Two keys to the learning capacity of self-organizing teams so their operating system creates a culture of trust, care-taking, and satisfaction.
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.
Why does an organization need an integrated operating system such as Radical Self-management, not just a culture of collaboration?
Among the crucial skills for self-management to work: self-awareness, self-trust, openness, full responsibility for results, negotiating, and caring for others.
How can teams and organizations learn this approach using the power of connection and collaboration to fill in the missing element for effective and robust self-management? And why is this important?