Podcasts about holocracy

Mein heutiger Gast ist Paul Kupfer, Mitgründer von soulbottles. Paul nimmt uns mit auf die Reise von der Gründung vor 12 Jahren, wir sprechen über die ersten Hürden, warum nachhaltige Materialien oft als „unmöglich“ abgestempelt wurden, die Unternehmer-Sorgen eines Gründers und wie sich soulbottles in der Mitarbeiterführung mit neuen Methoden der Zusammenarbeit beschäftigt.

Oliver Brunschwiler hat wesentlich am Aufbau von Purpose-getriebenen Organisationen, insbesondere Freitag, mitgewirkt. Wir alle sind uns bewusst, dass Unternehmen in der heutigen Zeit anders geführt werden müssen, um die Potenziale und Energie von Menschen zu mobilisieren. Dabei spielen Leadership, Sinnhaftigkeit, sowie neue Organisationsformen eine entscheidende Rolle. Im Gespräch mit Oliver unterhalte ich mich über seine spannende Karriere und die vielfältigen Erfahrungen in vielen Unternehmen, welche unsere Zukunft im Positiven verändern werden. Dabei sprechen wir die Vor- und Nachteile verschiedener moderner Organisationsformen wie Holocracy aber auch die entscheidenden Pfeiler einer wirkungsvollen Führung für die Zukunft an. Mehr zu Oliver: LinkedIn

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

Rico Brenner ist Senior Berater bei objective partner, Christine Pfisterer ist dort Product Ownerin & Customer Success Managerin. Im Podcast berichten sie darüber, weshalb und wie sie Holokratie, bzw. die responsive Organisation, eingeführt haben. Sie schildern wichtige Prinzipien, wie Kreise, Kreistypen, Rollen & Verantwortlichkeiten sowie die Bedeutung von Hierarchien. Auch schauen wir auf den Nutzen im Arbeitsalltag und die Vorteile, die eigentlich jede Organisation daraus ziehen kann – Sei es OKRs, Delegation Boards oder das Patenkonzept im Bereich Learning. Kritikpunkte, wie Gehalt und Gehaltsbänder, Standards und die Rolle des Managements, beleuchten wir anschließend. Mehr findet ihr wie immer im Education Newscast Podcast.

This was such a beautiful conversation to be part of, with two old friends, and a story that I play at least a small role in. In 2015, Transition Network, an organisation I had co-founded, undertook a transition of its own, from a pretty conventional management model to a non-hierarchical structure that distributed power, using Holocracy. We had to learn how to do it, and were brilliantly supported by Université du Nous, who support and advise organisations on how to do this.  For this episode of FWIWN I am joined by Sarah McAdam, one of the key people in Transition Network who made this happen and who now supports other organisations in making such shifts, and Guillaume Dorvaux, one of UDN's trainers who trained the team.

This week's guest is a friend of the podcast, Dr Gail Bradbrook.  Best known for her role in co-founding Extinction Rebellion, Gail is one of our nation's (and our world's) deepest thinkers on radical change: what will it take to shift the juggernaut of predatory capitalism from the orgy of extraction, consumption and destruction that has brought us to the edge of crisis, and instead turn it towards a celebration of life in all its forms? Gail is also a leading beacon of practical activism - how can we bring the collective conversation to bear on the existential crises of our time? In our conversation, Gail honours the teachers that have helped her to find balance and insight, and to find practical, clear-eyed hope amidst all the potential for despair.  We go on to explore her work in BCAN (see below) and, particularly, to explore the nature of horizontal organising.  In a world where half the (western) population is wedded to the old hierarchical, patriarchal structures of top-down dominance, what happens in the other half when we experiment with other, less culturally familiar ways of being? Extinction Rebellion was one of the biggest, and most public expressions of horizontal organising in the modern contemporary world. A great deal of theory was put into practice and the results were often visible in newspaper headlines.  Recorded a mere handful of days after the 'We Quit" press release from XR, we look at some of the lessons learned, and how we might do things differently next time. BIO:Dr Gail Bradbrook has been researching, planning, and training for mass civil disobedience since 2010 and is a co-founder of Extinction Rebellion (XR). Since its launch in October 2018, XR has spread around the world so that now, there are more than 1150 XR groups in 75 countries. Gail has trained in molecular biophysics, and her talk on the science of the ecological crisis, the psychology of active participation, and the need for civil disobedience has gone viral and been inspired many to join XR. She is from Yorkshire, the mother of two boys, the daughter of a coal miner, and was named by GQ as one of the top 50 influencers in the UK, and honoured in the 2020 Women's Hour Power list for her part in instigating a rebellion against the British Government.More recently, she is one of the cofounders of the Be the Change Affinity Network of XR activists exploring ways to shift our cultural rigidity into something regenerative and distributive by design.  Gail is a genuine visionary leader - one of one of the deepest, most enlightened thinkers we know; living at the leading edge of change and exploring radical answers to the questions of our time. She's also deeply spiritual and emotionally thoughtful, and it's always an enormous joy to explore with her the big questions of our time: what are we here for and how can we shift the entire nature of our culture in practical ways? TED Talk - My Stroke of Insight by Jill Bolte Taylor https://youtu.be/UyyjU8fzEYUGail's Telegram link: https://t.me/+i4zNgXH_oDc4YjM0Amanita Dreamer https://www.amanitadreamer.net/Seed Sistas - https://seedsistas.co.uk/3 Horizons model - https://www.boardofinnovation.com/blog/what-is-the-3-horizons-model-how-can-you-use-it/Netflix How To Change Your Mind - https://www.netflix.com/gb/title/80229847 

Mir zugeschaltet war Tobias Lukas von der Audi Business Innovation - kurz ABI. Und zusammen mit meiner Kollegin Hannah hat die ABI vor einem knappen Jahr OKR eingeführt. Tobias ist Business Designer und Strategist bei der ABI und wir haben darüber gesprochen, warum sich Abi für OKR entschieden hat, wie so eine OKR-Einführung funktioniert und wie ABI mit OKR arbeitet. Dieser Podcast ist ein Live Podcast im Rahmen der OKR Open Onlinekonferenz und am Ende der Folge gibts Fragen von den live Zuschauerinnen. Die OKR Onlinekonferenz hat einen Anlass nämlich den Launch des OKR Playbooks: https://amzn.to/3Wnv7al) Wer sich also mit dem Thema OKR näher auseinandersetzt oder auseinandersetzen will, dem sei das OKR Playbook von meinem Kolleginnen Hannah Nagel und Christian Böhmer ans Herz gelegt.

Anna De Rose ist interne Holokratie Trainerin bei Welser Profile, einem österreichischen Metallverarbeiter in Familienhand mit 350-Jähriger Firmengeschichte und 2350 Mitarbeitern. Wir sprechen darüber, wie die Einführung der Holokratie bei Welser Profile gelungen ist.

Holocracy is a new management system to make hierarchy obsolete. Sounds radical, right? This system that eliminates bosses, empowers workers and enables collective decision making was developed from inside the corporate world by CEO and software developer Brian Robertson (today's guest). Corporate anarchy--what?? We go deep into this truly radical new operating system and unpack how it works, WHY it's necessary, we talk anarchism, "conscious" capitalism, and of course, making the old systems obsolete with NEW ones that are just simply better!

Patrick Boadu ist Geschäftsführer und Verantwortungseigetümer bei soulbottles (soulproducts GmbH) in Berlin. Soulbottles begeistert seit zehn Jahren Menschen für nachhaltigen Konsum, gehört sich selbst und ermöglichte mehr als 100.000 Menschen Zugang zu sauberem Trinkwasser. Als engagierter Sozialunternehmer ist Patrick davon überzeugt, dass die Zukunftsfähigkeit des Planeten nur mit einer neuen Art und Weise des Wirtschaftens zu schaffen ist. Als studierter Politologe und Ökonom berät er Unternehmen zu Impact-Messung, Gemeinwohlökonomie und Purpose-Findung. Intersektionalität und Sichtbarmachung von Machtstrukturen sind für ihn essentiell für die neue Art von Wirtschaften. Ein spannendes Gespräch über selbstorganisierte Teams, die Messbarkeit von Impact und die Zukunft von Soulbottles. Viel Spaß beim Hören!

Freitag mit Sitz in Zürich ist eine der bekanntesten Produzentinnen von Upcycling-Taschen im deutschsprachigen Raum. Weniger bekannt - intern setzt Freitag auf eine kreisförmige Unternehmensorganisation. Bereits seit einigen Jahren wird die holokratische Organisationsform verwendet. Wo Tücken in der Einführung von Holocracy lagen, wie das Unternehmen damit umgegangen ist und wo Potenzial zu Weiterentwicklungen liegt - das besprechen wir in dieser Folge.

This is the best-of from Mission First, the podcast-masterclass to learn from successful entrepreneurs changing the world for the better! Kick back and listen to some of their best advice from Seasons 1 and 2. New episodes will be available in September 2022. Franziska Schmid is the Co-Founder and CEO at JUNGE TÜFTLER. With her companies, Franzi and her team teach technology through events, workshops, and webinars to kids and teenagers in Germany, who have learned that way how to become young tinkerers and inventors. Learn how she drives entrepreneurial spirit throughout the organization with holocracy, transparency and flexibility. ***Keep up with new episodes and exclusive content by signing up for our newsletter here. Follow us on Linkedin, IG and Facebook.*** ***We'd love it if you could share the pod with friends and people who need entrepreneurial advice. All you need to do is send them a link like these… Spotify - link  Apple Podcast - link  All other podcast platforms - link  ⚡️⚡️⚡️DONT MISS the full best of Mission First ⚡️⚡️⚡️  Signup for the newsletter here and receive all the best-of episodes + get the summary of Do's and Dont's of each episodes!

