Not everyone wants to work in a self-managing organization. Be transparent about purpose, values, and norms so people self-select in or out, with full awareness.
Getting out of a trap in distributed-power organizations: lack of clarity about how to decide who decides what (and who decides who decides what)
Teal Around the World is taking a sabattical to reimagine a new beginning. Stay tuned. Global Teal Meetups will continue.
Lessons learned in transitioning teams to self-management in a large international company.
Are hierarchically-organized systems the only option for humanity? How can we systemically go beyond scarcity and mistrust?
What can a business do to benefit in many ways from conducting itself as if we are all connected?
How did this company move into no-hierarchy, empowerment, freedom, and responsibility in areas like decision-making and salary?
Instead of what an organization should be or do, co-discovering "What is this organization's truest calling?" and serving that, does better.
Lisa Gill, Miki Kashtan and Emma Quayle•
How did one organization deal with fairness, distributing tasks and roles, leadership in a bossless environment and other challenges?
Done well in self-managed organizations transparency can boost business results, breed trust, help with innovation and support learning.
Before the big 2025 local and global event, connect or reconnect on March 1 or 8 via Zoom gatherings.
A detailed comparison of Holaspirit, GlassFrog, and Peerdom as all-in-one tools for self-management.