie pandemii? - Czy samoorganizacja pomaga, czy przeszkadza w czasie kryzysu?Strona z odcinkiem: https://leadersisland.com/podcast-menedzera-lidera/test-zarzadzania-w-czasie-pandemii-na-przykladzie-samoorganizujacej-sie-firmy/Strony, osoby i tematy wymienione w odcinku:Profil LinkedIn Marka Kaszczyca: https://www.linkedin.com/in/mkaszczyc/John Maxwell - Servant leadership w praktyce: https://www.johnmaxwell.com/Chris Lowney - Przykłady modelu przywództwa świadomego:https://chrislowney.com/https://youtu.be/pcXi_c38vrEPodcast MAKE TODAY MATTER 10 HABITS TO SUCCESSFUL LEADING Chris Lowney: https://leadersisland.com/podcast-menedzera-lidera/10-habits-to-successful-leading/"Your Brain at Work" - inspiracja do poznania i wykorzystania neuronauki w tworzeniu bezpiecznego i szczęśliwego miejsca pracy: https://neuroleadership.com/your-brain-at-work-the-book/"Corporate Rebels" - inspiracja do tworzenia niestandardowego miejsca pracy w którym spotykają się przede wszystkim ludzie: https://corporate-rebels.com/ Inne podcasty z serii o samozarządzających się organizacjach:HOW TO RUN A COMPANY WITHOUT BOSSES? Björn Lundén Leaders Island Podcast 9: https://leadersisland.com/podcast-menedzera-lidera/how-to-run-a-company-without-bosses/BYĆ JAK TURKUSOWA ORGANIZACJA - przykład u2i. Adrian Klekotko & Rafał Dziwiński Leaders Island Podcast 36: https://leadersisland.com/podcast-menedzera-lidera/byc-jak-turkusowa-organizacja-przyklad-u2i/SAMOORGANIZUJĄCA SIĘ FIRMA: O DELEGOWANIU I WYNAGRODZENIACH – przykład u2i Paweł Kozłowski Leaders Island Podcast 38: https://leadersisland.com/podcast-menedzera-lidera/samoorganizujaca-firma-o-delegowaniu-i-wynagrodzeniach-przyklad-u2i/

Odcinek 42 podcastu Z Warsztatu Lidera „Test zarządzania w czasie pandemii, na przykładzie firmy samoorganizującej się„ to rozmowa z Markiem Kaszczycem, szefem krakowskiego oddziału firmy Xceedance. Rozmawiamy o tym, jak radzi sobie samoorganizująca się firma w czasie zarazy, czyli w trybnie no office. Czy szczerość, transparentność oraz dążenie do celu, jakim jest happiness at work pomagają w zarządzaniu na odległość? Jak podtrzymać ducha zespołu i komunikować się tak, aby komputer/telefon pomagał, a nie stanowił bariery? Wreszcie, czy służebna postawa przywódcza servant leadership, gdzie lider działa, jako katalizator „upuszczania” emocji, koncentruje się na pracowniku, dostrzegając i ceniąc w nim człowieka - sprawdzi się w czasie pandemii?Posłuchaj, jak samoorganizacja oznacza odpowiedzialność, nawet albo nade wszystko, w czasie kryzysu?Pytania do odcinka: - Firma samoorganizująca się w branży BPO, czy to możliwe? - Czym różni się zarządzanie zdalne przed oraz w czasie pandemii? - Czy samoorganizacja pomaga, czy przeszkadza w czasie kryzysu?Strona z odcinkiem: https://leadersisland.com/podcast-menedzera-lidera/test-zarzadzania-w-czasie-pandemii-na-przykladzie-samoorganizujacej-sie-firmy/Strony, osoby i tematy wymienione w odcinku:Profil LinkedIn Marka Kaszczyca: https://www.linkedin.com/in/mkaszczyc/John Maxwell - Servant leadership w praktyce: https://www.johnmaxwell.com/Chris Lowney - Przykłady modelu przywództwa świadomego:https://chrislowney.com/https://youtu.be/pcXi_c38vrEPodcast MAKE TODAY MATTER 10 HABITS TO SUCCESSFUL LEADING Chris Lowney: https://leadersisland.com/podcast-menedzera-lidera/10-habits-to-successful-leading/"Your Brain at Work" - inspiracja do poznania i wykorzystania neuronauki w tworzeniu bezpiecznego i szczęśliwego miejsca pracy: https://neuroleadership.com/your-brain-at-work-the-book/"Corporate Rebels" - inspiracja do tworzenia niestandardowego miejsca pracy w którym spotykają się przede wszystkim ludzie: https://corporate-rebels.com/ Inne podcasty z serii o samozarządzających się organizacjach:HOW TO RUN A COMPANY WITHOUT BOSSES? Björn Lundén Leaders Island Podcast 9: https://leadersisland.com/podcast-menedzera-lidera/how-to-run-a-company-without-bosses/BYĆ JAK TURKUSOWA ORGANIZACJA - przykład u2i. Adrian Klekotko & Rafał Dziwiński Leaders Island Podcast 36: https://leadersisland.com/podcast-menedzera-lidera/byc-jak-turkusowa-organizacja-przyklad-u2i/SAMOORGANIZUJĄCA SIĘ FIRMA: O DELEGOWANIU I WYNAGRODZENIACH – przykład u2i Paweł Kozłowski Leaders Island Podcast 38: https://leadersisland.com/podcast-menedzera-lidera/samoorganizujaca-firma-o-delegowaniu-i-wynagrodzeniach-przyklad-u2i/

