Wanted: suggestions for new Bucket list pioneers
We are always curious to discover potential pioneers for our Bucket list. Do you have suggestions for us? If so, please share them with us, and tell us why you think this pioneer should be added to the list.
OK - we are a little organisation but we are paving the way in the charity sector in the UK. Check this out - https://www.thirdsectorexcellenceawards.com/finalists/lorraine-gillies/
I think you should get in touch with Alexandre Gerard, CEO of Innov'On Group (https://www.linkedin.com/in/alexandregerard/).
He wrote a book : Le Patron qui ne voulait plus être chef (the boss who didn't want to be a chief). His first company ChronoFlex is based on self-management, shared decisions, mission and so on. Teams have all power on deciding about investments, recruitment, planning. Other activities needed for ChronoFlex (support, HR, marketing, IT) bloomed in separated teams operating for ingroup teams, but also for clients outside the group. When he "liberated" Innov'on, he took one year off with his family.
Let me know if you want to know more.
PS : ShoutOut to the CorpRebel's Team ! Hopefully you're here during this lockdown / confinement #wfhShoutOut
I've met couple of years ago Franck VU HONG. He runs Aepsilon, an IT company near Nice (plan your visit on a friday and enjoy the coast during the weekend !! :-)). His company is kinda flat, without managers, and the point that really interested me when I met him was the buddy-system (such as TalkingPartners or mentors) for salary and annual raises. Everybody is free to set his annual salary and his annual raise, under the single condition of having the approval of his two buddies.
They did a lot of things more but I don't really remember.
Bye, take care
Charles Darwin. Not just for his teachings, but understanding now controversial his book was at the time of being published. It is hard for us to understand now what influence the church had on everyday life, and to go public with such blasphemous work took true courage and insight
If we could tag one apocalyptic rider for adaptive organizations, it would be "traditional performance management." It is old-fashioned performance management that keeps us in a world of humans as resources, as command-and-control takers, with rigid top-down planning, and solid prevention of curious and exploratively-minded cooperation. Its logic is plan – do – check – act.