This document discusses radical organization structures and alternatives to traditional command and control hierarchies. It provides a brief history of management styles, then profiles several companies like Zappos, Morning Star, and Semco that have implemented more empowering and people-centric models. The presentation examines themes across these organizations like belief, purpose, respect for people, happiness, and community. It suggests these types of structures may be better suited to the current era by fostering flexibility, autonomy, and quality of life.

1. Radical Organisation Structures –
Stop doing Agile!
Ceedee Doyle
Assurity Consulting Ltd

2. What if?

3. This session
Ø A (v brief) history of management
Ø Radical organisations
Ø Meet the locals
Ø Themes

4. Introductions
1!
MIN!

5. Early history
Individual orgs
Small
Interconnectedness
Guilds

6. Production & Profit
Consistency
Command & Control
Revolution

7. Value
Empowerment
Coaching
Community
Flows
into!
Flows
into!
Flows
into!
Flows
into!
Flows
into!
Current Era

8. Tell a tale

9. Tell a tale

10. Tell a tale

12. Zappos
Ø Deliver WOW through Service
Ø Embrace and Drive Change
Ø Create Fun and a Little Weirdness
Ø Be Adventurous, Creative, and Open-minded
Ø Pursue Growth and Learning
Ø Build Open, Honest Relationships with
Communication
Ø Build a Positive Team and Family Spirit
Ø Do More with Less
Ø Be Passionate and Determined
Ø Be Humble

13. Zappos

14. Zappos & Holacracy
www.greshamsmith.com!

15. Holacracy – focus around the work
Company!
IT, marketing, online orders, etc!
Authority!
Freedom!
Responsibility!
!
Circle!
Purpose!

16. Holacracy – focus around the work
Company Circle!

17. Holacracy – focus around the work
Sub- !
circle!
Company Circle!
Sub- !
circle!
Sub- !
circle!
Authority!
Freedom!
Responsibility !

18. Holacracy

19. Holacracy

20. Holacracy - Zappos
“Just last week myself & 2 teammates have
been building out this policy which we think
will address issues we’re facing right now, !
and we proposed it at the GCC last week !
that is now adopted. We made something !
happen at a company wide level where we
couldn’t do that in the past.”!
“We had a team meeting last week &
got through 36 topics in an hour.”!

21. Dealing with the difficult things

22. Dealing with the difficult things

23. Dealing with the difficult things

24. Just a thought

25. Won’t work for all firms

26. Morning Star

27. Morning Star
CLOU!

28. Morning Star
CLOU!CLOU!

29. Morning Star
Ø PCM
Ø Activities
Ø Steppingstones
Ø Time Commitment
Ø CLOU colleagues!
CLOU!

30. Morning Star
Principles
Ø Mission
Ø Teamwork
Ø Personal responsibility & initiative
Ø Tolerance
Ø Direct Communication & gaining agreement
Ø Caring & sharing
Ø Doing what is right
Principles!

31. Morning Star
Innovation!

32. Dealing with the difficult things

33. Whew!

34. Semco

35. Semco
To survive in modern times a company
must have an org structure that accepts
change as its basic premise…!
…and fosters a power that is derived !
from respect, not rules. In other words, !
the successful companies will be the !
ones that put quality of life first.!
!
Ricardo Semler, 1993!

36. Semco

37. Ø Alice Wilson-Milne
Meet the locals

38. TLC settled into Erskine College

39. Coloured strips marked solution finding interactions

40. Scoping the organisation

41. Appreciative enquiry in practice

42. TLC campus at Taita

43. Scoping learning management system

44. Jonathan Milne, MD The Learning Connexion

45. Under your seat….

46. Themes - Belief

47. Themes - Purpose

48. Themes – Respect for People

49. Themes - Happiness
…. To provide the opportunity for more harmonious
and prosperous lives, bringing happiness to
ourselves and the people we serve.
Morning Star Vision
In other words, !
the successful companies will be the !
ones that put quality of life first.!
Ricardo Semler, 1993!

50. Themes - Culture
Principles!

51. Themes - Community

52. Discussion
4!
MIN!
Ø 1 minute: Take a handout
Ø 3 minutes: In your pairs, interview each other about:
Ø Where you think the organisation stands on these themes
Ø One small (or big!) thing you think you could do to progress towards the left

53. Themes
Belief
Purpose
Respect for People
Happiness
Culture
Community

54. Just a thought…..
1958!
1970!
(1950)1980!
1988!
1999!
2001!
2010!
1975!

55. Just a thought…..
Value
Empowerment
Coaching
Community

56. References
A few key articles:!
• Zappos is bringing Uber-like surge pay to the
workplace: Fortune!
• First Let’s fire all the Managers: HBR!
• The CLOU: Replacing jobs with Commitments:
Mgmt innovation exchange!
!
Youtube:!
• I, Tomato: Morning Star's Radical Approach to Management !
• Zappos Hseih: Building a Formidable Brand!
• TED Ricardo Semler: Radical Wisdom for a company, a school, a life!

57. Thanks
for
listening…
Your
name
Your
organisa4on
Follow
me
@your
twi9er
Your
pic
Thanks for listening…
Ceedee Doyle
Assurity Consulting Ltd