"inclusion is about recognising everything that is inadequately connected with everything else and increasing the connectivity" A very insightful conversation with Graham on what inclusion is and how it can encourage ecosystem thinking. We discuss the structures and interactions in a process of constant flux as opposed to a more rigid model, and the fact that as the world changes, inclusion changes; culture will always be ‘catching up' so we must build adaptable organisations and focus on the sweet spot of viability. We often try to shoehorn new methodologies into old systems, whereas what we really need are new, structured dialogue patterns to allow people to hear and understand their own stories and act on their self-identity accordingly. This is not about problems to fix, but rather mysteries to explore.. how can we constantly and curiously nudge the system ? Graham shares his insights, research and experience from working with businesses and leaders across the globe, from large corporates to start ups The main insights you will get from this epsiode are : Stratum 1: personality - each individual is a complex ecosystem. Inclusion is already an issue here as we each reject some part of who we are, and we grow and change over time. We must learn how to be inclusive with ourselves and allow ourselves to evolve. Stratum 2: interpersonal - the next layer of complexity that includes all of stratum 1 plus new interactions/emerging connections. Every team member has a different reality, filter and view. Stratum 2 is also about culture - the consequence of all the different meaning-making stories of individuals, including ‘complementary pairs' (seemingly mutually exclusive, but actually different sides of same coin). Stratum 3: abstract - systems and the interactions of roles, accountability and tasks. Our work structure and personality are deeply intertwined - we should aim for sociocracy and agency to define our identity. Stratum 4: ecosystem - all systems and interactions between stakeholders and the capitals they represent. Invested stakeholders with a share of wealth and power is not democratic - natural capital, built capital and personal capital give no voting rights, leading to a lack of inclusivity. Stratum 5: local economic ecosystem Stratum 6: global economic ecosystem -       Inclusion at team level means exploring the mysteries of both the individual and collective interpretation of stories. People in the wrong role give rise to a dysfunctional system and results in an inverted pyramid where leaders feel a need to prove their worth whilst followers doubt themselves. -       For a community to exist, there must be a line between membership and non-membership, i.e. some exclusion is needed for an organisation to function. The role of culture is to establish this boundary and determine the requisite degree of inclusion for an organisation to be both functional and values-aligned. -       As the world changes, inclusion changes; culture will always be ‘catching up' so we must build adaptable organisations and focus on the sweet spot of viability. We often try to shoehorn new methodologies into old systems, whereas what we really need are new, structured dialogue patterns to allow people to change their self-identity. -       Holocracy is when strata 1, 2 and 3 are aligned and highly inclusive. If stratum 4 is misaligned however, there is a lack of inclusion where power really sits and the business is destined for failure. We must build companies inclusively across all 4 strata. -       Inclusion in the natural world does not try to suppress itself to fit into a new system but offers the promise of rebuilding and retaining everything of value. It is about creating organic regenerative models: when ‘old bits' die away, whole ‘new...

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 

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 Holocracy management system, why your website needs frequent testing and monitoring, and how to analyze the traffic coming to your website.   Time Stamps [00:50] Dennis' entrepreneurial journey [02:48] How Convert.com improves website performance  [03:59] The recommended number of times you should A/B test your website  [05:34] Basics of website performance testing and monitoring  [07:40] Why all small business owners should frequently A/B test their websites [10:47] How to analyze the traffic coming through to your website [12:16] Why you should focus more on traffic before thinking about A/B testing your site [13:15] Best platforms for A/B testing before making changes to your site [17:41] Dennis' experience with management blueprints  [20:47] How to commoditize the human element of your business  [24:54] What it looks like for a company running on Holocracy [25:33] Key aspects of the Holocracy constitution  [29:39] Understanding the Convert Main Circle of leadership [32:06] Democracy within an organization [35:02] The pros and cons of the Horocracy management system [39:40] How entrepreneurs can get the most out of the Hollocracy constitution [42:44] Parting thoughts   Links and Resources: Dennis' LinkedIn Convert.com Dennis' email: Dennis@Convert.com Holacracy.org The Four Hour Work Week by Tim Ferris Buyable: Your Guide to Building a Self-Managing, Fast-Growing, and High-Profit Business Complete the Buyability Assessment for Your Business

In Coffee Break #37, Jurgen Appelo explained his new model for versatile organizational design, “unFIX,” how it came into existence and how it differs from other models like SAFe and Holocracy. In this conversation with David, Jurgen addresses one of the most frequent questions about the model: what do the Chiefs do? They talk about hierarchy, management systems, and leading people, defining constraints for self-organization, taking care of feelings of belonging and appreciation - and the business model. Weitere Informationen unter transformation.ministry.de.

Diese Podcastfolge ist ein Gespräch, das Steffi Losert mit mit geführt hat. Sie begleitet und berät Menschen in der beruflichen Neuorientierung und wollte Einschätzungen und meine Sicht zu Themen und Fragen, die ihre Kunden immer wieder stellen. Ihre Kunden – das sind meist Menschen, die sich beruflich verändern und ihr Arbeitsleben neu ausrichten wollen. Im Gespräch berichte ich auch einiges aus meiner eigenen Vita und unserem Unternehmen.  Themen:  Arbeitssinn – wie Arbeit sinnvoll und erfüllend sein kann.  Veränderungen – wie Chefs und Mitarbeiter vertrauensvoll Veränderung begleiten.  New Work – was erwartet wird und wo man das finden kann.  Holocracy – wie Elemente des Konzeptes Unternehmen agiler und kommunikativer machen.  Bewerben – aber bitte aktiv und unternehmerisch. Impulse, wie man sein perfektes Unternehmen findet.  Weitere Infos zu Steffi Losert und ihren AHA-Retreats: https://bit.ly/3tavckX Website von Stefan Dietz www.stefandietz.com mit weiteren Ideen und Ressourcen. Anfragen zu Keynotes, Moderation und Veranstaltungstipps: office@stefandietz.com  Stefan Dietz als Redner – online und offline - buchen

Was hat Unternehmertum mit Paartherapie zu tun? Heute dreht sich alles um Holocracy. Paul von soulbottles erklärt, wie er und sein Team ein Unternehmen mit mittlerweile 60 Mitarbeiter:innen ohne Chefs und Manager aufgebaut haben. Und warum er allen Menschen eine Trainerausbildung in gewaltfreier Kommunikation empfehlen würde. On Top gibt es einige Geheimtipps zum Zeitvertreib und der Entspannung in der Corona-Isolation.

I Googled 'Embodied Potential'And found Maud.She coaches executives and leaders in France and the EU, with a focus on whole person transformation and organizational shifts with embodiment.She's great.-Key points:Embodied state exercise for effective, compassionate confrontation and accountability.Aikido: The Way of Harmony. While a martial art, also a philosophical and spiritual approach to life and business centered around harmonious, benevolent outcomes.We're most powerful when we're kind.Holocracy: A decentralized organization structure that allows for more autonomy, efficiency, and creativity. Almost mimicking nature.-Maud's personal definition of love: "My ability to be with what is, as it is."

Please subscribe via the Podcast links aboveIn recent years you may have come across terms such as Agile, Lean, Self-Organising Teams, Teal Organisations, Non-Violent Communication and Holocracy.My guest this week is the author and consultant Jef Cumps.  Jef will not only explain and demystify many of these wonderful terms but will also speak about Sociocracy 3.0 and how the principles of Sociocracy are actually quite familiar to many of us, even though the term Sociocracy may not be used in our workplaces. A key aspect of Sociocracy is how it can enable an organisation to easily adapt itself to a changing world and Jef will help you understand why and how this works. He'll also explain the background to his book: Sociocracy 3.0 - The Novel. So, why not head over to your favourite podcast channel and dive in...Meet your host, Gerry MurrayShow LinksConnect with Jef Cumps on LinkedInBuy Sociocracy 3.0 - The NovelRequest a FREE copy of Jef's book: jef.cumps [at] gmail.comCheck out Sociocracy 3.0Make Better Talent decisions with Wide Circle

Kreativität ist ein Treffen auf Herzhöhe. Unsere PodGästin Mareike Gerrits (Business & Culture Transformation Driver, Coach & Scrum Master @ Siemens) zeigt uns in dieser Folge wie wichtig Wertschätzung und Selbstachtung für unsere Kreativität ist.Was erwartet dich in dieser Folge?Wieso sollten wir uns öfters gegenseitig Wertschätzung schenken?Wieso ist "Psychological Safety" wichtig für Kreativität?Warum ist das Traditionelle/ Bewährte wichtig für das Neue?Fördert oder hindert unser Schulsystem unsere Kreativität?Wie kann intrinsische Motivation und eigenständiges Verhalten die Kreativität beeinflussen? Welche Rolle spielt Kreativität für zukünftige Kollaborations- und Arbeitsformen? Was ist Holocracy und wie fördert oder hindert es die Kreativität?  Was haben ein Coach und ein Taxifahrer gemeinsam?Nicht nur wir haben Mareike mit einer kreativen Challenge herausgefordert, sondern auch sie hat uns herausgefordert. Du willst erfahren wie? Dann nichts wie los, hör rein.

Get the AMAZING full show notes on Patreon (free public post).Jim Rutt joins us this week to explore the pre- and post-history of “GameB”, an antidote to the social script of rampant ecocidal profit maximalization. Of course, Jim himself is an optimizer par excellence, a true Boomer if there ever were one who saw the wave of personal computing coming in and rode it like a champion surfer from one tech company to the next. What is the relationship between making it big by connecting people and fighting the entropic onslaught of externality production? We take it back to the middle of the 20th Century to find out: from kid gangs in the DC Beltway to MIT to writing computer models of the atmosphere of Jupiter, car salesman and college textbook peddler, suddenly we're talking about building planet-wide networks of gravity wave detection telescopes and mutually non-commensurable village sex cults? Rivalry and non-rivalry in companies and governance. Holocracy and sociocracy. Are we prophets or fools? Or perhaps more importantly, How do you steal back the train from GameA? The code is simple: intellectual honesty and “a war on politics”. I had a blast talking with Jim and hope you have as much fun listening. Can't wait to hear what conversations come from this…Yours in systems poetry,Michael Get bonus content on PatreonSupport this show http://supporter.acast.com/futurefossils. See acast.com/privacy for privacy and opt-out information.

Hierarchy is natural / Have we tried to eliminate it? Have we tried to reduce it? / Holocracy and Zappos? Leaders carry consequences / Used and Discarded Directed Realism / Are we in a simulation on the eve of the singularity? Larry Fink as the Architect Why do the evildoers feel like they have to tell us what they are doing? Is the Matrix reality? Eyes Wide Shut = Kubrick Dead Joan Rivers and Michelle Obama = Dead for speaking the truth Maybe not dead? Elvis, Michael Jackson, Prince Scalia: Victim of The Clintons? / A/B Dating Apps Women's Rights / Protesting the Superbowl Protesters Need A Crystalising message

How experts are fooled and how it had in my make snap judgments and all the stuff you just talked about it's in that book and it's only about 150 pages long yeah yeah but while we're talking I'll be searching for that but that's that that is not what you're saying is that like we make decisions on both we make snap decisions yes we do our feelings we make thoughtful decisions on fox I don't think so okay we talked to one of the things in my psychology I hope we all remember the name right is it acts like it Schecter and Schachter Schecter in shape or something like that in there so what they. Because I knew I knew I was hanging around with salesman and I needed at least I have a few connectors and they're not easy to find I need one but they're not easy to bond is it can you just sit slice that in a different way and just say. The other one that was making more money than her I totally get that yeah she deserves help more money than I make in the end and you know what I think that that the concept of fairness everybody thinks it's all human but it's not right it's not it's like we've seen it in in nature all right let's look at monkeys of monkeys get it when you know monkey a gets more grapes the monkey B. as a test. Well, how do you get our act I mean basically you have to blow you have to I think you really have to go to walkmans apple model and just and work it though I think they get it from what I've been able to figure out they worked it through and it looks like it's working the way it was close but I need I I would be more date on I'm just I mean it's not like the radical transparency model it's Ray Dalio has it that. The salesman is that where that's from is that from that yes that's where it's from no I didn't know that. Other than sound Black Rock to Jamie Dimon the ray Dalio's Bridgewater Bridgewater okay someone is going to tell me saw it so I can I think I know what you're talking about cases it's rat he the concept is radical transparency so everybody knows that everybody's doing it but you know with everybody makes all recordings sorry everybody is supposed to be how to percent honest with everybody else all meetings are recorded you can listen to them afterward and it's completely. Wait did we talk about forgiveness forgives lest I forget we have probably for 10 weeks running but I don't know that we've ever actually I thank you I think I think we get I think you hi I think you squash the whole thing by saying all algorithms don't forgive.