Pim de Morree Pim de Morree is the author of Corporate Rebels: Make Work More Fun. Three years ago, Joost Minnaar and Pim de Morree gave up promising careers. Frustrated with the slow, boring corporate world, they were determined to find and study organizations that could make work fun. They called themselves The Corporate Rebels. After compiling a Bucket List of workplace pioneers, they traveled the world in the quest for ideas. They interviewed management gurus. They studied progressive organizations. They learned from academics who confirmed that many organizations are organized in hopelessly old-fashioned ways. More hopefully, they found clear evidence that success for both companies and employees was possible—based on freedom and mutual trust. Today, after interviewing more than 100 of the world's best thinkers, the Rebels share their radical vision of how we can work better, more successfully and, above all, have more fun. Now, they are recognized. Thinkers50 named them in the "Top 30 Emergent Management Thinkers In The World", nominated them for the "Breakthrough Idea Award" and they won the prestigious Radar Award. The Chartered Management Institute calls them "One of the new voices re-energizing management". Prominent media outlets—including The New York Times, Forbes, Huffington Post, The Guardian, and the BBC—have featured their work. And their cult blog is read in more than 100 countries. Becks Armstrong Becks Armstrong has dedicated her career working towards improving the lives of women of all ages and in all situations. She created Clarity to create awareness and support for the issues that uniquely affect women as they get ready for and go through menopause – at whatever their age. As an experienced COO in high-growth tech startups in London as well as having trained as an acupuncturist, Chinese medicine, mindfulness practitioner and doula, Becks combines operational excellence with a deep understanding of women.

Over de grootste vijand van goed teamleiderschap zijn Arjen en Pim de Morree het wel eens: micromanaging. In een park nabij het hoofdkwartier van blog en adviesbureau Corporate Rebels, vragen ze zich iets af. Werkt de manier waarop veel organisaties hun leidinggevenden kiezen wel?

Over de grootste vijand van goed teamleiderschap zijn Arjen en Pim de Morree het wel eens: micromanaging. In een park nabij het hoofdkwartier van blog en adviesbureau Corporate Rebels, vragen ze zich iets af. Werkt de manier waarop veel organisaties hun leidinggevenden kiezen wel?

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this episode Tom van der Lubbe shares how his company Viisi took their entire workforce 100% remote in two days and so far have seen no loss in revenue.Viisi is a pioneer in self-organisation. They have implemented the radical business operating system Holacracy to create an extraordinary high-trust culture. They are now reaping the rewards of their stellar human capital during the current crisis.In this episode, we talk:- why people-first businesses will win during this crisis- how Viisi's self-organised structure allowed them to go remote so quickly- how removing fear from the environment has seen their revenues unaffected- how the teams themselves are accommodating those with essential-worker spouses - how purpose is replacing the CEO in self-managed organisationsLinks:Tom's profile on ViisiBrian's Robertson's Holacracy bookTom's recent article in Corporate Rebels

