Podcast appearances and mentions of frederic laloux

Donna Hicks: Leading with Dignity Donna Hicks is an Associate at the Weatherhead Center for International Affairs at Harvard University and the former Deputy Director of the Program on International Conflict Analysis and Resolution (PICAR). She has facilitated dialogues in numerous unofficial diplomatic efforts and was a consultant to the BBC in Northern Ireland, where she co-facilitated a television series, Facing the Truth, with Archbishop Desmond Tutu. She is the author of Dignity: It's Essential Role in Resolving Conflict and Leading with Dignity: How to Create a Culture That Brings Out the Best in People*. Everyone wants to be treated in a way that shows they matter. We may differ in status, but we are all equal in dignity. In this episode, Donna and I explore how appreciating dignity can help us bring out the best in people. Key Points Everyone wants to be treated in a way that shows they matter. Dignity is different than respect. Everyone has dignity, but not everyone deserves respect. A major misconception of dignity is that we receive our worth from external sources. We're at our best when connected to our own dignity, connected to the dignity of others, and connected the dignity of something bigger. Start with vulnerability and empathy. These open the doors to connecting with your own dignity and the dignity of others. We may differ in status, but we are all equal in dignity. Resources Mentioned Dignity: It's Essential Role in Resolving Conflict* by Donna Hicks Leading with Dignity: How to Create a Culture That Brings Out the Best in People* by Donna Hicks Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Get Way Better at Accepting Feedback, with Sheila Heen (episode 143) Use Power for Good and Not Evil, with Dacher Keltner (episode 254) Help People Show Up as Themselves, with Frederic Laloux (episode 580) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

160/077 Best of: Vera Marie Strauch studierte BWL in Deutschland und Neuseeland und absolvierte ihren Masterabschluss als Fulbright-Stipendiatin in den USA. 2015 wurde sie als eine der ersten Frauen in der Branche mit unter 30 Jahren Geschäftsführerin eines mittelständischen Bauzulieferers. Drei Jahre hat sie 100+ Mitarbeiter*innen an mehreren Produktionsstandorten geführt und stark männlich geprägte Führungsumfelder kennengelernt. Sie hat wertvolle Erfahrungen gesammelt und durfte erleben, was Großartiges entstehen kann, wenn Andersartigkeit angenommen wird und Menschen sich auf Vielfalt und Veränderung einlassen. Sie weiß auch, wie herausfordernd es sein kann, seinen ganz eigenen Führungsstil zu finden – vor allem, wenn die Vorbilder in deinem täglichen Umfeld sehr anders sind als du. Heute denkt Vera Wirtschaft und Arbeit neu. Das tut sie als digitale Unternehmerin, Podcasterin und Gründerin der Female Leadership Academy. Seit 2018 begleitet Vera gemeinsam mit ihrem Team in der Female Leadership Academy vor allem Frauen in ihrer beruflichen und persönlichen Entwicklung. Mit ihrem „Female Leadership Podcast“ stieg sie in die Top 5 Wirtschaftscharts in Deutschland ein und erreicht wöchentlich Zehntausende Hörer*innen in Deutschland, Österreich und der Schweiz. --- Links zu Vera: https://verastrauch.com/ Business Journal: https://verastrauch.com/business-journal/ Vera's Podcast: https://verastrauch.com/femaleleadershippodcast/ Folge mit Vera und Diana: https://verastrauch.com/2019/06/11/diana-brandl-assistenz/ TEDx Talk mit Vera: https://www.youtube.com/watch?v=KQufMrjY9Qw  Themen aus dem Podcast: Afghanischer Frauenverein e.V.: https://www.afghanischer-frauenverein.de/ Buchtipp von Frederic Laloux: https://www.reinventingorganizations.com/ --- Diana auf LinkedIn: https://www.linkedin.com/in/diana-brandl/ The Future Assistant Newsletter: https://the-socialista-projects.com/#newsletter Podcast auf YouTube: https://www.youtube.com/@the-socialista-projects Podcast auf Spotify: https://open.spotify.com/show/3qBSDjTfYOG2x6qos7dKkS Podcast auf Apple Podcast: https://podcasts.apple.com/de/podcast/the-future-assistant/id1493106661

The secret to better leadership in the future of work isn't knowing everything, but mastering the right things. This episode brings together three leadership visionaries—Diego Barreto, CEO of iFood; Jeff Kindler, former CEO of Pfizer; and Frederic Laloux, author of Reinventing Organizations—to share the tools you need to lead smarter in the new world of work. You'll learn why mastering one skill at a time, encouraging constructive disagreement, and embracing self-management are the keys to navigating uncertainty, driving better decisions, and building agile teams.   ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

La crise écologique est là. Elle est dénoncée par les scientifiques du monde entier. Elle est aujourd'hui visible à l'oeil nu, et les feux de forêt, canicules et ouragans se multiplient. Pourtant, la mobilisation n'est pas là. On fait un peu de tri.On culpabilise un peu quand on prend l'avion. On réduit un peu notre consommation de viande. Mais globalement, on optimise à gauche à droite, en croisant les doigts pour que ça ne nous affecte pas trop fort et pas trop vite.  Et malgré les promesses et les COP, chaque année est l'année avec le plus de CO2 jamais émis dans l'atmosphère. Et chaque année est la plus chaude jamais enregistrée sur terre.  Alors, qu'est ce qu'on fait ? C'est pour répondre à cette question que j'ai invité FREDERIC LALOUX, qui a créé le programme THE WEEK avec sa femme HELENE.Je vous entends penser : The Week, c'est quoi ce programme ? The Week, c'est un programme clé en main, créé pour nous sensibiliser à l'urgence écologique et surtout pour nous mettre en mouvement. A ce jour, il a été suivi par plus de 80 000 personnes.  Oui, mais comment ça marche ?C'est simple : Tout ce que vous avez à faire, c'est de rassembler un groupe d'amis ou de collègues, en vrai dans votre salon ou en digital, et de vous inscrire sur www.theweek.ooo.Ensuite, vous programmez trois sessions d'une heure trente sur une semaine.A chaque session, le groupe visionne un film et en parle ensuite.C'est tout. C'est gratuit et c'est hyper simple. J'en ai fait l'expérience au printemps dernier et le recommande à tout le monde. C'est une vraie expérience qui remue profondément et qui permet d'ouvrir des conversations. Si j'ai une recommandation à vous faire, c'est de convier vos proches à votre groupe pour vivre l'expérience avec votre entourage immédiat...On sort du programme lucide mais aussi reboosté, avec une énorme envie d'agir. En écoutant cet épisode de Demain N'attend Pas, vous rencontrerez l'homme qui a imaginé The Week. Frédéric se livre avec vulnérabilité et enthousiasme : Il raconte comment il en est venu à quitter Mc Kinsey pour devenir coach puis auteur d'un best seller sur les organisations libérées vendus à plus d'un million d'exemplaires (!).Il examine notre paralysie face au réchauffement climatique et nous livre les principes sur lesquels sa femme et lui ont construit The Week.Il nous encourage à embrasser l'aventure de la transition climatique et à nous engager, en commençant par ce qui raisonne en nous, sans nous forcer et sans nous culpabiliser. Exceptionnellement, cet épisode a été enregistré à distance et ça se ressent un peu sur la qualité du son.  Je vous recommande chaleureusement d'écouter cet épisode jusqu'au bout. S'il retient votre intérêt, faîtes-le passer autour de vous. Et bien sur, faîtes l'expérience de The Week. Je compte constituer un groupe  fin janvier. Si vous avez envie de le rejoindre, envoyez-moi un message sur Linkedin ou Instagram et nous vivrons l'expérience ensemble. 

In der neuesten Episode des New Worker Podcasts nimmt Martin uns mit auf eine spannende Reise durch den Lebenszyklus eines Unternehmens – von der ersten Geschäftsidee bis hin zur modernen Selbstorganisation. Basierend auf persönlichen Erfahrungen und Erkenntnissen zeigt er, warum jedes Unternehmen wie ein lebendiger Organismus eine Vision braucht, die regelmäßig erneuert wird, um in der Blütephase zu bleiben. Martin teilt eindrucksvoll, wie er mithilfe von Frederic Laloux' Buch „Reinventing Organizations“ einen radikalen Wandel in seinem eigenen Unternehmen eingeleitet hat. Weg von klassischen hierarchischen Strukturen hin zu einer menschenzentrierten New Worker Vision. Dabei stehen Selbstorganisation, Vertrauen und der Fokus auf individuelle Stärken der Mitarbeitenden im Mittelpunkt. Was dich erwartet: ➡️ Warum die ursprüngliche Vision eines Unternehmens nicht ewig hält und wie du eine neue entwickeln kannst. ➡️ Der Lebenszyklus eines Unternehmens: Wie Startups wachsen, sich stabilisieren – und warum sie ohne Veränderung altern. ➡️ Wie moderne Unternehmen durch Selbstorganisation die Distanz zwischen Führung und Mitarbeitenden auflösen. ➡️ Konkrete Ansätze für eine menschenzentrierte Unternehmensführung und wie Teams auf Augenhöhe erfolgreich arbeiten können. Wesentliche Learnings: ✅ Das Wissen liegt heute oft bei den Mitarbeitenden, nicht in der Führungsebene. Wie lässt sich dieses Potenzial entfalten? ✅ Warum du veraltete Strukturen als Chance sehen solltest, um eine neue Vision zu entwickeln. ✅ Wie ein New Worker Managementsystem Freiheit und Erfolg im Beruf vereint. Martin zeigt, dass Wandel nicht nur möglich, sondern nötig ist, um den Herausforderungen unserer Zeit zu begegnen. Lass dich inspirieren, dein Unternehmen oder dein Team mit neuer Energie und einer frischen Vision zu gestalten. Ein praktisches Werkzeug:  Martin stellt in dieser Folge auch das ESVI-Konzept vor, ein einzigartiges Modell, das Unternehmen dabei unterstützt zu erkennen, wo sie gerade im Lebenszyklus stehen. ESVI steht für Ergebnisse, Strukturen, Vision und Integration – die vier Säulen, die ein Unternehmen erfolgreich machen.