Being a business owner is hard enough, being the leader can be even tougher! Join me on this micro pod, to grab short, sharp tips on how you can be a great leader to your team.  If you enjoyed today's episode, I would love to hear from you, please leave me a rating or a review, don't forget to subscribe to catch future episodes, and I hope you can tune in next time as I continue to unpack all things business! How can you find me: Kerry Zarb - https://kerryzarb.com.au/ Facebook Group - https://www.facebook.com/groups/biznationsupportgroup Instagram - https://www.instagram.com/kerryzarb/ LinkedIn: https://www.linkedin.com/in/kerryzarb/ Clubhouse - Kerry Zarb   Information contained in this segment should be taken as general advice only and your personal circumstances have not been taken into account. It is recommended that you seek financial advice from a professional who is licensed to do so. If you choose to act upon the general advice shared in this segment you do so at your own risk. I'd appreciate your support: https://www.buymeacoffee.com/kerryzarb See omnystudio.com/listener for privacy information.

Ivo Bättig liebt es, Dinge neugierig zu erforschen, spielerisch kennenzulernen und die Regeln auszukundschaften. Vielleicht lag dem Schweizer Familienvater daher das Thema "Holacracy" so sehr. Wie man dieses besondere Organisationsmodell bei Unic einführte, welche Hürden und Erfolgsstorys er erlebte, teilt er mit uns im Podcast.

Laura ist Wizard of Marketing und schon seit über 6 Jahren fester Bestandteil vom Soulbottles Team. Wir wollten von ihr wissen, wie es dazu kam, dass jede*r neue Mitarbeiter*in bei Soulbottles erstmal einen Workshop im Bereich „Gewaltfreie Kommunikation“ macht und was das für Auswirkungen und positive Effekte mit sich bringt. Außerdem arbeitet das Unternehmen nach dem Prinzip der Holocracy von Fréderic Laloux. Holocracy ist eine Organisationstheorie, die Unternehmen dabei hilft Entscheidungsfindungsprozesse auf selbst organisierte Teams zu verteilen. Wir haben Laura gefragt, wie dieses Prinzip bei Soulbottles verankert ist und was sie anderen Unternehmen rät, die sich auf den Weg dahin machen wollen. Außerdem gibt uns Laura zum Schluss noch Ausblicke auf spannende Projekte im neuen Jahr 2021. https://www.soulbottles.de/

Angelika Weber und Markus Moser sind Gründer und Geschäftsführer des Grazer Softwarehauses Axtesys. 2010 gegründet arbeiten mittlerweile über 50 Mitarbeiter bei Axtesys und dürfen über 400 Kunden, darunter Großkunden wie Schäfer, Andritz, oder die Merkur Versicherung zu ihren Kunden zählen. Im Interview sprechen wir über die Entstehungsgeschichte von Axtesys, Holocracy als Organisationsmodell, Prinzipien in der Unternehmensführung, Umgang mit Down-Phasen und die Säulen eines erfolgreichen Software Dienstleistungsunternehmens. ----- Hier geht´s zu den einzelnen Abschnitten: - Was ist Axtesys, wo kommt der Name her und was hat euch bewegt 2010 die Firma zu gründen? (01:47) - Wolltet ihr schon immer selbstständig werden? (03:59) - Wie funktioniert euer Business Modell? (06:49) - Wie habt ihr Holocracy als Organisationsmodell eingeführt? (10:12) - Auf was schaut ihr wenn ihr Axtesys führt? (14:01) - Wie habt ihr die ersten 1-4 Jahre erlebt als ihr Axtesys gegründet habt? (16:59) - Was sind die Säulen eines gesunden Software-Dienstleistungsunternehmens? (21:38) - Hattet ihr Phasen in denen ihr die Freude an der Arbeit verloren habt und wie habt ihr sie wieder zurückgewonnen? (28:54) - Was sind eure Top 3 Tipps die ihr Frühphasen Unternehmern mitgeben könnt? (36:06) - Was sind eure Top 3 Buchempfehlungen? (40:59) Du kannst Axtesys, Markus und Angelika hier folgen: Linkedin: https://www.linkedin.com/company/axtesys-gmbh/ Linkedin Markus: https://www.linkedin.com/in/markus-moser-5924a94/ Linkedin Angelika: https://www.linkedin.com/in/angelikaweber/ Facebook: https://www.facebook.com/axtesys Axtesys: https://axtesys.at/ Du kannst mir hier folgen: Linkedin: https://www.linkedin.com/in/horst-georg-fuchs/ Facebook: https://www.facebook.com/horstgeorgfuchs Instagram: https://www.instagram.com/horstgeorgfuchs/ TikTok: http://vm.tiktok.com/yYaPuj/ Blog: https://horstgeorgfuchs.com/ Soundcloud: https://soundcloud.com/horst-georg-fuchs Spotify: https://cutt.ly/YdfNGtp Apple Podcast: https://cutt.ly/5dfNUa1 ----- Warum ich den ChampionsClub Podcast gestartet habe? Ich bin Co-Founder & Chief Operating Officer des Linzer Technologie StartUps Chatvisor. Ich liebe es mich mit erfolgreichen Persönlichkeiten auszutauschen und möchte mit dem ChampionsClub dazu beitragen wieder einen österreichischen (und europäischen) „Can do Spirit“ aufzubauen, in dem wir wieder groß denken und die Welt verändern wollen. Ich glaube, dass unsere erfolgreichen Persönlichkeiten - speziell aus der Wirtschaft - viel zu sehr im Schatten leben und dass es uns sehr gut tun würde, wenn wir diese mehr und regelmäßiger in die Öffentlichkeit holen. Ich glaube, dass wir Jungen & Hungrigen solche Vorbilder brauchen, zu denen die 16, 17, 18-Jährigen hochschaun und sagen "Ist das ein geiler Typ. Ist das eine Powerfrau. Ich will auch so sein!"

In unserem heutigen Podcast erklärt uns Aline Molz, was Holocracy und Feelgood-Management im Umfeld eines der größten deutschen Medien- und Technologie-Unternehmens bedeuten. Aline ist Kulturmanagerin in München bei „Jameda“, einer 100%-Tochterfirma der Hubert Burda-Group.„Kulturmanagerin“ ist ein Job-Titel, der auch im Jahr 2020 nicht zum Standard gehört. Von außen betrachtet könnte es für einen Moment wie Luxus anmuten. Gleichzeitig wurde die Bedeutung der Unternehmenskultur bereits vom legendären Ökonom und Innovator Peter Drucker mit seinem Zitat: „Culture eats Strategy for Breakfast“ als Fundament für Unternehmenserfolg definiert. Wie die Komponenten Kultur, Führung und Motivation zusammenwirken und den Unternehmenserfolg beeinflussen, damit hat sich unser heutiger Gast seit vielen Jahren theoretisch und auch praktisch beschäftigt. Aline ist eine Vorreiterin in Sachen Kulturmanagement, nicht zuletzt deshalb, weil man diese Position aktuell in Unternehmen noch kaum antrifft. Die aktuelle Arbeitswelt ist voller Spannungsfelder und Fragestellungen. Wie können wir Social Distancing bei physischer Distanz vermeiden und soziale Nähe im Arbeitsumfeld schaffen? Wie schafft es eine Führungskraft zu führen, Ziele und Richtung zu geben sowie gleichzeitig loszulassen und Coach, Mentor sowie Vertrauensperson zu sein? Wie kann Collaboration im virtuellen Raum bei maximalem Output und größtem Teamzusammenhalt funktionieren? Wie schaffen Unternehmen es, die neu entdecken Vorzüge von Remote Work und virtueller Führung beizubehalten und mit den Pluspunkten der „alten“ Arbeitsweise effektiv zu verbinden?Aline zeigt uns den bunten Strauß an Maßnahmen, mit denen sie diese Fragen für Jameda beantwortet. Wir erfahren, welchen (un)mittelbaren Einfluss sie auf den Unternehmenserfolg nimmt und an welchen KPIs sie sich messen lassen darf/muss.Wird diese Funktion in Zeiten von Pandemie, Unsicherheit, Remote Work und psychischer Belastung zukünftig an Bedeutung gewinnen, ähnlich wie die des/der Nachhaltigkeitsmangers/in bzgl. ökologischer Bedürfnisse? Mit viel Leidenschaft und Begeisterung zeigt uns die 28-jährige Betriebswirtin, was Unternehmen ohne Kulturmanager/in fehlt und wie sie die Rolle für sich sehr persönlich definiert.

ist ein Methodenkoffer, der dir und vor allem Organisationen dabei hilft, Komplexität zu meistern. Einer der zentralen Aussagen, die für David S3 beschreiben ist "An der Schnittstelle zwischen dem Gewohnten und dem Neuen liegt das Potenzial für ein größeres Bewusstsein". Vielleicht ergibt dieser Satz erstmal keinen Sinn für dich und das ist ok. Da kann man schonmal eine Weile drüber nachdenken und James Antwort hilft dir bestimmt schon ein Stück weiter. Aber was macht denn S3 jetzt so besonders? Nun ja, anstatt einem fest vorgegebenen Rezept zu folgen, hat James mit seiner Frau Lily David und seinem Freund Bernhard Bockelbrink die Strukturen hinter den erfolgreichsten Methoden wie Scrum, Kanban oder auch Holocracy extrahiert. Und das Ergebnis dieser Arbeit ist eine Reihe von Verhaltensmustern, die weit über den Zeitrahmen, seit es S3 gibt, hinausreichen und bereits von vielen verschiedenen Organisationen in aller Welt erfolgreich benutzt werden. Was James als eines der wichtigsten Verhaltensmuster erachtet und wie du anfangen kannst S3 gleich morgen für dich zu nutzen, das erfährst du in der heutigen Folge! Danke, dass du diese Woche wieder dabei bist! Wenn du mehr über S3 erfahren möchtest oder sogar spezielle Themenwünsche hast, dann schreibe uns gerne an podcast@wir-muessen-reden.net. For more information about Sociocracy 3.0, you can check out the official website: https://sociocracy30.org/ To explore the Sociocracy 3.0 Practical Guide in English: https://patterns.sociocracy30.org/ To explore the Sociocracy 3.0 Practical Guide in Deutch: https://patterns-de.sociocracy30.org/ For opportunities to learn more about Sociocracy 3.0: https://www.learnsociocracy30.org And to join the Sociocracy 3.0 Online Learning Community: https://community.sociocracy30.org/ For James' personal website, check out Thrive-in Collaboration: https://www.thriveincollaboration.com

