What if distributing decision-making authority is not sufficient to transform the power dynamics in next-stage organizations?
How would our lives be uplifted by a new story of power, not "power-over," not power to influence, but the flow of love helping everything realize its purpose?
Are some organizational transformations into self-management still not sufficient to deal with people-relationships and ownership issues?
How is the For-Purpose Enterprise model from encode.org, using Holacracy, working to enable this company to transform its industry?
Specific ways for your team to develop the five key capacities that enable innovation and wisdom, and to know when you've really got them.
When attention is focused exclusively on the bottom line and the numbers in our business what does that do to our life energy and our life's true score: thriving?
Can meetings and decisions be easier and more effective and enjoyable? Here are specific instructions you might try out and adapt.
Learn ways to combine disparate perspectives around who can work where and to facilitate the emergence of solutions not otherwise possible.
What is Frederic Laloux's vision for the future of organizations and society? + How could your team benefit from honest internal feedback?
What meaning of "sacred" allows us to perceive business as a human activity that is part of nature, occupying its right place in life?
If you really want your organization to reach its desired outcomes, you need more than the usual "structural" approaches; you need the operating system of radical self-management.
Can you and your colleagues specify ways you want to trest each other, and create ways to embed those values and practices in daily work?