Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness



➶ [Reading] ➸ Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness By Frederic Laloux ➫ – E17streets4all.co.uk FROM THE BACKCOVERThe way we manage organizations seems increasingly out of date Deep inside, we sense that is possible We long for soulful workplaces, for authenticity, community, passion, and purpos FROM THE A Guide PDF/EPUB Â BACKCOVERThe way we manage organizations seems increasingly out of date Deep inside, we sense that is possible We long for soulful workplaces, for authenticity, community, passion, and purposeIn this groundbreaking book, the author shows that every time, in the past, when humanity has shifted to a new stage of consciousness, it has achieved extraordinary breakthroughs in collaboration A new shift in consciousness is currently underway Could it help us invent a soulful and purposeful way to run our businesses and Reinventing Organizations: eBook Ú nonprofits, schools and hospitals A few pioneers have already cracked the code and they show us, in practical detail, how it can be done Leaders, founders, coaches, and consultants will find this work a joyful handbook, full of insights, examples, and inspiring storiesVANCE PRAISECongratulations on a spectacular treatise This is truly pioneering work In terms of integral sophistication, there is simply nothing like it out thereKen Wilber, from the ForewordThe most exciting book I ve read in years on organization design and leadership Organizations: A Guide Kindle Ö modelsJenny Wade, PhD Author of Changes of MindA book like Reinventing Organizations only comes along once in a decade Sweeping and brilliant in scope, it is the Good To Greatfor a enlightened age What it reveals about the organizational model of the future is exhilarating and deeply hopefulNorman Wolfe, Author of The Living OrganizationA comprehensive, highly practical account of the emergent worldview in business Everything you need to know about building a new paradigm organizationRichard Barrett, Chairman and Founder, Barrett Values CenterFrederic Laloux has done business people and professionals everywhere a signal service He has discovered a better future for organizations by describing, in useful detail, the unusual best practices of todayBill Torbert, Author of Action InquiryAs the rate of change escalates exponentially, the old ways of organizing and educating, which were designed for efficiency and repetition, are dying Frederic Laloux is one of the few management leaders exploring what comes next It s deeply differentBill Drayton, Founder, Ashoka Innovators for the Public.Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness

Is a A Guide PDF/EPUB Â well known author, some of his books are a fascination for readers like in the Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness book, this is one of the most wanted Frederic Laloux author readers around the world.

Reinventing Organizations: A Guide to Creating
    If you re looking for a CBR and CBZ reader joyful handbook, full of insights, examples, and inspiring storiesVANCE PRAISECongratulations on a spectacular treatise This is truly pioneering work In terms of integral sophistication, there is simply nothing like it out thereKen Wilber, from the ForewordThe most exciting book I ve read in years on organization design and leadership Organizations: A Guide Kindle Ö modelsJenny Wade, PhD Author of Changes of MindA book like Reinventing Organizations only comes along once in a decade Sweeping and brilliant in scope, it is the Good To Greatfor a enlightened age What it reveals about the organizational model of the future is exhilarating and deeply hopefulNorman Wolfe, Author of The Living OrganizationA comprehensive, highly practical account of the emergent worldview in business Everything you need to know about building a new paradigm organizationRichard Barrett, Chairman and Founder, Barrett Values CenterFrederic Laloux has done business people and professionals everywhere a signal service He has discovered a better future for organizations by describing, in useful detail, the unusual best practices of todayBill Torbert, Author of Action InquiryAs the rate of change escalates exponentially, the old ways of organizing and educating, which were designed for efficiency and repetition, are dying Frederic Laloux is one of the few management leaders exploring what comes next It s deeply differentBill Drayton, Founder, Ashoka Innovators for the Public."/>
  • Paperback
  • 382 pages
  • Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness
  • Frederic Laloux
  • 06 April 2018
  • 2960133501

10 thoughts on “Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness

  1. says:

