How can we optimize the systems that influence us for more collaboration - without limiting people's autonomy and choice.?
Defining clear roles helps self-managing organizations align personal desires, goals, passion, and skills with organizational needs
The first article in a new series from EE Magazine: Special curated collections of past articles on common questions about next-stage organizations.
What is the process, in reinventing an organization, of turning job titles and descriptions into roles that represent functions that carry out an organization's purpose?
Teal organizations have "Wholeness." What does that consist of? What practices and structures support it in organizations?
Do organizations moving to "Teal" still work with consultants? Or do they just need coaches and figure the rest out by themselves?
Lisa Gill and Ted J. Rau•
How can parallels across personal and professional relationships, like consent decision-making and holding multiple roles, enhance self-management?
Organizations becoming self-managed face classic challenges. This new Open Participatory Organizations model can solve some of the toughest.
The self-management model of Open Participatory Organizations draws principles from nature, resolves complexity, and solves common challenges.
Self-management requires new ways to align teams with the organization, especially around money. This conference will explore many specific ways to accomplish this.
In old organizational paradigms we divide up a finite amount of power with power over, power for, or power with. How does decentralized "power among" differ in next-stage organizations?.
A new place for the leaders of Teal organizations to build relationships with peers, find emotional support, and learn from others wrestling with comparable challenges.