Attention to our focus and awareness is a vital condition for performance especially for organizations shifting to next-stage consciousness.
Getting real about the core of many business cultures that need to re-build their foundations to truly benefit from self-management.
Not everyone wants to work in a self-managing organization. Be transparent about purpose, values, and norms so people self-select in or out, with full awareness.
Getting out of a trap in distributed-power organizations: lack of clarity about how to decide who decides what (and who decides who decides what)
Teal Around the World is taking a sabbatical to reimagine a new beginning. Stay tuned. Global Teal Meetups will continue.
Lessons learned in transitioning teams to self-management in a large international company.
Are hierarchically-organized systems the only option for humanity? How can we systemically go beyond scarcity and mistrust?
What can a business do to benefit in many ways from conducting itself as if we are all connected?
How did this company move into no-hierarchy, empowerment, freedom, and responsibility in areas like decision-making and salary?
Instead of what an organization should be or do, co-discovering "What is this organization's truest calling?" and serving that, does better.
Lisa Gill, Miki Kashtan and Emma Quayle•
How did one organization deal with fairness, distributing tasks and roles, leadership in a bossless environment and other challenges?
Done well in self-managed organizations transparency can boost business results, breed trust, help with innovation and support learning.