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this episode Tom van der Lubbe shares how his company Viisi took their entire workforce 100% remote in two days and so far have seen no loss in revenue.Viisi is a pioneer in self-organisation. They have implemented the radical business operating system Holacracy to create an extraordinary high-trust culture. They are now reaping the rewards of their stellar human capital during the current crisis.In this episode, we talk:- why people-first businesses will win during this crisis- how Viisi's self-organised structure allowed them to go remote so quickly- how removing fear from the environment has seen their revenues unaffected- how the teams themselves are accommodating those with essential-worker spouses - how purpose is replacing the CEO in self-managed organisationsLinks:Tom's profile on ViisiBrian's Robertson's Holacracy bookTom's recent article in Corporate Rebels

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this episode Tom van der Lubbe shares how his company Viisi took their entire workforce 100% remote in two days and so far have seen no loss in revenue.Viisi is a pioneer in self-organisation. They have implemented the radical business operating system Holacracy to create an extraordinary high-trust culture. They are now reaping the rewards of their stellar human capital during the current crisis.In this episode, we talk:- why people-first businesses will win during this crisis- how Viisi's self-organised structure allowed them to go remote so quickly- how removing fear from the environment has seen their revenues unaffected- how the teams themselves are accommodating those with essential-worker spouses - how purpose is replacing the CEO in self-managed organisationsLinks:Tom's profile on ViisiBrian's Robertson's Holacracy bookTom's recent article in Corporate Rebels

Co-founders of Corporate Rebels Pim de Morree and Joost Minnaar quit their jobs and went wandering to seek out companies where work was fun and brought creative value to the world. Building their Bucket List they visited manufacturing, retail, financial services plus a company doing the most innovative transformational work in Spain; a company that had successfully transformed seventy companies. In Pim's conversation with Dawna you'll learn what makes a transformation from traditional management to self-management successful, the focus self-managed companies have that releases freedom to employees and insights to apply to your workplace. Corporate Rebels have released a book called, wait for it! Corporate Rebels. Learn more at Corporate-Rebels.com.Intro music is by Mark Romero of Mark Romero MusicHost is Dawna Jones who supports leaders at all levels in going beyond limits and working with blind spots.Support Dawna's podcasts at https://www.patreon.com/dawnajones See acast.com/privacy for privacy and opt-out information.

A special interview with Pim de Morree from the Corporate Rebels. Pim has spent the past few years interviewing amazing companies around the world. These stories are shared in their new book Corporate Rebels.Today, Pim shares the mission of the Corporate Rebels, talks about some of the great companies he has visited, and what makes them stand out. He also gives you a glimpse of what you need to do to be the type of person some of these amazing companies would want to hire. A bit about the Corporate Rebels:Four years ago, Joost Minnaar and Pim de Morree gave up promising careers. Frustrated with the slow, boring corporate world, they were determined to find and study organizations that could make work fun. They called themselves The Corporate Rebels.After compiling a Bucket List of workplace pioneers, they traveled the world in the quest for ideas. They interviewed management gurus. They studied progressive organizations. They learned from academics who confirmed that many organizations are organized in hopelessly old-fashioned ways. More hopefully, they found clear evidence that success for both companies and employees was possible—based on freedom and mutual trust.Links:Corporate Rebels WebsiteCorporate Rebels Bucket ListCorporate Rebels BookSubscribe & Review in iTunesIf you like it, would you share and review it? It m,eans the world to me when I see shares of my podcast. And reviews? Well, on iTunes, they mean everything. Thanks! Click here to subscribe in iTunes! It is the only way to never miss an episode!

Our guest today is Nikki Gatenby. Nikki is a business consultant and best selling author, specializing in the field of culture and engagement at work, having been featured in The Guardian, The Times, Management Today, Chamber of Commerce and Corporate Rebels. Over the last 10 years as MD and co-owner of Propellernet, Nikki transformed the Brighton based SEO agency into a global marketing organization and SAAS technology provider, serving the PR, content and search world with coveragebook.com and answerthepublic.com. This, hand in hand with Propellernet, being one of the top 15 Best Places to work in the UK, for 8 years running. Episode Highlights In this episode, Nikki and I talk about how to create and maintain a company culture that drives performance, boosts enthusiasm, increases engagement levels, and…makes life better at the same time. Here are some of the themes that we explore in this conversation: How a mix of curiosity, frustration and a belief that there’s a better way can lead you to an idea for a successful business Why putting wellbeing at the heart of your business boosts creativity and innovation Ways of bringing your company’s purpose to life, with concrete examples from Propellernet, including one simple question that you can use when making decisions What it means to have a people-first culture How Propellernet achieved 90% engagement rate The role that self-induced constraints can play in stimulating innovation and growth in your company Why you should rip up job descriptions and hire for the real (current and future) needs of your organization instead The pitfalls to be mindful of when building a people-first culture Reaching a perfect balance between profitability and people-focus The importance of language in cultivating a culture How your employees’ dreams and side-hustles might become a part of your company’s business plan The difference between being engaged and… superengaged The power of questions and helping employees become more curious and more inquisitive