In the best episode yet, we talk to Jillian Evin, an Engineering Team Lead at Thinkific, a digital course building platform, and an artist turned coder. We discuss the leadership traits of technical managers, developers evolving into management, the collaborative culture of tech companies and DevOps teams, servant leadership, and a sprinkle of Holocracy, R.I.C.E. analysis, normalizing failure, communication tactics for devs, and so much more! > Never miss a video // SUBSCRIBE: https://bit.ly/2PzTqAI // About The Ops Show // #TheOpsShow is a weekly YouTube show and podcast hosted by Tristan Pollock and Kyle Campbell covering the wide world of #workflows in #DevOps and the greater developer experience. Watch ALL EPISODES: https://bit.ly/2WgD1F5 + https://w.cto.ai/theopsshow > Join the community // SHIP TOGETHER: https://bit.ly/3fTPKpe // About CTO.ai // CTO.ai provides end-to-end serverless infrastructure designed for the needs of fast-moving development teams who want to optimize what the business cares about. Easy to use like Heroku, and powerful like Kubernetes, CTO.ai gives you the tools you need to workflow smarter, not harder. > Try out the platform: https://cto.ai/platform > Or come say hello: https://github.com/cto-ai https://twitter.com/CTO_ai https://www.linkedin.com/company/cto-ai/ https://www.instagram.com/cto.ai/ https://www.facebook.com/CTOdotAI/ https://www.twitch.tv/cto_ai

Wie kann agiles Arbeiten einen Kulturwandel in der IT-Abteilung hervorrufen? Worauf kommt es an und welche Vorgehen funktionieren? Und warum gibt es überhaupt einen Handlungsdruck für nicht-agile IT-Organisationen? Diesen und weiteren Herausforderungen des IT-Managements widmen wir uns in der ersten Folge unseres IT-Projektmanagement-Podcasts mit Spryker-CEO Boris Lokschin. Du erfährst... 1) …wie eine agile IT-Organisation aufgebaut sein sollte 2) …welche Herausforderungen im IT-Projektmanagement auftauchen können 3) …mit welchem Vorgehen das IT-Management seine Strukturen optimieren kann 4) …warum diese agilen Strukturen notwendig sind 5) …welche Wettbewerbsvorteile sich mit diesem Vorgehen erzielen lassen

Heutzutage besteht die größte Herausforderung für das IT-Management darin, auf sich verändernde Parameter des Marktes und der Wettbewerbssituation zu reagieren. Mit Spryker-CEO Boris Lokschin sprechen wir im Podcast darüber, wie agiles Arbeiten einen Kulturwandel in der eigenen IT-Abteilung hervorrufen kann und warum es überhaupt einen Handlungsdruck für nicht-agile IT-Organisationen gibt. Du erfährst... 1)…was agile IT-Organisationen auszeichnet 2)…welche Kultur eine zeitgemäße IT Organisation hat 3)…wie Scrum, Kanban und Co Dich weiterbringen 4)…wie die Organisation der Zukunft aussieht

En este nuevo episodio seguimos explorando la transformación digital como algo posible, medible y tangible al interior de las empresas. Conoceremos el caso de Celsia, empresa pionera en energía solar y eficiencia energética, de la mano de Juan Manuel Alzate actual líder de innovación de la Compañía. Curioso pero cierto, su transformación, incluida la digital, se apoya antes en un cambio cultural.Reafirmamos la importancia de la “cultura organizacional interna” como pilar fundamental para una transformación efectiva, en la que cada uno de los empleados se sienta parte importante del proceso. Hoy como lo confirma Juan Manuel, Celsia a través de los cambios que ha logrado vive en una cultura basada en “holocracia” en la que no hay jefes y se aprende a identificar en cada empleado sus fortalezas y basadas en ellas empoderarlos para liderar ideas, acciones y procesos en pro de los objetivos del negocio.Todo lo anterior se fundamenta en una nueva cultura organizacional que tiene cuatro pilares fundamentales:• Dar lo mejor para crecer juntos.• Atreverse a ser diferentes.• Ser ágiles y confiables• Disfrutar haciendo la vida más fácil.Dichos pilares se complementan con una serie de principios que permiten, a todos los empleados vivir realmente la transformación y no como una tendencia o palabra de moda• No al miedo a equivocarse. • Empoderamiento de todos los empleados. Abandono de egos• No toda la innovación es “rocket science”. Creen en la innovación simple.• La innovación es una habilidad. El mejoramiento continuo es el dominio de esa habilidad.

Mit Kim hat die Welt der New Work eine starke Change Makerin gewonnen. Als gewählte Vorständin hat sie bei dem Hamburger Softwareunternehmen oose viele wichtige Lektionen im Bereich Selbstorganisation und Mitarbeiterführung gegeben und selber gelernt. Ihre wunderbar offene Art zeugt nicht nur von einer gehörigen Portion Mut, sondern auch von tiefgehender Erfahrung im Bereich Organisationsentwicklung.

In dieser Folge spreche ich mit Nils Bogdahn und Fabian Schäfer von Me & Company über das Thema Holocracy.  Das spannende an Me & Company ist, dass sie seit 2016 ihre ganz eigene Interpretation von Holocracy geschaffen haben. Sie nennen das Modell MeCracy. Dieses Modell hilft Me & Company bei wachsender Größe flexibel zu bleiben. Denn zum einen spielt Flexibilität eine sehr große Rolle bei Me & Company und zum anderen die Stärkung des Individuums. In dem Interview erfährst Du alles über Holocracy und dem speziellen Modell MeCracy. Me & Company ist die erste Customer Experience Beratung Deutschlands, 2012 gegründet und sitzt in Düsseldorf.   Links von Me & Company: Lean Strategy Board zur co-creativen Entwicklung einer Team-Strategie Leitfaden agile Arbeit, in dem auch auf Orga-Strukturen wie Holocracy eingegangen wird Link zur MeCracy, unsere eigenen Form der Holocracy und ihrer Geschichte Mural, das Online-Collaboration-Tool für Remote Teams

This week’s Misfit Entrepreneur is John Berardi. John is a Canadian-American entrepreneur best known as the co-founder of Precision Nutrition, the world’s largest nutrition coaching, education, and software company. He's also the founder of Change Maker Academy, devoted to helping would-be change makers turn their passion for health and fitness into a powerful purpose and a wildly successful career. And he’s the author of the best-selling book Change Maker. Over the last 15 years he's advised companies like Apple, Equinox, Nike, and Titleist, among others, as well as the San Antonio Spurs, Carolina Panthers, US Open Champ Sloane Stephens, and 2-division UFC Champ Georges St. Pierre. He's also been named one of the 20 smartest coaches in the world and 100 most influential people in health and fitness. Regardless if your passion is in health and fitness, there is a lot you can learn from John about entrepreneurship and life and I’m excited for him to share it with you in this episode. www.JohnBerardi.com Health and fitness was not the likely path for John. He was born premature, had asthma and allergies, and as he grew up was very much an introvert. It wasn’t until he got to High School that he began to study health and fitness to better himself. It then that his passion for it was born. But, it wasn’t without major challenge. Because John was more introverted and lacked self-confidence, it manifested in abusing drugs and alcohol at young age to cover up his pain. He fell in with the wrong crowd and one night was out driving around drinking with friends and got into an accident and miraculously survived without a scratch. That was his wake-up call and when he made the decision to focus on his health. He started going to the gym, found a mentor, and didn’t look back. The mentor even gave him a job at the gym. John went onto to become personal trainer paying his way through college, but he knew he needed to learn more. He need to learn the psychological side. Combining the two disciplines is what helped to birth Precision Nutrition. Precision came about right as things were transitioning off of dial up to high-speed internet and Precision was positioned well to grow. From the start they grew the company remotely. As John said, back then, they were “weird.” They were totally remote. They didn’t have an organized management structure. Instead, they used Holocracy. In 2017, John and his co-founder, sold the majority of the ownership in the company and John has been focused on unique projects such as Changemaker and others. In our lives, we have moments that help define us. There is more to the car accident story where your friends actually got the wrecked car back on the road, but you decided to walk home. They ultimately got arrested. What was it that told you to walk away in the moment? That would have been the 3rd time John would have been arrested with these same guys. John shares that while the accident was happening and the car was spiraling across the road, it was like a movie scene. Everything slowed down and he saw scenes from his life. The last scene was watching himself get lowered into the ground as his parents wept. They ultimately landed between 2 trees perfectly and didn’t hit them – all perfectly fine without a scratch. It was this moment that he chose to go a different direct and walk home while they drove the wrecked car away and go arrested. The change to be better was tough. John no longer had the friends he had. He stopped using drugs and alcohol as a coping mechanism. So, getting better and to his next level was lonely. But, that is why he started going to the gym. At the 17 min mark, John and I have a great conversation on how what we go through shapes us, why you should not regret, and how you should learn lessons from the past while getting perspective on the ones you are making right now. What do you feel is most important to consistently succeed at high levels? Reputation. You can talk about the value of it, but you will reach a point where you see its true impact in your life. John gives the example of selling Precision and essentially starting from zero, but in launching Changemaker, his reputation – a history of doing great work – served him well as people know and trust him and thus supported him. Reputation is built by having strong standards in life that we adhere to and live by. Often we think that we need to come up with our standards/principles alone. You don’t. In fact, John says, “Nothing worth doing can be done alone.” You are going to need other people as everything from inspiration to idea generation. At the 29 min mark, John talks about how the book Principles by Ray Dailo was a direct result of his co-founder Phil. Ray had not planned a book on what then just a sort of pdf manifesto that he had put out. “The best ideas are not in your own head. "The best ideas live in the interface between you and others. It is when you pile ideas on top of each other that the best things emerge.” Tell us about Changemaker. What does it mean to be a changemaker? The book was really a culmination of everything John has learned and done to succeed that has made a real difference. What someone thinks doesn’t always have a bearing on what they did. Watching someone in action many times will give you much better lessons than hearing what they think. Use “squinted eyes” to seek the truth. See things fuzzy and look at the shapes before you seek the clear version. Many things are not just black and white – you need to see the grey. Changemakers align what they think and what they do, but also constantly are looking at things through squinted eyes. What do you teach people about how to find their calling? Every career person should go through the purpose, unique abilities exercise. First, come up with your origin story – how did you become the superhero you are? Define what led you to where you are, so you know where you are… Ask questions of yourself and those around you to determine this. Your purpose and what you do every day can have a disconnect. You may have a deep purpose, but not like what you do. So you need to understand your unique abilities. Your unique abilities are the things you are world-class at – the things you are great at that you can really enjoy doing. What of these moves the needle on your purpose. When you know your purpose and align it with your unique abilities – then you can truly find what to do to serve your purpose that is based on you and who you really are. The last part are your values – your guardrails that keep you aligned. These are all things you don’t do on your own. You have to get the feedback from others to help shape these things. You have to get “for real.” You should have your best self, coach you and build this into your routine. Set time aside where you are in a peaceful mind set, able to think clearly, and work on a problem or set of problems. Set aside time to let your best self show up to help you. At the 48 min mark, we talk about the importance of structure in our lives, but how it needs to be a flexible structure. Rigidity is the enemy of consistency. The more rigid the rules are and how things have to be “just so.” The “just so” lifestyle can lead to problems too. There is a fun interplay between structure and flexibility that is needed to have the success that we want. Are there any principles from the book or thoughts you want to leave us with? The idea of “What is business? What is entrepreneurship?” It comes down to 3 things. First, you have to know what people want and are willing to pay for (much easier said than done) Precision used the “jobs to be done” framework from Clayton Christiansen at Harvard. Second, create that thing in the most remarkable way. You cannot possibly know this all on your own – get feedback and ask people to think aloud. Get people’s emotional reactions, not their logical. Third, tell everyone about it. It’s more than just marketing   Best Quote: "The best ideas are not in your own head. The best ideas live in the interface between you and others. It is when you pile ideas on top of each other that the best things emerge."   John's Misfit 3: Practice compassionate, active listening in your life. Hunt for feedback. The most successful people collect more feedback than anyone else. They have fine tuned the practice by accepting all transmissions they can to grow their success. Don’t deify action. Don’t take action for action’s sake. Strategize for your action. We need a minute of thoughtfulness before taking action.

