Podcasts about Holacracy

I caught up with my mates from Austin, Brian Robertson and Graham Pilger, the founders of a psychedelic church that defies all the usual stereotypes. We talked about creating spiritual connection without dogma, and how their community uses psychedelics to foster healing, transformation, and real human connection - with a healthy dose of humor. I've done their journeys twice, and they're not culty, not therapy, and not just a trip. We dive into what actually happens at these events, how they're integrating embodiment and trust, and what shifts when you bring your mum along for the ride. It's deep, it's playful, and it's definitely one of the more unique conversations I've had. See more from Brian and Graham here: https://ledgeway.org ----------------------------------------------- Brian Robertson is best known for creating Holacracy, a popular self-management framework for organizations, and more recently for building Ledgeway Sangha, a psychedelic church and community-building organization that helps people release judgments & resistances into loving acceptance of all that is. Graham Pilger is a psychedelic facilitator, counselor, and researcher specializing in trauma-informed, relational healing and personal transformation through integrative therapies. He collaborates with leading experts and institutions while running a private practice and co-leading community-based retreats through Ledgeway Sangha. ----------------------------------------------- Check out our YouTube channel for more coaching tips and our Podcast channel for full episode videos Uplevel your coaching with a free copy of Mark's latest eBook, The Top 12 Embodiment Coaching Techniques  Join Mark for in-person workshops and events: https://embodimentunlimited.com/events-calendar/ Fancy some free coaching demo sessions with Mark? https://embodimentunlimited.com/free-coaching-with-mark/ Connect with Mark Walsh on Instagram: https://www.instagram.com/warkmalsh/  

Was passiert, wenn der CEO nicht mehr der Chef ist? Daniel Aebersold erzählt die beeindruckende Geschichte von Nexplore: vom organisatorischen Flaschenhals zur lernenden Organisation mit Holacracy, klaren Rollen und ganz viel Menschlichkeit. Ein ehrlicher Einblick in Selbstorganisation, Verantwortung und die Kunst, Kontrolle abzugeben. Für alle, die Führung neu denken und bereit sind, sich selbst zu verändern. Über meinen Gesprächspartner Daniel «Dänu» Aebersold ist Co-Lead Strategie und Vizepräsident des Verwaltungsrates der Nexplore AG. Er prägt seit über 20 Jahren die Entwicklung der Nexplore AG und treibt die digitale Transformation ihrer Kunden voran. Seine Leidenschaft gilt der Frage, wie Organisationen gestaltet sein müssen, damit Menschen Verantwortung übernehmen, wirksam zusammenarbeiten und Innovation möglich wird. Aus dieser Überzeugung hat er die Entwicklung von Nexplore hin zu einer selbstorganisierten, lernenden Organisation entscheidend mitgestaltet, aus der in den letzten Jahren eine bemerkenswerte Innovationskraft entstanden ist. Diese zeigt sich unter anderem in der Einführung von Lösungen wie Cloud-Engineering, Künstlicher Intelligenz und Employee Experience. Neben seiner Rolle bei Nexplore ist er als Referent im «CAS Verwaltungsrat» der Rochester-Bern Executive Programs aktiv. Daniel Aebersold verfügt über Abschlüsse in Maschinenbau, IT und General Management. Über das Unternehmen Nexplore AG ist Ihre kompetente Partnerin für die Digitalisierung von Arbeitsplätzen und Geschäftsprozessen mit Fokus auf Microsoft-Technologien. Seit über 25 Jahren begleitet Nexplore Unternehmen und öffentliche Verwaltungen auf ihrem Weg in die digitale Zukunft – mit ganzheitlicher Digitalisierungsberatung, praxiserprobter Methodik und viel Herzblut. Das Angebot reicht von Modern Workplace über CRM- und Geschäftsanwendungen bis hin zu Cloud Engineering, Data & AI sowie individueller Softwareentwicklung. Mit über 150 Mitarbeitenden und vier Standorten in der Deutschschweiz realisiert Nexplore zukunftsfähige Lösungen, selbstorganisiert nach Holacracy und geprägt von einer menschenzentrierten, innovationsfördernden Kultur. The post #59 Holokratie statt Chef: Wie Nexplore Hierarchie radikal neu gedacht hat mit Daniel Aebersold appeared first on Zukunftspioniere der Arbeitswelt.

I was given advice from a colleague a few years ago as I left an organization as an employee to venture out on my own - yet again - as a coach, consultant, facilitator. He told me, "Whatever you do, don't talk about culture." I took his advice seriously at the time. But the more I've been back at my own business full time, the more crucial I feel this concept of company culture really is. Culture is the container that holds all of the organization's activities. It's not what you do, it's how you do it that reflects the culture for the people doing the work. Today I mention several books: "The Power of Company Culture" by Chris Dyer, "Holacracy" by Brian Robertson, "Human-Centered Communication" by Ethan Beute and Stephen Pacinelli, and "Humanocracy," by Gary Hamel and Michele Zanini.

What if successful teams could operate without a leader?Spoiler Alert: If you still think leadership is about barking orders from the top, Keith Ferrazzi is here to tell you: you're doing it wrong. The legendary author of Never Eat Alone is here, and he's coming for your org chart.Tune in to discover why traditional leadership is dead, how AI is forcing us all to rethink teamwork, and why teamship is the future. Key Moments: 0:00 Who is Keith Ferrazzi, Author of Never Lead Alone?06:43 The Importance of Team Dynamics10:49 Shifts in Leadership and the Impact of Teamship15:19 Implementing Effective Team Practices23:41 Adapting to Market Changes27:06 The Future of Jobs and AI Transformation28:59 Navigating AI-Induced Societal Disruption35:59 Empowered Teams and the Magic of Holacracy38:37 High Return Practices for Team Success46:48 The Next 20 Years: AI and Human Collaboration  Mission.org is a media studio producing content alongside world-class clients. Learn more at mission.org.

Back in 2015, David Allen and Brian Robertson had a discussion about GTD and Holacracy. In this new talk, they catch up about the current state of the intersection between individual and organizational productivity. You'll hear some interesting similarities between the two models, as well as some parallels in their history and purpose. You can listen to this entire conversation from March 2018 at GTD Connect®. Sign up for the GTD Newsletter -- This audio is one of many available at GTD Connect, a learning space and community hub for all things GTD. Join GTD practitioners from around the world in learning, sharing, and developing the skills for stress-free productivity. Sign up for a free guest pass Learn about membership options Knowing how to get the right things done is a key to success. It's easy to get distracted and overwhelmed. Stay focused and increase productivity with GTD Connect—a subscription-based online learning center from the David Allen Company. GTD Connect gives you access to a wealth of multimedia content designed to help you stay on track and deepen your awareness of principles you can also learn in GTD courses, coaching, and by reading the Getting Things Done book. You'll also get the support and encouragement of a thriving global community of people you won't find anywhere else. If you already know you'd like to join, click here to choose from monthly or annual options. If you'd like to try GTD Connect free for 14 days, read on for what's included and how to get your free trial. During your 14-day free trial, you will have access to: Recorded webinars with David Allen & the certified coaches and trainers on a wide range of productivity topics GTD Getting Started & Refresher Series to reinforce the fundamentals you may have learned in a GTD course, coaching, or book Extensive audio, video, and document library Slice of GTD Life series to see how others are making GTD stick David Allen's exclusive interviews with people in his network all over the world Lively members-only discussion forums sharing ideas, tips, and tricks Note: GTD Connect is designed to reinforce your learning, and we also recommend that you take a course, get individual coaching, or read the Getting Things Done book. Ready to start your free trial?

Niki Avraam, a speaker and adviser to businesses on the future of workforce and leadership, explores the evolving world of work, emphasizing autonomy, adaptability, and job crafting. She introduces the concept of "preferred discomfort" to foster resilience and discusses the importance of clear communication and safe-to-fail environments. Tune in for insights on transforming organizational structures and empowering individuals for tomorrow's workforce.Explore actionable insights to future-proof your work culture. Visit NikiAvraam.com for resources and connect with Niki on LinkedIn.Show Notes:[00:25] Introducing Niki AvraamNiki Avraam, an employment and discrimination lawyer, is on a mission to inspire organizations to adopt "ownership culture." She believes empowering individuals with autonomy over their work unlocks untapped potential, driving innovation and growth.[01:25] Evolving Organizational Ecosystems by 2042Niki predicts that by 2042, workplace structures will shift to collaborative models, like "mentern" programs pairing professionals with interns. These models will challenge traditional hierarchies, valuing diverse perspectives and collaborative innovation.[02:40] Redefining Professional GrowthNiki envisions a future where traditional career paths give way to portfolio careers, adaptability, and dynamic skill sets. As AI takes over repetitive tasks, workers must expand their expertise across industries and pivot between roles to stay relevant.[04:15] Future Skills That Will MatterNiki highlights human-centric skills—emotional intelligence, creativity, and adaptability—essential in an automated workplace. These traits will set workers apart in fields where technology cannot replicate human depth.[05:10] Autonomy and Identity in LeadershipLeadership in 2042 will empower autonomy and embrace individuality. Niki believes diverse perspectives and unique identities will drive innovation, with leaders fostering trust and collaboration.[05:40] Autonomy and Job CraftingNiki stresses the importance of fostering autonomy through job crafting, where individuals align their skills and passions with organizational goals. This flexibility will allow both individuals and organizations to evolve.[06:55] Preferred Discomfort and AdaptabilityNiki introduces "preferred discomfort," encouraging individuals to embrace challenges that foster adaptability. She cites Zappos' Holacracy as an example of a self-management system supporting rapid adaptation.[07:50] Dynamic and Agile Work StructuresNiki envisions dynamic, flexible roles replacing static ones, aligning individual skills with organizational needs to create a more agile environment for professional development.[09:55] Supporting Teams for the FutureNiki emphasizes the importance of communication in evolving teams. Regular meetings to align skills with organizational goals and asking "What skills or knowledge do you have that the organization isn't using?" can uncover hidden potential.[11:00] Creating Safe-to-Fail EnvironmentsNiki advocates for safe-to-fail environments to encourage innovation. Clear principles aligned with the organization's vision will empower employees to experiment, learn from mistakes, and assert their identities.[11:55] Where to Learn MoreTo learn more about Niki's work, visit NikiAvraam.com, where details on her keynote speaking and leadership philosophy programs are available. Niki is also active on LinkedIn.

