Why is separating power and ownership crucial in creating the psychological safety necessary for successful self-organization?
15 results for
Nick Osborne
Why is having processes available for dealing with personal aspects of self-management not enough?
People using self-management can experience four kinds of tensions. Why can't they all be processed the same way?
What might happen if colleagues take turns sharing their reflections on important, meaningful, challenging questions? This "game" is a culture-changing method.
This organization took a big step toward creating psychological safety to speak truth to power. Why wasn't it working? Why wasn't it enough?
Which shifts need to be very actively created and implemented to deal with informal/social/relational/shadow power dynamics?
What are the pitfalls and learnings in the first stage of establishing psychological safety for shifting into self-organization?
Governance and self-management systems offer no ways to deal with personal and interpersonal tensions. What are two ways around this?
Will your organization's journey into self-management involve increasing maturity or crashing and burning?
Shifting power and holding it accountable are foundational to self-organization.