This document discusses reinventing organizations by moving away from traditional hierarchical structures and toward self-managed teams. It presents several alternative organizational models that emphasize small, independent teams with high autonomy over decision-making. These new models are said to improve engagement, adaptability, communication, costs and decision-making compared to traditional top-down structures. The document also provides case studies of companies that have implemented these alternative non-hierarchical models, such as Valve, Buurtzorg, and Morning Star.

1. Reinventing Organizations

3. Wholeness

4. Evolutionary
Purpose

5. Self-Management

6. How to grow an organization?

9. ● Low engagement
● Low adaptability
● New ideas from the bottom do not get
implemented
● Slow communication
● Higher Costs
● Poor decisions
● (Add your effect here)
Side-effects

10. “New” models
1)
2)
3)

11. Small Independent Teams
Valve
Buurtzorg
FAVI

12. 5 tasks - 5 minutes
1. Make a chart with everyone’s name, showing
the weekday of their birth;
2. Cut and glue all different letters from a
magazine, and write the 3 Teal principles;
3. Create a slogan for Guaraná Jesus;
4. Take a photo of this room, post it and get 20
likes on Facebook or Instagram;
5. Solve the puzzle given to your group.

13. Debriefing

14. Buurtzorg Case

15. Network of Individual Contracts
Morning Star

16. Moving Fish Factory
Materials:
● Paper
● Glue
● Scisors
● Marker
You cannot pass around your
equipment or instructions,
only colored paper.

17. Instructions part 1

18. Instructions part 2

19. Instructions part 3

20. Instructions part 4

21. Debriefing

22. Morning Star

23. Nested Circles
Zappos
Geekie

24. ● Governance System
● Distributed Authority
● Roles and Circles
● Roles have a purpose, domains, and
accountabilities
● Governance and Tactical Meetings
● Tensions: gap
● Integrative Decision Making (not consensus)
Holacracy

25. Governance Meeting of Hygean

26. Debriefing

27. Zappos Case

28. Final Debriefing and Discussion