When capacity to promote change spreads out in an organization, there is change agility, not change management. What enables that?
There's no point in romanticizing: Teal self-management here required a Teal culture, and embracing constant changes.
Could personal inquiry questions be a bridge between old and new paradigms in reinventing a large organization?
If you're feeling alone and the risk of change is too great, here are some great tips from Laloux: get allies and tell stories.
Teal Organizations offer wholeness and find balance between human connection and productivity in the future of work.
Beyond logic and evidence about results, organizations are motivated to adopt new practices to reflect the kind of world they want to create and live in.
A head-to-head comparison of Holacracy and Scrum -- an effective guide to choosing or integrating them.