    I m not sure I ve ever been so annoyed by a book that taught me so much Frederic Laloux s Reinventing Organizations is, in some ways, exactly what it claims to be a guide for creating organizations with internal dynamics that radically diverge from prevailing models But it s also a highly repetitive text with a lot of fuzzy language It was truly perplexing to read a book that exhibited a firm, clear vision in some sections, and that merely oozed schmaltz in others But we have to mine value I m not sure I ve ever been so annoyed by a book that taught me so much Frederic Laloux s Reinventing Organizations is, in some ways, exactly what it claims to be a guide for creating organizations with internal dynamics that radically diverge from prevailing models But it s also a highly repetitive text with a lot of fuzzy language It was truly perplexing to read a book that exhibited a firm, clear vision in some sections, and that merely oozed schmaltz in others But we have to mine value where we can, and the good news is that there appears to be quite a lot of genuine innovation and wisdom mixed in with the garbled, feel goody gab.The central claim here is the suggestion that the organizations of the future what Laloux calls Teal Organizations will look and operate not like machines, but like living systems Life, in all its evolutionary wisdom, manages ecosystems of unfathomable beauty, ever evolving towardwholeness, complexity, and consciousness Change in nature happens everywhere, all the time, in a self organizing urge that comes from every cell and every organism, with no need for central command and control to give orders or pull the levers.The metaphor opens up new horizons Imagine what organizations would be like if we stopped designing them like soulless, clunky machines What could organizations achieve, and what would work feel like, if we treated them like living beings, if we let them be fueled by the evolutionary power of life itself 56 This passage is useful not just as a summary of the book s thesis, but also as a demonstration of the weird conceptual blurring that pervades the text It s certainly true that life appears to evolve into increasingly complex systems, many of which include vast networks of self organizing structures It also seems perfectly valid that we can learn from and model this dynamic when structuring human organizations However, there is no evidence whatsoever that life uses wisdom to evolve towardwholeness and unfathomable beauty these are human constructs that only apply to nature when we observe it through an aesthetic lens While the human brain is certainly not a command center in the traditional sense, it is definitely the primary seat of executive control for the human body, and contains many hierarchical structures Also, I know of no company that has abandoned fossil fuels or renewable energy sources in favor of running its offices on the evolutionary power of life itself.Snarkiness aside, there is actually a lot of great stuff here The most important takeaway is the remarkable power organizations can harness by allowing members to self organize Laloux demonstrates that Teal Organizations are typically comprised of teams usually 10 20 people that eschew traditional pyramidal hierarchies in favor of systems where no one holds power over anyone else, and yet, paradoxically, the organization as a whole ends up being considerablypowerful 62 This might seem like a wild notion, but Laloux has plenty of evidence to back it up.For his research, Laloux examined twelve organizations ranging from small approx 100 employees to global approx 40,000 employees These organizations varied widely in their products and missions, but shared a fundamental set of internal structures The most critical of these was some version of the aforementioned self managing teams These teams, which function with almost full autonomy, obviate the need for most or all middle management, allowing organizations to make decisions and pursue goals without constantly running requests and directives up and down a chain of command.Most Teal Organizations do not put time and energy into developing targets for production or streamlined plans that apply to the organization as a whole Instead, they leverage the power of distributed intelligence, trusting that teams will act responsibly and make the right decisions Teams are responsible for HR activities and other processing responsibilities that are usually handled by middle management, in addition to production Each team has the freedom to decide how to tackle any particular need, whether to hire or fire a member, or what the budget for the next quarter might be All of this might sound like a recipe for disaster in a competitive world demanding everquantification and efficiency, but all of the companies Laloux studied have remarkable records of success with the exception of one or two that have recently forsaken the Teal model, and consequently languished.If you re after information about how the Teal model works and advice about how to implement it, I recommend Appendices 3 and 4, as well as Sections 2.1, 2.2, 2.3, 3.1, 3.2, and 3.3 Those are the only sections I recommend The rest of the book, in my estimation, is neither necessary nor enlightening Laloux s tone becomes increasingly saccharine as he describes ad nauseam the various beautiful practices of Teal Organizations A handful of these practices seem great, but most come off as weird habits that will certainly work for some individuals and organizations, but that also run contrary to what most people look for in a professional environment Here are a couple examples As people operating from Evolutionary Teal in general become quite comfortable with and interested in transrational ways of knowing, I believe it s a reasonable assumption that such techniques might one day find their way into organizational settings 204 Sounds True has built a variation of the empty chair method into a New Year s ritual, where colleagues at the beginning of the year bless the office building for the year to come At the end of the ritual, colleagues sit together in silence and listen in to what Sounds True, the organization, wants from them for the year to come 205 I immediately balk when anyone throws out a word like transrational without even bothering to define it despite the murkiness of the term, I have a strong feeling that I should not be clamoring for coworkers who are steeped in transrational thought And, honestly, I think I d be creeped out if my coworkers wanted me to bless an office building and listen in on the wants of an organization I desire a workplace that is fun and exciting, but this sort of behavior seemslaughable than anything else.I agree with Laloux that we need to take a hard look at the idea of professionalism and revise it for the 21st century People should feel relaxed enough to be themselves at work, and I fully support many of Laloux s proposed methods for conflict resolution and inclusion But I m also skeptical of the idea that my job should be responsible for nurturing my soul something I don t even believe in I, like everyone else, crave work that is meaningful, but I also don t want my job to be my sole, or even primary, source of meaning. That may seem like a merely semantic distinction, but to me it s a critical one.Overall, this was an informative and frustrating read I m grateful for how Laloux helped me think about the importance of autonomy and self management within complex organizations, but I also have no trouble seeing why his ideas haven t become mainstream.This review was originally published on my blog, wordsdirt