Every entrepreneur grapples with the challenge of scaling efficiently. However, the fear of excessive automation can be paralyzing, potentially leading to impersonal customer interactions, demotivated teams, and rigid structures that hinder growth rather than support it.    The key challenge is not just selecting the right areas to automate but also implementing systems that boost productivity while preserving the uniqueness that defines your brand.   Enter Ernesto Mandowsky, the genius behind the Million Dollar Machine, celebrated for enhancing business efficiencies and significantly boosting revenues. Ernesto has expertly guided numerous companies from cumbersome manual processes to streamlined, profitable operations, often tripling their market value and revenues in just a few years.   In this episode of De-stress Your Business, we delve deep with Ernesto to uncover:   His strategic approach to identifying high-impact areas for automation that prime businesses for scaling and eventual sale. Tales of transformation from manual chaos to automated harmony, where companies see marked improvements in efficiency and market value.  Practical tips for business leaders embarking on their automation journey, requiring no deep tech expertise.  Ernesto's distinctive method of merging personal passion with professional pursuits to propel business success.   Join us for this critical conversation that could redefine how you perceive and implement automation in your operations. Tune in to transform your operational challenges into streamlined successes.   #DeStressYourBusiness #podcast #automation #businessscaling #ErnestoMandowsky #businessgrowth #entrepreneurship #systemsefficiency   ---   Helpful resources:   LinkedIn- https://www.linkedin.com/in/ernestomandowsky/ Website- https://www.themilliondollarmachine.com/ Book: Reinventing Organizations by Frederic Laloux: https://www.amazon.co.uk/Reinventing-Organizations-Creating-Inspired-Consciousness/dp/2960133501

In this episode, Lyssa joined Shahin to delve into the evolving landscape of leadership and Agile coaching, offering valuable insights and resources. She highlights the skills essential for thriving in an increasingly uncertain world and discusses her efforts to elevate leadership consciousness to address complex global challenges. Topics Covered: Importance of Adaptive Skills: Lyssa emphasizes the need for professionals to develop the ability to adapt to change, work creatively, and collaborate effectively, rather than focusing solely on technical skills. Leadership and Mental Complexity: The conversation explores how leaders can enhance their mental complexity to better navigate the complexities of today's world, making decisions that benefit their organizations and the broader ecosystem. Elevate Change: Lyssa shares her thoughts on the concept of "elevating change," emphasizing that change should not be feared but embraced as an opportunity for growth and innovation. Planetary Challenges: Lyssa discusses the critical role of conscious leadership in addressing global issues such as climate change, mass migration, and societal instability. Collaboration with Frederic Laloux: She introduces "The Week," a program developed by Frederic Laloux that brings people together to confront the realities of our species' challenges and inspires action towards positive change. Agile Community's Potential Impact: Lyssa highlights the potential for the Agile community to be a force for good by applying Agile principles to global challenges and collaborating with others to create meaningful change. Recommended Books: The Age of Thrivability by Michelle Holliday Regenerative Leadership by Laura Storm and Giles Hutchins Personal and Professional Growth: Lyssa reflects on her journey of continuously evolving her mindset and learning from others, particularly in how to apply natural world principles to business and leadership. Contact and Resources: Lyssa can be reached through her website, LyssaAdkins.com, where listeners can find more information about her work and initiatives. People Mentioned: Frederic Laloux: Author of Reinventing Organizations and creator of "The Week," a program that encourages deep reflection and action on global challenges. Michelle Holliday: Author of The Age of Thrivability, a book focused on aligning business practices with natural world principles. Laura Storm: Co-author of Regenerative Leadership, a book that explores how to lead organizations by drawing inspiration from the natural world. Giles Hutchins: Co-author of Regenerative Leadership, who collaborates with Laura Storm in exploring sustainable and regenerative practices in leadership. Check out Elevate Change Training & Events Follow us: Visit us at http://www.leanonagile.com Twitter: http://twitter.com/Elevate_Change LinkedIn: https://www.linkedin.com/company/ElevateChange

The modern workplace is a source of so much pain in so many peoples' lives. And with the extreme challenges facing humanity, it's easy to understand the gloom-and-doom perspective that has become prevalent today. Frederic Laloux sees things differently. "I look at it from a place of adventure," he tells us. "If we don't have a lens of 'these are times that are confusing and difficult' we can see them instead as extraordinary times for us to learn and to grow as individuals." In this podcast, Tami Simon speaks with the renowned author of Reinventing Organizations about his life's mission to transform our approach to business. Give a listen as Tami and Frederic discuss: becoming change makers at the systemic level; applying Ken Wilber's Integral Model to the way we organize businesses; the "inner angle," or the mindset and beliefs that we bring to any problem; societal leaps and the people who drive them; a polycrisis or a great adventure: how do you see it?; three cornerstones for the future of business: self-management, wholeness, and evolutionary purpose; creating fluid hierarchies at work; leadership that inspires and connects; the fundamental shift from predict and control to sense and respond (especially in these uncertain times); to budget or not to budget…; finding support and community during a "dark night of the soul"; bringing joy, pride, and courage to our social change activism; climate change and the concept of pluralistic ignorance; and more. Note: This episode originally aired on Sounds True One, where these special episodes of Insights at the Edge are available to watch live on video and with exclusive access to Q&As with our guests. Learn more at join.soundstrue.com.

Frederic describes his program The Week in our conversation. I did it last year, invited by a friend (whom I misname in our conversation, sorry) and recognized him. Podcast guest and mutual friend Lorna Davis had introduced us before he had started creating The Week.The Week is one of the few programs on sustainability approaching it as a leadership effort, not management or lecture. Anyone can do it. It's a series of videos you watch with a group, then engage in discussion about it. It's different than the Spodek Method, but shares many aspects.I could describe it more here, but the best way to learn is to hear his description in our conversation, then sign up for it.Frederic's program The WeekHis book Reinventing Organizations Hosted on Acast. See acast.com/privacy for more information.

In unserer heutigen Folge sprechen wir über das Thema stärkenorientiertes Arbeiten. Michael liebt Geschichten und so fängt er mit einer an, die ins Thema einführt. Spoiler: Es geht um ein junges Mädchen, das als kleines Kind in der Schule immer gestört hat und die dank eines umsichtigen Arztes in den 1930er-Jahren in ihren Talenten erkannt wurde. Wie oft gibt es am Anfang auch ein bisschen Theorie und Michael erklärt den Unterschied zwischen dem konventionellen und dem stärkenorientierten Ansatz zur Persönlichkeitsentwicklung. Oskar spricht über seine Schulzeit, in der nur sehr wenige Lehrerinnen und Lehrer irgendeine Art von Stärke gefördert oder auch nur erkannt hätten. Als frisch ausgebildeter Stärken-Coach erklärt Michael im Schnelldurchgang den CliftonStrength34 Test. Dieser Test ist im Kern ein Online-Assessment, das seine Wurzeln in der positiven Psychologie hat und das mit Hilfe von 177 Aussagpaaren 34 Stärken in eine individuelle Reihenfolge bringt. Oskar hat den Test unmittelbare vor der Aufnahme gemacht und die beiden vergleichen ihre Ergebnisse. Gegen Ende gibt es wieder gesammelte Tipps zum Thema Stärken: 1. Wer Lust hat macht den CliftonStrength Test, er kostet aber 65 EURO (https://shorturl.at/c5GFE) 2. Feedback einholen und auch geben (Oskar schreibt Feedbacks im Sommer, wenn etwas weniger los ist) 3. Nach jedem Projekt bietet sich die Chance, zum Beispiel mit einer Retro 4. ChatGPT nutzen: “Stell mir mal 20 Fragen und tue so als wärest Du mein Mental Coach” 5. Bittet 10 Freunde: “Sprecht mir mal eine Sprachnachricht, was ihr an mir schätzt (und was nicht so)”. Die Auswertung kann dann wieder ChatGPT machen. 6. Ragnhild Struss, Karrierecoach und Autorin (Job Crafting) empfiehlt: “Setz Dich hin und schreibe 50 Sachen auf, die Du gut kannst” (Michaels Frau und Oskars Mutter musste in einem Seminar sogar 100 Sachen aufschreiben) 7. In Teams und Gruppen die warme Dusche/ Shower of Appreciation nutzen: Wofür seid Ihr Euch dankbar? 8. Frederic Laloux erzählt in Reinventing Organizations die Geschichte von Teams, die zur Vorbereitung auf ihre Jahresgespräche für jedes Teammitglied jeweils per Flipchart Antworten auf zwei Fragen gesucht haben: - Was mag ich an der Zusammenarbeit mit XY? - Was wünsche ich Oskar für die XY? 9. Michael erzählt von seiner Unternehmer-Organisation EO und der Übung “Heißer Stuhl”, bei der jeder einen Loveletter an alle Mitglieder einer Gruppe schreibt und dann vorliest. 10. Martin Seligman, der Begründer der positiven Psychologie, hat auch einen Test entwickelt, den sogenannten 24 Character Strengths, den es auf der Webpage Penn State University ohne Gebühr gibt (https://shorturl.at/fpDDv) Auch nach 20 Folgen können wir unser Glück nicht fassen, solche Gespräche führen zu können. Wir stellen weiter fest, wie wichtig es für uns ist, dass wir uns immer wieder zu wichtigen Themen austauschen und reflektieren. Wir hoffen, dass wir Euch mit unserem Gespräch nicht langweilen, sondern Euch inspirieren, selbst immer wieder auch in den Dialog mit Vertretern aller Generationen zu gehen. LinkedIn: michaeltrautmann64 Oskar-trautmann96 #ZoomerMeetsBoomer #GenZ #BabyBoomer

Is your company still stuck in the same old top-down management approach? It's time to ditch that old playbook. In this episode, Frederic Laloux, Author of “Reinventing Organizations” and Co-founder of The Week, discusses why organizations need to reinvent traditional management approaches in today's fast-paced world. He breaks down why outdated hierarchical structures often fail to engage employees and the flawed mentality of working solely for a paycheck. We also dig into the evolution of management models and how we've moved from rigid structures to more dynamic, people-first approaches. Frederic also discusses real-world examples of self-managing companies where teams thrive without the usual layers of management. He also shares stories from companies like Bayer and Zappos about the challenges and successes in adopting new management styles like “holacracy.” ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

Traditional corporate hierarchies are being replaced by dynamic, self-managing organizations that embrace wholeness and evolutionary purpose, as explained by Frederic Laloux in this week's episode of The Conscious Entrepreneur. Frederic, the author of Reinventing Organizations, joins Alex Raymond to mark the 10th anniversary of his influential book and discuss its impact on modern organizational management.   With an MBA from INSEAD and a successful career at McKinsey, Frederic was well-acquainted with conventional business paradigms. However, personal experiences and a transformative coaching session led him to question traditional corporate structures. Influenced by Ken Wilber's developmental theories, Frederic introduced a color-coded framework showing the evolution from rigid hierarchies to adaptive, purpose-driven “teal” organizations.   Frederic outlines three key principles of teal organizations: self-management, wholeness, and evolutionary purpose. Self-management eliminates traditional hierarchies, replacing them with flexible systems where decision-making is distributed based on competence and interest. Wholeness encourages individuals to bring their full selves to work, fostering creativity and authenticity. Evolutionary purpose shifts focus from profit maximization to a mission that aligns with stakeholders' values and aspirations.   This episode offers valuable insights for entrepreneurs and leaders on the future of work. Frederic's perspectives provide a compelling vision of how businesses can evolve to meet modern complexities while creating humane and fulfilling work environments, urging entrepreneurs to embrace these innovative paradigms.   Quotes “When we redesign the organization, we create a blueprint. It's all of that engineering language because fundamentally we view an organization as a machine. This was a very successful model… But now we're reaching the limits of that model. The world has become so much more complex, but we're still trying to run it in that way with the good old pyramid structure.” (13:20 | Frederic Laloux)  “If I was really honest with myself, behind closed doors with leaders, I had these amazing conversations... The structures were so unhealthy that, once I left, the same thing happened during sessions with executive committees. We would finally discuss the taboos, the power relations, the politics, the lack of trust, and everyone would feel relieved that these issues were being addressed. However, once I left the room, the same behaviors would resurface. What I realized was that it wasn't a lack of capacity on their part. It was the system, the structures, and the pyramid—how we've set up things—that naturally pushed people to behave in those ways.” (26:01 | Frederic Laloux)  “The term self-management is both great and frustrating. As soon as you mention it, people often imagine it means no structure, that everyone can do whatever they want, and that decision-making is done by consensus, requiring everyone's input on every decision. But it's actually the opposite of that.” (35:51 | Frederic Laloux)   Links Connect with Frederic Laloux: Book: https://www.reinventingorganizations.com/ Video Series: https://thejourney.reinventingorganizations.com/ The Week: https://www.theweek.ooo/   Connect with Alex Raymond: LinkedIn: https://www.linkedin.com/in/afraymond/ Website: https://consciousentrepreneur.us/ HiveCast.fm is a proud sponsor of The Conscious Entrepreneur Podcast. Podcast production and show notes provided by HiveCast.fm

