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?
What information about these two popular methods of decision-making in self-management would enable you to make the best choice?
Given significant, extensive similarities, what obvious or subtle differences could be important in making a choice between these?
Which 5 foundational processes need to be changed, to form 90% of the shift into self-management, along with culture and mindset?
Even in self-management, leftover power dynamics can hinder people feeling safe to experiment and speak up. This new system can help.
Which of these seven productivity zappers and culture downers could your organization solve now with changes suggested by Holacracy?
Useful and candid sharing about meeting some of the classic challenges of shifting into self-management.
What could your organization learn from this new open-source social technology with its practices and tools to self-organize work?
Holacracy offers a way of looking at roles and people that expedites the resolution of tensions based on the differences between role and soul.
This startup company's story shows how important it is to have a coach to help in learning methods of self-organization.