Tom van der Lubbe is the cofounder of Viisi, a Dutch mortgage advisory firm on a mission to change finance. Powered by intrinsic inspiration, Tom and his colleagues have drawn from self-management pioneers and alternative models to craft a way of working and serving that is unique to Viisi and the financial sector. Every inspired, purpose driven business has a compelling Why sourced in the life experience of the founder and Viisi is no exception. Tom shares his pivotal epiphany during the episode. For more on Viisi see https://www.viisi.nl/over-viisi/ Tom can be found on LinkedIn. You can also read about the visit Corporate Rebels made to Viisi in their blog post Employees First, Customers Second, Shareholders Last.Intro music on the podcast is courtesy of Mark Romero Music: a short clip from a harmonic track called Alignment.The host, Dawna Jones, can be found on LinkedIN. See acast.com/privacy for privacy and opt-out information.

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/I'm thrilled to say that after a year of stalking (!), Pim de Morree agreed to be my guest this week.Pim is one-half of the founder team of the trailblazing Corporate Rebels.His adventures to the cutting edge of progressive business cultures have been inspiring me for years.In this episode, we talk:- How the seeds of his corporate rebellion formed in his childhood- The Belgian civil servant changing the world- Where Google are getting it wrong- His Number #1 f*ck-up building Corporate Rebels- How to achieve psychological safetyEnjoy!Links:Corporate rebels websiteCorporate rebels book

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/I'm thrilled to say that after a year of stalking (!), Pim de Morree agreed to be my guest this week.Pim is one-half of the founder team of the trailblazing Corporate Rebels.His adventures to the cutting edge of progressive business cultures have been inspiring me for years.In this episode, we talk:- How the seeds of his corporate rebellion formed in his childhood- The Belgian civil servant changing the world- Where Google are getting it wrong- His Number #1 f*ck-up building Corporate Rebels- How to achieve psychological safetyEnjoy!Links:Corporate rebels websiteCorporate rebels book

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/I'm thrilled to say that after a year of stalking (!), Pim de Morree agreed to be my guest this week.Pim is one-half of the founder team of the trailblazing Corporate Rebels.His adventures to the cutting edge of progressive business cultures have been inspiring me for years.In this episode, we talk:- How the seeds of his corporate rebellion formed in his childhood- The Belgian civil servant changing the world- Where Google are getting it wrong- His Number #1 f*ck-up building Corporate Rebels- How to achieve psychological safetyEnjoy!Links:Corporate rebels websiteCorporate rebels book

Today's interview is with Micah Solomon, a best-selling author, hands-on customer service consultant, keynote speaker, trainer, and one of the world's leading experts on customer service, company culture, and the customer experience. He is also considered to be “the customer service turnaround expert”. Micah joins me today to talk about his new book: Ignore Your Customers (and They'll Go Away), what it's all about, what we can learn from it and what are the main things that we should be doing to improve the customer's experience. This interview follows on from my recent interview – Insights from 100 of the world's most progressive organisations on how to make work more fun – Interview with Pim de Morree of Corporate Rebels – and is number 332 in the series of interviews with authors and business leaders that are doing great things, providing valuable insights, helping businesses innovate and delivering great service and experience to both their customers and their employees.

Today's interview is with Pim de Morree, co-founder at Corporate Rebels, who are on a mission to make work more fun. Pim joins me today to talk about their research, their journey to date, progressive organisations, and the arrival of their new book: Corporate Rebels: Make work more fun. This interview follows on from my recent interview – A lot of organisations talk outside in but their systems are not designed outside in – Interview with John Seddon of The Vanguard Method – and is number 331 in the series of interviews with authors and business leaders that are doing great things, providing valuable insights, helping businesses innovate and delivering great service and experience to both their customers and their employees.

