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.
Like Daheq replied, it is quite big. This particular production plant we visited was 89 staff in total, ie. relatively minor, but they all work according to the same principles.
There is a funny history of the name: The company was founded in 1965 by a maverick son, who was kicked out of his father's company for putting in too much time into the thespian activities. As a result, he and his three actor friends formed Mirai, the namesake of their theatrical group. Since its inception in 65, Mirai - which interestingly means "future" in Japanese, has brought them a great future. The founder Yamada has done much to make his workers productive, but like his background, often in count-initiative ways.
The factory manager (Mizoguchi) told us, he considered himself for being "weird". I was proud, that I - that particular day - was selected or handing over our presents to Mizoguchi (saying thanks for the tour), and I told him, that I thought it was because I - like him - also happened to be the weirdest guy in our group, and that I was born in the same year as when they incepted the company. He really liked that statement, and I handed him a special Danish artwork, which by the way, looks pretty weird too ("hoptimist"): See https://tinyurl.com/sncdy4t
The company has gone beyond most people's comfort zone in trusting employees, and really forced you to think twice about what corporate policies are really about, and if they are helpful. They seem to be a treasure trove of ideas on how to increase employee engagement.
I think Patrick Klink, the founder of Onbrdng, could be a good addition to this list. He is on a mission to challenge and disrupt one of the few industries that has never changed itself in its entire history: the consulting industry. I'm a little bias, as I work for him, but I truly believe that his vision is going to win over the outdated way of working from the traditional consultancy firms. Check www.onbrdng.com
I would shamelessly recommend Odd-e, where I work for. We have been working in a bossless manner for over 10 years. Each employee decides his/her own salary. Finance is open in each team. Everyone decide their own work and time.
We have a "Never does" list:
- Never controls ideas
- Never forgets the original hacker culture
- Never does performance evaluation
- Never sells software development tools
- Never optimizes only for profit or growth
- Never has others control your schedule
- Never makes it too busy to spend time with family
- Never forgets to have fun
- Never gives up writing code together
- Never hires people just because we have work
- Never limits our thinking to one perspective
How about Kelly Swingler, Founder of The Chrysalis Crew.
Advocate of #4DayWorking and creator of the first Mental Wellbeing Workshop, specifically designed for HR.
Keynote speaker, author, podcaster, burnout survivor, coach, 🔥 walker and Breathwork trainer to name but a few of her skills and achievements!
I propose Buckminster Fuller (Bucky),
Richard Buckminster Fuller spent his life working across multiple fields, such as architecture, design, geometry, engineering, science, cartography and education, in his pursuit to make the world work for 100% of humanity.
- Dymaxion concepts, -Spaceship Earth, the World Game and the Dymaxion Map
I propose Sudbury Valley School
Sudbury Valley School was founded in 1968 by a community of people including Daniel Greenberg, Mimsy Sadofsky and Hanna Greenberg in Framingham. Greenberg aimed to create a school system that was just, psychologically comfortable, and self-governing with real-life being the primary source of learning.
The Sudbury Valley School was inspired by the Summerhill School. The Summerhill School is an independent (i.e. fee-paying) boarding school in Suffolk, England. It was founded in 1921 by Alexander Sutherland Neill with the belief that the school should be made to fit the child, rather than the other way around.
If you plan a future trip to Japan, you need to know, that it is important to follow "protocol", and you'd need a translator. I might be able to introduce you to a capable guy (I happen to be VERY interested myself - about the Japanese perspective). Just drop me a line if/when the plans materialize (email@example.com)
How to survive a major crisis in an organization? How to thrive after? These are relevant, even crucial, questions. Especially today. Recently, I found valuable answers to these questions, as I was developing a case study for our Online Academy. This case is about Panelfisa, a NER Group company.
For many organisations, it’s been more than six months now working remotely. The team Zoom quizzes are a distant memory and recently it’s been difficult to keep the virtual coffee chats going, if they ever started in the first place. It’s just not the same as bumping into a colleague and having a spontaneous conversation right?
We are working hard to develop our very own online Corporate Rebels Academy, as mentioned in a previous post. The focus of this post will be on understanding the designs of progressive organizations—especially the large ones that organize without middle-managers. Think Buurtzorg and Haier.