Felix ist Gründer und Geschäftsführer einer Design- und Softwareagentur mit über 80 Mitarbeitern im In- und Ausland. Im Podcast sprechen wir über den Glauben an die Kraft der Selbstorganisation und die dabei auftretenden Hürden.

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In this special episode of "Leadership is a Competitive Advantage," we dive deep into the art of transformational connection and relational intelligence with my guest, John Thompson, co-founder of Transformational Connection. John's work is rooted in helping individuals and teams foster self-awareness, presence and authentic relationships. As an Integral Master Coach and the originator of the 5 Principles of Surrendered Leadership, he has collaborated with leaders across AI, business, and collective intelligence to explore the intersection of personal growth and systemic impact. Our conversation unpacks the potential of transformational practices to bridge the gap between structural frameworks like Holacracy and the human capacity to sense and process tensions. Together, we examine the cultural and psychological dimensions of connection, from overcoming barriers to presence and vulnerability to integrating these practices into everyday life. John shares his insights on personal maturity, self-leadership and the spiritual depths of relational work, illustrating how these practices can catalyze not only individual growth but also collective transformation. I found it a rich and inspiring discussion on what it means to connect deeply, lead authentically and create meaningful change. I am grateful to Alar Ojastu for this opportunity to engage in a wide-ranging conversation with John, and I hope you will love it too! Listen and enjoy!

154: In diesem Video, welches wir beim Norddeutschen Rundfunk live aufgenommen haben, erzählt Swantje Allmers von ihrer persönlichen Reise als Workaholic. Erfahre, wie sie die Warnzeichen von Burnout ignorierte, welche körperlichen und emotionalen Konsequenzen das hatte und wie sie schließlich den Weg zurück zu einem gesunden Gleichgewicht fand. Dieses Gespräch ist für alle, die sich zwischen Karriere und Selbstfürsorge verlieren, und zeigt eindrucksvoll, warum Work-Life-Balance mehr als nur ein Trend ist. Hört in diese Folge, wenn ihr nach Tipps sucht, um Überarbeitung und Stress zu vermeiden, und Inspiration braucht, um den eigenen Anspruch an Erfolg neu zu definieren! Swantje Allmers ist Autorin, CEO und Gründerin der NWMS GmbH und eine der gefragtesten Stimmen zum Thema HR und Arbeitswelt. Nach dem Wirtschaftsstudium und mehrjähriger Forschungstätigkeit baute sie als Head of Corporate Planning die damals neu gegründete Unternehmung TUI Cruises mit auf und spezialisierte sich im Anschluss auf die Bereiche Organisationsentwicklung, agiles Arbeiten, Selbstmanagement sowie Change und Transformation. Sie unterstützt Executives, Teams und Unternehmen bei aktuellen Herausforderungen. Gelernt hat sie bei den Besten ihres Faches, wie z. B. NLP von Richard Bandler, Scrum von Jeff Sutherland, Holacracy von Brian Robertson, GTD von David Allen, Habits von BJ Fogg und LAB-Profiling von Shelle Rose Charvet. Gemeinsam mit Michael Trautmann und Christoph Magnussen hat sie den Bestseller „On the Way to New Work“ geschrieben, wurde 2023 als eine der 99 wichtigsten HR-Stimmen ausgezeichnet, erhielt den DRX Award als HR-Content Expertin und ist LinkedIn Top Voice „Job und Karriere“ 2024.

On this edition of culture content with Jay Doran, Jay is going over an innovative business strategy known as "Holacracy" or the practice of doing away with job titles in a workplace meant to promote more a team mentality and abolishing hierarchy.  It was notably applied to Zappos by former CEO, the late, great Tony Hsieh in late 2014. During this discussion, Jay gives his thoughts on the concept as a whole, some of the positives and negatives of the system, and how it might affect businesses of different sizes.  We haven't touched too much on business theory on this show, so we hope you enjoy dipping your toes in those waters on this episode of The Culture Matters Podcast.

Unser heutiger Gast beschäftigt sich bereits sein Leben lang mit der Frage nach Purpose und Impact. Nach einer Reihe von Ausbildungen als Kommunikationstrainer und Mediator gründete er mit Anfang 20 das Sozialunternehmen soulbottles, das durch plastikfreie Trinkflaschen nicht nur Müll reduziert, sondern auch weit über eine Million Euro an Trinkwasserprojekte gespendet hat. Dabei ging es ihm nicht nur um das Produkt und die Wirkung, sondern auch um die Frage, wie sich eine Organisationskultur entwickeln kann, wenn Sinn, Menschlichkeit und zwischenmenschliche Verbindung von Beginn an Teil der DNA sind. soulbottles entwickelte sich unter seiner Führung zu einem Vorreiter der New Work Bewegung, wo Konzepte wie Verantwortungseigentum, Holacracy und empathische Kommunikation konsequent gelebt werden. Als das Unternehmen schließlich ohne ihn funktionierte, übergab er seine Anteile an das Team und widmete sich der Entwicklung von Methoden, um diese Erfahrungen für andere Organisationen nutzbar zu machen. Unter anderem entwickelte er den "Clear the Air"-Ansatz und arbeitete mit dwarfs and Giants daran, Unternehmen bei der Transformation hin zu sinnorientierten und selbstorganisierten Arbeitsplätzen zu unterstützen. In seiner Rolle als Generalist bei dwarfs and Giants treibt er u.a. die Entwicklung von Online-Produkten und die Strategieweiterentwicklung des Unternehmens weiter und er fungiert als interner Mediator und Trainer. Privat ist er ein großer Befürworter von Meditation, die ihm im täglichen Leben Klarheit und Handlungsfähigkeit verleiht. Seit mehr als 7 Jahren haben wir uns in nun schon 451 Folgen mit weit mehr als 500 Menschen darüber unterhalten, was sich für sie beim Thema Arbeit geändert hat und was sich weiter ändern muss. Wir sind uns ganz sicher, dass es gerade jetzt wichtig ist. Denn die Idee von “New Work” wurde während einer echten Krise entwickelt. Wie können Unternehmen Strukturen schaffen, in denen Menschlichkeit und Sinn nicht nur Ideale, sondern gelebte Realität sind? Welche Herausforderungen gibt es bei der Einführung von Holacracy und selbstorganisierten Arbeitsplätzen? Und wie kann empathische Kommunikation helfen, den Arbeitsalltag nicht nur effizienter, sondern auch erfüllender zu gestalten? Wir suchen nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näher bringen! Darüber hinaus beschäftigt uns von Anfang an 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 Georg Tarne. #NewWork #onthewaytonewwork #blackboat #newworkmasterskills #dwarfsandGiants #soulbottles

Vandaag bespreken we het boek The hard thing about hard things van Ben Horowitz. Ben is de medeoprichter en beherend vennoot van Andreessen Horowitz, een durfkapitaalfirma uit Silicon Valley die investeert in ondernemers die de volgende generatie toonaangevende bedrijven. Het bedrijf investeert onder andere in Airbnb, GitHub, Facebook, Pinterest en Twitter.  Daarvoor was hij medeoprichter en CEO van Opsware, voorheen Loudcloud, dat in 2007 werd overgenomen door Hewlett-Packard voor $1,6 miljard dollar in 2007.  Horowitz schrijft over zijn ervaringen en inzichten uit  zijn carrière als student computerwetenschappen, software-ingenieur, medeoprichter,  CEO en investeerder in een blog die door bijna tien miljoen mensen wordt gelezen. Ik weet niet zo goed wat ik van dit boek vind. Typisch Amerikaans. Focus op financieel succes. Het boek heeft een focus op de startup wereld die willen verkopen of naar de beurs. Anglo Amerikaanse wereld. Opschalen. Focus op oorlog in de markt, Winner takes all omgevingen. Hij noemt regelmatig bekende Amerikaanse succesvolle CEO's en sport coaches als voorbeeld. Alles geven als oprichter. Wat hij verder doet is niet alleen de rooskleurige kant beschrijven, maar ook alle lastige dingen die op je pad komen als CEO. 1 Van communist tot durfkapitalist 2 ‘I Will Survive' 3 Deze keer met gevoel  4 Wanneer alles instort  5 Zorg voor je mensen, je producten en je winst – in die volgorde  6 Over de zorgen van weggaan 7 Leidinggeven zelfs als je niet weet waar je naartoe gaat  8 De eerste regel van ondernemerschap: er zijn geen regels  9 Het eind van het begin  1 Van communist tot durfkapitalist 2 ‘I Will Survive' 3 Deze keer met gevoel  4 Wanneer alles instort  5 Zorg voor je mensen, je producten en je winst – in die volgorde  6 Over de zorgen van weggaan 7 Leidinggeven zelfs als je niet weet waar je naartoe gaat  8 De eerste regel van ondernemerschap: er zijn geen regels  9 Het eind van het begin Holacracy in times of crisis - Tom van der Lubbe (video) Peace time CEO - War time CEO A16z.com Disclaimer - heb je problemen neem contact met (zelfmoordlijn) Opvallende lessen uit het boek voor ons: 00:00 intro - korte indruk van het boek door Erno 03:25 korte indruk van Tom - het belangrijkste boek voor de ondernemer. 4:35 Vergelijk tussen een succesvol boek en dit boek - in dit boek staan de echt lastige situaties en keuzes voor ondernemers. 5:45 Ondernemen is heel eenzaam en dat je niet weet wat je de volgende week moet doen. Ondernemen is een nachtmerrie. 08:00 Je betaald privé een hele hoge prijs omdat je denkt dat je het beter weet en ondernemer wordt. 16:00 De meest gelezen management en ondernemersboeken zijn niet door echte ondernemers geschreven. 17:45 The war time CEO - niet leuk maar enorm belangrijk in tijden wanneer het niet goed gaat met het bedrijf. 26:25 Een CEO in oorlogstijd is niet uit op consensus, maar tolereert ook geen onenigheid. 27:20 Wees bij je mensen, vooral in een moeilijke tijd. 27:50 Leiding geven, zelfs als je niet weet waar je naar toe gaat. 28:45 De lastigste vaardigheid die hij als CEO moest leren. 29:50 Type 1 en type 2 CEO. 33:00 Praktische tips voor goede feedback naar medewerkers. 40:20 Sluit je aan bij een ondernemersnetwerk zoals EO, IDG Entrepreneurs network of werk met een coach. Bronnen die we genoemd hebben Mark Andreesen Ben Horowitz Andreessen Horowitz Blog Ben Horowitz Peter Thiel Reid Hoffman - Masters of Scale Only the paranoid survive - Andrew Grove Teal Around the World 2023: Tom van der Lubbe - 'Holacracy in Times of crisis' Peacetime CEO/Wartime CEO - Ben Horowitz VanMoof en Lightyear Luister naar deze aflevering Beluister hier ons gesprek over het boek The hard things about hard things In een halfuur delen wij dit boek met jou.

