Lessons in results of lack of systemic thinking from organizations where decisions are made hierarchically.
Transferring authority? Not easy! What challenges and pitfalls emerged?
What 5 key practices turned employees from untrustworthy followers to self-managing collaborators?
What other processes and structures has Zappos adopted, adapted, or invented since it started experimenting with Holacracy?
How is the Chinese Rendanheyi model of non-hierarchical operation walking its talk by letting its subsidiaries choose it?
Can meetings and decisions be easier and more effective and enjoyable? Here are specific instructions you might try out and adapt.