Today's interview is with Rob Siefker, Senior Director of Customer Service Operations at Zappos.com and one of the speakers at Zappos Insights, a team within the Zappos Family of Companies that was created simply to help share the Zappos Culture with the world and to inspire positive change in the workplace. Rob joins me to talk about the School of Wow at Zappos Insight, what Wow service means to them, employee experience and holocracy. This interview follows on from my recent interview – Making customer interactions more human by using analytics, decisioning and artificial intelligence – Interview with Rob Walker of Pega – and is number 185 in the series of interviews with authors and business leaders that are doing great things, helping businesses innovate and delivering great service and experience to their customers.

Tom Thomison, co-founder of Holocracy.org, stops by to help us explain cryptocurrency, and how the blockchain technology behind it is the next evolution in business and finance.

Look at the Machine from a Higher Level Topics discussed How we've tried to live out this Principle Philisophical considerations of this Principle Mentioned Links Babushka Doll (https://en.wikipedia.org/wiki/Matryoshka_doll) Holocracy, Brian J. Robertson (https://www.amazon.com/Holacracy-Management-System-Rapidly-Changing-ebook/dp/B00PF6QM6K/ref=sr_1_1?crid=3A2GJEOMQL2YZ&keywords=holocracy&qid=1572194966&sprefix=holocr%2Caps%2C173&sr=8-1) Join us on our subreddit dailosprinciples (https://www.reddit.com/r/daliosprinciples/) Follow us on Twitter @MicahBaize (https://twitter.com/micahbaize) @JohnSextro (https://twitter.com/johnsextro)

When companies like iQmetrix experience rapid growth, roles and accountabilities changed (and continue to change) quickly. In the company’s 20-year history, the traditional org chart didn’t serve iQmetrix well and there was a lack of ownership and accountability for the work that was being done. The solution? Holocracy or self-management. No more titles, just roles and responsibilities. In this episode of the One Degree Shift podcast, learn from Krystal Ho how she and her team build a new operating system for the company, and how they’re building a company of the future. It hasn’t all been easy, but with enough little changes and ensuring the team doesn’t experience change fatigue, it truly can work. Are you as curious as I was? Listen here for more!You can also sign up for Eric's newsletter hereFor more information on Eric's work, check out his website 

"The Partners - Revisited". This is the 100th episode of ‘Fearless Creative Leadership’. So what stands out 100 episodes in?  What makes fearless creative leaders successful? If you’ve listened to even a few of these conversations you’ll know there are many themes. But, two show up over and over again. The best leaders are hopeful. And the best leaders listen.  And that’s a real change in how the role of leadership has been defined for the last fifty years.   In this episode, I sit down with my guests from Episode 1 - Justin Stefano and Philippe von Borries, the founders of Refinery29 - about what they've learned in the two years since our first conversation.  Note: We talk about Zappos management structure and philosophy. It's called Holocracy. 

“Sometimes the biggest value is not in the central node, which has most of the connections, but with the nodes who have unique connections.” Speaking from Kiev, Ukraine, Max Semenchuk joins us to talk about his involvement with the DGOV Foundation, The Commons Stack, and, as revealed in the show, EthSignals. Being an entrepreneur, product Manager, UX designer, and Org innovator, Max arrived at the world of decentralized organizations through first-hand experience, when he could no longer tell people what to do in 4irelabs, a start-up he cofounded. He saw in Holocracy a successful way forward, with the world of DAOs just across the corner. Upon learning more about blockchain and DAOs, he started to initiate the first local meet-ups around these topics, which, although challenging, laid the blueprint for what is now DGOV. And now, a few months later, he has helped to grow the DGOV community to a network of around 500 enthusiasts and practitioners in the field. Some of which are mapped in the DGOV Network map Max has built. There is no doubt that this ecosystem is currently an important sub-space of the larger DAOs space. So much so that Max and his peers have organize a node (break out room) around dgov & dao topics for 3 days at the web3 summit space, during the Berlin Blockchain Week. So tune in to check an exploration of the DGOV network map (video available), as well as Max's impressions of BBW, and his activities within The Commons Stack and EthSignals. This interview was recorded on August 30th, 2019. So please take that into consideration when listening to it.

Es gibt eine Randgruppe, die New Work als neue Form der Zusammenarbeit propagiert. Arbeit soll vor allem Spaß machen und einen tiefen Sinn (purpose) erfüllen? Schöneres und effektives Arbeiten ohne Hierarchie, ohne Chef, ganz agil und selbstorganisiert - so das Versprechen.

Eines der spannendsten Experimente unserer Zeit: Kann eine Organisation ohne Hierarchie auskommen? Wie sieht das in der Praxis aus? Und wenn ja, wie gelingt die Transformation von der Hierarchie zur Holokratie? Pascal Dulex von FREITAG Taschen hat die Transformation erlebt, mitgestaltet und er entwickelt sie mit über 200 Mitarbeitern weiter. Im MoTcast Talk gewährt er ehrliche Einblicke in die Transformationsstory der FREITAG labs AG. Shownotes www.masters-of-transformation.org/motcast/082

Hey there Conversation Designers! Welcome back to the Conversation Factory, Season Three! I've got some amazing interviews lined up for the coming weeks and months and I'm excited to get cracking. Douglas Ferguson is a deep and brilliant facilitator, entrepreneur and technologist. Douglas and I met at the Google Sprint Conference and got to know each other a lot better when he came to NYC to join my Facilitation Masterclass. It's always humbling to see the caliber of leaders who come out the masterclass. Douglas's Innovation Agency, Voltage Control, is hosting a Facilitator Summit in Austin May 23rd and I'm excited that he invited me to do a session on Narrative Models for facilitation. We're also co-hosting a pre-conference Masterclass. I'm really excited about it and I hope you can make it out. Learn more and get tickets here: https://voltagecontrol.co/the-facilitation-master-class-with-daniel-stillman-douglas-ferguson-c827a62d8a71 Douglas and I go deep on Innovation, Co-creation, sprinting and he talks about his journey as a facilitator and how he keeps learning and growing. At minute 19, we dive into why and how diversity helps groups solve problems and towards the midpoint Douglas reveals his facilitator's secret resource: Camp counselor activity books. By minute 35 we muse about a leader as someone who sets the cadence of work, and who makes sure that cadence doesn't become a rut or burnout. At minute 40 we talk about the Austin facilitation summit and why we're co-running a masterclass together. Finally, at minute 53 we talk about how to talk to a CTO and how, not surprisingly, they are people. Some other episodes you can dig into to learn more: ·        Kai Hailey, head of the Google Sprint Master academy on the importance of Ethics in a Sprint culture http://theconversationfactory.com/podcast/2018/9/26/building-sprint-culture ·        Dee Scarano, who's a Design Sprint Trainer and Facilitator at AJ and Smart, for more background on the sprint and being an awesome facilitator http://theconversationfactory.com/podcast/2018/8/3/everyday-design-sprints-dee-scarano-aj-smart ·        Paul Pangaro, professor at Carnegie Mellon University about cybernetic theory in conversations http://theconversationfactory.com/podcast/2017/12/16/professor-paul-pangaro-on-the-cybernetics-of-conversations-and-a-theory-of-everything   Things we dig into, and some links to help you dig even deeper: Co-Creation cultivates Advocacy, ownership and Mutual Understanding https://voltagecontrol.co/co-creation-is-a-powerful-tool-for-digital-transformation-5cfd942702bf Co-Creation builds requisite Variety/Diversity https://en.wikipedia.org/wiki/Variety_(cybernetics) IAP2 spectrum as a model for the spectrum of co-creation https://www.iap2.org/ Complexity Theory https://en.wikipedia.org/wiki/Complexity_theory_and_organizations Liberating Structures, a model for modular workshop mechanics http://www.liberatingstructures.com/ Cynefin (kuh-nevin) https://en.wikipedia.org/wiki/Cynefin_framework The power of Making and Sharing Tools (The Voltage Control Sprint Scorecard) https://voltagecontrol.co/the-voltage-control-design-sprint-scorecard-503b1fc1b8be The History of Design Sprints and the power of AWE (Accelerated working environments) Jake's Book: https://www.thesprintbook.com/ Google's Toolkit https://designsprintkit.withgoogle.com/introduction/overview Timeboxing and Raising the Stakes More on Holocracy in my Interview with Sally McCutchion http://theconversationfactory.com/podcast/2017/6/6/sally-mccutchion-on-holacracy-and-self-management-at-all-levels-of-organization Liberating Structures: Troika Consulting http://www.liberatingstructures.com/8-troika-consulting/ Liberating Structures: 1-2-4-All http://www.liberatingstructures.com/1-1-2-4-all/ Note and Vote as a Modular Component (thinking alone before thinking together) https://www.fastcompany.com/3034772/note-and-vote-how-google-ventures-avoids-groupthink-in-meetings To Engineer is Human https://www.amazon.com/Engineer-Human-Failure-Successful-Design/dp/0679734163/ Places to Learn about Douglas and Voltage Control: voltagecontrol.co twitter.com/voltagectr https://www.instagram.com/voltagectrl/ https://www.facebook.com/voltage-control https://www.linkedin.com/in/douglasferguson/ https://www.linkedin.com/company/voltage-control  