When asked how a company does GTD, David Allen's answer is, "Holacracy." It's a self-organizing management framework that has GTD built in. The David Allen Company has been running on this framework since 2011. This recording on how GTD is incorporated into Holacracy's governing structure is from a presentation for the Holacracy community of practice. You can watch the entire conversation from January 2024 at GTD Connect®. -- This audio is one of many available at GTD Connect, a learning space and community hub for all things GTD. Join GTD practitioners from around the world in learning, sharing, and developing the skills for stress-free productivity. Sign up for a free guest pass Learn about membership options Knowing how to get the right things done is a key to success. It's easy to get distracted and overwhelmed. Stay focused and increase productivity with GTD Connect—a subscription-based online learning center from the David Allen Company. GTD Connect gives you access to a wealth of multimedia content designed to help you stay on track and deepen your awareness of principles you can also learn in GTD courses, coaching, and by reading the Getting Things Done book. You'll also get the support and encouragement of a thriving global community of people you won't find anywhere else. If you already know you'd like to join, click here to choose from monthly or annual options. If you'd like to try GTD Connect free for 14 days, read on for what's included and how to get your free trial. During your 14-day free trial, you will have access to: Recorded webinars with David Allen & the certified coaches and trainers on a wide range of productivity topics GTD Getting Started & Refresher Series to reinforce the fundamentals you may have learned in a GTD course, coaching, or book Extensive audio, video, and document library Slice of GTD Life series to see how others are making GTD stick David Allen's exclusive interviews with people in his network all over the world Lively members-only discussion forums sharing ideas, tips, and tricks Note: GTD Connect is designed to reinforce your learning, and we also recommend that you take a course, get individual coaching, or read the Getting Things Done book. Ready to start your free trial?

I love systems. And I love systems for leadership even more.  We want a reliable way of building leadership capability that inoculates against power abuse and tyranny. How can we embrace new systems to bring leadership alive across the entire organisation? We need a systemic change in how we think about encouraging leadership. It starts with reimagining the geometry of an organization: from triangles we need to move to circles. Then working on expanding the power of the individual. My guest for T-TOK (Tea Time in the Office Kitchen) is Paul McCarthy, author of The F.I.R.E.D. Leader and he is on a mission to reshape the conversation about ​​, and how we need to shift how we recruit, train, and practice leadership if we are to normalise disruption and survive the era of exponential change. --- Become a Podcast Insider for subscriber only bonuses including an implementation checklist, discussion questions, water cooler factoids, and special subscriber-only offers. Join us here: Podcast Insider Full shownotes are here. --- Systemic Leadership: Circles Before Triangles Why you should listen: how we visualise leadership shapes its outcomes We must focus on building the capability, autonomy, and delivery capacity of each person. This cellular approach fosters flexibility, responsiveness, and a collaborative spirit essential for modern leadership. Goretex solutions: Combining individual and collective accountability ensures comprehensive leadership development and system-wide success. How to normalise disruption instead of dysfunction Questions Explored: What are the F.I.R.E.D. leadership attributes we need? (F – Fresh Thinking, I – Inquisitive Nature, R – Real and Accountable, E – Expressive and Challenging, )D – Direct and Transparent What gets in the way of open honest conversations? What are the systems that need to change? Take action Think about how you exercise power in your organisation: is it top down or bottom up or a mix?  How can you grow the abilities of the people around you?. Key Moments  00:00 Welcome to the Future of Leadership 00:22 Introducing the Show's Format and Today's Topic 01:09 Planet Human: Contrasting Leadership Examples 03:16 Planet Zoe: Personal Updates and Upcoming Projects 05:54 Exploring Leadership Systems for the Future 10:40 Interview with Paul McCarthy: The Fired Leader 25:42 The Role of Fear in Leadership Games 27:20 The Cost of Leadership Turnover 27:58 Ego-Based Leadership and Its Consequences 28:44 Designing Future Organizations 30:20 Holacracy and Horizontal Leadership 32:19 Overcoming Leadership Challenges 33:00 From Fear to Awakening and Courage 37:11 The Fast Three Questions 42:28 Paul's Vision for Future Leaders 43:56 Conclusion and Final Thoughts About Paul McCarthy Paul McCarthy, author of "The Fired Leader." Paul has had a remarkable journey, having been fired from four senior executive roles, which led him to question and ultimately redefine leadership for the future. His insights into fresh thinking, inquisitiveness, being real and accountable, expressive and challenging, and being direct and transparent are invaluable. These qualities, encapsulated in the acronym FIRED, are pivotal for evolving leadership in modern organizations. https://www.paulmacleadership.com/  

What impact does embracing leaderless teams have on organizational dynamics and individual leadership roles? In this episode, Mark Raheja, the founder and CEO of Plural, delves into the concept of leaderless teams and the transformative effects they can have on organizations. Winnie and Mark explore the interconnectedness of systems, people, and relationships within an organization, emphasizing the importance of curiosity, humility, and intentionality in navigating the shift towards more empowered and adaptive operating models.Leaderless Teams Misconception: Leaderless teams do not mean less leadership but rather more distributed leadership and ownership within a team.Holacracy Framework: Holacracy is a specific framework for self-management developed by Brian Robertson in 2006 or 2007, used by many self-managed organizations worldwide.Organization Design: Organizations need to evolve their own ways of self-organization and self-management beyond frameworks like Holacracy to truly embody their unique culture and values.Playbook of the Organization: Organizations already have implicit ways of working, but making these explicit and aligning them with intentions and values is crucial for effective functioning.Cultivating Safety: Cultivating psychological safety and inclusiveness within a team is essential for enabling participation and harnessing the full potential of team members.Disagreement in Teams: Disagreement is a natural part of diverse teams and should be harnessed as a source of innovation and growth rather than avoided.Decision-Making Clarity: Making decision ownership explicit and editable within an organization fosters clarity and empowers individuals to contribute effectively.Humility in Leadership: Humility is a key trait for effective leadership, acknowledging uncertainty and creating space for learning and growth within the organization.ResourcesMark Raheja | LinkedInWinnie da Silva | LinkedIn

Unsere beiden heutige Gäste arbeiten einen Großteil ihrer Zeit zusammen. Doch der Reihe nach: Sie hat in Hamburg und Potsdam Soziologie studiert und mit einer Promotion abgeschlossen. Dort forscht, lehrt und publiziert sie zu post-bürokratischen Organisationsmodellen wie Holacracy, zu datengestütztem Entscheiden, zu Führung und Innovation. So steht es auf der Website von Metaplan, dem Unternehmen, bei dem sie seit über 13 Jahren Ihr Wissen in die Praxis transferiert. Seit 2018 ist sie dort Partnerin. Das verbindende Element ist die Systemtheorie, deren Erforschung und Nutzung sie sich verschrieben hat. Unser zweiter Gast war schon einmal bei uns. Er war Journalist und schrieb als Autor, Reporter und Redakteur für Medien wie DIE ZEIT, Neon, das Süddeutsche Zeitung Magazin, WIRED und das ZDF. Danach war er Co-Founder von WorkAwesome, einer Marke, die uns insbesondere über ihre inspirierenden Konferenzen Jahr für Jahr begeistert. Kleiner Cliffhanger: mit dem Code ‘ontheway10' können unsere Hörerinnen und Hörer ein um 10% ermäßigtes Ticket für die workawesome am 21.11. In Berlin erwerben. Beim letzten Mal, als unser Gast bei uns war, haben das 80 von Euch genutzt. Seit Dezember 2019 ist er außerdem als Senior Consultant bei Metaplan und ist dort mit Beratungsprojekten zu Innovationsprozessen, Organisationsdesign, Organisationskultur, Strategie und Führung betraut. Und so schließt sich der Kreis zu unserem ersten Gast. Seit mehr als 7 Jahren haben wir uns in nun schon über 440 Folgen mit weit mehr als 500 Menschen darüber unterhalten, was sich für sie beim Thema Arbeit geändert hat und was sich weiter ändern muss. Wir sind uns ganz sicher, dass es gerade jetzt wichtig ist. Denn die Idee von “New Work” wurde während einer echten Krise entwickelt. Wie kann uns die Systemtheorie helfen, die Arbeit in Organisationen zu verbessern? Und was genau steckt eigentlich hinter diesem Ansatz? Und macht Metaplan nicht eigentlich Moderationskoffer und -Wände? Wir suchen nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näher bringen! Darüber hinaus beschäftigt uns von Anfang an 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 Dr. Judith Muster und Lars Gaede. [Hier](https://linktr.ee/onthewaytonewwork) findet ihr alle Links zum Podcast und unseren aktuellen Werbepartnern #NewWork #onthewaytonewwork #blackboat #newworkmasterskills #Systemtheorie #Metaplan #Workawesome

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! 

Today's episode of the podcast “Leadership is the Competitive Advantage” is devoted again to self-managing organizations. This time I sat down with Thomas Thomison, a co-founder of HolacracyOne and encode.org, both companies devoted to shifting humanity's relationship with power. I was intrigued to get to know Tom better and inquire about his journey, endeavors and convictions in the world of self-managing organizations. “One of the major challenges in implementing Holacracy is unlearning. It is about getting rid of the habits of mind, the inertia and the momentum toward expecting certain behaviors in an organizational space. This is not a bolt-on or a bandaid; the fundamental governance and operational dynamics are very different. Leaders need to unlearn their traditional ways and learn new methods to lead not people, but their work. On the other side, those accustomed to following must learn to step into their own power and authority to lead their work. Both sides need to learn this new dance of leadership and followership in a self-organization system.” – Thomas Thomison Listen and enjoy!

