The document discusses moving away from traditional fear-based leadership models towards freedom-centered leadership and organizational democracy. It argues that traditional management emerged from managing slaves and promotes a fairer system that respects people. It presents 10 principles of organizational democracy including purpose, transparency, fairness and decentralization. The document advocates creating a freedom-centered performance review process and breaking the fear cycle in organizations.

1. Beyond servant
leadership
Freedom-centered leadership
& organizational democracy
Nathan Donaldson - Agile2014
nathan@boost.co.nz

2. Many of our
organizations
struggle to support
Agile teams

3. Traditional management
emerged from managing
slaves
“Management emerged as a profession as a
direct consequence of the rise of
slavery. Wherever management appeared,
its rise was linked with slavery and the
use of compulsory agricultural labor”
» The End of Management and the Rise of
Organizational Democracy Books
Kenneth Cloke and Joan Goldsmith

4. We need a fairer way
to run businesses,
one that respects
people

5. Servant leadership is
a model for leaders

6. Boost's path to
democracy

7. Becoming Agile

8. Embracing Agile
values

9. The "Aha!" moment

10. What is a democratic organization
“...the core of organizational democracy
and political democracy is the same —
allowing people to self-govern and
determine their own destiny. What is
different is the context — one is in the
political arena, the other is in the
realm of organizations.”
» www.worldblu.com

11. No such thing as a
free lunch

12. Fear at work

13. Fear at work cycle

14. Moving from Fear to
Freedom

15. Performance
reviews
Punitive or perfunctionary

16. Exercise: Where are
we at today

17. Question 1
Freedom is one of my core
values

18. Question 2
Freedom is a core value of my
organization

19. Question 3
Fear based leadership has a
place in organizations

20. The 10 principles of
organizational
Democracy

21. 1. Purpose and Vision

22. 2. Transparency

23. 3. Dialogue + Listening

24. 4. Fairness + Dignity

25. 5. Accountability

26. 6. Individual +
Collective

27. 7. Choice

28. 8. Integrity

29. 9. Decentralization

30. 10. Reflection +
Evaluation

31. The DaVita story
“As opposed to team building being the
means and the profit being the end, here
the profit is the means, and the health
of the community is the end.”
- Kent Thiry, Chairman and CEO, DaVita Inc.

32. How are the values of
organizational
Democracy and Agile
are aligned.

33. Exercise: Agile and
organizational
Democracy

34. Comparing principles and
values of Agile and
Organizational democracy

35. Applying the
principles
Creating a freedom centered
performance review process

36. Health insurance
Another swing, another miss

37. The fear cycle

38. Breaking the fear
cycle

39. Exercise: Fear to
freedom

40. What is a
challenge you
are currently
facing?

41. What would
you do if you
weren't afraid?

42. Turning "Aha!" into
action

43. Maverick!
Ricardo Semler
Two interviews with
Ricardo Semler
http://bit.ly/boostagile4

44. WorldBlu
democratic design
survey

48. Democracy in
practice at Boost

49. Strategy

50. Voting and not voting

51. Financial transparency

52. No spending limits

53. What has been
the impact?

55. My challenge to you:
1. Find out more about
Organizational Democracy
2. What would you do if you
weren't afraid?

56. Thanks!
Claim your ICAgile Learning credit:
https://www.icagile.com/claim-event
Attendance code: agile2014-boost
Nathan Donaldson
nathan@boost.co.nz