  2. says:

    Very thought provoking.Let me highlight few ideas from the book If we start treating people as adults and allow them to express their whole selves, they will be able to realise muchof their potential Their contribution to the company through their work will be far bigger than it would be otherwise Also, maybe we should stop looking at companies as machines that we can build part by part and tweak to every smallest detail Maybe we should look at companies as living beings and let them gr Very thought provoking.Let me highlight few ideas from the book If we start treating people as adults and allow them to express their whole selves, they will be able to realise muchof their potential Their contribution to the company through their work will be far bigger than it would be otherwise Also, maybe we should stop looking at companies as machines that we can build part by part and tweak to every smallest detail Maybe we should look at companies as living beings and let them grow and evolve naturally by themselves.These ideas obviously sound like a recipe for chaos and anarchy But it turns out that when both responsibility and control are well distributed, fluid and self adaptive order is created.Many examples in this book show that companies led with this approach areperformant than traditionally managed companies They also havepositive effect on their employees, customers, cooperants and wider communities they operate in Some of the companies mentioned count their employees in thousands Some of them are decades old Definitely not examples that can be easily dismissed.If these ideas spark your interest, there are plenty of references and recommended further readings at the end of the book The author really did a remarkable job with his research.This book is a well worth reading and pondering on

  3. says:

    Wonderful book, full of inspirational stories Pity it is full of soulfull , wholesome and spiritual language.

  4. says:

    Informative, repetitive, thorough, overly long, and at times, weird.FRederic Laloux s Reinventing Organizations is an in depth survey into the evolution of organisational theory He describes how organisations have evolved,over time, from the street gang, mafia type, impulsive, organisations, which he refers to as Red organisations, through conformist organisations, with strong rules, structure and a rigid hierarchy, which he calls Amber then on to Orange, green and finally teal He describes O Informative, repetitive, thorough, overly long, and at times, weird.FRederic Laloux s Reinventing Organizations is an in depth survey into the evolution of organisational theory He describes how organisations have evolved,over time, from the street gang, mafia type, impulsive, organisations, which he refers to as Red organisations, through conformist organisations, with strong rules, structure and a rigid hierarchy, which he calls Amber then on to Orange, green and finally teal He describes Orange as typified by companies such as Walmart, Nike and Coca Cola where individual and collective greed seem to dominate as does a small circle of CEOs granting themselves higher salaries, lobbying governments and gainingandpower Here strategy and execution are king As cultures have evolved, so some organisational structures have evolved into Green organisations, typified by Southwest Airlines, Ben and Jerry s and The Container Store Unlike Orange, where materialistic obsession dominate, and there is social inequality and a loss of community, green seeks fairness, equality, harmony, cooperation, consensus and community involvement A simple description is, Red wolfpack, Amber army type organisations, Orange a machine and green a family.The strength of the book is in the investigations into so called Teal organisations, that Laloux sees as the new evolutionary state He has spent considerable time interviewing and examining several organisations, how they work, their strengths and the applicability of the teal structure to existing organisations In simple terms, a Teal organisation is one that pushes authority downwards, and is run by the decisions made by the workforce The reality iscomplex as are the difficulties Laloux feels that a founder of a Teal organisation should see such an organisation as having a life and purpose of its own, distinct from his own wishes and desires His supporting examples make for fascinating study.This is not a book that one would pick up to get a general feel for the evolution of organisational theory as it appears to be aimed at the text book market where it makes few assumptions about its readers Therefore it gives considerable background to the theories Unfortunately this tends to make the book long and, at times, repetitive.It s major weakness is the incorporation of the writers personal prejudices as he seems to have embraced New Age and Gaia philosophies We need the consciousness of Green and Teal organizations to start healing the world of the wounds of modernity seems reasonable as does Teal organizations make peace with a complex world but describing The Evolutionary Teal organisation no longer as property, not even shared property in service of its different stakeholders The organization is viewed as an energy field, emerging potential, a form of life that transcends its stakeholders, pursuing its own unique evolutionary purpose seems to be stretching language a bit far He takes us further though with Spiritual Re enchantment when he describes Teal people as seeking unity and transcendence through personal experience and practices This offers the perspective of teal societies that heal previous religious divisions and re enchant the materialistic world of modernity through non religious spirituality Laloux then goes on to promote something that he calls Transcendent consciousness whereby people seek wholeness, to integrate all parts of the self, big and small Sometimes, through meditative practices, or sheer luck, they have a peak experience beyond even the big self they merge an become one with the absolute, with nature, with God People who transition to transcendent consciousness start to actively seek such experiences personal development techniques help to access non ordinary states of consciousness to experience, beyond separateness, beyond time and space, the oneness with all of manifestation He then describes some Buddhist types of transcendent consciousness leading to oneness with nature, divinity, and the Absolute He proposes creating organisational practices that work directly with the world of energy and spirit to help manifest an organization s evolutionary purpose with less effort andgrace Anyone who is captivated by this needs to contact the SCP Spiritual Counterfeits Project straight away.This book is a Curate s Egg The good is very good, but the bad seriously detracts from that good Don t be put off Just don t read it through rose tinted spectacles to mix my metaphors