Odcinek 36 podcastu Z Warsztatu Lidera: ”Być jak turkusowa organizacja – przykład u2i” to rozmowa z Adrianem Klekotko i Rafałem Dziwińskim z u2i, firmy technologicznej, która oddaje władzę w ręce swoim pracownikom.Jak to się udało, czy turkusowe organizacje to tylko moda i jak samozarządzająca organizacja działa na krakowskim rynku? Opowiemy o tym, czerpiąc z dobrych praktyk naszych gości, którzy na przekór stereotypom w branży IT, w obecnej firmie pracują już ponad dekadę i w tym odcinku podzielą się z nami refleksją, co jest tego powodem😊?Adrian i Rafał opisując model działania firmy u2i, podkreślają, że samoorganizacja opiera się przede wszystkim na transparentności działań, samoświadomości i spójność wewnętrznej ich zespołu.Okazuje się, że techniczna doskonałość już nie wystarcza i konieczne jest patrzenie w szerokiej perspektywie, kładąc nacisk również na aspekty ludzkie takie jak praca zespołowa, czy zarządzanie. I to właśnie elementy związane z zarządzaniem strategicznym, delegowaniem, czy tak kontrowersyjnym zagadnieniami jak jawność awansów i wynagrodzeń stanowią clou różnic między modelem tradycyjnym, a tym, gdzie „nie ma szefa” i rządzą wszyscy pracownicy.Panowie z u2i podkreślają, że w ich organizacji nie ma tradycyjnej struktury, która byłaby wynikiem działań lidera, zamiast tego odzwierciedla ona dynamikę całego zespołu.To właśnie wspólnota jest podstawą samozarządzania tej organizacji – wspólny cel zarówno klienta, jak i osób w poszczególnych zespołach  - zastępuje narzucanie obowiązków przez nominowanego managera, czy lidera.Zapraszamy więc do wysłuchania pierwszego odcinka z cyklu o samoorganizujących się zespołach.Pytania:Jak wygląda historia przejścia u2i od modelu hierarchicznego do samozarządzania?Dlaczego należy dbać o umiejętności miękkie w firmach technologicznych?Jak dzielona jest praca w samoorganizujących się zespołach?Czy zarządzanie strategiczne „bez szefa” jest skuteczne?Czy transparentność awansów i wynagrodzeń sprzyja współpracy?Czy turkusowa organizacja może być celem samym w sobie?Strona www odcinka: https://leadersisland.com/podcast-menedzera-lidera/byc-jak-turkusowa-organizacja-przyklad-u2i/Link youtube: https://youtu.be/irwmJ4KeRcgStrony, osoby i tematy wymienione w odcinku:- Strona u2i: https://www.u2i.com/- Corporate Rebels o u2i: https://corporate-rebels.com/u2i- Profil Adriana Klekotko LinkedIn: https://www.linkedin.com/in/adrianklekotko/- Profil Rafała Dziwińskiego LinkedIn: https://www.linkedin.com/in/rafaldziwinski/- Szkolenie Li MASTERCLASS by John J. Scherer  "Manager as Leader. How Good Could You Be?": https://leadersisland.com/od-menedzera-do-lidera/- Podcast Björn Lundén: "HOW TO RUN A COMPANY WITHOUT BOSSES?": https://leadersisland.com/podcast-menedzera-lidera/how-to-run-a-company-without-bosses/