Mike Williams has one of the better jobs on the planet. He's the Getting Things Done Enterprise Architect for Zappos. What the heck kind of job title is that? In this episode, Mike tells about working with Tony Hsieh, the legendary founder of Zappos and being immersed in that fantastic culture. Mike is deeply involved by way of his background working for years with David Allen, author of Getting Things Done. Together they recently co-authored a new book, Getting Things Done for Teens (Video below) and he's putting everything he's learned and taught around the world to good use at making Zappos one of the premier places to work in the US. Mike talks about the Airstreams and Tiny Homes and the Village which has been designed so you will 'collide' with those you work with regularly. He says Tony will talk about colliding many times during the day and believes it's a key to the organization's success. Mike calls it Holocracy. Holacracy is such a big idea you'll want to follow the link and dig in; it's a revolutionary way to think about organization. Which brings us back to Mike and the work he's on the planet to do - helping people get things done. He says figuring this out is the DNA of life, which he states so clearly as answering the simple question, "What's the Next Action?" One thing that amazed me about the conversation was learning Mike, who lives in Camarillo, commutes to Las Vegas every week. Ok, that doesn't sound so bad, but he leaves out of John Wayne Airport in Orange County because he loves Jet Blue. What does that tell you about brand loyalty? We met Mike a few years back as a part of TEDxCamarillo and were able to help him along his road to the red circle. You can watch his talk here. Mike talks about the Airstreams and Tiny Homes and the Village which has been designed so you will 'collide' with those you work with regularly. He says Tony will talk about colliding many times during the day and believes it's a key to the organization's success. Mike calls it Holocracy. Holacracy is such a big idea you'll want to follow the link and dig in; it's a revolutionary way to think about organization. Which brings us back to Mike and the work he's on the planet to do - helping people get things done. He says figuring this out is the DNA of life, which he states so clearly as answering the simple question, "What's the Next Action?" One thing that amazed me about the conversation was learning Mike, who lives in Camarillo, commutes to Las Vegas every week. Ok, that doesn't sound so bad, but he leaves out of John Wayne Airport in Orange County because he loves Jet Blue. What does that tell you about brand loyalty? We met Mike a few years back as a part of TEDxCamarillo and were able to help him along his road to the red circle. You can watch his talk here.

Simon ist überzeugt, dass die Komplexität in der Wirtschaft immer mehr zunimmt und dadurch lineare Modelle, zum Beispiel die pyramidale Führungsmodelle ersetzt werden müssen, damit Mitarbeiter*innen ihr Potenzial entfalten können. Simon ist Co-Founder von TheDive. TheDive ist ein Creator’s Collective rund um die Themen Neues Arbeiten und Neues Wirtschaften, das sich mit verschiedenen Aktivitäten wie Transformationsberatung, Training, Community Building und Content-Entwicklung für eine lebensdienlichere Wirtschaft einsetzt. Simon ist ausgebildet als Systemischer und Integraler Organisationsentwickler, hat Kommunikationswissenschaften studiert und vor TheDive längere Zeit als Unitleiter und Geschäftsführer im Bereich Marken- und Kommunikationsstrategie gearbeitet. Er ist Unterstützer des Impact Hub Berlin sowie Co-Founder der B Corp Bewegung in Deutschland.

Culture Change Paradoxes Podcast Series, Episode 5.With Onefish Twofish founder, Carrie Bedingfield.How can you dismantle command-and-control and stay safe as an organisation?To become faster, more agile and innovative (and many other words we through around in culture change) involves some dismantling of command and control. We’ve been talking about ’empowering teams for two decades. The reality of reducing hierarchy and releasing some control is easy to write in a powerpoint slide and difficult to do in practice. And it’s not surprising. Businesses succeeded in the 20th century through controlling processes and through strong management practices. Carrie will explore the tensions between empowering teams and the natural and important desire to keep the organisation safe.Show notes:Richard Stobart, CEO of UnboxedFin Goulding and Haydn Shaughnessy and their book on Flow: A Handbook for Change MakersMike Pegg and the Strengths movementEric Berne and his work on Transactional AnalysisBrian Robertson and his work on HolocracyWe are on twitter at @onefishcomms and @CBedingfieldFind us at www.onefishcomms.co.uk

At a time of soaring corporate profits and plenty of HR lip service about "wellness." millions of workers—in virtually every industry—are deeply unhappy. Why did work become so miserable? Who is responsible? And does any company have a model for doing it right? For two years, Dan Lyons ventured in search of answers. From the innovation-crazed headquarters of the Ford Motor Company in Detroit, to a cult-like "Holocracy" workshop in San Francisco, and to corporate trainers who specialize in ... Legos, Lyons immersed himself in the often half-baked and frequently lucrative world of what passes for management science today. In Lab Rats: How Silicon Valley Made Work Miserable for the Rest of Us, he shows how new tools, workplace practices, and business models championed by empathy-impaired power brokers in Silicon Valley have shattered the social contract that once existed between companies and their employees. These new, dystopian beliefs, which are now seeping into virtually every industry, are often masked by pithy slogans like "We're a Team, Not a Family." And they have dire consequences: millions of workers who are subject to constant change, dehumanizing technologies—even health risks.  A few companies do get it right. Dan Lyons makes an impassioned plea for business leaders to look at how they are running their companies and employees (into the ground) and a case for a new “approach to work and business that puts people first, profitability serves customers, and makes the world a little bit better in the process” (Tom Peters, New York Times bestselling author of In Search of Excellence). Lyons is in conversation with Karen Grigsby Bates, the Los Angeles-based correspondent for NPR News.

Teams have a long history of being highly effective sometimes and a waste of time at other times. How do we use teams most effectively? How do we organize them for success, especially given new models of working? How do we build trust and cohesion within the team? What do leaders of teams need to do? Tune in to hear these and more.

Teams have a long history of being highly effective sometimes and a waste of time at other times. How do we use teams most effectively? How do we organize them for success, especially given new models of working? How do we build trust and cohesion within the team? What do leaders of teams need to do? Tune in to hear these and more.

Don’t you just hate when people don’t understand what your “Chief sourcing ninja” or “Creative technologist” job title mean? WE KNOW. Jokes aside, we have a thing or two to say about the jungle of titles and sure thing we didn’t spare them! 

We rant about vegan conferences (obviously. not connected to the topic…), agree that “digital” needs to be the unwritten norm, Rasmus educates us all about holocracy and we rate the cringe-level of Edite’s LinkedIn tagline. 

 For those, looking for the show notes: the very polite way of calling a “trashman” or a garbage collector in Swedish is “renhеllningstekniker” which doesn’t really translate in the same way as portrayed in the episode, but still makes a good story. Your welcome! Follow us on Instagram: @mill_atwork

Durch Soziokratie kannst Du eigenverantwortlich Gruppen organisieren. Ob in Verein, Familie, Schule, Konzern oder theoretisch sogar als Staatsform - die Soziokratie bietet ein effektives Konzept, um in Gruppen zu einem Konsent (was ein Unterschied ist zum Konsens!) zu gelangen und effektiv tragfähige Entscheidungen zu treffen.  Wir hoffen, dass Du mit dieser Folge auch eine Vorstellung davon entwickeln kannst, wie effektive und wertschätzende Zusammenarbeit in Organisationen abseits der Mainstream-Modelle aussehen könnte. Neben der gewaltfreien Kommunikation als Sprachwerkzeug bietet die soziokratische Kreismoderation hilfreiche Strukturen, um Partizipation, Mitverantwortung und empathische Verbindung zu fördern. Im GFCast sprechen wir mit dem Trainer, Berater und Coach Stefan Voth aus Bonn vom Soziokratie Zentrum Deutschland über diese Form der Entscheidungsfindung und Führung - die übrigens bereits in der 1970er Jahren in den Niederlanden bei einem Elektronikhersteller eingesetzt wurde! Gerard Endenburg hat sie weiterentwickelt und in seiner Firma Endenburg Electrotechniek eingesetzt. Soziokratie ist eine Organisationsform, mit der sich Gruppen aller Art komplett selbst agil organisieren können. Das beginnt bei der soziokratischen Moderation von Meetings und einer Form der Entscheidungsfindung, bei der alle Teammitglieder an der Lösung mitarbeiten und reicht bis zu komplett neuen Organisationsstrukturen in denen neu gefasst wird, wie die Arbeitsbereiche miteinander arbeiten. Dabei lädt die Struktur alle Organisationsmitglieder ein, auf ihrer jeweiligen Ebene Mitverantwortung zu übernehmen – für sich selbst, für die Mitarbeiter und für die Organisation als Ganzes.  Auf dem folgenden Schaubild kann man sehen, wie ein beispielhafter Aufbau für eine soziokratisch aufgestellte Organisation aussieht.  (Permalink) Außer für Unternehmen, die sich mit Themen wie Agile, Scrum oder Holocracy auseinandersetzen, ist das Modell auch in anderen Bereichen hilfreich: So arbeiten Menschen zum Beispiel auch in Schulen effektiver, transparenter und vor allem motivierter zusammen. In den Niederlanden brauchen soziokratisch organisierte Unternehmen sogar keinen Betriebsrat mehr, weil es die klassische Trennung zwischen Arbeitgeber und Arbeitnehmer damit nicht mehr gibt. Doch auch in Familien kann mit dieser Methode neu und anders entschieden werden. Das alles erfährst Du in dieser Folge des GFCast! Mehr Infos zum Thema:  "Sociocracy. The Operating System Of The New Economy" - Ein Erklär-Video zur Soziokratie (mit dt. Untertiteln, 4:21 Min.): https://www.youtube.com/watch?v=l3zFWpntExg Soziokratiezentrum Deutschland http://www.soziokratiezentrum.de/ Die Firma Endenburg gibt es noch heute - wer niederländisch kann, kann hier auch etwas zur Soziokratie lesen: https://www.endenburg.nl/over-ons/ Infos zu einer soziokratisch organisierten Schule im Odenwald finden sich auf www.frisch-schule.de [[|3800654164/Barbara Strauch, Annewiek Reijmer - Soziokratie: Kreisstrukturen als Organisationsprinzip zur Stärkung der Mitverantwortung des Einzelnen|]]  Wir wünschen Dir viel Freude mit dieser Folge. Wenn Du magst, hol Dir jetzt den Newsletter und bleib dran beim Thema GFK: https://podcast.gfk-trainer.de/episoden Abonniere unsere GFK-Impulse auf Telegram: https://t.me/gfkImpulseGFCast Hier erfährst Du mehr über uns und den GFCast: https://gfcast.de oder schreib uns: gfcast@gfk-trainer.de

