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A counter-intuitive approach to product delivery that gains higher value generation without working any harder.

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Healthy workplaces address anger in ways that deepen understanding and equity without creating an environment of fear and distrust.

So we avoid generative conflict in all sorts of ways. We replace deep planning with an untenable pace of doing, or with producing documents everyone can agree on, but that ultimately don’t change much. We diffuse tension with humor, discourage anger, express negativity with passive aggression and gossip instead of directness. We sweep conflict under the rug, or find surface level tensions on which to spend our energy. We project it onto some external actor (like, for example, a facilitator!). We use tools like “stack” or anonymous feedback forms, which prevent direct conversation between people, make it so that our words flutter off into the ether instead of landing at someone’s feet or in their hands. We encourage compromise toward a middle ground to avoid polarization. We let folks stay on the surface — accept indirect statements, behaviors that don’t line up with stated intentions, ideas that would fold under cross-examination.

Yotam Maron - In It Together

https://www.intellectronica.net/the-ultimate-step-by-step-hiring-playbook/ Mullah Nasrudin Hodja was crawling on his hands and knees under the streetlight when he was spotted by a passer-by. “What are you doing, Mullah? Why are you crawling?” asked the man. The mullah answered “I am searching for my key. I have lost it and need it to get back into my home.” The man offers Nasrudin his help, and soon they are both crawling on their hands and knees, under the streetlight. The key, alas, is nowhere to be found. “Are you sure you lost the key here, mullah?”, asks the man. “Oh no, not here,” says Nasrudin, “I must have dropped the key in the park.” Bewildered, the man asks, “then why are you looking for it here?!” “The park is dark”, explains Nasrudin, “here there is light.”

Funeral urn by Charles LaFond. My friend Charles LaFond is a potter. He is also a man who understands how to make space sacred, whether it is the space inside of which life unfolds or a space betwe…

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I supported a colleague's decision to work four day weeks but was troubled by the fact that I didn’t want to work a four day week myself. Why I'm good with the four day week but prefer five myself.

Lee reviews some interesting experiments with AI chatbots, and considers the risks of amplifying the human tendency to deliberately mislead

The concept of ‘Evolutionary purpose’ — a central theme from Laloux’s Reinventing Organisations — is a deeply flawed conceptual model…

Many fans of Reinventing Organizations get too attached to the Teal paradigm. The lesson from systems thinking is to transcend paradigms.

This article emerges from years of reflection, experimentation, learning, conversations, and mourning about the challenges of taking on…

#nvc

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48K Likes, 1,057 Comments - Nicole Daniels (@nicoleolive) on Instagram: "pov: you ask your nonprofit boss for time off during the holidays 🥖🥀 . . . #nonprofit #nonprofitsofinstagram #union #unionstrong #laborunion #wfh #worklife #pov #tiktok #nonprofitlife #reels #characters #workfromhome #bosses #managersbelike"

I don’t know why I have ever done this, but a recent misunderstanding with a client has prompted me to get more accurate about the room requirements we need for good participatory meetings. M…

This post draws from my 30 years of experience helping organizations change. It also draws from my Ph.D. research.

A few thoughts and links on scale, connection and mutualism in the design of social systems and organisations

There are many possible reasons why. In this article, we're going to look at how to have a systemic view of meetings in sociocracy.

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A Field Guide for Journalists, Educators, Doctors and anyone else who wants to know how to better communicate about Autism.

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