Odcinek 36 podcastu Z Warsztatu Lidera: ”Być jak turkusowa organizacja – przykład u2i” to rozmowa z Adrianem Klekotko i Rafałem Dziwińskim z u2i, firmy technologicznej, która oddaje władzę w ręce swoim pracownikom.Jak to się udało, czy turkusowe organizacje to tylko moda i jak samozarządzająca organizacja działa na krakowskim rynku? Opowiemy o tym, czerpiąc z dobrych praktyk naszych gości, którzy na przekór stereotypom w branży IT, w obecnej firmie pracują już ponad dekadę i w tym odcinku podzielą się z nami refleksją, co jest tego powodem😊?Adrian i Rafał opisując model działania firmy u2i, podkreślają, że samoorganizacja opiera się przede wszystkim na transparentności działań, samoświadomości i spójność wewnętrznej ich zespołu.Okazuje się, że techniczna doskonałość już nie wystarcza i konieczne jest patrzenie w szerokiej perspektywie, kładąc nacisk również na aspekty ludzkie takie jak praca zespołowa, czy zarządzanie. I to właśnie elementy związane z zarządzaniem strategicznym, delegowaniem, czy tak kontrowersyjnym zagadnieniami jak jawność awansów i wynagrodzeń stanowią clou różnic między modelem tradycyjnym, a tym, gdzie „nie ma szefa” i rządzą wszyscy pracownicy.Panowie z u2i podkreślają, że w ich organizacji nie ma tradycyjnej struktury, która byłaby wynikiem działań lidera, zamiast tego odzwierciedla ona dynamikę całego zespołu.To właśnie wspólnota jest podstawą samozarządzania tej organizacji – wspólny cel zarówno klienta, jak i osób w poszczególnych zespołach  - zastępuje narzucanie obowiązków przez nominowanego managera, czy lidera.Zapraszamy więc do wysłuchania pierwszego odcinka z cyklu o samoorganizujących się zespołach.Pytania:Jak wygląda historia przejścia u2i od modelu hierarchicznego do samozarządzania?Dlaczego należy dbać o umiejętności miękkie w firmach technologicznych?Jak dzielona jest praca w samoorganizujących się zespołach?Czy zarządzanie strategiczne „bez szefa” jest skuteczne?Czy transparentność awansów i wynagrodzeń sprzyja współpracy?Czy turkusowa organizacja może być celem samym w sobie?Strona www odcinka: https://leadersisland.com/podcast-menedzera-lidera/byc-jak-turkusowa-organizacja-przyklad-u2i/Link youtube: https://youtu.be/irwmJ4KeRcgStrony, osoby i tematy wymienione w odcinku:- Strona u2i: https://www.u2i.com/- Corporate Rebels o u2i: https://corporate-rebels.com/u2i- Profil Adriana Klekotko LinkedIn: https://www.linkedin.com/in/adrianklekotko/- Profil Rafała Dziwińskiego LinkedIn: https://www.linkedin.com/in/rafaldziwinski/- Szkolenie Li MASTERCLASS by John J. Scherer  "Manager as Leader. How Good Could You Be?": https://leadersisland.com/od-menedzera-do-lidera/- Podcast Björn Lundén: "HOW TO RUN A COMPANY WITHOUT BOSSES?": https://leadersisland.com/podcast-menedzera-lidera/how-to-run-a-company-without-bosses/

Corporate Rebels are on a mission to change the workplaces forever and making work more fun! How do you create an engaged culture, combining passion and profit? Which trends in progressive management can inspire to jump-start your journey? A fun episode where Pim de Morree share their insights. Teaser: why is Centigo on their bucket list…? Continue the discussion? Contact Centigo or visit Corporate Rebels. Host: Teddy Bornestad Music credits: Joseph McDade – Elevation & Drifting Korners

Corporate Rebels and their bucket list show how to create inspiring workplaces - Interview with Pim de MorreeCo-founder at Corporate Rebels, who are on a mission to make work more fun. Pim joins me today to talk about Corporate Rebels, their quest to make work more fun, their Bucket List and what they have learned so far. This interview follows on from my recent interview – The more you invest in technology the more you have to invest in human beings – Interview with Arnaud de Lacoste – and is number 243 in the series of interviews with authors and business leaders that are doing great things, providing valuable insights, helping businesses innovate and delivering great service and experience to both their customers and their employees.

Andreas Flodström and Gustav Henman are the founders of Beetroot, a remarkable IT company set up in 2012 to create social impact in Ukraine. We talk about how culture has played an important role in their self-managed way of organising, the challenges of scaling (from 380 to 1000+ in the next four years), and the tough leadership lessons they’ve learned as founders as the company has grown. Follow Beetroot: Twitter: @beetroot_se Resources: The Beetroot website A blog I wrote for the Corporate Rebels about Beetroot  

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this week's episode of Being Human I interview Tom van der Lubbe, Lead Link (CEO) of Dutch Mortgage Advisor Viisi and pioneer of Holacracy, the radical business operating system. In this wide-ranging conversation, we talk:- How so-called 'radical' approaches for business have been employed in state structures for centuries- What businesses can learn from the success of the Scandinavian countries- How our approach to managing businesses has a knock-on impact on society- The impact of Christian traditions on early capitalism- Tom's take on Elon MuskEnjoy!https://www.viisi.nl/over-viisi/team/tom-van-der-lubbe/https://www.holacracy.org/what-is-holacracyhttps://www.sociocracy.info/Corporate Rebels article about Viisi