Ein Interview mit GFGast Stefan Voth Durch Soziokratie kannst Du eigenverantwortlich Gruppen organisieren. Ob in Verein, Familie, Schule, Konzern oder theoretisch sogar als Staatsform - die Soziokratie bietet ein effektives Konzept, um in Gruppen zu einem Konsent (was ein Unterschied ist zum Konsens!) zu gelangen und effektiv tragfähige Entscheidungen zu treffen.  Wir hoffen, dass Du mit dieser Folge auch eine Vorstellung davon entwickeln kannst, wie effektive und wertschätzende Zusammenarbeit in Organisationen abseits der Mainstream-Modelle aussehen könnte. Neben der gewaltfreien Kommunikation als Sprachwerkzeug bietet die soziokratischePermalink ) Außer für Unternehmen, die sich mit Themen wie Agile, Scrum oder Holocracy auseinandersetzen, ist das Modell auch in anderen Bereichen hilfreich: So arbeiten Menschen zum Beispiel auch in Schulen effektiver, transparenter und vor allem motivierter zusammen. In den Niederlanden brauchen soziokratisch organisierte Unternehmen sogar keinen Betriebsrat mehr, weil es die klassische Trennung zwischen Arbeitgeber und Arbeitnehmer damit nicht mehr gibt. Doch auch in Familien kann mit dieser Methode neu und anders entschieden werden. Das alles erfährst Du in dieser Folge des GFCast! Mehr Infos zum Thema:  "Sociocracy. The Operating System Of The New Economy" - Ein Erklär-Video zur Soziokratie (mit dt. Untertiteln, 4:21 Min.):  "https://www.youtube.com/watch?v=l3zFWpntExg" >https://www.youtube.com/watch?v=l3zFWpntExg Soziokratiezentrum Deutschland "http://www.soziokratiezentrum.de/" >http://www.soziokratiezentrum.de/ Die Firma Endenburg gibt es noch heute - wer niederländisch kann, kann hier auch etwas zur Soziokratie lesen:  "https://www.endenburg.nl/over-ons/" >https://www.endenburg.nl/over-ons/ Infos zu einer soziokratisch organisierten Schule im Odenwald finden sich auf Wir wünschen Dir viel Freude mit dieser Folge. Wenn Du magst, hol Dir jetzt den Newsletter und bleib dran beim Thema GFK: https://podcast.gfk-trainer.de/episoden Abonniere unsere GFK-Impulse auf Telegram: https://t.me/gfkImpulseGFCast Hier erfährst Du mehr über uns und den GFCast: https://gfcast.de oder schreib uns: gfcast@gfk-trainer.de

Durch Soziokratie kannst Du eigenverantwortlich Gruppen organisieren. Ob in Verein, Familie, Schule, Konzern oder theoretisch sogar als Staatsform - die Soziokratie bietet ein effektives Konzept, um in Gruppen zu einem Konsent (was ein Unterschied ist zum Konsens!) zu gelangen und effektiv tragfähige Entscheidungen zu treffen.  Wir hoffen, dass Du mit dieser Folge auch eine Vorstellung davon entwickeln kannst, wie effektive und wertschätzende Zusammenarbeit in Organisationen abseits der Mainstream-Modelle aussehen könnte. Neben der gewaltfreien Kommunikation als Sprachwerkzeug bietet die soziokratische Kreismoderation hilfreiche Strukturen, um Partizipation, Mitverantwortung und empathische Verbindung zu fördern. Im GFCast sprechen wir mit dem Trainer, Berater und Coach Stefan Voth aus Bonn vom Soziokratie Zentrum Deutschland über diese Form der Entscheidungsfindung und Führung - die übrigens bereits in der 1970er Jahren in den Niederlanden bei einem Elektronikhersteller eingesetzt wurde! Gerard Endenburg hat sie weiterentwickelt und in seiner Firma Endenburg Electrotechniek eingesetzt. Soziokratie ist eine Organisationsform, mit der sich Gruppen aller Art komplett selbst agil organisieren können. Das beginnt bei der soziokratischen Moderation von Meetings und einer Form der Entscheidungsfindung, bei der alle Teammitglieder an der Lösung mitarbeiten und reicht bis zu komplett neuen Organisationsstrukturen in denen neu gefasst wird, wie die Arbeitsbereiche miteinander arbeiten. Dabei lädt die Struktur alle Organisationsmitglieder ein, auf ihrer jeweiligen Ebene Mitverantwortung zu übernehmen – für sich selbst, für die Mitarbeiter und für die Organisation als Ganzes.  Auf dem folgenden Schaubild kann man sehen, wie ein beispielhafter Aufbau für eine soziokratisch aufgestellte Organisation aussieht.  (Permalink) Außer für Unternehmen, die sich mit Themen wie Agile, Scrum oder Holocracy auseinandersetzen, ist das Modell auch in anderen Bereichen hilfreich: So arbeiten Menschen zum Beispiel auch in Schulen effektiver, transparenter und vor allem motivierter zusammen. In den Niederlanden brauchen soziokratisch organisierte Unternehmen sogar keinen Betriebsrat mehr, weil es die klassische Trennung zwischen Arbeitgeber und Arbeitnehmer damit nicht mehr gibt. Doch auch in Familien kann mit dieser Methode neu und anders entschieden werden. Das alles erfährst Du in dieser Folge des GFCast! Mehr Infos zum Thema:  "Sociocracy. The Operating System Of The New Economy" - Ein Erklär-Video zur Soziokratie (mit dt. Untertiteln, 4:21 Min.): https://www.youtube.com/watch?v=l3zFWpntExg Soziokratiezentrum Deutschland http://www.soziokratiezentrum.de/ Die Firma Endenburg gibt es noch heute - wer niederländisch kann, kann hier auch etwas zur Soziokratie lesen: https://www.endenburg.nl/over-ons/ Infos zu einer soziokratisch organisierten Schule im Odenwald finden sich auf www.frisch-schule.de [[|3800654164/Barbara Strauch, Annewiek Reijmer - Soziokratie: Kreisstrukturen als Organisationsprinzip zur Stärkung der Mitverantwortung des Einzelnen|]]  Wir wünschen Dir viel Freude mit dieser Folge. Wenn Du magst, hol Dir jetzt den Newsletter und bleib dran beim Thema GFK: https://podcast.gfk-trainer.de/episoden Abonniere unsere GFK-Impulse auf Telegram: https://t.me/gfkImpulseGFCast Hier erfährst Du mehr über uns und den GFCast: https://gfcast.de oder schreib uns: gfcast@gfk-trainer.de

Wie kann agiles Arbeiten einen Kulturwandel in der IT-Abteilung hervorrufen? Worauf kommt es an und welche Vorgehen funktionieren? Und warum gibt es überhaupt einen Handlungsdruck für nicht-agile IT-Organisationen? Diesen und weiteren Herausforderungen des IT-Managements widmen wir uns in der ersten Folge unseres IT-Projektmanagement-Podcasts mit Spryker-CEO Boris Lokschin. Du erfährst... 1) …wie eine agile IT-Organisation aufgebaut sein sollte 2) …welche Herausforderungen im IT-Projektmanagement auftauchen können 3) …mit welchem Vorgehen das IT-Management seine Strukturen optimieren kann 4) …warum diese agilen Strukturen notwendig sind 5) …welche Wettbewerbsvorteile sich mit diesem Vorgehen erzielen lassen

Why does this podcast exist? Does it have values or a mission? Does it solve a problem or perform a task? Is it just part of a routine? Perhaps its purpose is to have no purpose. Anything goes! Kraft Singles https://en.wikipedia.org/wiki/Kraft_Singles Reinventing Organizations http://www.reinventingorganizations.com/ Holocracy https://www.holacracy.org/ Rabby and Dunne http://www.dunneandraby.co.uk/content/home Drive, Daniel Pink https://www.amazon.com/dp/B004P1JDJO/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1 Bullshit Jobs https://www.theguardian.com/books/2018/may/25/bullshit-jobs-a-theory-by-david-graeber-review Simon Sinek https://startwithwhy.com/ Did Beacon https://www.diaart.org/visit/visit/diabeacon-beacon-united-states **Commercial Break** These Links are Broken www.theselinksarebroken.com Joy Division https://www.youtube.com/watch?v=zuuObGsB0No Everlane Mission https://www.everlane.com/about Bauhaus https://en.wikipedia.org/wiki/Bauhaus Charles and Ray Eames http://www.eamesoffice.com/ Buurtzorg: the Dutch nursing company https://www.theguardian.com/social-care-network/2017/may/09/buurtzorg-dutch-model-neighbourhood-care

In this episode of Business Second Opinion, Carol Sanford gives a business second opinion on Holocracy. Find more at www.businesssecondopinion.com Harvard Business Review, Feedback

Bu hafta da gecmis bolumlerimizden ikisini secerek size sunuyoruz. 54. bolumun orijinalini ses yuzunden dinleyemeyenler daha iyi bir ses kalitesiyle bunu dinleyebilirler.Iyi dinlemeler. Iyi tatiller.

Spricht man über Geschäftsprozesse oder deren Organisation, so kommt man zwangsläufig auch irgendwann auf das Thema Verantwortlichkeiten oder Beteiligte: wer führt was aus, wer ist für einzelne Aktivitäten verantwortlich, wer für das große Ganze. Der Trend geht dabei in Richtung prozessorientierter Organisation und weg vom klassischen funktionsorientieren Abteilungsdenken. Doch wie ist das, wenn es gar keine Hierarchien oder Aufbauorganisation mit Bereichen und Abteilungen mehr gibt? Wenn jeder Chef ist, und auch jeder Mitarbeiter? Tonio Zemp ist „ehemaliges Mitglied der ehemaligen Geschäftsführung“ von LIIP. Dort war er Chef von 150 Mitarbeitern, bevor das Unternehmen sich 2016 dazu entschieden hat, über das Holocracy-Modell jedem zum Chef zu machen. In dieser Folge erzählt er, wie es dazu gekommen ist, wie man Holocracy einführt und lebt, und welche Rolle Geschäftsprozesse dabei spielen. Inhalt & Themen: 1. Kurze Vorstellung 2. Allgemein: Was ist Holocracy? Warum habt ihr euch dafür entschieden? Wie habt ihr es umgesetzt? 3. Wie organisiert und steuert man seine Prozesse in einem hierarchielosen Unternehmen? 4. Tipps und Empfehlungen

