How does the importance of clear role purpose weave itself through all the functioning of a next-stage organization, and how can clarity be achieved?
How much attention to processes, leadership, and people-support does implementing the Teal paradigm require?
What are two more proven approaches to creating flourishing self-management teams?
Nick Osborne••4 min read
What are the pitfalls and learnings in the first stage of establishing psychological safety for shifting into self-organization?
Which of these seven productivity zappers and culture downers could your organization solve now with changes suggested by Holacracy?
How does your team address these when they inevitably show up, and what does Karim suggest from Holacracy's practices?
How could we transcend the fear-based tyranny of results by seeing performance and accountability as qualities emergent from trust and safety?
Self-management can start to feel low-energy and directionless. Solve that with this guide to creating lightweight, powerful yes-no questions to ask each other.
Accountability is a special challenge in self-managed organizations, and the practice of a set of questions used by clearly related roles helped this next-stage organization.
Consent, mindfulness, and alignment foster the collaboration that creates a company culture of skills and practices of accountability.