In der neuesten Folge des CULTiTALK begrüßt Georg die Gründerin des Culture Cube, Nadja Rondke, zu einem tiefgehenden Gespräch über die Transformation und Entwicklung von Unternehmenskultur. Nadja erzählt von ihren Erfahrungen in der Hotellerie und verschiedenen Führungspositionen im HR-Bereich, die sie schließlich dazu gebracht haben, sich auf das Thema Kultur zu fokussieren. Besonders am Herzen liegen ihr kleine und mittlere Unternehmen, da sie dort direkteren Einfluss und schneller sichtbare Ergebnisse sieht.Ein zentrales Thema dieser Episode sind OKRs (Objectives and Key Results). Nadja kritisiert die Art und Weise, wie große Konzerne diese oft missverstehen und nicht zur Leistungssteigerung nutzen können, weil die Mitarbeiter nicht wissen, welche Werte sie verfolgen sollen. Georg erklärt, dass OKRs eigentlich eine Demokratisierung der Zielvereinbarungsprozesse darstellen, um den Mitarbeitern ihre Rolle in den Zielen klar zu machen.Nadja und Georg diskutieren die Umstellung auf agile Ansätze, die eine erhebliche geistige Umstellung erfordern und die Machtdistanz verringern. Nadja äußert ihre eigenen Ängste und Zweifel, insbesondere in Bezug auf ihre Entscheidung, eine Führungsrolle zu übernehmen, und darüber, ob diese wirklich zu ihr passt. Ein entscheidender Einfluss auf ihr Denken hatte das Buch "Reinventing Organizations" von Frederic Laloux.Die Frage der Selbstreflexion und die Bedeutung von Feedback werden intensiv besprochen. Nadja betont, dass es für Führungskräfte und Teammitglieder gleichermaßen wichtig ist, ihre Stärken zu erkennen und sich wertgeschätzt zu fühlen. Beide sind sich einig, dass Kulturentwicklung ein dynamischer und iterativer Prozess ist, der ständige Anpassungen erfordert.Zusammen diskutieren sie über Teamdynamiken und die Bedeutung individueller Stärken in der Teamzusammenstellung. Georg hebt hervor, dass traditionelle Hierarchien oft die offene Kommunikation behindern. Nadja stimmt zu und betont die Bedeutung, dass Führungskräfte Teil des Teams sein und sich aktiv einbringen sollten. Abschließend betonen beide, dass echte Leistung aus der Leidenschaft und Identifikation mit dem Job hervorkommt und Unternehmen diesen Wandel in der Arbeitskultur verstehen müssen.Diese tiefgehenden Einsichten und praxisnahen Beispiele machen die aktuelle Folge vom CULTiTALK zu einer inspirierenden Ressource für alle, die sich mit der Transformation von Unternehmenskulturen auseinandersetzen.Alle Links zu Nadja Rondke:LinkedIn: https://www.linkedin.com/in/nadja-rondke/Unternehmen: www.culture-cube.de Alle Links zu Georg und dem Culturizer:Georg: https://www.linkedin.com/in/georg-wolfgangCulturizer: https://culturizer.appCULTiTALK: https://cultitalk.de

Anne Spapens is partner bij Young Colfield en expert op het gebied van zelfbewust organiseren wat ze tot in de haarvaten binnen Young Colfield heeft doorgevoerd. Geïnspireerd door Frederic Laloux en zijn boek 'reinventing organizations' en Holacracy, hebben zij hun bedrijf ingericht met als doel dat mensen zichzelf mee kunnen nemen naar hun werk. Functieprofielen bestaan niet langer, rollen én cirkels zorgen ervoor dat eigenaarschap binnen de organisatie maximaal ondersteund wordt. Onder de quote ‘de meeste impact maak je als jezelf' is het Anne haar doel om een organisatie te bouwen waarin je je hele zelf mee kan nemen. Dat klinkt mooi, maar hoe organiseer je dat dan in de praktijk? Daar heeft Anne boordevol tips voor in deze podcast. Veel luisterplezier! -----------Vanaf nu gaan wij met zomervakantie, en zullen er korte tijd geen nieuwe podcast afleveringen online komen. Donderdag 28 augustus zijn we terug met een nieuwe aflevering. Dan spreekt Aleid met Floor Daver. Geniet van de zomer! 

How do you build a hardware company that not only generates immediate revenue but also creates a lasting, positive impact?How do you bring investors on board?How do you build an international team of A-players in Research & Development, Data, Marketing, and Sales?The answers in this episode.Morfo restores large-scale forest ecosystems, with the help of drones and an innovative method.With a single drone, they can process up to 50 hectares of forest imagery per day and plant 180 seed pods every minute, even across steep and difficult-to-access lands like rainforests. But it is not just about planting trees. They make sure to have local participation in their projects, so far, they've involved more than 1,000 people. Morfo is building sustainable livelihoods for the most vulnerable communities of this world.

Im Teil 2 mit Lucas Müller geht es darum wie wir als Unternehmen und auch als Gesellschaft nachhaltiger werden können. Lucas hat sein umgebautes Unternehmen verlassen um sich mit Haut und Haar dem Thema Nachhaltigkeit zu widmen.  Hier sind die fünf wichtigsten Highlights, die du nicht verpassen solltest: 1.       Nachhaltigkeit als Antrieb: Lucas verließ sein umgestaltetes Unternehmen, um sich voll und ganz der Nachhaltigkeit zu widmen. Nutze seine Erfahrungen, um selbst nachhaltige Entscheidungen zu treffen. 2.       Gemeinschaftliche Lösungen: Trotz Corona führte Lucas mit einer engagierten Gruppe Online-Treffen durch, um praktische Klimaschutzmaßnahmen zu entwickeln. Lerne, wie du in deinem Umfeld gemeinsam nachhaltige Projekte vorantreiben kannst. 3.       Impact durch intrinsische Motivation: Wahre Veränderung entsteht aus innerer Überzeugung. Entdecke, wie du durch intrinsische Motivation in deinem Unternehmen nachhaltige Praktiken etablieren kannst. 4.       Vision und Mission von "Wirk for Tomorrow": Mit seiner Initiative will Lucas maximalen Impact generieren. Erfahre, wie du durch nachhaltige Geschäftsmodelle nicht nur dein Unternehmen, sondern auch dein Umfeld positiv beeinflussen kannst. 5.       Vorbild sein und Bewusstsein schaffen: Durch eigenes Handeln andere inspirieren. Lass dich motivieren, in deinem Umfeld als Vorbild voranzugehen und nachhaltige Veränderungen anzustoßen. Diese Highlights bieten dir wertvolle Ansätze, um dein Unternehmen zukunftssicher zu gestalten. Hör rein und lass dich inspirieren!   Lucas Hintergrund: Als Dipl.-Mathematiker war er zunächst im IT-Bereich tätig (SW-Entwicklung, QA, Produktmanagement, Projektmanagement) und hat Management „der alten Schule“ gelernt. 12 Jahre war er Geschäftsführer eines mittelständischen Unternehmens mit 25 Kolleginnen und Kollegen. 2018 änderte ein Buch von Frederic Laloux seine Art der Unternehmensführung … es war ein großes Experiment und am Ende wurde es ein großer Erfolg: Zuletzt dreht sich alles um Verantwortung und Selbstwirksamkeit. Und darum geht es auch, wenn es um das Thema „Nachhaltigkeit“ geht, weswegen er sein Berufsleben komplett umgekrempelt und seit Anfang 2024 Inhaber von Wirk4tomorrow ist. ------------------------ Noch mehr zu Lucas: www.wirk4tomorrow.de   Buchempfehlungen: Maja Göpel „Wir können auch anders“: https://amzn.to/3UJg62e Jean-Marc Jeancovici „Welt ohne Ende“: https://amzn.to/3QG8c8T Kate Raworth „Die Donut Ökonomie“: https://amzn.to/3wqbrdN   Hinweis: Die Links zu den Büchern sind Affiliatelinks. Damit entstehen dir keine Kosten und Nachteile. Es honoriert lediglich unsere Empfehlung.   ------------------------   Mehr zu Silvia:Zukunftsentwickler-Seite: https://www.silvia-ziolkowski.de Führungskräfte-Zirkel: www.fuehrungszirkel-bayern.de Bücher: https://www.silvia-ziolkowski.de/autorin/   Social Media: https://www.instagram.com/die_zukunftsentwicklerin/?hl=de https://www.youtube.com/channel/UCY5OMzBUbiPutcYPTsu2WtA https://www.linkedin.com/in/silviaziolkowski/?trk=nav_responsive_tab_profile_pic   ------------------------   Wenn dir mein Podcast gefällt, und du hast weiterhin Lust auf interessante Interviews mit spannenden Experten und zukunftsrelevanten Content, dann freue ich mich sehr, wenn du mir auf iTunes eine Rezension hinterlässt. Vielen Dank fürs Zuhören und für deine Unterstützung! Hier kannst du den Podcast bewerten! https://itunes.apple.com/de/podcast/bau-dir-deine-zukunft/id1343157951?l=de  

Im Teil 2 mit Lucas Müller geht es darum wie wir als Unternehmen und auch als Gesellschaft nachhaltiger werden können. Lucas hat sein umgebautes Unternehmen verlassen um sich mit Haut und Haar dem Thema Nachhaltigkeit zu widmen.  Hier sind die fünf wichtigsten Highlights, die du nicht verpassen solltest: 1.       Nachhaltigkeit als Antrieb: Lucas verließ sein umgestaltetes Unternehmen, um sich voll und ganz der Nachhaltigkeit zu widmen. Nutze seine Erfahrungen, um selbst nachhaltige Entscheidungen zu treffen. 2.       Gemeinschaftliche Lösungen: Trotz Corona führte Lucas mit einer engagierten Gruppe Online-Treffen durch, um praktische Klimaschutzmaßnahmen zu entwickeln. Lerne, wie du in deinem Umfeld gemeinsam nachhaltige Projekte vorantreiben kannst. 3.       Impact durch intrinsische Motivation: Wahre Veränderung entsteht aus innerer Überzeugung. Entdecke, wie du durch intrinsische Motivation in deinem Unternehmen nachhaltige Praktiken etablieren kannst. 4.       Vision und Mission von "Wirk for Tomorrow": Mit seiner Initiative will Lucas maximalen Impact generieren. Erfahre, wie du durch nachhaltige Geschäftsmodelle nicht nur dein Unternehmen, sondern auch dein Umfeld positiv beeinflussen kannst. 5.       Vorbild sein und Bewusstsein schaffen: Durch eigenes Handeln andere inspirieren. Lass dich motivieren, in deinem Umfeld als Vorbild voranzugehen und nachhaltige Veränderungen anzustoßen. Diese Highlights bieten dir wertvolle Ansätze, um dein Unternehmen zukunftssicher zu gestalten. Hör rein und lass dich inspirieren!   Lucas Hintergrund: Als Dipl.-Mathematiker war er zunächst im IT-Bereich tätig (SW-Entwicklung, QA, Produktmanagement, Projektmanagement) und hat Management „der alten Schule“ gelernt. 12 Jahre war er Geschäftsführer eines mittelständischen Unternehmens mit 25 Kolleginnen und Kollegen. 2018 änderte ein Buch von Frederic Laloux seine Art der Unternehmensführung … es war ein großes Experiment und am Ende wurde es ein großer Erfolg: Zuletzt dreht sich alles um Verantwortung und Selbstwirksamkeit. Und darum geht es auch, wenn es um das Thema „Nachhaltigkeit“ geht, weswegen er sein Berufsleben komplett umgekrempelt und seit Anfang 2024 Inhaber von Wirk4tomorrow ist. ------------------------ Noch mehr zu Lucas: www.wirk4tomorrow.de   Buchempfehlungen: Maja Göpel „Wir können auch anders“: https://amzn.to/3UJg62e Jean-Marc Jeancovici „Welt ohne Ende“: https://amzn.to/3QG8c8T Kate Raworth „Die Donut Ökonomie“: https://amzn.to/3wqbrdN