While this five-part series is about one extraordinary man who deserves as much name recognition as Elon Musk and Mark Zuckerberg, it's also about the many overlapping contexts that explain his successes, his tragic downward spiral, and his evergreen comments on how to be happy. Tony Hsieh spent his life studying and trying to create and spread happiness, implementing elements of rave culture, the Silicon Valley lifestyle, Howard-Hughes-level renovation ideas, and outside-the-box theories. The results: a shoe company where meetings were more like pep rallies, Tony's llama obsession was apparent, and decor and toys abounded; a Vegas project set on creating the happiest city on Earth in just five years; a “Happiness Tour” that spread fun and games nationwide; and even more pursuits. However, Tony's ambitious projects also brought chaos, misery, loneliness, and confusion to many - including, unbeknownst to some, himself. Each episode in this mini-series covers both Tony Hsieh's life story and seemingly unrelated stories that took place simultaneously. At the end, the different puzzle pieces will form a clear picture, one that shows what happiness is, was, and could be. This is part three: All about The Downtown Project, which gave downtown Vegas a makeover, gave entrepreneurs dream-come-true funding and opportunities, and created an atmosphere that was a party until it suddenly wasn't. Plus: the sales of a recluse; a growing but stumbling “Happiness Industry;” and increased attention towards “Holacracy,” a system billing itself as bureaucracy's antidote. If you enjoy this episode, check out past episodes of Enthusiasts below!  https://17caratkpop.weebly.com/enthusiasts.html  Revisit part one here: https://podcasters.spotify.com/pod/show/hope-jacobson/episodes/Tony-Hsieh-and-the-Quest-for-Happiness-Enthusiasts-Ep--66-e2ha4ni  Revisit part two here: https://podcasters.spotify.com/pod/show/hope-jacobson/episodes/Part-2-Tony-Hsieh-and-the-Quest-for-Happiness-Enthusiasts--Ep--67-e2i4k9b --- Send in a voice message: https://podcasters.spotify.com/pod/show/hope-jacobson/message Support this podcast: https://podcasters.spotify.com/pod/show/hope-jacobson/support

SINA (Social Innovation Academy) is a network of social enterprise incubators in Uganda and neighbouring countries with a mission of supporting marginalised young people to create their own solutions to social problems in their communities.There are currently more than 10 SINA communities which have catalysed 70+ social enterprises and more than 500 jobs. The goal is to create a global movement of 1,000 SINAs and 100,000 social enterprises by 2035. Etienne Salborn, founder, and Tonny Wamboga, Operations Lead, talk to me about SINA's model in which self-organisation plays a central role. How do scholars take on key roles? What is the ‘confusion stage'? What are common misconceptions of self-organisation? What are the specific cultural challenges of learning self-organisation in Uganda? We talk about these questions and more in our conversation. Resources: SINA's website: https://www.socialinnovationacademy.org/ More about the SINA framework A case study about SINA (non-academic) An academic master thesis on the agency aspect of scholars in SINA Masters of Social Change, a SINA documentary about refugee activists and social entrepreneurs Etienne on the Out of the Clouds podcast talking about the SINA founding story and the model  

Rob Solomon is the Co-Founder of DIMO, an open-connected vehicle platform. Rob's background is in finance, investing, and organizational design. Most recently, he worked at Consensys, the largest Ethereum-focused development company, focusing on finance, internal economics, and decentralizing the organization. Prior to that, he was at Vroom, a pioneer in the online used-car marketplace sector. He started his career at the Downtown Project in Las Vegas (a spinoff of Zappos.com), working on corporate finance and investments and implementing Holacracy.In this conversation, we discuss:- DePIN- DIMO - building the future of mobility- 2024 trends- DAOs- The peer-to-peer economy- Internal economies- $DIMO- Ethereum's death has been greatly exaggerated- Polygon Zk-tech- Working at Zappos- Holacracy- Building a blockchain for consumersDIMOWebsite: dimo.zoneX: @DIMO_NetworkDiscord: chat.dimo.zoneRob SolomonX: @robmsolomonLinkedIn: Rob Solomon   ---------------------------------------------------------------------------------  This episode is brought to you by PrimeXBT.  PrimeXBT offers a robust trading system for both beginners and professional traders that demand highly reliable market data and performance. Traders of all experience levels can easily design and customize layouts and widgets to best fit their trading style. PrimeXBT is always offering innovative products and professional trading conditions to all customers.  PrimeXBT is running an exclusive promotion for listeners of the podcast. After making your first deposit, 50% of that first deposit will be credited to your account as a bonus that can be used as additional collateral to open positions.  Code: CRYPTONEWS50  This promotion is available for a month after activation. Click the link below:  PrimeXBT x CRYPTONEWS50 

My guest is Thomas Thomison! Thomas is a seasoned entrepreneur and enterprise builder: Birthing power-shifted organizations, cultivating decentralized communities, and rewriting the rules of capital, work, and relationships. A co-founder of HolacracyOne, LLC, in 2007, Thomas helped develop and mature Holacracy® into a leading replacement for conventional management power hierarchies.  In 2015, he co-launched encode.org llc to upgrade underlying business legal, capital, and social structures with the same self-organizing principles embedded in practices like Holacracy®.  In 2019, encode.org launched PowerShift Capital LLC, an organization focused on sourcing and deploying resources for purposeful power-shifted projects. And in 2020, encode.org birthed PowerShift People, LLC, to create a global community of independent, purpose-aligned workers.  Thomas identifies more as an experimentalist - living into principles and practices that change how individuals work, earn a living, and relate with one another.  Social and Website Linkedin:https://www.linkedin.com/in/thomasthomison/ Website: https://powershift.properties/ Follow Digital Niche Agency on Socials for Up To Date Marketing Expertise and Insights Facebook: https://www.facebook.com/digitalniche... Linkedin: https://www.linkedin.com/company/digi... Instagram: DNA - Digital Niche Agency @digitalnicheagency • Instagram photos and videos. Twitter: https://twitter.com/DNAgency_CA YouTube: https://www.youtube.com/channel/UCDlz…

BONUS: Unleashing the Power of Tension (Meetings) in Agile Teams with Sara Clark Are you an Agile Coach or Scrum Master looking to revolutionize your team dynamics?  Dive into our latest podcast episode featuring Sara, a pioneer in "Tension Meetings."  These meetings can transform conflicts into fuel for growth.  But what exactly are they? How can they reshape your team's future? Keep reading and uncover the secrets to harnessing tension! The Genesis of Tension Meetings Sara's journey from higher education to Agile methodologies led her to discover "Tension Meetings" while working in a volunteer collective. Despite the initial failure, these meetings proved instrumental in addressing underlying conflicts. The concept, rooted in Holacracy, begins with the premise that "something feels off," serving  Tension Meetings in Action Imagine a software team sitting down to address their unspoken challenges. Sara provides invaluable tips on setting up these meetings, emphasizing collective problem-solving and approaching tensions with curiosity. The key? Building trust within the team and creating a non-threatening environment for open dialogue. Wondering how to facilitate a tension meeting effectively? The podcast episode is packed with insider tips. The Transformative Impact of Tension Meetings: Sara shares real-world examples illustrating the profound impact of Tension Meetings on team dynamics and problem-solving. By carving out space for these discussions, teams can not only resolve current issues but also proactively address future challenges. Intrigued by the potential outcomes of Tension Meetings? The podcast sheds light on real success stories. As Agile Coaches and Scrum Masters, it's vital to continuously evolve and embrace innovative practices. Here are your key takeaways from our conversation with Sara: Identify and Embrace Tensions: Recognize the signs of unresolved tensions and see them as opportunities for growth. Facilitate with Curiosity and Trust: Learn to guide your team through these meetings with an open mind and a focus on building trust. Transform Tensions into Team Strengths: Use these meetings to turn challenges into collective goals and future-focused solutions. For a deeper dive into "Tension Meetings," including practical tips and real-life examples, don't miss our full podcast episode. Hear from Sara herself and start transforming your Agile practices today!

The wonderful Morgan Legge, founder of Pivot Your Work and Head of Organizational Change at Convert.com, joins the Management Cafe! Morgan, Pilar and Tim met through online communities and podcasting, a great example of what we discussed in #65 "Building a network outside your organisation". You might need 2 coffees for this wide ranging conversation covering Morgan's path to her leadership style, self-leadership, holacracy, how managers can protect their team against a toxic company culture, small changes managers can make that kickstart a broader change and how to take feedback well. 01:25 mins Morgan, Pilar and Tim share how they all met. Unsurprisingly online communities and podcasts all played a part! 6:15 Morgan recommends an interesting addition to the Management Cafe menu: the London Fog. 7:10 We learn more about Morgan's current role as Head of Organizational Change at Convert.com 8:35 Back in episode #60 we discussed whether leaders are born or made? Morgan says leadership is in her DNA. She's particularly drawn to coaching and leadership as a servant to teams. And her style of leadership has been influenced by her experiences being micromanaged and being a leader when she wasn't a manager. 9:55 Morgan implemented self-management at Convert.com and learnt that even if leadership isn't in someone's DNA they can learn to lead. 10:50 Tim says that we need to lead in ways that feel comfortable and authentic to us. And it can take time to develop that style. 11:30 It was pivotal for Morgan to establish boundaries on what she would and would not accept in a work environment. 12:30 For Morgan, leadership starts with self-leadership. This ties in well to Holacracy, an organizational model of decentralised management which empowers the people closest to the work to make decisions about that work. But self-management delivers great outcomes no matter what kind of management structure you are in. 16:30 Leadership skill development can be extended futher "down the chain" in organisations to help foster self-leadership. 17:00 Tim has some scars from organisations that weaponised the concept of self leadership. And seen people diminished by their experiences of being managed. To encourage self leadership the company must provide a suitable level of safety and opportunity. 19:15 Mid-level managers can create and sustain culture within their team that is different to the overall company culture. But it requires a lot of effort. 22:00 There is a great untapped demand for self-leadership amongst individual contributors and managers of teams. Morgan's new venture encourages these people to develop their capability and connect with others walking the same pathway. 26:10 Big changes can start with small steps. For example managers can start with how they structure their meetings. Meetings are regular and somewhat repetitive which gives lots of opportunities to practice our new behaviours. 30:00 Tim shares his slow and painful road to personal changes. 30:45 Morgan explains how to take feedback with curiosity and grace. Giving feedback takes bravery and it helps if we acknowledge their effort and demonstrate that we are receptive to them. This is especially powerful for leaders to role model. 35:00 Even uncomfortable feedback conversations generally improve the atmosphere, because at least everyone gets some clarity. Pilar welcomes constructive feedback but thinks that she could approach receiving positive feedback with more curiosity and grace. Morgan, Pilar and Tim all agree that receiving feedback, whether positive or constructive, gets easier with practice! 40:30 Morgan outlines her vision for Pivot Your Work and rescues the hosts with the outro. What a star guest!! What about you, dear listener? Do you foster self-leadership in yourself and your teams? We'd love to hear from you! Get in touch through our Contact Form https://managementcafepodcast.com/contact/  You can connect here with Morgan: https://www.linkedin.com/in/morganlegge/ pivotyourwork.com   And get in touch with Tim and Pilar through managementcafepodcast.com 