On today's episode I talk to Dan Mezick, author of the Culture Game and the founder of Open Space Agility. Dan has a really unique perspective on culture, self management and how to make agile really work. At the core, agile believes that a team doing work is the authority on what needs to be done for that work, since they're closest to the work. This is self management at the team level. In trying to make a switch to agile ways of working, organizations often dictate new frameworks, patterns and procedures. To dictate a new way for how work is to be done is basically the opposite of self management...and a clear limit on how an externally generated conversation design can really work: Change from the outside is going to get push back. That Agile is implemented in a non-agile way is an irony not lost on Dan! in Dan's view, culture is a game, how work is done is a game, meetings are games, with rules, ways progress is measured...some of the rules are implicit, some are explicit, but it's kind of annoying to play a game with no rules, or with rules unevenly applied, or with rules that change without notice. If you're a reader of "Calvin and Hobbes" you've heard of CalvinBall, and you know how frustrating it is! Whoever *must* play, can't really play... (that's from james carse's excellent book on Finite and Infinite games) Dan suggests that agile be *invite only*, pull, not push, and that that "pull" invitation be in the form of an Open Space meeting. People that opt in, step into the circle, decide what to talk about, and leave with proceedings, outputs. That starts a new game, with new rules, written by those who want to play.  Dan's Open Space Agility process is an answer to the question of how to change the rules of a work culture in a clear and fair way, without hemorrhaging people in the process. Open Space dictates that whoever responds to the invitation are the right people, what conclusions they come to are the right conclusions, worthy of an experimental test, at the very least. Open space meeting philosophy has infected my own conversation design practice. I feel particularly uneasy when a facilitator I'm working with tries to massage or shift the decisions a group is coming to....it's one of the reasons I say a facilitator should ask better questions instead of giving answers. A great question is an invitation. An invitation is the start of a new conversation. This episode has me rethinking all the invitations I send out, for all my meetings, and all my conversations, moment by moment. Are my invitations inviting? Are people hearing an invitation to the game I want them to play? Check out the a bonus track where Dan and I talk about Holocracy and his work with Zappos....enjoy the episode! The Agile Manifesto: 12 values and 4 principles Jeff Sutherland Scrum: rules, roles, artifacts Planning Poker User Stories The Alpha Geek and the pecking order meetings as games Open Space Agility Open Space four principles and the law of two feet Butterfly and the Bumblebee Waterfall vs Agile Culture Pull vs Push Culture Triggering Self management AgileBoston.org four variables in software development: cost, delivery date, features, quality client's changing their mind is a feature, not a bug Pareto's Principle is the opposite of what you think 90% syndrome Code gets brittle The Big Picture Diagram of Open Space Agility Signal Events in Culture Buying into a process vs. Authoring a process Proceedings of an Open Space Meeting Organizational Cadence The Agile Imposition Beware the man of one book SaFE Framework Taylorism Extras: The Mandate of Holocracy at Zappos Holocracy or Quit

Holacracy asks a big question: How can organizations be designed  in a way that really works, for everyone in the organization? Right now, orgs are often structured according to power from the top to the bottom, rather than self management distributed throughout the organization. This slows orgs down and demotivates some people. In this episode, I talk to Sally McCutchion, a certified Holacracy coach based in the UK. Sally teaches public workshops on Holocracy and coaches orgs  in making the shift to working with Holacracy.  Sally and I had a seriously wide ranging conversation about Holacracy. We hit on some big topics towards the end that I've placed in the extras, which you can find here. Check those out, as they're really juicy. One conversation design principle of Holacracy is to allow information and knowledge to flow through the org. Too often, people at the "edges" of an org, the people closest to the users, know a lot about what's wrong and how to make it right...but those same people don't feel empowered or safe to speak up, or even to just do something to shift issues. One CEO who's organization I coached years back desperately wanted people to feel a sense of ownership: How, if you own your house, and the toilet is running, you fix it, if you know how, or talk to someone who can. You don't just let it run. Holacracy attempts to open regular channels of communication between areas of the organization and to allow sections of the organization to feel that they can solve problems that they see without asking permission, waiting for permission, identifying if permission is even possible. Holacracy designs several meetings within orgs very rigidly, in order to break down power structures and allow all voices to be heard: People are expected to bring updates framed as needs, not just complaints. Other structures  are a lot more open and can be adapted to the unique company requirements. It is without a doubt a very interesting design for organizational conversations. I get into the weeds with Sally a bit, and if you follow the links in the show notes you might find some of the terminology and structures dizzying...but the forest and the trees of Holacracy are worth absorbing: That self managementand purpose are essential all scales: at the scale of the person, the team, and all throughout an organization. Show Notes: Holacracy SallyMcCutchion Apollonian Gasket Glass Frog Holon Holacracy Tactical (triage) meeting Rep Link Lead Link Proverb "If you want to go fast, go alone, if you want to go far, go together." Sociocracy Another Interview with Sally: Punks in Suits

Karim Bishay, an industry leading consultant in the areas of Holacracy and building adaptive organizations, shares the fundamentals of Holacracy and explains how companies are using this framework as a catalyst for cultural change. Learn how you can adapt the lessons from this powerful framework to create a more efficient and accountable workplace.

In this episode we talk to Kevin Joyce, Legal for ARCA.

Alex Genov, head of UX Research at Zappos, talks to Marek Pawlowski, founder of MEX, about designing retail experiences, understanding users as people and emerging user research methods. The conversation covers Genov’s early interest in experimental social psychology and expands into a discussion of how he has applied his knowledge in both financial services and retailers. Genov and Pawlowski also talk about Zappos’ core commitment to customer service and how its adoption of the holocracy organisational principles influence its ability to conduct user research without silos. Show notes with links to everything discussed: https://mobileuserexperience.com/?p=4392 Contact: T: https://twitter.com/mexfeed/ E: designtalk@mobileuserexperience.com

Heute geht es mal nicht um andere Podcasts, sondern um das Thema “Bewusste Organisationsformen” oder auch “Agile Unternehmen" genannt. Ich teile hier die Erfahrungen aus der grundlegender Literatur und auch die Erfahrungen die wir mit dem System bei EcoToiletten gemacht haben. Oberthemen: Explizite Annahmen anstatt implizite Annahmen Basierend auf Vertrauen Integrative Entscheidungsfindung: Kein Konsens! Feste Regeln für Meetings Social Relations Meeting / Elephant Meetings Taktische Meetings Governance Meetings Separate Role from Soul Holacracy/ Holokratie http://www.holacracy.org/ Grenzen und Hürden von Bewussten Organisationen Ich empfehle dazu die Bücher “Reinventing Organizations” von Frederic Laloux und “Holacracy” von Brain J. Robertson. Für Anregungen und Fragen könnt ihr mich kontaktieren unter post@impact-kombinat.de

A conversation with Coach and Consultant Michael Porcelli, an expert in the business organization model of Holocracy and founder of Authentic Direction Coaching. Michael is focused on helping individuals and organizations increasingly discover and integrate their values and desires in their life and careers. As a Holocracy consultant, he assists organization to bypass the sclerosis […] The post Ayn Rand Hero – Michael Porcelli on Holocracy and Authenticity appeared first on Becoming An Ayn Rand Hero.

A conversation with Coach and Consultant Michael Porcelli, an expert in the business organization model of Holocracy and founder of Authentic Direction Coaching. Michael is focused on helping individuals and organizations increasingly discover and integrate their values and desires in their life and careers. As a Holocracy consultant, he assists organization to bypass the sclerosis […] The post Ayn Rand Hero – Michael Porcelli on Holocracy and Authenticity appeared first on Becoming An Ayn Rand Hero.

Yakın zamanda Medium'da yazdığı bir yazı ile bizi etkilemiş olan Mustafa Tandoğan'ı bölümümüze konuk oldu. Mustafa yakın zamanda Medium'da çok hoş bir yazı yazdı ve bu yazının ardından Garanti Bankası'ndaki işini bırakıp 'farklı bir şekilde çalışmanın, iş yapmanın, üretmenin bir yolu olmalı' diye düşünmeye başladı. Bu bölümde derinlemesine hızla gelişen ve değişen dünyamızda yeni uygulanmaya çalışılan organizasyon yapılarından, farklı çalışma şekillerinden bahsediyoruz. Mustafa Tandoğan'ın düzenlediği altıkırk buluşmaları: https://medium.com/@mustafatandoganBahsettiğimiz holokrasi organizasyon tipini anlatan kitap: http://www.amazon.com/Reinventing-Organizations-Creating-Inspired-Consciousness-ebook/dp/B00ICS9VI4Zappo'sun tarihçesini anlatan kitap:Holokrasi ve Teal organization hakkında daha fazla bilgi için: http://www.reinventingorganizationswiki.com/Teal_OrganizationsBizi çekimde ağırladığı için NaaN kafeye teşekkür ederiz!Samican'dan not: Barış bu bölümde ses iyi olsun diye inanılmaz gayret sarf etti, kendisine şimdiden teşekkür ediyorum)

Hosts Ryan Ripley, Allen Holub Discussion Allen Holub (@allenholub) joined me (@RyanRipley) for a discussion about #NoEstimates, #NoManagement and what it truly means for an organization to adopt agility. Allen is a trainer, writer, speaker, and coach who takes a non-tribal view of software development and eschews the dogma that surrounds many of the current agile topics and practices. Allen recently gave a keynote at DevWeek 2015 on #NoEstimates where he opened with: “We just need to stop doing all estimation now.” Along with #NoEstimates, Allen I discussed what it truly means for an organization to adopt agility, why such a transformation is so difficult, and how Kanban wrapped around a waterfall can make life easier for both companies and coaches. We wrapped up with a discussion on #NoManagement and Holocracy. And then…we called it a night. Agile for Humans is brought to you by audible.com – get one FREE audiobook download and 30 day free trial at www.audibletrial.com/agile Resources, Plugs, and More Ryan – https://ryanripley.com Vasco Duarte's NoEstimates Book The Tipping Point by Malcolm Gladwell Drive by Daniel Pink Allen – http://holub.com Allen is teaching a 3 day class on agility at SDD Deep Dive in London on Nov 10-12 Allen’s class offerings: “Agility” focuses on agile culture and what you need to do as an organization to make agile processes work “Designing for Volatility” – an in-depth dive into how to design scalable fault-tolerant systems that can be built in an incremental way and can stand up to the stress of constant change “Design by Coding” an extension of TDD/BDD techniques to the architectural level. Self-Insight: Roadblocks and Detours on the Path to Knowing Thyself by David Dunning The original Kruger/Dunning paper Then of course, there’s John Cleese on Kruger/Dunning The post AFH 021: Agility with Allen Holub [PODCAST] appeared first on Ryan Ripley.See omnystudio.com/listener for privacy information.

For over two decades, Anna McGrath has been helping organizations to THINK DIFFERENTLY. In this conversation, Anna talks about leveraging the polarities of "who am I" and "who are we/the collective", sharing the truth that is you, and the importance of accessing the breath.You can contact Anna directly via email: anna@ywonderworks.comVisit her website:http://www.WonderworksConsulting.com

For over two decades, Anna McGrath has been helping organizations to THINK DIFFERENTLY. In this conversation, Anna talks about leveraging the polarities of "who am I" and "who are we/the collective", sharing the truth that is you, and the importance of accessing the breath.You can contact Anna directly via email: anna@ywonderworks.comVisit her website:http://www.WonderworksConsulting.com

I speak with Brian Robertson about the project governance structure  called Holocracy.  This is an interesting process of structuring the organization while still allowing self orgnaization within the structure.  This seems like it could work in Agile Organization.Brian has a ton of energy and I'm sure he will be taking this forward.  Enjoy it.-bob