Im Teil 2 mit Lucas Müller geht es darum wie wir als Unternehmen und auch als Gesellschaft nachhaltiger werden können. Lucas hat sein umgebautes Unternehmen verlassen um sich mit Haut und Haar dem Thema Nachhaltigkeit zu widmen.  Hier sind die fünf wichtigsten Highlights, die du nicht verpassen solltest: 1.       Nachhaltigkeit als Antrieb: Lucas verließ sein umgestaltetes Unternehmen, um sich voll und ganz der Nachhaltigkeit zu widmen. Nutze seine Erfahrungen, um selbst nachhaltige Entscheidungen zu treffen. 2.       Gemeinschaftliche Lösungen: Trotz Corona führte Lucas mit einer engagierten Gruppe Online-Treffen durch, um praktische Klimaschutzmaßnahmen zu entwickeln. Lerne, wie du in deinem Umfeld gemeinsam nachhaltige Projekte vorantreiben kannst. 3.       Impact durch intrinsische Motivation: Wahre Veränderung entsteht aus innerer Überzeugung. Entdecke, wie du durch intrinsische Motivation in deinem Unternehmen nachhaltige Praktiken etablieren kannst. 4.       Vision und Mission von "Wirk for Tomorrow": Mit seiner Initiative will Lucas maximalen Impact generieren. Erfahre, wie du durch nachhaltige Geschäftsmodelle nicht nur dein Unternehmen, sondern auch dein Umfeld positiv beeinflussen kannst. 5.       Vorbild sein und Bewusstsein schaffen: Durch eigenes Handeln andere inspirieren. Lass dich motivieren, in deinem Umfeld als Vorbild voranzugehen und nachhaltige Veränderungen anzustoßen. Diese Highlights bieten dir wertvolle Ansätze, um dein Unternehmen zukunftssicher zu gestalten. Hör rein und lass dich inspirieren!   Lucas Hintergrund: Als Dipl.-Mathematiker war er zunächst im IT-Bereich tätig (SW-Entwicklung, QA, Produktmanagement, Projektmanagement) und hat Management „der alten Schule“ gelernt. 12 Jahre war er Geschäftsführer eines mittelständischen Unternehmens mit 25 Kolleginnen und Kollegen. 2018 änderte ein Buch von Frederic Laloux seine Art der Unternehmensführung … es war ein großes Experiment und am Ende wurde es ein großer Erfolg: Zuletzt dreht sich alles um Verantwortung und Selbstwirksamkeit. Und darum geht es auch, wenn es um das Thema „Nachhaltigkeit“ geht, weswegen er sein Berufsleben komplett umgekrempelt und seit Anfang 2024 Inhaber von Wirk4tomorrow ist. ------------------------ Noch mehr zu Lucas: www.wirk4tomorrow.de   Buchempfehlungen: Maja Göpel „Wir können auch anders“: https://amzn.to/3UJg62e Jean-Marc Jeancovici „Welt ohne Ende“: https://amzn.to/3QG8c8T Kate Raworth „Die Donut Ökonomie“: https://amzn.to/3wqbrdN

Every time something changes at work, someone's bound to be upset. Digital transformations take resources from analog teams; restructuring a department can take authority from one group and give it to another; removing a step from a workflow can eliminate a role altogether. Any change, including those meant to make things better, will create winners and losers and that's bound to kick up a hornet's nest of feelings. Here's the puzzling part: Despite years of research showing us that surfacing and processing these feelings is key to unlocking a company's ability to be adapt, many workplaces often treat emotions as taboo. They're messy, unpredictable, and nobody wants to touch them—even when ignoring them does more harm that good. Playing pretend isn't getting us anywhere. In this episode of At Work with The Ready, Rodney Evans and Sam Spurlin explore why we have negative feelings about big feelings and how it's holding our organizations back from evolving into the places they could be. We're on Youtube! An extended video version of this episode (with extra Rodney and Sam moments) is available to watch there. Mentioned references: Tabea's Meet The Ready post "unconsciously protecting the status quo": Immunity to Change, 2009 book by Robert Kegan and Lisa Laskow Lahey "protection state": On Point of Relationship podcast episode with Frederic Laloux "complicated vs complex": Brave New Work keynote The unpaid emotional labor expected of women at work, 2024 BBC article What Rodney said at SXSW last year: BNW 162: Live from SXSW with Brian Elliott Love the show? Leave us a review and share this episode with your coworkers! We're on LinkedIn! Follow Rodney, Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox twice a month? Sign up for our newsletter. We want to hear from you. Send your thoughts and feedback to podcast@theready.com.

Bengi is the co-CEO of ATÖLYE, a strategic design and innovation consultancy based in Istanbul and Dubai. They help organizations tackle complex challenges to create lasting impact using a unique community-centered approach.Before joining ATÖLYE, Bengi served as studio director and head of creative innovation and design at Deloitte Digital in Turkey, where she led service design, UX design, and innovation strategy. She has had tremendous influence in developing service design and UX design competences in Turkey and the broader Middle East.Bengi is a second-generation leader at ATÖLYE, founded a decade ago by Kerem Alper and Engin Ayaz. ATÖLYE operates a unique, international design practice, and among other achievements, they have their place as a member of the Kyu Collective alongside giants of the design industry like Ideo, Sid Lee, and Godfrey Dadich.VISIT OUR AFFILIATES & SPONSORS TO SUPPORT US- Framer – the best website builder: https://www.framer.com/?via=designdisciplin- ProtoPie – the best hi-fi prototyping tool: https://www.protopie.io/?ref=designdisciplin- LucidChart – the best way to create diagrams: https://try.lucid.co/ddPRODUCTS MENTIONED+ Designing Interactions by Bill Moggridge: https://geni.us/designing-interactions+ The Hacker Ethic by Pekka Himanen: https://geni.us/hacker-ethic+ Creative Confidence by Tom Kelley and David Kelley: https://geni.us/creative-confidence+ The Art of Innovation by Tom Kelley: https://geni.us/art-of-innovation+ The Ten Faces of Innovation by Tom Kelley: https://geni.us/ten-faces+ Reinventing Organizations by Frederic Laloux: https://geni.us/reinventing-orgON OUR WEBSITEhttp://designdisciplin.com/bengi-turganSOCIALWebsite: http://designdisciplin.com​Twitter: http://twitter.com/designdisciplin/TikTok: https://tiktok.com/@designdisciplinInstagram: http://instagram.com/designdisciplin/Main YouTube: http://youtube.com/@designdisciplinPodcast YouTube: http://youtube.com/@designdisciplin_podcastApple Podcasts: https://podcasts.apple.com/podcast/design-disciplin/id1553829029Spotify: https://open.spotify.com/show/6VqYFGscuM2UVgtdZfk1hrCHAPTERS00:00 Intro02:17 Bengi's story19:56 Service design success stories29:08 Bengi meets ATÖLYE33:50 What is ATÖLYE?48:50 ATÖLYE's clients54:39 Teaching and leadership59:49 ATÖLYE's design philosophy1:03:22 Bengi's influences1:04:39 Advice for young designers1:09:10 Book recommendations1:12:13 To be replaceable1:13:45 Closing

Thomas is joined by celebrated business thinker, social entrepreneur, Founder of "The Week", and author of Reinventing Organizations, Frederic Laloux. They discuss how hierarchy relies on certain people having power over others, and how this concept is antithetical to our true human nature, despite being deeply ingrained in society. They explore Frederic's work to help organizations shift to a “self-managing” model, and what it takes to get people on board. Frederic has learned that by bringing people together to surface their deepest assumptions about their way of operating, and examining what that implies about humanity, they can organically come to accept a non-hierarchical structure. He and Thomas discuss how our economic and educational systems reify a worldview of scarcity and distrust, and how we would all benefit from a more communal society. They also dive deep into Frederic's work on climate change, and how his organization “The Week” is creating spaces to process the harsh reality of environmental disaster so that we can discover new avenues to combat it without feeling alienated and alone. ✨ Thomas' Art of Attunement course is 50% off - for a limited time.   