Paris Marx is joined by Joanne McNeil to discuss her new novel dealing with the human labor behind self-driving cars and the challenges of being a good tech critic.Joanne McNeil is the author of Wrong Way and has written for Dissent Magazine, New York Magazine, and The Nation.Tech Won't Save Us offers a critical perspective on tech, its worldview, and wider society with the goal of inspiring people to demand better tech and a better world. Support the show on Patreon.The podcast is produced by Eric Wickham. Transcripts are by Brigitte Pawliw-Fry.Also mentioned in this episode:Joanne has written about the need for tech critics that aren't insiders and tech media warming back up to Facebook.Paris wrote about the recent scandal around GM's Cruise division.In 2014, Ursula Le Guin was awarded the National Book Foundation's Medal for Distinguished Contribution to American Letters and gave a speech that skewered capitalism.Joanne's fictional tech founder was in part inspired by Holacracy and Dan Price.The fantasy of self-driving cars is highly reliant on remote drivers.Support the show

GTD is about personal productivity - what about organisations? To learn more about that, we are joined by Holacracy author Brian Robertson on today's episode! Listen to learn more about: - What Holacracy is (and isn't), also from a GTD'ers perspective - What advantages would you have as a GTD'er starting with Holacracy - Concrete tips for what you can try out in your teams, such as tactical meetings ..and much more! It's a fun and inspiring episode, we hope you enjoy it. Also, the GTD Summer Camp dates have been announced! June 15-16 2024, head on over to www.GTDSummerCamp.com to learn more and sign up

Leaders lead humans and people working together, not robots working together. Denise Cooper and I explore this topic in a very frank conversation. We've gone off course with leadership when we think that multi-tasking and motivating all employees in the exact same way is going to work in the 21st century.  Humans can't multi-task; hell we're not even supposed to have multiple priorities. (“Priority” was created in 1400 and “priorities” was created in the 1900s.) And each individual needs something slightly different to do their best work. But we still see leaders treating their folks like robots: same expectations, same hours, same communication, same motivations, multi-task everyday all day, and keep multiple plates spinning. The most successful organizations of the future will choose their priority: what to focus on first. Listen in to learn more. In this episode we mention a new kind of management framework that might be helpful for you to explore: Holacracy. Find the full blog post here: https://stefaniekrievins.com/great-leaders-know-they-lead-humans-not-robots-with-denise-cooper/ About Denise Cooper Denise Cooper is the Founder and CEO of Remarkable Leadership Lessons, a company founded over 10 years ago to assist C-suite, senior-level business leaders, and managers in raising their game as contributors to profitability. Denise serves as an Executive Coach and Keynote Speaker, with a proven process for grooming diverse candidates for succession. She does this through one-on-one customized development plans, professional assessments, and time-proven case studies.Her expertise and wisdom are grounded in neuro-leadership, behavioral & psychological principles along with 25 years of experience. Denise has worked across a wide range of industries and organizations from Fortune 500 corporations, small to mid-market & nonprofit businesses. Change is impacting every aspect of business and executives need leadership skills that inspire trust, enable quick response times, clarify purpose and create work cultures where belonging and contribution are foundational principles.

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?

Polish national Piotr Majchrzak is the Co-CEO of Boldare. With over 17 years of experience he has weathered the IT industry's seismic shifts, founded and grown companies from ideas to international successes, and pioneered innovative management philosophies. From establishing XSolve, custom software, to co-founding Chilid, where design met development, and culminating in the birth of Boldare, Piotr's journey is a testament to agility, innovation, and sheer determination. He has utilised the Holacracy philosophy in his business from its early days. Piotr helps peel back the layers of this underused business philosophy, discusses why he adopted it and the reason it's been so powerful for his organisations. Boldare is one of the most exciting tech stories to come of Europe in recent times and Piotr has never left his home town in Poland where he runs the whole company.We discuss:The unfair advantage the young have when becoming an EntrepreneurWhat is Holocracy and why it's the only solution for BoldareHow Boldare achieved its 100% international client base

Seye Kuyinu: Effective Agile Coaching, Building Contextual Understanding Beyond Scrum Guides Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. In this episode, Seye discusses a common anti-pattern that scrum masters can fall into, which involves not recognizing the distinction between Scrum practices and real-world situations. The organization Seye was working at had embraced Agile methodologies. However, Seye found some Agile adoption  issues like never ending meetings, one-hour daily standups, and conflicts during sprint planning. Seye suggests refraining from commanding the team and emphasizes the importance of not imposing the daily stand-up. He reflects on his own experience of lacking context and merely following the Scrum guide. To address this, we discuss forming coaching agreements with teams to ensure mutual understanding and effective implementation of Agile principles. Seye underscores the need for practical adaptation rather than rigid adherence. In this episode, we also refer to Holacracy, and the book Getting Things Done by David Allen.   [IMAGE HERE] Recovering from failure, or difficult moments is a critical skill for Scrum Masters. Not only because of us, but also because the teams, and stakeholders we work with will also face these moments! We need inspiring stories to help them, and ourselves! The Bungsu Story, is an inspiring story by Marcus Hammarberg which shows how a Coach can help organizations recover even from the most disastrous situations! Learn how Marcus helped The Bungsu, a hospital in Indonesia, recover from near-bankruptcy, twice! Using Lean and Agile methods to rebuild an organization and a team! An inspiring story you need to know about! Buy the book on Amazon: The Bungsu Story - How Lean and Kanban Saved a Small Hospital in Indonesia. Twice. and Can Help You Reshape Work in Your Company.   About Seye Kuyinu Seye has been a Scrum Master for about a decade now. He first connected to Agile, frustrated with the lack of adequate communication that plagues traditional complex projects. He finds People and Interactions over Processes & Tools cannot be overstated, while seeing that everything is a fractal- our individual, team, organization and societal challenges are the very same. The solution in every layer is the same- an understanding of ONENESS! You can link with Seye Kuyinu on LinkedIn and connect with Seye Kuyinu on Twitter.

Imagine working in a business with no managers and, seemingly, no structure or hierarchy. A business run on that model would be an exercise in chaos ...or would it?  That's just one of the many misconceptions people have about holacracy, a new form of business management promoted and developed by today's guest. In today's episode of The Greatness Machine, Darius chats with Brian Robertson, seasoned entrepreneur, organization builder, recovering CEO, and developer of holacracy, a management practice that promises to embrace people's individual humanity, autonomy, and creative problem-solving capacities. You'll learn what holacracy is, along with some of the most common misconceptions people have about the system. You'll discover a little of Brian's background, as well as how holacracy works within an organization. You'll also learn about the concept of roles and why boundaries are so vital in a business run on the holacracy model. Join Darius and Brian as they explore this exciting new way to do business! Topics include: An explanation of what holacracy is, along with some of the most common misconceptions people have about the system A little of Brian's background, and how he came to develop his work with holacracy The concept of roles and why boundaries are so vital in a business run on the holacracy model And so much more… Connect with Brian: Website: https://www.holacracy.org/  LinkedIn: https://www.linkedin.com/in/brian-robertson-517182/ Twitter: https://twitter.com/h1brian Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/whoompdarius/ YouTube: https://therealdarius.com/youtube Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Learn more about your ad choices. Visit megaphone.fm/adchoices

This week I am joined by Brian Robertson, the author of Holacracy: The Revolutionary Management system that abolishes hierarchy. Tune in to hear an insightful conversation about the problems and complexities of modern day management. In this episode we cover: The discovery of Holacracy Corporate antibodies & Holacracy How does Holacracy work and what is it made up of? Defining roles & limits What would you have in a Holacracy constitution What does Holacracy look like from a structural point of view? The magic of Holacracy Meeting efficiency in Holacracy Meeting the CEO of Zappos - running a company like a city Tips to avoid your Holacracy adoption falling into traps Main industries in which Holacracy has been prevalent About Brian Robertson: Brian Robertson is a seasoned entrepreneur and organization builder, and a recovering CEO - a job he now helps free others from with Holacracy. Generally regarded as the primary developer of the system, Brian's work allows leaders to release the reins of personal power and persuasion into a trustworthy and explicit governance process. Brian also serves as the drafter and steward of the Holacracy Constitution, which captures the system's unique "rules of the game" in concrete form. Beyond joyfully crafting legal documents, Brian's creative expression takes many forms – he co-founded HolacracyOne to support Holacracy's growth, and he fills and loves a broad variety of the company's roles. He's particularly grateful to hold no fancy titles and wield no special powers, so he can show up as just another partner doing his part to support something he cares about. Enjoyed this episode? Let's connect: ⁠⁠⁠https://linktr.ee/johncolemanxagility ⁠⁠⁠- social and podcast links  ⁠⁠⁠https://linkpop.com/orderlydisruption⁠⁠⁠ - order training from right here If you are interested in helping your team or organization achieve greater agility and want to explore agile training options, visit our training page on ⁠⁠⁠https://x-agility.com/executive-agility-leadership-training/⁠⁠⁠. If you value coaching and would like to work with a deeply experienced agile and executive coaching specialist, visit our coaching page on ⁠⁠⁠https://x-agility.com/executive-agility-coaching/⁠⁠⁠ If you are looking for an agile consultant that can help your leadership team identify an appropriate roadmap to organizational agility and take the most effective course of action in your agile transformation, visit our consulting page on ⁠⁠⁠https://x-agility.com/executive-agility-consulting/⁠⁠ #scrum #agile #productowner #management --- Send in a voice message: https://podcasters.spotify.com/pod/show/xagility/message

