Change Leadership Watch
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Scooped by Deb Nystrom, REVELN
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From Twitter to a new kind of company with no managers, a "Holocracy"

From Twitter to a new kind of company with no managers, a "Holocracy" | Change Leadership Watch | Scoop.it

“Management perspective looks at reports as resources – like how can you get the maximum value out of this person,” Stirman says. “But when I think resources, I think like natural gas or coal mines. Thinking about a person’s life that way just seemed really dehumanizing.”


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He started spending one-on-one meetings talking to his reports about their lives, instead of their tasks, and productivity shot through the roof.

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Frustrated with poor results, he decided to go off script. He started spending one-on-one meetings talking to his reports about their lives, instead of their tasks, and productivity shot through the roof.
 

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“We don’t have a hierarchy of people, we have a hierarchy of circles.”

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“When you sit across a table from someone, ask them ‘What’s going on in your life?’ That will always remove more hurdles than asking them ‘What’s blocking you at work?’” he said.

Stirman hit another wall trying to shield his team from external drama and politics. “Classic management advice, and all my mentors told me that insulating your team from things so they won’t worry will make them more productive and happier,” he says. “But they just got angry, and confused, and disconnected. I was constantly censoring all this information and they were way happier when they knew everything.”

...“The structure is totally built around the work the company needs to achieve its purpose,” Stirman explains. “We don’t have a hierarchy of people, we have a hierarchy of circles.”


...But Medium isn’t just taking a revolutionary approach to digital publishing – it’s changing the way companies operate too. As one of the fiercest and most faithful adopters of Holacracy – a radical new theory of corporate structure – Medium is experimenting with a completely management-free environment that’s laser focused on getting things done. 


Read more: http://ow.ly/nKJBL

 


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Deb Nystrom, REVELN's insight:

I have to wonder why this antiquated old-school management advice is still circulating to the likes of of this younger, IT saavy crowd.  Old habits die hard.  

This detailed article cites the positive side of letting go to embrace something very new.  The leader-writer, Jason Stirman, not a manager,  discovered a diverse motivations tool that seems to work for his group, and is in for the long haul on the manager-less experiment with Holacracy.   ~  Deb



 

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Marie Jeffery's curator insight, August 10, 2013 3:02 PM

Thanks for drawing our attention to this excellent post, Deb Nystrom!

Scooped by Deb Nystrom, REVELN
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Change Leadership: 9 Insights | Ecology of Education

Change Leadership: 9 Insights | Ecology of Education | Change Leadership Watch | Scoop.it

Summary:  From Michael Fullan’s session, Leadership for All, - The question:

 

What practices lead to effective leadership in change?

 

9 insights of leadership.

 

1. Relationships first (too fast/too slow): The art of change is hitting that sweet spot — don’t come in so fast that you put people off, nor so slow that you get absorbed by culture.

 

>> Careful entry to new setting

>> Listening to and learning from those who have been there longer

>> Engaging in fact finding and joint problem solving

>> Carefully (rather than rashly) diagnosing the situation

 

2. Honor the implementation dip

3. Beware of fat plans

4. Behaviors before beliefs

5. Communication during implementation is paramount  >> Pair-Share in meetings: generating ideas & problem solving.

 

6. Learn about implementation during implementation

 

7. Excitement prior to implementation is fragile

 

8. Take risks and learn

 

9. Its okay to be assertive

 

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