Introduction:  Iris Clermont is an Executive Coach, author, and professional mathematician. She holds certifications from Team Coaching International, & Conversational Intelligence and is a Professional Certified Coach from the International Coaching Federation. Her mission is to motivate teams to work effectively while having fun and gaining energy from their business life. Iris is also the author of the number one best-selling book Team Magic and has just written her new book Team Rhythm which is the subject of this podcast. Podcast episode Summary:  Iris has chosen a xylophone as an image and metaphor to capture the chapters of her book. The conversation explores her Team Model the ordering of her chapters on this xylophone and why music and maths support her work with teams. Points made throughout the Episode:   Who are you? Deep inside Iris is a mission to inspire teams to have more joy and energy in the workplace. Iris then goes on to share her career history and the early influence of Mother Teresa. After approximately 30 years in Corporate life Iris found herself moving “swiftly and smartly” into Coaching. She figured out that asking people for their ideas instead of telling them her ideas changed the game for her. Is it true you are also a Musician? Iris has played music since she was 3 years old and her interest in music form part of the auspices of Team Rhythm. What inspired you to write the book the way you did? Iris determined that many of the teams she was facing were in egoic conflict and were very serious. She was intent on approaching the solution to team rhythm in a different way using exercises and lightness in her approach. Iris saw that business leaders know what they need in business and what they do not practice like listening and presence. According to Iris teams need to not only speak their concerns but use exercises and lightness as a way to find solutions – As such her book is littered with music riffs and exercises that teams can employ to begin to develop skills As a child Iris listened to a talk given by Mother Teresa that she still carries. Emotional pain is a feature of business life and one Iris's mission is to help people resolve emotional pain. She develops bespoke exercises for teams depending on their particular concern. Why was it important to cluster the book chapters on a xylophone and in that fashion?   –     Getting Synchronised comprises the first three chapters of the book and details the power of Listening, Creating a Clear vision and having Leadership Presence. Getting synched means looking beyond an individual's ego and determining what is important to the team . Getting synched means raising a person's listening skills, followed by a clear strategy & vision – this also requires checking for team and departmental understanding giving others a chance to question. Iris uses cartoons to illustrate her points. She points out that the Leader is there to serve and give direction. Finally Irish explains why her third chapter on Presence is so critical for team life. –     What in your opinion Iris do teams forget about those first three chapters? All three of them. Iris reminds us that we all think we are great listeners but when she encourages her teams to try out some of the listening exercises in her book, members realise they are not that good. Leaders are often pretty clear in their heads about the future strategy but do they check it is understood by all? Do they gain from the experts knowledge how they see the strategy working etc. Presence in the room is often disrupted by insecurity & Iris's exercises help bring presence more assuredly into the room  Presence can change something. A lack of presence, often especially by the leader can communicate to others that the leader has more important things to do than be there for the team. –     What are some of the exercises you use with teams to build presence? Speaking to the last member in an audience as a choir is an exercise that iris uses with teams, –     What comprises the cluster called raising awareness? There are four topics covered across four chapters with skills that all have room to be enhanced. –     Raising effectiveness with Decisions. Decision making at the lowest level. Iris employs exercises to expand on Frederic Laloux's work which says that bureaucracy gets in the way of effective decision making. He and Iris suggest moving decisions out and often down to the experts. This requires trust by Leaders to distribute power effectively to experts. Doing this is enabled by having done the work to get synchronised. A solid frame is provided that supports decision making. Trust is a big component for both the leader and the member. A leader can self-check to be curious if he/she does give power to the expert or has explained the strategy well. A member can ask if they trust themselves enough to honour the strategy and make a decision about which they are expert. –     Speed up Conflict Resolution: The blue note is used from Jazz as a way of helping teams to accept what might not be linear or clear from which beauty can surface. There is disruption on teams especially with diverse teams and Iris encourages teams to embrace the disruption and look to wonder what can be created. Iris explores building resolution on teams using Judith Glaser's work, Conversational Intelligence. Iris explains the dashboard that Judith outlined in her book to support understanding between members on teams. The Conversational dashboard describes 3 levels of communication from distrust to trust. Level 1 is where people tell and ask. Level 2 is where team members advocate and inquire and Level 3 where two or more members are co-creating in a space of trust by sharing and discovering together. Team members have to suspend judgement and premature conclusions to accept that people have good intentions, have value to add and are not stupid. This helps move conversations from red/distrusting to green/trusting. Iris shares that the dashboard is an image or a picture in your home that you have to step back from and observe. Stepping back and inquiring helps a team wonder how they can move into the green area where engagement, encouragement, acceptance flourishes, a place of fun and creativity. Iris loves this chapter and since her work with Judith Glaser she only needs 30 minutes to bring this topic to light & resolution. The team conflict resolution team rhythm exercise helps a team see how they react to dissonance. The exercise is used to see how teams react, what is possible and what is learnt by dissonance and the use of it. Disruption is not always a negative phenomenon it allows for difference to be heard. Trust & Commitment, chapters 6  & 7 in Iris's book are like twins. If commitment is honoured trust is built. Similarly alignment with the mission and strategy supports trust. Trust also has something to do with each individual and their respective histories. A person has to be willing to look inside and wonder what is blocking with respect to trust and trust for others., There is a team rhythm exercise on trust. The cartoons Iris employs in her book helps people self-assess and wonder about their own levels of trust. Micro-managing for example is an indicator that trust is not widely given to empower teams. –     What are some of the ways teams distract themselves from pursuing some of these ideas on effectiveness? Iris combines the knowledge and wisdom from her Commitment chapter with the chapter on Feedforward to suggest that team members need to be willing to open up to feedforward ideas –     Continuously Empower and Inspire your Teams. This cluster explores 4 topics housed in 4 chapters. The first speaks to the idea that you can add value to a team and its performance by engaging with mechanism and skills that encourage feedforward practices. The next chapter explores the nature of Virtual & Hybrid teams and how teams can move from being I-Centric to We-Centric and ultimately less egoic. The third chapter in this cluster speaks to value of using the power of diversity and moving away from blaming and shaming others for their difference be it with respect to their ideas, perspectives etc to gaining. This chapter uses exercises and rhythm exercises to identify how to make use of the full spectrum of diversity. The fourth and final chapter in this cluster speaks to the idea of gaining from areas outside of your own business. In this  Iris talks about Bands and what can be learnt for business gain. She also looks at film production and what is involved there in that domain a rich resource for business. –     What is important to you Iris about the difference between Feedforward and Feedback? The difference was experienced from Marshall Goldsmith. Feedforward is looking to the future and is hopeful. Feedback is backward looking and historic. –     The last few chapters are very current to the world we live, especially post the pandemic. What was important to you about including them in your book and on the xylophone? Iris wanted to update her book to reflect what she is seeing in business today, that is very different from when she wrote her book Team Magic. Iris is curious to explore with teams how they can gain by diversity. Iris tells a story about her favourite team  a virtual team she was part of twenty years ago.  Iris describes how she experienced this team and remarks that she felt special having team members come from Denmark and other counties. Iris shares that it was a hugely different phenomenon  in her working life then & she enjoyed it, The team worked well together and won a prize for innovation.   –     How comfortable are teams working in a hybrid or virtual way? Teams can get stuck in ways that are unhelpful. There are different types of people some who appreciate the technology that allows for video and others who prefer to be more private and not share their image. Some people like to see faces to focus on gestures and mimics and others are more focused on words. We have to allow for both. –     To practice for example on a band is so important, what do teams assume that they do not practice together? Teams often only focus on achieving results and forget the process necessary to get there. To be really effective as a team you need to have the skills outlined on Iris, xylophone listening, having a vision & strategy, leadership presence, decision making, conflict resolution, Trust, commitment, Feedforward skills, awareness of virtual and hybrid teams, making full use of diversity and gaining from the lessons learnt from the outside world. Iris understands why teams often take the shortest route to success. As a mathematician that is smart & it can also frustrate when you appreciate that others are different. It then becomes necessary to upgrade these skills in order to co-create and deliver collectively. There is a parallel here with musicians. As a musician you know  you need to work alone and then together. –     What are your thoughts about joy and how you infuse it across teams? Joy is linked to creativity and innovation. It also means looking at where I am stuck and what needs to shift. It is key to look outside of business and to gain from all of the experience we have from other domains. –     What makes you proud about this book? This book comes from deep within Iris's heart to enlighten teams about what is possible. To bring lightness to the business of what is often serious business. Using cartoons, exercises and several rhythm practices can allow a team see an alternative perspective & explore their effectiveness with fun. Iris is proud of all of her 3 sons who contributed to her book and one of her sons, a musician co-created with Iris to get specific rhythm exercises.   Resources shared across this podcast –     Team Rhythm, Eleven ways to lead your team from overwhelmed to inspired. Iris Clermont –     Team Magic eleven ways for winning teams –     Conversational Intelligence, Judith E. Glaser –     Feedforward by Marshall Goldsmith -U Tube. –     www.aircoaching.com

In this episode, Joe interviews Mike Margolies: community catalyst; conversation creator; Founder of Psychedelic Seminars; and Co-Founder and Co-Steward of the Global Psychedelic Society. The Global Psychedelic Society was created for all of the different psychedelic societies that have sprung up over the world to connect, share resources and information with each other, and be housed in a central hub so people can find them more easily. He talks about Frederic Laloux's book, "Reinventing Organizations," and modeling the GPS around the “Teal” concept of organization, where employees are encouraged to show up as their true, honest, and most powerful selves; where it's more about relationships than hierarchy; and more about embracing a mycelial – and psychedelic – way of thinking and interacting with each other. He breaks down how this way of thinking has progressed from the earliest ways of organizing, and discusses its three main principles of self-governance, wholeness, and evolutionary purpose. He then talks about the Boom Festival: its “Liminal Village,” its inventive Kosmicare harm reduction program, and how drugs are not as decriminalized as people think in Portugal; and Burning Man: how it all came together for him this year when he didn't even want to go, his experiences with the rain and a friend's dreams warning of floods, what he learned from the ghost of a lost friend, and how that resulted in the concept of Batman doing a striptease to Seal's “Kiss From a Rose.” Is the Joker simply a manifestation of Batman's shadow material and his desire to be a hero? Yea, this one gets weird… Click here to head to the show notes page. 

Doug Pagitt and Robb Ryerse talk with Frederic Laloux about the online environmental resource “The Week”.  The Week is a group experience around the crisis we face with the environment and to help us see what's coming and what we can do about it. The week is designed around friends or family meeting three times in one week. Each experience includes an informative documentary film and conversation supports to help one another engage in ways to engage to support the environment.  www.TheWeek.ooo

On our final episode of Season 6, we're speaking with Dan Hunt, co-founder of Foster, about deliberately developmental organizations, how we can help individuals within an organization grow individually while also growing together, and some practical strategies for overcoming common challenges faced in decentralized organizations.Foster is a collaborative organization for editorial and writing support, and also deeply involved in several other communities across the crypto and web3 space where he's helped facilitate the human and relational side of each organization.  This episode contains equal parts theoretical and philosophical principles, as well as practical and actionable steps any leader or member of an organization can take to strengthen the culture within their organization. COLLECT THIS EPISODEhttps://www.rehashweb3.xyz/ FOLLOW USRehash: https://twitter.com/rehashweb3Diana: https://twitter.com/ddwchenDan: https://twitter.com/dan2huntFoster: https://twitter.com/0xFoster LINKSDan's Substack: danhunt.substack.com An Everyone Culture: Becoming a Deliberately Developmental Organization by Robert Kegan: https://www.amazon.com/Everyone-Culture-Deliberately-Developmental-Organization/dp/1625278624Reinventing Organizations by Frederic Laloux: https://www.amazon.com/Reinventing-Organizations-Frederic-Laloux/dp/2960133501/ref=sr_1_1?hvadid=580766137634&hvdev=c&hvlocphy=9033780&hvnetw=g&hvqmt=e&hvrand=11010857034710310604&hvtargid=kwd-73133255316&hydadcr=21905_13324233&keywords=reinventing+organizations&qid=1703114589&sr=8-1 TIMESTAMPS0:00 Intro2:40 Common challenges in decentralized organizations5:37 How to spot a cult leader9:10 Becoming ourselves, together13:13 Conflict resolution in DAOs19:04 Resources for communicating and organizing better24:10 The deliberately developmental organization framework31:56 Best practices for developing values in an organization38:23 Best way to scale a deliberately developmental organization43:50 Follow Dan DISCLAIMER: The information in this video is the opinion of the speaker(s) only and is for informational purposes only. You should not construe it as investment advice, tax advice, or legal advice, and it does not represent any entity's opinion but those of the speaker(s). For investment or legal advice, please seek a duly licensed professional.

Welcome to Season 3, MeetingMakers! This season is for anyone who participates in meetings with a desire to make them suck less. In this episode, we'll give you an overview of what to expect in Season 3—focused on improving meetings through modeling etiquette, making space for others, and playing a support role when needed.

1️⃣ Présentation de l'invité : La Symétrie des Attentions, vous connaissez ? Mon invité oui, car il en est le garant. Je suis ravi de l'accueillir, bonjour Jean-Jacques Gressier. 2️⃣ Notes et références : L'épisode avec Brice Duthion L'épisode avec Tony Loeb Colloque de l'Académie du Service - 28 septembre 2023 Le reportage sur l'EPHAD The Week - Expérience de groupe sur le sujet de l'écologie Par Frederic Laloux Les livres Servir ou disparaître… Quand l'esprit de service devient une nécessité pour l'entreprise - Martine Calligaro & JJ Gressier Réinventons les organisations - Frederic Laloux 3️⃣ Pour contacter l'invité : LinkedIn Email Le site de l'Académie du Service 4️⃣ Le partenaire de l'épisode : Mews Demander une démo Mews.com Bénéficiez de 10% de réduction sur les frais récurrents, en précisant que vous venez d'Hospitality Insiders.Si cet épisode vous a autant passionné que moi, rejoignez-moi sur : la newsletter d'Hospitality Insiders, chaque dimanche ; mon profil Linkedin, pour poursuivre la discussion ; ou sur Instagram, pour découvrir les coulisses des enregistrements. Merci pour votre fidélité et à bientôt !