In this podcast episode, Marion Giddy shares her experience of creating a leadership team in their clinic who can support their growth and create an impact on the local community. We also explore coaching, mentoring, and the skillset Marion has developed as a leader to help grow her team.We also discuss the challenges and opportunities of starting a family while running a growing business, integral theory in leadership, and working alongside a spouse.QUOTES“Leadership coaching is relevant to everyone on the team because we're all leading something.”“One of the key premises in integral theory is that every perspective is true and partial.”SHOW NOTES00:00 - Intro00:18 - Marion's Bio02:20 - Cooee's Team structure03:59 - Moving into a new clinic space06:11 - Preparing for a new clinic location09:07 - Starting a family and running a business12:08 - Taking time off with a newborn14:37 - Working with your spouse17:50 - Being ready for, and creating, a leadership team20:46 - Autonomy and decision-making within the team (Holacracy)23:09 - Getting the team onboard with leadership and growth26:01 - Marion's role as the business owner27:09 - Mentoring your team (when there's pushback)31:06 - Accelerating clinic growth with business mentoring32:59 - Cooee Collaborative (a holistic approach to individual and team training)36:49 - How to continue showing up as an effective leaderMENTIONSThe Cooee CollaborativeCONNECTBen's LinkedInMarion's LinkedInIf you found this episode valuable, don't forget to give us a thumbs up, share, comment, and give us your ratings on iTunes and Stitcher. We appreciate your support and feedback!

https://youtu.be/zx50Oqdk1Ek Dennis van der Heijden is the Founder, CEO, and Head of Global Happiness at Convert.com, where they make e-commerce A/B and multivariate testing easy for agencies and experts. We talk about the Holacracy management system, why your website needs frequent testing and monitoring, and how to analyze the traffic coming to your website. --- Create a Holacracy to Empower Your People with Dennis Van Der Heijden Our guest is Dennis Van Der Heijden, the founder and CEO and head of global happiness at Convert.com. Convert helps you test all your ideas, whether you're a marketer looking for advanced targeting and rich reports or a conversion rate optimization CRO expert looking for a robust platform. Welcome to the show, Dennis. Thank you, Steve. Happy to be here. Happy New Year. Well, we are well into the new year. I'm not happy to be here, I'm sorry. All right. I think the only reason I heard it this way because I had a friend when I was a child and he kept wishing Happy New Year in August whenever we met. It was his birthday. And I thought, well, maybe he's not alone, but he is. He's really the only one. All right. Well, glad to have you here. And I'm very curious about your story. How did you start Convert? How does one launch a software company? How does that even work? I think the best launches, I think, are similar to how I started, frustration and urgent need. So I was running a software business, generating software leads for software companies, had a lead generation site, and then there was a small crisis in 2008, people might remember vividly, and that kind of dried up all my leads at that time. Investments were pretty much on hold for most people for the first six months of that, or the last six months of that year. I just moved to Mexico with my little baby and the site couldn't fail, it was my only income, and I didn't look forward to picking up Spanish as fast as that and work for somebody else. So the only thing I could imagine is like, well, if I have half the traffic, I need double the lead. So I don't know how that's called, but I just need to do a better job with what I have. And we build a plugin for WordPress and that worked. We've really personalized every page on the site depending on the keywords that people use at that time. Now it's called personalization. That was 12 years ago. And the person that built that plugin for $50 eventually became nearly a 50% shareholder of my company, a CTO. So if I have a website and it starts converting, then I just download your software and it starts converting? How does that? Software doesn't really do anything. So garbage in, garbage out in that sense. What it does is just to give a very simple idea of what people use it for. If you're a DHL and you're curious if that man on your homepage should be a woman, fitting the culture where you're now launching, you might want to change that and see if that's true for that particular country. And so, you use our software or something similar, you change that image inside our tool which launches on top of your site without people knowing, and then you measure both images at the same time and we'll tell you which one is the better one to pick. So, that's the idea comes from the customer and the tool does it, the math to do the statistics, and then the results. And you can take that learning to the next question that you have in your business. So, it's basically, that's what you call A-B testing. You have two options and whichever works best, you keep that and then you look for another test and you keep testing. So, a typical site owner, how many A/B tests do they have to run to get an efficient site? I know that's a very general question, but magnitude-wise, is it like 20 tests, is it2,000 tests? What is it? Just to have an idea, at this moment today, when you're listening to this, Amazon is running 1,000 tests that day. Just to get an idea of the scale. Booking.com, similar. Etsy, similar.

“I want self-managed people, especially for Halocracy. It's a self-managing environment, that needs people that are capable of individual self-management to be part of a team that is self-managing.” — Brian Robertson This week Sachit (@sachitgupta) chats with Brian Robertson (@h1brian), Co-founder of HalocracyOne — A company that integrates the collective wisdom of individuals throughout an organization and offers a toolset for each person to enact meaningful change at any level of work. Brian is the world's foremost expert on Holacracy, a revolutionary framework for self-managing organizations. After years as CEO of an award-winning software company, he co-founded HolacracyOne to share this innovative method with other organizations. The result is increased transparency, greater accountability, constant innovation, and agility across the company. Holacracy is used by over 1,000 companies today – in healthcare, insurance, banking, retail, technology, nonprofit and government sectors and in places as diverse as Dubai, Shanghai, Amsterdam, London, Berlin, New York, Bangalore, Las Vegas and rural Africa. Brian is thrilled to see this method take root and grow with such force. Brian is the author of the book Holacracy: The New Management System for a Rapidly Changing World. He speaks at conferences, holds trainings, and consults for organizations across the globe. Follow our host, Sachit Gupta on Twitter and sign up for the Creators Collective Newsletter. Do you want to learn how to make a living as a creator? Check out the CreatorsMBA. 0:00 - Introduction 02:25 - What does Brian do in Holacracy? 03:25 - Why is Holacracy better? 11:05 - While building a system, how can someone initiate from their first instinct? 15:00 - Where the concept of having a centralized structure came from 25:50 - Your vision for distributing power, even when not everyone is ready for it 28:35 - What does support and mentoring the people in your company look like? 33:27 - Who decides the roles in Holacracy? 37:35 - The hiring process within the company 45:05 - Great questions to ask when hiring someone 49:36 - Some of the common pitfalls you should watch out for 58:32 - Personal transformations that leaders go through 01:03:30 - Why companies without hierarchy perform better 01:07:19 - How to manage teams better 01:13:21 - How Holacracy helps in decentralized systems 01:22:15 - Some of the types of companies that are using Holacracy 01:25:30 - What being a conscious creator means to Brian 01:26:40 - Closing Remarks

How can an organization with values of equity shift away from its own embedded hierarchy? In this conversation, we speak with Robin Cook Roth who was recently the CEO of the UK company, Traidcraft to talk about how he led his organization out of the hierarchy. We discuss how holacracy's process of self-management, distribution of power, roles, and responsibilities led him to experience a level of freedom and joy in his own work, and how it has helped the company live out its values. We get into some of the spiritual dimensions of this work, and some of what it means to remember and reenchant the organizations where so many people spend so much time. 1:37 - Learn more about Robin Cook Roth5:25 - What is self-management?12:51 - Who decides what's the appropriate distribution of power?18:10 - Tradecraft's transition to Holacracy25:00 - Sara Jolena on The Dawn of Everything30:46 - What is the role of power as it relates to spiritual power displaying itself in an organization?34:50 - How was it like to give up power?38:30 -Relinquishing power in the work of decolonization43:45 - How does Holacracy intersect with suppliers?52:38 - What are some initial steps and resources to self-management?The Dawn of Everything: A New History of HumanityLet My People Go Surfing: The Education of a Reluctant BusinessmanSupport the showLearn more about Sara Jolena Wolcott and Sequoia SamanvayaMusic Title: Both of Us Music by: madiRFAN Don't forget to "like" and share this episode!

This week, Ricardo discusses the holacratic model in the context of businesses and projects. Organizations following the holacratic model are self-managed and self-organized; there is no manager, and duties are distributed horizontally. In this framework, individuals and groups are empowered by a shared sense of mission and accountability, leading to greater flexibility. In Ricardo's opinion, projects using agile methods like Scrum, smaller teams, and startups are ideal settings for this model. However, this model may not be suitable for larger organizations, capital projects, an airport or oil refinery construction, etc. In this type of project, with the absence of some minimal hierarchical structure, it becomes more difficult to follow the flow of people and decisions because there is a natural loss of focus and responsibility, and interactions between groups and areas are more significant and complex. Listen to the #5minpodcast to learn more!

