Video Animation: How Buurtzorg Works
As we're getting ready to launch the first cohorts of students for the Corporate Rebels Academy we are excited to release yet another sneak peek into the course content. Recently we shared the first video animation about the Chinese white goods giant Haier. Now it is time to release the second post in a series of videos on the world's most pioneering organizations. This time it is all about the Dutch health-care organization Buurtzorg.
Over the last decade Buurtzorg, with its progressive organizational model, has not only revolutionized the health-care industry, it has also captured the imagination of many people around, including management gurus as Frederic Laloux and Gary Hamel.
We've collaborated with Buurtzorg for years now. During this collaboration we have gained unique access to their organization and people, and have gained in-depth understanding of their unique approach to work.
Video Animation: Here's How Buurtzorg Works
Corporate Rebels Academy
In our Academy, Buurtzorg is just one of the pioneering case studies. We will explore in detail how the company works and what other organizations can learn from their progressive model.
During the course, you will learn about workplace pioneers via videos, interviews, assignments, and live Q&A sessions with pioneers. We also share video animations to explain complex things simply.
Here’s a sneak peek: a video animation on Buurtzorg's way of working. Sit back, relax, and enjoy!
What do you think? Ready for more? Well, you better apply for the September cohort of our online course.
Don't want to miss out on more of these video animations? Subscribe below.
Subscribe to our newsletter
What a great example of the approach that results in a radically different set of foundations for a service organisation. The video describes the key to making it work; Purpose that is the focus for everything they do, followed by key principles that direct how they design their way forward. Then see everything else rooted to these key principles.
It demonstrates a paradigm that is diametrically opposite to that of what we could call 'normal' organisation design.
Its not rocket science, but the barriers Jos de Blok had to face to make it happen can rarely be overcome easily. In the public sector in the UK, there have been many prototypes that mimic Buurtzorg principles, but they all fail once they get exposed to the rigidity of the national restrictions that are in place. And when they exposed to the 'normal' command & control management thinking.
Incredible model! As John Mortimer said in his comment about the UK, the US has so many barriers to this model, especially around healthcare delivery: build the complicated infrastructure, then do the important work.
So exciting to learn about how work and corporate structure can be different and successful. You don't know what you don't know.
Join the Corporate Rebels Academy for more on this! Plus, we're releasing a course solely focused on Buurtzorg soon. Sorry for the frustrating cliffhanger there.
Sneak preview: CEO Jos de Blok: “The headquarters takes care of the inevitable bureaucracy, so the nurses won’t be bothered with it. Think about charging for the health care, making the official financial statements and making sure that our nurses getting paid.”
For a few years I argued that most pioneering firms on our Bucket list move beyond traditional multi-layer hierarchies via organizational models focused primarily on principles of communal sharing or market pricing. But a new round of interviews suggests they use a third model to organize their radically decentralized workforces: namely, a focus on the principle of reciprocity.
Ford's management model became the most influential one in the early 20th century. It embraced the possibilities enabled by the assembly line. This was followed by the General Motors' model (i.e. the multidivisional firm), and later by Toyota's model (i.e. Lean). More recently, electronic technologies (like computers and the Internet) have enabled the rise of the global 'Agile movement' with Spotify's model as the poster child. But now, with more and more IoT technologies, what will become the most influential management model of the future?
Maria Popova writes, “The history of the world is the history of telling others who and what we are—from tribal markings to national flags to family crests to pronoun-specifying email signatures.” How we choose to tell our stories—and what artifacts we choose to highlight—alters the way we hear our past, experience our present, and create our future.