In this latest episode, we welcome Kalle Kaivola, co-founder of Lightheart Entertainment, known for their hit game Mr. Auto Fire (over 16 million downloads). Together, we discuss the company culture and the challenges of building a holacratic culture, inspired by the Teal organization described in the book "Reinventing Organisations" by Frederic Laloux. Holacracy is a system of self-management where leadership roles are not subject to a traditional hierarchy of command. Instead of having a static job description, individuals in a holacracy assume multiple roles, each associated with a purpose, domain, and accountabilities. It distributes authority and decision-making through a holarchy of self-organizing teams rather than being vested in a management hierarchy. While it looks great on paper, how does that work in practice? This approach impacts all the layers of what makes a company culture and strategy: Who joins the company? Who makes the decisions and on what? How decisions are being made (not by the CEO or leaders). Which games are greenlighted? Four years since its founding, the team has been growing with this core holacratic culture and delivering proven success with Mr. Autofire. Maybe there are aspects that you can take away from a holacratic culture for your own company. How ready are you to let go of control?

Vous vous êtes déjà demandé comment intégrer plus d'actions en faveur de la planète dans votre business ? Moi oui !

Die Arbeitswelt befindet sich im Wandel – von der harten Arbeit hin zur „Herzens“-arbeit. In dieser Folge tauchen Lotta und Greta in die aufregende Welt von New Work ein. Sie diskutieren über die Chancen, die sich in dieser neuen Form der Arbeit bieten. Inspiriert vom Motto "Bring your whole self to work" von Frederic Laloux teilen wir unsere Leidenschaft für eine Arbeitswelt, in der individuelle Potenziale erkannt und gelebt werden können. Die Bedeutung des Wandels in der Arbeitswelt Von harter Arbeit zu Herzensarbeit: Der Paradigmenwechsel Chancen und Möglichkeiten von New Work Individuelle Potenziale und Leidenschaften in der Arbeit entfalten Die Rolle der Individualität im modernen Arbeitsumfeld Schau, was Du selbst dafür tun kannst, damit Arbeit wieder Spaß macht.

Renée Mauborgne: Beyond Disruption Renée Mauborgne is the INSEAD Distinguished Fellow and a professor of strategy at the global business school INSEAD. She is the co-author of the 4 million copy global bestseller Blue Ocean Strategy, which is recognized as one of the most iconic and impactful strategy books ever written, and is also co-author of the New York Times, Wall Street Journal, USA Today, and Los Angeles Times bestseller Blue Ocean Shift. To date, the Blue Ocean Strategy and Blue Ocean Shift teaching materials have been adopted by over 2,800 universities across the globe. In 2022, Harvard Business Review selected Blue Ocean Strategy as one of the most influential and innovative articles published in HBR over the last 100 years. Along with her colleague W. Chan Kim, she was named the most influential management thinker in the world by Thinkers50. She is the first woman ever to secure that top spot. She is the co-author with W. Chan Kim of Beyond Disruption: Innovate and Achieve Growth without Displacing Industries, Companies, or Jobs*. Key Points Zero-sum thinking means that if we win, someone else must lose. Many of us have been conditioned to accept that this is how competition has to work. Nondisruptive creation creates new industries without leaving failed companies, lost jobs, and destroyed markets in its wake. Consider shifting focus from structure to agency. Firms that generate nondisruptive creation lead with agency. Don't confuse the means with the ends. Technology enables, but value innovation is ultimately what creates a nondisruptive new market. Unlock the many, not just the few. Overemphasizing an entrepreneur or creative leader leads to underemphasizing the creativity and contributions of everyone else. Resources Mentioned Beyond Disruption: Innovate and Achieve Growth without Displacing Industries, Companies, or Jobs* by W. Chan Kim and Renée Mauborgne Blue Ocean Strategy: How to Create Uncontested Market Space and Make the Competition Irrelevant* by W. Chan Kim and Renée Mauborgne Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Start Seeing Around Corners, with Rita McGrath (episode 430) Help People Show Up as Themselves, with Frederic Laloux (episode 580) The Mindset to Help Your Organization Grow, with Tiffani Bova (episode 633) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

In this episode, we're joined by the mind-bending Dr. Emily Bennet, ND, CEO of Kindling who answers the question, “How can we take better personal responsibility for our own well-being in the midst of being devoted to this purpose-driven work?”  We talk about our personal experiences with workplace burnout and explore the internal and external pressures of wanting to “do more for the cause” at the expense of our mental and physical health. We dive into potential factors influencing our decisions to muscle through it despite all the warning signs. Are we influenced by hustle culture? Do we have generational baggage on board? Do Gen Zers have the answer to all our workplace woes? Join us to learn the three facets of burnout, practical tips for managers and execs to protect their teams and some of the common triggers of burnout. Spoiler alert! Your loneliness just might be killing you.   Also, listen for a quick self-evaluation to determine if you or your team are at risk for or are currently experiencing burnout. “There are these structural pieces that play a part in influencing somebody to set themselves aside entirely and give too much, such that the energy they're putting toward the cause is not going to be sustainable.” - Emily Links: https://dremilybennett.com/ Additional Resources:  Going Horizontal by Samantha Slade Reinventing Organizations by Frederic Laloux. --- Support this podcast: https://podcasters.spotify.com/pod/show/nonprofitlowdown/support

Frederic Laloux is a renowned author, speaker, and organizational transformation expert who has made significant contributions to the field of management and leadership. He is best known for his groundbreaking book Reinventing Organizations, which provides readers with a revolutionary concept that challenges conventional management paradigms. More recently, his work focuses on combating climate change and motivating people to take action. He achieves this through the non-profit organization The Week, which provides a transformative path from awareness to action through a compelling three-part documentary, fostering emotional resonance and community engagement for impactful change.For full show notes, visit: https://www.lifteconomy.com/blog/frederic-lalouxThe spring cohort of the Next Economy MBA is officially open! Save 20% when you register before 1/29 with our early-bird sale ➡️ https://lifteconomy.com/mba

Joining me this episode is one of the founders of The Week, Frederic Laloux.

Ben Allen is a GP at Birley Health Centre, and Sheffield Clinical Director for Primary Care, with a special interest in elderly medicine and service improvement.Birley has bucked the national trend in patient satisfaction. Over the past two years while patient satisfaction nationally has declined from 68% to 38%, at Birley it has increased. He compares his initial impressions of Birley to the experience of riding a bike where all the components are high quality but they haven't been assembled particularly well.He realised that his first efforts to intervene were merely addressing the symptoms and not the underlying culture, so he started a process of self-education reading books by Patrick Lencioni, Jim Collins, Brene Brown, Simon Sinek and Nancy Kline for example. This led him to develop three main principles: finding and nurturing potential, team dynamics, and being purpose and values driven.He observes that “everybody has so much more to them than their professional role and their professional training.” The organisation needs a clear plan for how it is going to bring out the best in staff, including providing a mentor for each person, who has an ongoing day-to-day relationship with the individual.Most of his thinking on team dynamics draws on the work of Patrick Lencioni. It's firstly about creating an environment of psychological safety which allows people to voice their best ideas, and confess their mistakes without fear of censure. Secondly its about the quality of debate. Finally, if the first two have been done well, then people should be more prepared to commit to a decision, even if it isn't the one that they would have made personally.Ben has done less work on crystallising the purpose of the organisation than he has done on the other two principles, but he thinks that is a question worth asking all stakeholder groups, including patients. He observes that “we can often go to work with our own purpose” and that purpose may conflict with the goals of others. And in the absence of a larger purpose, the aims of individuals can boil down to “getting through the day.” It's only when you have that overarching purpose that you can ask “How are we doing?”Ben thinks that the type of leadership that the NHS needs is evolving. At present the principles he has outlined are not as understood and valued as they need to be. The ‘top down' model is not fit for the complexities of modern healthcare.Meetings have changed fundamentally at Birley since the start of the improvement programme. They no longer have meetings that are about conveying information, for which an email or whatsapp would do. Instead, team meetings are about engaging people, obtaining ideas, debating issues, and building consensus.Ben says there's lots left to do at Birley, but that he really does feel that it's a self-improving place now. Things Ben would like to see happen going forward include a “blurring of the boundaries between the practice team and the public”, more work on purpose and values, and rotating the leadership of meetings so that younger staff are involved.Ben feels that with increasing workload and declining staff numbers there is a real risk of changing things “out of desperation to make something different.” In his view, the right question is how do you sustain the people who are currently in primary care, while you train up the next generation of GPs? He also thinks that the nation needs a wider debate about the purpose of the NHS.In his role as Clinical Director for Sheffield he sees himself helping general practice to thrive. He is still working on the best way to achieve that. One of his approaches has been to get people from general practice with energy and ideas together in order to build solutions. Recently Ben has read ‘Reinventing Organisations' by Frederic Laloux. This charts the cultural journey from top down to purpose driven with self-managing...

Douglas Rauch was thinking of selling his construction business until he read Reinventing Organisations by Frederic Laloux. After that, Aquadec went on a transformation journey to becoming a self-managing company. Douglas and his daughter Jessica share the ups and downs of this process over the last five years, including why their initial approach was a spectacular failure, why it was an inner shift that ended up making the difference, and something called “S**t Day.” Resources: Jessica and Douglas on The Better Work Australia Podcast The Better Work Australia Podcast website Aquadec's website  

Do you find it challenging to streamline communication within your organization?Do your team members have different perspectives on how information should flow?It might be time to establish a shared language and approach for communication. After all, everything that takes place within an organization can be traced back to the countless conversations you and your team engage in regularly. Understanding the importance of effective communication within an organization is crucial for its success. By figuring out how your team collectively wants to share, listen, and connect with one another, you can pave the way for a more unified organization. In this episode, Tucker and Sarah explore practical frameworks and tools to help you align your team around a common communication style, fostering stronger connections and enhancing collaboration. Learn how to generate buy-in from your team members and harness the power of open dialogue to drive your organization's mission forward. By developing a common language around your approach to communication, you can overcome the barriers created by differing worldviews and work together more effectively.Listener Links/Resources:Reinventing Organizations by Frederic Laloux - https://amzn.to/3yHy3DPhttps://www.linkedin.com/in/meganthiele/https://drive.google.com/open?id=1oH5R3Rg1hbSv-e8okLsVLgDlJ652TSfj&usp=drive_copy Need to create a strategic plan (or breathe life into your existing one)? Schedule a free Design Session and we'll explore the areas of opportunity and co-create a plan that fits your organization's needs and budget.Schedule a Design Session

