From the ResponsiveOrg community on Facebook
David Brühlmeier:
A nice mainstream article about the future of organizations.
http://www.huffingtonpost.com/josh-allan-dykstra/why-selfmanagement-will-s_b_5591938.html
Song Hia
Related to organizational design. My absolute favorite video series on systems thinking. All Watched Over by Machines of Loving Grace: https://vimeo.com/groups/96331/videos/80799353
Matt Jensen via Upwork
Hey group! We (Upwork) are sponsoring a “Work: Reimagined” Medium series. One of the articles that just went live I feel is fitting to the Responsive Org ideas. Wanted to share it with everyone.
You Don’t Need a Manager
Why getting rid of hierarchies might just save the human race
From the Reinventing Organizations community on Discourse
What do you want to achieve by implementing Teal?
Schakj
This post is aimed primarily at those who have started to or plan to convert their businesses to the Teal paradigm:
What do you hope to achieve by implementing the Teal paradigm in your business?
What will success look like? As in having successfully transformed to Teal. Not in terms of a tick box of Teal elements, but in terms of what you expect from the organization as compared to what you originally envisioned…
I am from South Africa, and am trying to introduce especially small and medium enterprises to Teal…I believe that by introducing SME’s to go Teal, they can maintain the entrepreneurial and team spirit while growing their businesses. From my experience it is a natural way of growing anyway. And hopefully a few of them will become the corporates of tomorrow, practicing and promoting Teal on a large scale.
I believe that by introducing SME’s to go Teal, they can maintain the entrepreneurial and team spirit while growing their businesses. From my experience it is a natural way of growing anyway. And hopefully a few of them will become the corporates of tomorrow, practicing and promoting Teal on a large scale. Not every entrepreneur or business owner will be keen to transition to the Teal paradigm. So, to attract the attention of those most likely to accept Teal, I need to talk your language, especially the non-Teal language you used when you were searching for answers.
Sudhakar
Schakj,
As a software solutions organization with a few thousand employees and a 30 year history, we wanted to move from being a good delivery organization that could build software to customer specs into a collaborator and co-creator which could be a true partner for our customers on their digital transformation journey. With this is mind we launched Mastek 4.0 in 2014 with the intention that:
100% of our customers are Wowed by the impact we create and become our true advocates without any hesitation.
All employees enjoy the freedom to do whatever it takes to deliver value to customers and the power to make the decisions that they are best equipped to make, generating prosperity for the company, their teams and themselves as a result.
Small, agile teams take on goals relating to customer impact, employee development, asset / capability building, and, market development.
Individuals are respected and trusted to grow their own abilities in the process of delivering outstanding performance as a member of many teams.
Individuals and teams stretch each other to learn, develop and continually raise the bar in what we promise and deliver to all our stakeholders, becoming a market leader, an admired institution, and, a contributor to the Wellbeing of the World.
Midway through our journey we discovered Reinventing Organizations and Teal and altered our course to follow Teal principles – that resonated well with me, initially, and my team, later.
Keep track of what roles everyone has/creating new roles
Viktor
Hey! We are implementing progressively TEAL in our organization. We wonder how you TEAL experience keeps track of who has what? Do you use any kind of program that anyone can log in and implement his new role as they are responsible for? Any websource? What system? How do you do this in practice? Thanks in advance!
feedthebayer
Hey Viktor,
As Julian referred to, GlassFrog is one option if you are strictly adhering to Holacracy.
For those who aren’t, I’m building an app that does what you described in addition to functioning like an internal social network where all communication is accessible to everyone instead of being hidden in various email threads. You’re welcome to sign up for a beta account here: https://GenusApp.com5
-Brandon
From Flipboard
THE RESPONSIVE ORGANIZATION on FlipBoard
Gaining agility, speed and happiness
https://flipboard.com/@rgorsht/the-responsive-organization-5q8ivitvy
From the tweetstream
Enlivening Edge @EnliveningEdge
With no bosses, how do Zappos employees get raises? http://lasvegassun.com/news/2015/jul/15/no-bosses-how-do-zappos-employees-get-raises/
Doug Kirkpatrick @Redshifter3
It’s time to debunk the myth that people are your greatest asset. @ChuckBlakeman http://www.inc.com/chuck-blakeman/it-s-time-to-debunk-the-myth-that-people-are-your-greatest-asset.html … via @Inc
Enlivening Edge @EnliveningEdge
Companies Without Managers Do Better By Every Metric @ChuckBlakeman http://www.inc.com/chuck-blakeman/companies-without-managers-do-better-by-every-metric.html … via @Inc