In this conversation I talk with Jennifer Dennard and Dan Pupius, the co-founders of Range, software that helps teams be more connected, focused, and productive no matter where they're working. Global teams at Twitter, New Relic, CircleCI, and more keep their teams in sync and connected with Range. Jen is the co-founder and COO. Prior to founding Range, Jen led Medium's organizational development team. Jen has partnered and consulted with startups and multinational corporations on empowering autonomous and distributed teamwork. She lives in Colorado with her two cats and husband. Dan is co-founder and CEO of Range. Prior to Range, Dan was Head of Engineering at the publishing platform Medium. And before that he was a Staff Software engineer at Google, where he worked on Gmail, Google+, and a variety of frontend infrastructure. He has an MA in Industrial Design from Sheffield Hallam University and a BSc in Artificial Intelligence from the University of Manchester. In past lives he raced snowboards, jumped out of planes, and lived in the jungle. This is a fairly meta conversation (in the old sense of the word!) since we talked about how Dan and Jen structure their relationship and how they built their company…which is a company that builds software that structures relationships - specifically, effective teams. As Dan outlines, “Human behavior requires structure to facilitate it…in an organization, software provides a lot of architecture, which shapes our behavior, but we're (often) not intentional about that software. The whole theory of Range was… how can we build software that acts as architecture that shapes the behaviors that we believe to be present in effective teams?” My book Good Talk is built around the idea of a Conversation OS, or Operating System.  One element of the Conversation Operating System is error and repair. As Jen says in the opening quote, conflict and collisions will inevitably happen in relationships. Dan suggests that “if you have productive conflict or if you encourage productive conflict, there will be times when you step over the boundary and it's what you do then that is the important thing, in how you recover.” In other words, how you repair the error or breach in the relationship is often more important than the error itself. Many folks shy away from conflict, or hope it never happens. Planning for it and knowing it will happen is a fundamentally different stance, a more effective Error and Repair Operating System. I also love the “reasonable person principle” that Jen and Dan use in their relationship, as long as it never slides into gaslighting. We unpack a lot more great stuff, from uninstalling Holacracy at Medium to the importance of being journey-focused in entrepreneurship relationships, and the power of crafting explicit processes ahead of needing to use them. Dan and Jen are also big believers, like me, in the power of the “check-in''. For example, in my men's group we share in 30 seconds how we're doing emotionally and physically at the start of every group. At Range, it can be as simple as a “green, yellow, red” check-in or as deep as going straight to the question “how are you…really?”  They suggest that baking human connection into each and every meeting is much much more effective than trying to isolate connection into one “vibes” meeting. As with many of my co-founder conversations, there is a common thread of clear roles along with an awareness of and respect for the Venn diagram of skills between the co-founders. Another common thread, as Dan says at the end of our conversation: looking after yourself and attending to yourself is key, because “if you're not in a good state, you can't be a good teammate and you definitely can't be a good leader.” Be sure to check out my other co-founder conversations. I discussed building an Integrity Culture with the co-founders of Huddle, Michale Saloio and Stephanie Golik, and investigated prototyping partnerships with Jane Portman and Benedikt Deicke, co-founders of Userlist.  You may also enjoy my interview with Carolyn Gregoire and Scott Barry Kaufman, the co-authors of the 2015 bestseller, Wired to Create, where we unpack how they managed their working relationship. Paired creativity is a thing! And if you really want to dive deep into the idea of being a conscious co-founder, make sure to check out my conversation with my friend Doug Erwin, the Senior Vice President of Entrepreneurial Development at EDAWN, the Economic Development Authority of Western Nevada. Head over to theconversationfactory.com/listen for full episode transcripts, links, show notes and more key quotes and ideas. You can also head over there and become a monthly supporter of the show for as little as $8 a month. You'll get complimentary access to exclusive workshops and resources that I only share with this circle of facilitators and leaders. Links Range Lawrence Lessig's Pathetic Dot theory Daniel Coyle's Belonging Cues: Belonging cues are non-verbal signals that humans use to create safe connections in groups. The three basic qualities of belonging cues are 1) the energy invested in the exchange, 2) valuing individuals, and 3) signaling that the relationship will sustain in the future. Kegan's Levels, specifically, Stage 4 — Self-Authoring mind Lead Time Chats

Alona Shevchenko is the Co-founder & Operational Lead of Ukraine DAO. The UkraineDAO is a DAO organized to help Ukrainian organizations and people to fight the war against Russia. The UkraineDAO has donated over $7 million, including to the Ukrainian government and NGOs. They have organized both online and offline to serve Ukraine, showing how charity, war relief, and evacuation efforts can be organized through DAOs. The Ukrainian flag NFT auctioned by Ukraine DAO is the tenth most expensive NFT ever sold, showing how non-fungible tokens can solve real-life problems. Ukraine DAO has been featured in many major publications, including Forbes, Fortune, ABC, Billboard, Coindesk, The Guardian, Financial Times, The Economist, the Washington Post, and Wall Street Journal. Alona is a qualified translator (Diploma in Translation), Member of the Chartered Institute of Linguists. She is fluent in Russian, Ukrainian, English, and French. Before co-founding the Ukraine DAO, she participated in various crypto projects and DAOs, including the Free Ross DAO, where she was a regular contributor, and Grwth Lbs, where she focused on community and partnerships. We begin our conversation by discussing the current state of Ukraine and why Ukraine will win the war with Russia. We discuss a variety of topics including UkraineDAO, the realities of the war, DAO governance, the power of web3 and crypto in times of war, and much more. We discuss how leading up to the War with Russia, Ukrainians were negatively portrayed by Russian media and propaganda. Alona expresses that Western governments and intelligence organizations purposely ignored these signs for political reasons. Alona explains why people should refer to the invasion of Ukraine by Russia as a war and not a crisis. We discuss how the failure of the traditional banking system has impacted ordinary Ukrainian citizens and how crypto provided financial rails to many Ukrainian citizens. Our next conversation topic centered around how and why she got involved with the Free Ross DAO. Alona shares the backstory of founding UkraineDAO. We discuss how the DAO formed organically and was a grassroots movement. Alona discusses her relationship with Dmitriy Buterin and Vitalik Buterin and how they have helped her build UkraineDAO. We discuss what is unique about the UkraineDAO. We discuss the governance dynamics of DAOs and ways to improve the current governance structure of DAOs. Alona explains how Holacracy works and why the UkraineDAO has implemented it in their governance model. We also discuss why UkraineDAO does not have a token. Alona discusses how UkraineDAO is the first DAO to be accepted at a state level and is widely seen as a fantastic thing by noncrypto native people. Our final discussion topic centered around the importance of cultural fit in an organization and how this is the guiding principle for UkraineDAO. -- SafePal is a Singapore-based Binance labs backed company that provides secure and easy-to-use wallet solutions for the crypto masses. With the mission to make crypto secure and simple for everyone, SafePal has built comprehensive crypto asset management solutions, including hardware wallet, mobile wallet, extension wallet, cross-chain swap, trading service, and more. SafePal has supports 48 blockchains and 15 languages, and serves more than 6 million users global-wide. Use code charlie for 10% off SafePal's S1 wallet at https://store.safepal.io/safepal-s1-h... Download the SafePal App and SafePal extension wallet at https://untoldstories.link/safepal -- This podcast is powered by Blockworks. For exclusive content and events that provide insights into the crypto and blockchain space, visit them at https://blockworks.co

In this time of remote work, companies big and small all over the world have been making the switch and becoming either fully or partially remote. However, the systems these companies are using hold them back from success and end up making their people feel undervalued, micromanaged, and burnt out. But that's not a failure of remote work, that's a failure of business management because recreating the office online is NOT ENOUGH. Today, we have Morgan Legge, the head of Organizational Change, Holacracy Coach, and much more at Convert, a trailblazing conversion optimization SaaS company. In this episode, we talked about Convert's (and many other companies') solution this: Holacracy, an organizational operating system “made for remote work” that empowers the people closest to the work to make the decisions, removing hierarchical roadblocks to the company's success, and allowing them to make the most out of asynchronous remote work and communication. --- Creating great content takes time and effort, and this podcast couldn't exist in the long run without great partners. This season's sponsor is Qatalog Work Hub. Find what you need, see who's working on what, and get updates on where things are at, without the endless stream of emails and pings coming from everywhere. Sign up now at Qatalog.com for a free 30-day trial, for you and your team. --- Visit remotefirst.fm for full show notes. --- Send in a voice message: https://anchor.fm/remotefirst/message

How much autonomy is enough? How can we encourage teams to be independent without losing control of quality and outcomes? These are the tensions leaders need to manage. As we wrap up our season on holacracy and reducing hierarchy, what are some leadership tips to build more autonomous teams without losing control of the ship? See full shownotes here: www.zoerouth.com/podcast/leadership-insights-teams  

Mick Spiers is the founder of The Leadership Project and the author of You're a Leader: Now What? where Mick brings to fruition his passion for modern leadership that is a match for our fast-paced world. From a first career in aerospace defence where he learnt the good, the bad and the ugly of leadership and culture, Mick moved into urban mobility and had a life changing epiphany: it didn't matter how stress free the commute was if most people were spending most of their time in jobs they didn't love for leaders they didn't believe in. How had we got it so wrong and how could we do it better? These were questions Mick sought to answer with his research, writing, coaching and training in human-centred leadership. In this episode Mick shares the experiences that have contributed to his leadership philosophy and offers strategies for flipping our traditional notions of organisational design on its head. See full shownotes here: www.zoerouth.com/podcast/company-culture-mick-spiers  

Aaron Dignan, author of Brave New Work and founder of The Ready, is back on the podcast, this time to talk about how his new software startup, Murmur, can help organisations scale new ways of working. We talk about the importance of team agreements and how to keep them alive, plus what Aaron and his colleagues have been learning from their latest explorations in the worlds of self-management, DAOs and their Brave New Work podcast. Resources: Learn more about Murmur: https://www.murmur.com/ Learn more about The Ready, Aaron's book Brave New Work: https://theready.com/ and you can buy the Tension and Practice cards here Listen to the previous Leadermorphosis episode with Aaron here Listen to the episode of me on Aaron and Rodney's Brave New Work podcast talking about embracing discomfort and transforming conflicts – on Apple podcast; Spotify

Making decisions as an individual has its challenges, but having to make decisions as a group adds many other layers of complexity. To talk about that, I brought my friend, Alexis Gonzales-Black onto today's show. Alexis is a Partner and the org design lead at August Public. Before August, she led the implementation of Holacracy at Zappos and helped shape an emerging org design practice for world-class clients at IDEO. She is an expert in organization design and is driven by a desire to make workplaces more inclusive, agile, and fun.In this episode, we talk about what she's noticing about the future of work in a hybrid environment, why consensus is not the right approach 90% of the time, what truly inclusive decision processes look like, and a quick reframe that enables you to make group decisions faster.Topics covered03:02 Moving from remote to hybrid06:16 Decision making as a persistent challenge09:04 We love consensus09:47 Decision making as a spectrum10:46 Two other approaches to try16:22 Stakeholder mapping18:26 Inclusion in decision-making processes21:05 What's possible when you reframe decision making as a skill learned over time22:25 What happens when you push decision making down to the levels closest to the work23:29 Leading the roll out of Holocracy at Zappos25:09 A tangent on releasing ourselves from the idea that we can achieve certainty26:01 Back to Holocracy at Zappos29:13 Human centered org design at IDEO31:28 What has been most fascinating about the work at August Public35:23 Decision making as a perfect proxy for understanding what's going on in an organization37:30 Key things to remember or tryGuest BioAlexis is a Partner and the Org Design lead at August Public. She is an expert in organization design, change activation, and the future of work. Over the past 15 years, she's worked with some of the world's most respected companies to design innovative organizational practices and implement large, complex change programs. Before August, she led the implementation of Holacracy at Zappos and helped shape an emerging org design practice for world-class clients at IDEO. She is driven by a desire to make workplaces more inclusive, agile, and fun.ResourcesLearn from the experts at August Public: https://www.aug.co/learningTo learn more from Michelle about decision making, check outThe Ask A Decision Engineer websiteHer Stanford Continuing Studies course (now enrolling, class starts July 14)Her Personal Decision Toolkit course on MavenHer Decision Toolkit course for coaches and thought partners on Maven 