Ron Wakkary is a professor of design at Simon Fraser University's School of Interactive Arts and Technology in Canada. He is also a professor, holding the Chair of Design for More Than Human-Centered Worlds, in the industrial design department at Eindhoven University of Technology in the Netherlands.Ron is the founder of the design research studio Everyday Design Studio (EDS). At EDS, he works with Will Odom and an evolving cast of students to produce multi-disciplinary design research that is highly engaged with the practice and craft of design. For UX designers and industrial designers looking for ideas and inspiration from social sciences, humanities, and philosophy executed in design artifacts, the work from EDS is a fantastic resource.Ron recently published the book Things We Could Design: For More Than Human-Centered Worlds via MIT Press. The book packages his research focused on “post-humanist design” rather than human-centered design, bringing non-human stakeholders like nature, climate, and biological diversity into the focus of design methodology.Transcript: https://designdisciplin.com/ron:: Related Links+ Book: Design Research through Practice by Koskinen et al.: https://geni.us/design-research-thr+ Book: Discipline & Punish by Michel Foucault: https://geni.us/discipline-and-punish+ Everyday Design Studio: https://eds.siat.sfu.ca/+ Book: In Praise of Shadows by Junichiro Tanizaki: https://geni.us/in-praise-of-shadows+ Book: Reinventing Organizations by Frederic Laloux: https://geni.us/reinventing-org+ Book: Staying with the Trouble by Donna Haraway: https://geni.us/staying-with-the-troub+ Book: The Age of Surveillance Capitalism by Shoshana Zuboff: https://geni.us/age-of-surveillance+ Book: The Overstory by Richard Powers: https://geni.us/the-overstory+ Book: The Spell of the Sensuous by David Abram: https://geni.us/spell-of-the-sensuous+ Book: Things We Could Design by Ron Wakkary: https://geni.us/things-we-could-design+ Book: Vibrant Matter by Jane Bennett: https://geni.us/vibrant-matter+ Book: What Things Do by Peter-Paul Verbeek: https://geni.us/what-things-doFull list of related links: https://designdisciplin.com/ron :: Connect with Design Disciplin+ Website: http://designdisciplin.com​+ Podcast: http://podcast.designdisciplin.com​+ Instagram: http://instagram.com/designdisciplin/​+ Twitter: http://twitter.com/designdisciplin/​+ YouTube: http://youtube.com/designdisciplin:: Connect with Ron+ Twitter: https://twitter.com/ronwakkary+ Everyday Design Studio: http://eds.siat.sfu.ca/:: Episode Bookmarks00:00:00​ Intro00:01:26 Ron's Story00:13:35 Research through Design00:18:54 Ron's Practice00:22:26​ The Core Message in Ron's Book00:27:30 How To Put the Book in Practice00:34:45 "Designer as Biography / Force / Speaking Subject / Intensities and Origins"00:51:57 The Scope of Design vs. Other Disciplines00:58:50 "Nomadic Practice"01:21:55 Book Recommendations 01:27:00 What's Next for Ron01:33:00 Closing

In This Episode . . . We are featuring the amazing Danielle Henry, the Senior PM / OD Consultant at Great Dane 921 LLC. We're taking on the topic of Cultural EQ, a topic that's been dominating boardroom conversations in the workplace: emotional intelligence in ourselves and the people on our teams. Danielle doesn't hold back as she tells us all about what we think we know, what we don't, and how to bridge the gap between the two. Meet Danielle Henry: Danielle Antoinette Henry has a demonstrated history of working in the management consulting industry for-profit and nonprofit entities with a focus on social impact digital marketing, branding, web development, and operations. Currently, Danielle is a Senior Manager, Client Partnerships for Sarankco Creative Studio. She is the Founder and CEO of Great Dane 921 Consulting, LLC, a consultancy firm focused on developing solutions that are based upon the foundation of empathetic understanding and the need for more compassion and transparency at work. She has conducted professional development training for nonprofits such as WestHab (NY), Youth Shelter Program of Westchester (NY), Junior League of Orange County, NY, and The Rooted Collaborative conferences centered on topics such as leadership development, cultural intelligence, DEI, effective communication strategies, team building, and conflict management and resolution. She has also conducted a diversity dialogue series for the town of Warwick, NY as a diversity facilitator for We the People Warwick. Danielle is a third-year doctoral student in the Organization and Leadership Psychology program with a concentration in the Neuroscience of Leadership at William James College. She obtained her MPA in Public and Non-Profit Management and Policy with a specialization in General Finance from the Robert F. Wagner Graduate School of Public Service at New York University and BA in American Politics from the College of Arts and Science at New York University. She holds a certificate in project leadership from the Cornell University – School of Engineering and is a Certified Scrum Master from the Scrum Alliance. She was a 2021-2022 Opportunity Hub (OHUB) South by Southwest student fellow. In addition, she is a Registered Parliamentarian under the National Association of Parliamentarians, and is an arbitrator for FINRA (Financial Industry Regulatory Authority). With public service in her heart, Danielle has been an active member of Delta Sigma Theta Sorority, Inc., and is the Immediate Past President of the Westchester Alumnae Chapter serving Westchester County, NY. She is also the Past President and sustainer member of the Junior League of Orange County, NY. A born and bred New Yorker, in her spare time, you can find Danielle doing monthly cultural outings to museums, gardens, or immersive exhibits with her Fur, Floral, Culture, and Cocktails crew around NYC, doing Reiki as a certified Reiki Practitioner, roller skating at her local skating rink, or as a podcast co-host for the Empress High Council whose focus is on self-care and entrepreneurship. Episode Highlights: (6:42) It's all in the Q; (12:57) DEI has been lacking CQ; (21:15) How do leaders weave in CQ?; (22:25) Organization Development Levels; (36:05) Steps toward CQ; Connect with Danielle: LinkedIn: @danielleahenry Instagram: @greatdanedannie Episode Resources: Reinventing Organizations by Frederic Laloux (

Unser heutiger Gast hat Betriebswirtschaft in Dresden studiert und danach seine Karriere im Verlagswesen gestartet. Er war zunächst Product-Manager bei Addison-Wesley und danach Akquisition-Redakteur Business & Economics bei Pearson. Von 2007 bis 2011 war er Editorial Director bei Vahlen, und es hätte immer so weitergehen können. Doch unser Gast entschied anders. Er macht seit dieser Zeit nur noch das, was er wirklich, wirklich will Seit über 11 Jahren ist er selbständiger Lektor und in dieser Funktion zählt er für uns zu den wichtigsten Menschen, die wir bis heute in unserem Podcast zu Gast hatten. Er ist nämlich der in Deutschland erfahrenste Lektor, wenn es um Bücher geht, die sich mit der Zukunft der Arbeit beschäftigen. Beispiele? Reinventing Organizations von Frederic Laloux, Die Angstfreie Organisation von Amy Edmondson, Working Out Loud von John Stepper, OKR von John Doerr, oder Das Metaverse von Mathew Ball. Neben diesen Weltbestsellern begleitet er bekannte und weniger bekannte Autorinnen und auch Autoren aus Deutschland auf ihrem Weg zum fertigen Buch. So auch uns! Seit mehr als 5 Jahren beschäftigen wir uns mit der Frage, wie Arbeit den Menschen stärkt - statt ihn zu schwächen. In über 340 Gesprächen haben wir mit mehr als 400 Menschen darüber gesprochen, was sich für sie geändert hat und was sich weiter ändern muss. Wir sind uns ganz sicher, dass es gerade jetzt wichtig ist, Arbeit qualitativ zu verbessern. Denn die Idee von “New Work” wurde während einer echten Krise entwickelt. Sie ist nicht für eine Bubble gedacht, sondern für uns alle. Zahlreiche Autor:innen beschäftigen sich so wie wir mit der Zukunft der Arbeit und wir freuen uns, einigen von Ihnen heute eine Bühne zu geben. Wir suchen nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näher bringen! Darüber hinaus beschäftigt uns auch diese Woche immer noch die Frage, ob wirklich alle Menschen das finden und leben können, was sie im Innersten wirklich, wirklich wollen. Ihr seid bei On the Way to New Work - heute mit Dennis Brunotte Episode 349 gibt es auf allen gängigen Podcast-Plattformen, wie Spotify oder Apple Podcasts (oder direkt auf otwtnw.de). Einfach nach ‘On the Way to New Work' suchen und abonnieren, um keine Folge zu verpassen. Christoph und Michael veröffentlichen immer montags um 6:00 Uhr.

Tue, 01 Nov 2022 06:00:00 +0000 https://podcast2b7682.podigee.io/169-neue-episode 3ef507a7a63de6c7c36c2bd411ecdf84 Identifiziere dich nicht nur über dein Business. Du bist nicht dein Business! Sondern baue dein Business, um dein Leben & nicht andersherum, indem du zu genau der Leaderin, wirst, die sich solch ein Business selbst ermöglicht! Wie das funktioniert? Mit den drei Säulen: Business & Finanzen Standards & Strukturen Teamaufbau & Leadership! Was diese drei Säulen für Chiara genau bedeuten, erfährst du in dieser neuen Podcast-Folge! Highlights 24/7 Business Hustle und Leadership – so steht Chiara dazu Leadership und Unternehmer-Gen? Kreiere deine eigenen Systeme und Struktur Als Leaderin ein Team aufbauen Warum gutes Leadership keine Hierarchie benötigt Links Hier gehts zur Website von Chiara und hier direkt zur Abundance Academy Hier gehts zum Instagram Account von Chiara und hier zu dem ihrer Abundance Academy Hier gehts zum Interview von Nadine im Podcast Cash and Coffee von Chiara Bachmann zum Thema Selbstständig mit deinem Dream Team – Tipps & Erfahrung Und hier findest du das Buch Reinventing Organizations von Frederic Laloux 169 full no Nadine Abdussalam - Host von Virtual

Tue, 01 Nov 2022 06:00:00 +0000 https://podcast2b7682.podigee.io/170-neue-episode 53c738eac0188fe50fba624be2bae89c Identifiziere dich nicht nur über dein Business. Du bist nicht dein Business! Sondern baue dein Business, um dein Leben & nicht andersherum, indem du zu genau der Leaderin, wirst, die sich solch ein Business selbst ermöglicht! Wie das funktioniert? Mit den drei Säulen: Business & Finanzen Standards & Strukturen Teamaufbau & Leadership! Was diese drei Säulen für Chiara genau bedeuten, erfährst du in dieser neuen Podcast-Folge! Highlights 24/7 Business Hustle und Leadership – so steht Chiara dazu Leadership und Unternehmer-Gen? Kreiere deine eigenen Systeme und Struktur Als Leaderin ein Team aufbauen Warum gutes Leadership keine Hierarchie benötigt Links Hier gehts zur Website von Chiara und hier direkt zur Abundance Academy Hier gehts zum Instagram Account von Chiara und hier zu dem ihrer Abundance Academy Hier gehts zum Interview von Nadine im Podcast Cash and Coffee von Chiara Bachmann zum Thema Selbstständig mit deinem Dream Team – Tipps & Erfahrung Und hier findest du das Buch Reinventing Organizations von Frederic Laloux 170 full no Nadine Abdussalam - Host von Virtual

Veterinary care is often seen as inconvenient, with time and financial barriers. How can we make care more convenient? This week, Shawn & Ivan speak with Dr. Mike Mossop of Treatwell Pet Care about blending telemedicine and mobile veterinary care. Mike recommends Reinventing Organizations by Frederic Laloux (amzn.to/3Dat7JK). Learn more about Mike at treatwellpetcare.ca.