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this week's episode of Being Human I interview Tom van der Lubbe, Lead Link (CEO) of Dutch Mortgage Advisor Viisi and pioneer of Holacracy, the radical business operating system. In this wide-ranging conversation, we talk:- How so-called 'radical' approaches for business have been employed in state structures for centuries- What businesses can learn from the success of the Scandinavian countries- How our approach to managing businesses has a knock-on impact on society- The impact of Christian traditions on early capitalism- Tom's take on Elon MuskEnjoy!https://www.viisi.nl/over-viisi/team/tom-van-der-lubbe/https://www.holacracy.org/what-is-holacracyhttps://www.sociocracy.info/Corporate Rebels article about Viisi

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this week's episode of Being Human I interview Tom van der Lubbe, Lead Link (CEO) of Dutch Mortgage Advisor Viisi and pioneer of Holacracy, the radical business operating system. In this wide-ranging conversation, we talk:- How so-called 'radical' approaches for business have been employed in state structures for centuries- What businesses can learn from the success of the Scandinavian countries- How our approach to managing businesses has a knock-on impact on society- The impact of Christian traditions on early capitalism- Tom's take on Elon MuskEnjoy!https://www.viisi.nl/over-viisi/team/tom-van-der-lubbe/https://www.holacracy.org/what-is-holacracyhttps://www.sociocracy.info/Corporate Rebels article about Viisi

Tom van der Lubbe, the co-founder of a small, Dutch mortgage advice company called Viisi, had an existential crisis at a young age and has been conscious of doing purposeful work ever since. We talk about the science of motivation and management and how Viisi has developed a simple but powerful approach to salaries. He also shares his thoughts on adapting the organisational self-management system Holacracy and how to create an honest feedback culture where the responsibility sits with teams and individuals, not managers. Resources: Corporate Rebels article about Viisi The Story of Viisi (Slideshare) Viisi website (in Dutch) Does money really affect motivation? (HBR article) Corporate Rebels article about Bol

Tijdens deze aflevering ben ik in gesprek met Freek Ronner van Corporate Rebels (www.corporate-rebels.com). Je ontdekt de kracht van kritisch blijven kijken binnen organisaties, leren van de besten in de wereld hoe je naar je carrière kunt kijken als een vijver vol met lelies.

Tijdens deze aflevering ben ik in gesprek met Freek Ronner van Corporate Rebels (www.corporate-rebels.com). Je ontdekt de kracht van kritisch blijven kijken binnen organisaties, leren van de besten in de wereld hoe je naar je carrière kunt kijken als een vijver vol met lelies.

Join us for an inspiring conversation with Pim de Morre, co-founder of the Corporate Rebels, about what organizations can and should be. The Corporate Rebels are a group on a mission to make work more fun, rethink our organizational paradigms, and showcase the success that comes from giving people autonomy, freedom, and ownership at work. Pim will share what's emerging around the world and recommendations for companies that want to pioneer becoming a self-managed organization.

Join Dan and Jamin this week on Chorus Voices as they meet with Corporate Rebels founders Pim De Morree and Joost Minnarr. Corporate Rebels is a business bent on understanding what makes a great workplace. Listen in and read on to find out what Chorus learnt from their time with Corporate Rebels, and what you can do to make your workplace more fun.

Teleurgesteld in hun baan door de bureaucratie en het gebrek aan vrijheid en ondernemerschap ging Pim de Morree samen met Joost Minnaar op zoek naar bedrijven waar het wel leuk is om te werken. Ze reisden de wereld rond en brachten in kaart wat deze bedrijven tot een gelukkige en leuke werkplek maakt. In deze podcast vertelt Pim de Morree wat deze organisaties anders doen, samengevat in 8 trends. “Ons doel is om werk leuker te maken.” Ga voor de shownotes van deze aflevering naar www.innovatiewasstraat.com/podcast.

Joost Minnaar shares his insights from visiting more than 50 of the most inspiring workplaces around the world. Appalled by the statistic that only 13% of employees worldwide are engaged at work, Joost co-founded The Corporate Rebels to make work more fun. We talk about The Corporate Rebels Canvas, supportive leadership, why we should be wary of the latest organisational fads, and how to involve employees in running experiments in your company to create an inspiring workplace. How to follow Joost: Twitter: @corp_rebels Website: http://corporate-rebels.com/ Book(s) of the week: Check out The Corporate Rebels’ favourite books here Other resources: Download The Corporate Rebels Canvas Check out the moodforce app Joost mentioned The Jurgen Appelo article we talk about on “the right time for organisational dictatorship”