Pascal Dulex, Culture Coach and Creative Director at Freitag in Switzerland, has been one of the people instrumental in implementing holacracy—a “self-management practice for organizations”—within the company. Pascal discusses the essence of leadership, provides insights about the role of managers, and explains how work processes were affected as the company prepared for and adopted holacracy. He also describes their ongoing internal discussions as he facilitates and supports continuing integration.   KEY TAKEAWAYS [03:19] Pascal's core connections to the field of creativity.   [04:50] Pascal is less enamored with the traditional communications career.   [06:55] Stumbling upon a job description at Freitag that was different.   [08:28] Pascal finds one of the founder brothers very authentic when interviewed.   [10:54] The company is navigating a turbulent period when he joins.   [12:39] Pascal changes from communications to become Head of Innovation.   [13:37] A fundamental shift in the leadership role to becoming an enabler.   [14:48] The close link between product development and communications at Freitag.   [16:43] Working with “circle materials”.   [18:27] Over extension was a key trigger leading to holacracy's implementation.   [19:15] The second trigger was reassessing leadership and decision-making.   [19:56] How hierarchy and conflict between departments was undermining outputs.   [21:29] The first step in the process was to “kill the management”!   [22:03] Organizing like a city at first—as senior leadership needed to make space for others.   [22:49] They develop a vision of their ideal organization.   [24:00] Discovering holacracy and getting expert help to explain it and support execution.   [25:55] How is leadership linked to hierarchy?   [27:07] Initial efforts were focused on understanding exactly what managers “do”.   [29:30] “Organizing away” managers' roles.   [31:20] Clarifying roles and updating processes.   [33:13] Self-organizing companies need to communicate more.   [33:50] Decision-making driven by responsibility not consensus.   [35:27] Holacracy allows for continuous improvement.   [37:52] How do they explain the organization and management system when recruiting?   [40:29] Are there really no job titles?   [43:04] What holacracy does not address that Freitag has to work on.   [44:46] What does leadership mean? How do I want to be led? How do I want to lead myself?   [47:35] The struggles of self-organization.   [50:06] IMMEDIATE ACTION TIP: Trust is fundamental in every organization in the way you approach others. Starting with trust, people feel better because they realize you believe in them—and their positive intentions—and that's a good starting point wherever you work.   RESOURCES   Pascal Dulex on LinkedIn Pascal on Instagram Freitag's website   QUOTES   “The first step we made was making space for others to unfold their potential that was by getting rid of management.”   “You should feel like investing your time for a purpose that you believe in.”   “It [holacracy] has a radically different way of approaching power or authority hierarchy.”   “Managing is a very unclear term, right? If I say I'm a manager, what does that mean?”   “One of the fundamental things in every organization is trust—the way you approach others.”   “I firmly believe that every person who shows up for work is actually here to do something good, to achieve something.”  

Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. This week Jurgen is with us to talk about his latest project: unFIX.work. Jurgen starts this episode by sharing a little known fact about his name, and his personality. We then discuss the role of “change” in Agile adoption. We discuss different types of change (Kaizen, Kaikaku) and why scaling frameworks should take into account both types.  In this episode, we talk about Fitness Landscape, Holacracy, Systems Thinking and refer to the book The Systems Bible: The Beginner's Guide to Systems Large and Small by John Gall. About Jurgen Appelo Jurgen Appelo is an entrepreneur, an author, and keynote speaker who applies Agile to his life and his businesses. He's also prolific writer on all topics business and agile. He wrote Management 3.0, How to Change the World, Managing for Happiness and his latest book about entrepreneurship and product development: Startup, Scale up, Screw up. You can link with Jurgen Appelo on LinkedIn and connect with Jurgen Appelo on Twitter.

Welcome back to the Season 2 premiere of Neurotech Pub!In this episode, host and Paradromics CEO Matt Angle sits down with fellow Founder/CEOs Carolina Aguilar, Brian Pepin, and Kunal Ghosh to talk shop about building cutting edge neurotech companies from the ground up. We dive deep into business strategies, the neurotech fundraising landscape, emerging therapeutics, and more. We also provide an insider's view of the intersections of data, pharma, and med devices that are shaping the future of healthcare. Pour yourself a cold one and settle in! Check out full video with transcript here: Check out video and a full episode transcript here. 00:00 | Updates & News >> INBRAIN Neuroelectronics raised a $17M Series A >> Rune Labs raised a $22.8 Million Series A >> Inscopix Launched Cloud-Based Platform for Data Management and Analysis2:15 | Meet the panel and pick up a book1:54 | Jester King Brewery  2:25 | Rune Labs  2:50 | Neurostimulator for deep brain stimulation therapy  3:23 | INBRAIN Neuroelectronics  4:11 | Inscopix  5:24 | Ursula K. Le Guin's 'The Dispossessed'  6:19 | Yuval Noah Harari's 'Sapiens: A Brief History of Humankind'  6:32 | Daniel G. Miller's 'The Tree of Knowledge'  6:40 | Jiddu Krishnamurti's 'The Book of Life'  7:34 | Barack Obama's 'A Promised Land,' ‘Dreams from my Father,' & ‘The Audacity of Hope'  7:56 | Karl Popper's 'The Open Society and Its Enemies'9:25 | Venture Capital in Neurotech34:44 | Business Strategy in Neurotech40:32 | Tom Oxley, CEO, Synchron  43:58 | Dr. Thomas Insel  44:06 | Mindstrong Mental Health Care  44:35 | Aduhelm controversy  52:25 | Galvani Bio  59:39 | Percept Neurostimulator  1:00:32 | Neuromodulation and the future of treating brain disease  1:07:21 | Software as a Medical Device FDA Guidance1:09:12 | State of Animal Model Systems1:14:28 | α-Synuclein in Parkinson's Disease  1:18:01 | Alto Neuroscience  1:18:36 | Flatiron Foundation  1:18:45 | Gaurdent Health  1:19:03 | Melanoma Trends & Rates1:21:41 | The Pharma-Data-Device Ecosystem 1:21:42 | Frank Fischer, Chairman of Neuropace  1:22:28 | Neurotech Pub Season 1, Episode 9  1:26:35 | Roche acquisition of Flatiron Health & merger with Foundation Medicine   1:27:12 | Companion Diagnostics  1:28:29 | Adhulem and PET imaging  1:29:09 | Resignations at the FDA over Alzheimer's Drug  1:29:32 | Derek Lowe's take on the Aducanumab Approval, FDA Committee Votes, Halting the Aducanumab Trials, & The FDA Advisory Committee Briefing Document on Aducanumab  1:31:39 | Donanemab receives breakthrough therapy designation in 2021  1:36:58 | Mapping the Frontal-Vagal Pathway  1:37:09 | The Human Connectome Project  1:40:07 | Teal Organizations and Holacracy  1:41:18 | Society for Neuroscience  1:44:37 | Affymetrix (Thermo Fisher Scientific)  1:44:39 | IlluminaWant more?Follow Paradromics & Neurotech Pub on Twitter  Follow Matt, Brian, Carolina, & Kunal on Twitter

This episode was supported by the generosity of Vegas Pool & Petar The Slav. Let their names be immortalised!!!!In Episode #253 of 'Meanderings' Juan and I discuss: how we would hypothetically steal a crypto seed phrase, my poor social skills yet strangely tantalising bubble butt, the latest HOSKY news, Vegas Pool's generosity and how we hope to replicate it, our shitty marketing plan, Juan's learning about Decentralized Autonomous Organizations, the shape of a holacracy (hint: it's not a pyramid) and the infamous Slav's boostagrams.As always, we hope you enjoy. Mere Mortals out!Timeline:(0:00) - Sacre Bleu, I screwed up(0:54) - How to steal a seed phrase(5:09) - Poor social engineering and bubble butts(9:51) - HOSKY madness & kindness(13:38) - How to give away 43 million $Hosky(16:09) - Why we've been talking about crypto so much(20:05) - Marketing with numerology(24:27) - My HOSKY discord spiel(27:19) - What a DAO is and what Juan learn about them(30:18) - Holacracy vs Hierarchy(36:38) - Petar's boostagrams(39:04) - Hit us up for HoskyConnect with Mere Mortals:Website: https://www.meremortalspodcast.com/Discord: https://discord.gg/jjfq9eGReUInstagram: https://www.instagram.com/meremortalspodcast/

Imagine working in a business with no managers and, seemingly, no structure or hierarchy. A business run on that model would be an exercise in chaos ...or would it?    That's just one of the many misconceptions people have about holacracy, a new form of business management promoted and developed by today's guest.   In today's episode of The Greatness Machine, Darius chats with Brian Robertson, seasoned entrepreneur, organization builder, recovering CEO, and developer of holacracy, a management practice that promises to embrace people's individual humanity, autonomy, and creative problem-solving capacities.   You'll learn what holacracy is, along with some of the most common misconceptions people have about the system.   You'll discover a little of Brian's background, as well as how holacracy works within an organization.   You'll also learn about the concept of roles and why boundaries are so vital in a business run on the holacracy model.   Join Darius and Brian as they explore this exciting new way to do business!   Enjoy! What You'll Learn in this Show: An explanation of what holacracy is, along with some of the most common misconceptions people have about the system. A little of Brian's background, and how he came to develop his work with holacracy. The concept of roles and why boundaries are so vital in a business run on the holacracy model.  And so much more... Resources: Holacracy website The Real Darius Darius Class Website Facebook Instagram YouTube Twitter LinkedIn   This podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacy Learn more about your ad choices. Visit megaphone.fm/adchoices