Description: Ideas are the lifeblood of every organization. They keep things fresh, exciting, and relevant. But where do these ideas come from? With the ever-changing landscape of the modern world, organizations must constantly adapt and evolve to stay ahead of the competition. This means promoting creativity and innovation in business at all levels of the workplace. Listen in as Britt Andreatta and host Shari Simpson talk about the connection brain science has in fostering creativity and innovation. Guest: Dr. Britt Andreatta, Chief Executive Officer at Brain Aware Training and former Chief Learning Officer for Lynda.com Dr. Andreatta is an internationally recognized thought leader who uses her background in leadership, neuroscience, psychology, and education to create brain-science-based solutions for today's workplace challenges. Britt is the former CLO for Lynda.com (LinkedIn Learning) and has over 10 million views worldwide of her online courses. She regularly consults with organizations on leadership development and learning strategy. Britt is the author of several books on the brain science of success, including Wired to Grow, Wired to Resist, and Wired to Connect. In 2021, she was named a Top 20 Learning Influencer and a Top 20 HR Influencer for Leadership Development and in 2022, a Top 10 Learning Influencer. Mentioned in the episode: The Eureka Factor: Aha Moments, Creative Insight, and the Brain by John Kounios Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days by Jake Knapp and Website Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness by Frederic Laloux

Lina shares the story of her time at Finnish commercial real estate company Technopolis where she led the transformation of the Lithuania business unit. Inspired by Frederic Laloux's book Reinventing Organisations, she got the mandate from her boss to run her business unit of 20 people in a totally different way, with no managers. She shares the story of what her team learned, the challenges they faced, and the results they achieved. Highlights include some harsh but valuable feedback from her team about how decisions are made; a group learning to handle their own conflicts; and a chief accountant who went above and beyond to help the team exceed a seemingly impossible sales target. Resources: The Leadermorphosis episode with Dunia and Jabi from K2K Emocionando

Ari Weinzweig: A Lapsed Anarchist's Approach to The Power of Beliefs in Business In 1982, Ari, along with his partner Paul Saginaw, founded Zingerman's Delicatessen with a $20,000 bank loan, a Russian History degree from the University of Michigan, 4 years of experience washing dishes, cooking, and managing in restaurant kitchens and chutzpah from his hometown of Chicago. Today, Zingerman's Delicatessen is a nationally renowned food icon and the Zingerman's Community of Businesses has grown to 10 businesses with over 750 employees and over $55 million in annual revenue. Besides being the Co-Founding Partner and being actively engaged in some aspect of the day-to-day operations and governance of nearly every business in the Zingerman's Community, Ari is also a prolific writer. His most recent publications are the first 4 of his 6 book series Zingerman's Guide to Good Leading, including A Lapsed Anarchist's Approach to The Power of Beliefs in Business. In this conversation, Ari and I explore how the power of our beliefs show up in virtually every one of our daily actions. We examine how to begin looking at what isn't working and how to start examining our beliefs. When those beliefs aren't working, Ari shares several, critical steps we can take to begin to change our thinking. Key Points Our beliefs, many of which we may not be consciously aware of, are often calling the shots in our daily actions and behaviors. Start examining a belief by picking a current problem to address. Listen carefully to your internal voices to identify the language showing up. Notice places especially where you frame things as facts, certitudes, thoughts, theories, norms, shoulds, and should nots. Examine how you came to the beliefs that you uncover. Then, confront your cannons. Change now, find facts later. Most people do that the opposite way. Resources Mentioned A Lapsed Anarchist's Approach to the Power of Beliefs in Business by Ari Weinzweig Humility: A Humble, Anarchistic Inquiry by Ari Weinzweig Schein On, You Crazy Diamond by Ari Weinzweig Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Path of Humble Leadership, with Edgar Schein and Peter Schein (episode 363) How to Help People Engage in Growth, with Whitney Johnson (episode 576) Help People Show Up as Themselves, with Frederic Laloux (episode 580) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

A former Associate Partner with McKinsey & Company, Frédéric Laloux holds an MBA from INSEAD, and a degree in coaching from Newfield Network in Boulder, Colorado. He has traveled widely and speaks five languages fluently. Frédéric Laloux works as an adviser, coach, and facilitator for corporate leaders who feel called to explore fundamentally new ways of organizing. His research in the field of emerging organizational models, published in his book Reinventing Organizations, has been described as “groundbreaking” and “a leap in management thinking” by some of the most respected scholars in the field of human development and management.For the show notes, visit: https://www.lifteconomy.com/blog/fred-lalouxSubscribe to Next Economy Now on Apple Podcasts, Spotify, Pandora, Google Podcasts, YouTube, or wherever you find podcasts.---LIFT Economy NewsletterJoin 8,000+ subscribers and get our free 60-point business design checklist—plus monthly tips, advice, and resources to help you build the Next Economy: https://lifteconomy.com/newsletter---Next Economy MBAThis episode is brought to you by the Next Economy MBA.What would a business education look like if it was completely redesigned for the benefit of all life? This is why the team at LIFT Economy created the Next Economy MBA (https://lifteconomy.com/mba).The Next Economy MBA is a nine month online course for folks who want to learn key business fundamentals (e.g., vision, culture, strategy, and operations) from an equitable, inclusive, and regenerative perspective.Join the growing network of 350+ alumni who have been exposed to new solutions, learned essential business skills, and joined a lifelong peer group that is catalyzing a global shift towards an economy that works for all life.Learn more at https://lifteconomy.com/mba.---Show Notes + Other LinksFor detailed show notes and interviews with past guests, please visit https://lifteconomy.com/podcast. If you enjoy the podcast, would you please consider leaving a short review on Apple Podcasts/iTunes? It really helps expose these ideas to new listeners: https://bit.ly/nexteconomynowTwitter: https://twitter.com/LIFTEconomyInstagram: https://instagram.com/lifteconomy/Facebook: https://facebook.com/LIFTEconomy/YouTube: https://youtube.com/c/LifteconomyMusic by Chris Zabriskie:The spring cohort of the Next Economy MBA is officially open! Save 20% when you register before 1/29 with our early-bird sale ➡️ https://lifteconomy.com/mba

Feeling like "this isn't it" in consulting or finance but have no idea what or where 'IT' is...?Thinking things will get better on the next project, next study or next deal...only to find yourself in the exact same place of burnout and frustration once again? Have a voice inside of you that you've been ignoring for weeks...months...even YEARS telling you that you're meant for more?Tune in to this week's episode, where I'm chatting with former MBB management consultant & Schwarzman Scholar turned coach & culture consultant Isabel Scher. Isabel is the founder of Team Joy, a community of people who are bravely trying to build lives filled with joy and be part of the business revolution where business is a force for good.We're diving in to discuss what it looks like to come to terms with recognizing things are NOT working at work & figuring out how to reclaim joy in your life & career, including:- How to overcome the fear of figuring out what you really want in your life & career - &  exactly where to start-The only 2 things you need to reclaim joy & start building a life & career that aligns with that vision-How to trust yourself to know what's best for you when you're tested along the wayTo connect with Isabel, email her at isabelscher13@gmail.com, message her on Linked In (Isabel Scher), follow her on IG (isabelscher13) or follow her journey every week at Team Joy as she helps her clients reclaim joy in their lives & careers & continues to create a joy-centered life of her own. Or, check out Isabel's favorite personal development & organizational change reads:The Way of Integrity, Martha BeckUntamed by Glennon DoyleUnbound, A Woman's Guide to Power by Kasia UrbaniakStolen Focus by Johann HariWe Should All Be Millionaires by Rachel RodgersNo Rules Netflix & The Culture of Reinvention by Reed Hastings & Erin MeyerReinventing Organizations by Frederic Laloux

A change of opportunities calls for a change of expectations. How do we, as leaders, navigate our way to become effective throughout this shift? In this episode, Denis welcomes Heather Osgood, founder of True Native Media. Heather discusses the importance of adapting to change, dreaming a bigger dream, and being willing to take on challenges. Today's leaders must be able to listen well - both to their teams and the world - in order to be successful.  Heather Osgood is the founder of True Native Media, a boutique podcast representation agency specializing in podcast advertising. With an extensive background in radio advertising and love for podcasting, Heather was in a unique position to start an agency that could help both advertisers get better results and assist podcasters in finding sponsors. She is an influential voice in the podcast advertising space and has sold over 50K ads in the last five years. Heather is also the Podcast Moneymaker's creator, a course designed for podcasters who want the formula, tools, and tactics to get advertisers in 6 weeks.  Tune in as Denis and Heather discuss what it takes for team members to feel like they're part of something greater than themselves–if leaders cannot provide this motivation for their team, they may lose them.  In this episode: Heather Osgood shares her experience as the founder of True Native Media and host of her own show https://podcasts.apple.com/us/podcast/podcast-advertising-playbook/id1473222248 (Podcast Advertising Playbook). There are differences between leading an independent contractor versus having an employee and one employee versus multiple employees. When doing business, it's easy to get lost in the details, but it's important to have a clear vision and focus on what's important. It is essential for leaders to respond well to different situations. Leadership is changing because of the fragmentation of the world. Listening is important for understanding what is happening around us and for building relationships with those close to us and with our team. Heather talks about one of her favorite leadership books, which is https://www.amazon.com/Reinventing-Organizations-Frederic-Laloux/dp/2960133501 (Reinventing Organizations by Frederic Laloux). Leadership will increasingly be evident as individuals need to be able to lead themselves. Key Takeaways: Finding out your roles as a leader and entrepreneur can be difficult to figure out Push yourself beyond what you think you can accomplish The world is changing and leadership is changing with it The leaders who are successful today are those who are able to listen well It is also important to listen to the world in general, as changes happen constantly Leadership is not about a pyramid - it becomes about having individual leadership Change of opportunities calls for a change of expectations Leadership is about having a voice, having a say, and having an opinion Tweetable Quotes: “There are different levels, I think, of growth that's appropriate as you grow with a team. And really, it's about figuring out how you can structure what each of those people is doing and then I think most importantly, and most difficult is what exactly is your role as a leader.” - Heather Osgood “People want to feel like they're part of something that is greater than themselves. And if you, as a leader, can't provide that motivation for someone, I think that's when you lose them, right? You lose their attention.” - Heather Osgood Connect with Heather on https://www.instagram.com/truenativemedia (Instagram) and https://www.linkedin.com/in/podcastadvertising (LinkedIn), follow her on https://twitter.com/truenativemedia (Twitter), and check out her https://heatherosgood.com/ (website). You can also look into https://truenativemedia.com (True Native Media) and its https://www.youtube.com/channel/UCLrMBeMSOIlMBSwEejbni2A (YouTube Channel). Email: denis@leadingchangepartners.com...

Frederic Laloux: Reinventing Organizations Frederic is the author of Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness*. The book is a global word-of-mouth bestseller with over 850,000 copies sold in 20 languages. Frederic's work has inspired the founders of Extinction Rebellion, the Sunrise Movement, and Project Drawdown, as well as countless corporate leaders and faith movements. In a past life, he was an associate principal with McKinsey & Company. He's also the creator of the Insights for the Journey video series. In this conversation, Frederic and I explore a place where almost every leader can have a meaningful impact: helping people show up as their whole selves. We discuss how critical it is for leaders to lead the way in doing this — and how storytelling can be an important entry point. We look at some of practical actions leaders can take to enter into a place of wholeness, including elevating beyond content, using everyday language, and integrating with the work at hand. Key Points As a leader, wholeness begins with you. Exploring wholeness yourself sets the stage for everyone else to be able to engage more fully. Rather than talking lots about wholeness, it's often helpful just to begin modeling it. When you do, everyday language us useful to help others engage. Your personal history, the history of the organization, and the organization's purpose are often helpful stories to share that open up a space for wholeness. You can turn any conversation into a moment of wholeness. One invitation for leaders is to stop talking about content and elevate the dialogue to “what's happening” overall. Resist any temptation to disconnect wholeness from the work at hand. Bringing these together helps people to show up at work more authentically. Resources Mentioned Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness* by Frederic Laloux Reinventing Organizations: An Illustrated Invitation to Join the Conversation on Next-Stage Organizations* by Frederic Laloux Insights for the Journey video series by Frederic Laloux Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way to Stay Grounded, with Parker Palmer (episode 378) How to Be More Inclusive, with Stefanie Johnson (episode 508) The Path Towards Trusting Relationships, with Edgar Schein and Peter Schein (episode 539) End Imposter Syndrome in Your Organization, with Jodi-Ann Burey (episode 556) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.