  5. says:

    This book is a brilliant collection of patterns and practices in self managing organizations both for profit and non profits.I consider it a must read for anyone interested in high performance, motivation based organizations.Laloux ties his observations together with Ken Wilbers Integral Theory , and the idea that human consciousness evolves in stages Self managing organizations being a manifestation of a new level of consciousness just now emerging which the author labels Teal While this This book is a brilliant collection of patterns and practices in self managing organizations both for profit and non profits.I consider it a must read for anyone interested in high performance, motivation based organizations.Laloux ties his observations together with Ken Wilbers Integral Theory , and the idea that human consciousness evolves in stages Self managing organizations being a manifestation of a new level of consciousness just now emerging which the author labels Teal While this claim does indeed allow for some fascinating insights and observations, Laloux takes the idea way too far in my opinion At certain points, the book becomes decidedly mystic I fear that this will be a turn off for many who would otherwise benefit greatly from reading the book.Towards the end, Laloux get s carried completely away, speculating about how the future might unfold as this new Teal level of consciousness growswidespread In this part, I think that Laloux commits some significant logical blunders.For instance it appears that Laloux equates the concept of economical growth with physical resource consumption thus neglecting the entire service sector which contributes most of today s economic growth Indeed the worlds most modern societies in Scandinavia and the US west cost are today year over year reducing material resource consumption per capita, but at the same time enjoying significant economic growth.Laloux believes that the future will be characterized by zero or even negative economic growth, and celebrates this fact This makes no sense, since the only way self managing or Teal organizations can bring about lower economic growth is if they are less efficient than the organizational model it replaces.Nonetheless I highly recommend reading the book It s undoubtedly the book that has inspired me the most in recent years.Now I ll move on to the source and read some of what Ken Wilber really has to say about this Integral thing

  6. says:

    IN SHORT This is an amazing book for anyone interested in newer styles of organizations Be warned that the author makes you work harder than necessary because of his heavy bent toward mysticism But the great parts are TOTALLY worth the effort.MORE DETAIL This is an amazing book, and has many aspects based on research Yet there is clearly a huge amount of subjectivity For those who want to learn, have provoking ideas and solid concepts to customize and apply to an organization, the drawback IN SHORT This is an amazing book for anyone interested in newer styles of organizations Be warned that the author makes you work harder than necessary because of his heavy bent toward mysticism But the great parts are TOTALLY worth the effort.MORE DETAIL This is an amazing book, and has many aspects based on research Yet there is clearly a huge amount of subjectivity For those who want to learn, have provoking ideas and solid concepts to customize and apply to an organization, the drawbacks e.g mystic bent, subjective areas are small prices to pay THE CRITERIA FOR APPRECIATING THIS BOOK likely includes 1 Interested in organizations, 2 Open to giving up authority for higher agile behavior a solid believer in traditional hierarchical authority will likely find this book to be ridiculous just being honest , and 3 You either like mystic type wording or can like me easily distill it into what the author is likely trying to convey.Frederic first discusses the stages of development, and makes clear how these are in lock step with the development of humans first humans begin experiencing a new way of seeing things, then organizations follow via their influence It is a valuable backdrop to discussing details of organizations and structures, purpose, etc The author rightly talks about the overlapping changes which an observer of organizations will clearly see, and recall examples in her past I personally think that the Pluralistic Green was not as much of a separate stage as it is a messy transition from Achievement Orange to Evolutionary Teal, but that s a minor quibble to a great and orderly set of observations Classifying will always draw such criticisms and cannot be perfect Frederic does a great job.Awesome parts follow Structures and Practices, and Emergence of Evolutionary Teal These not only give concepts, but reference several organizations that have methodically developed solid processes that facilitate these types of structures preventing what would likely be a combination of chaos and reverting to hierarchical authority and specifically facilitating conflict resolution, and advice for wise but independent decisions, etc This is the gold within the book The types of practices that are referenced in Gary Hamel s The Future of Management If you are starting an organization, or are at all open to converting your own organization, I positively encourage you to consume this book and a few others If you are a manager in an organization and you want to adopt this in your area, like the author, I m skeptical except for scattered pieces that you can do For those, I d consider the book Carrots and Sticks Don t Work concepts there are much easier to implement within traditional organizations But I still recommend this book just realize that full Evolutionary Teal concepts are either threatening to others AND OR will endanger your credibility Yes some truths are best not worn on your sleeve.Mystic influence on wording is very common and reached irritating levels to me, yet I could almost always succeed at distilling his words to adirect concept In this paragraph, I risk appearing to overly criticize on a simple aspect, but Frederic does this so much, I feel compelled to warn you Frederic at times endangers his credibility needlessly, because many will not be able to see the gems within the mystic wording One example is the frequent insistence on the idea of sensing what the organization wants or wants to become While I get it, there are muchdirect ways of wording that concept e.g leveraging thedirect collective will and needs of both employees and community, etc At times, I had to re read a passage because of the needlessly vague wording e.g act from deep integrity and align with what we feel called to do, the universe conspires to support us Clearly the author has strong perceptions based in mysticism that influence his verbiage, so I glean the valuable concepts It just made itwork than necessary to distill his words intosolid concepts.At the end in an appendix the author has what I call interesting brain candy about what is beyond evolutionary teal It was mostly a fun read, yet with another mystic section I enjoyed toying with what might be Thanks Frederic, for an amazing book This is one of my favorite books about organizations of all time

  7. says:

    Brilliant Such an amazing source of inspiration for every leader seeking a different,conscious way to lead businesses and, ultimately, for every person who wants to live a full and wholesome life This is a book that will literally shift your mind

  8. says:

    TL DR Interesting framework, crappy ideas This is the most intellectually lazy book I ve ever read It starts with a metaphor, tying historical changes in human society with organizational structures Laloux argues that organizational history recapitulates human history While obviously simplistics and invalid it does provide a useful framework for sorting and classifying different organizational operating models Parts of this book does resonate Sure, who want to work in an organisation wher TL DR Interesting framework, crappy ideas This is the most intellectually lazy book I ve ever read It starts with a metaphor, tying historical changes in human society with organizational structures Laloux argues that organizational history recapitulates human history While obviously simplistics and invalid it does provide a useful framework for sorting and classifying different organizational operating models Parts of this book does resonate Sure, who want to work in an organisation where employees are empowered, motivated, independent and mission driven Something less material Who wouldn t want to avoid soul crushing workplace ruled though fear and MBO And that s where he should have stopped, because after the first 100 pages this book a becomes super tedious and b goes totally off the rails Laloux is so infatuated by the idea that he s discovered something DEEP and PROFOUND that he gets swept away by his own idea While Googling reviews will provide many contradictions and inconsistencies pointed out buy others just Google , let s just look at the shape of his argument At the start of the book, he claims different structures suit different purposes Therefore we shouldn t think about structures as better or worse By the end, he is using full normative language, and Orange structures are the epitome of all that is frustrating and soulless in the world Anything Good a company does is Teal by definition Anything that undervalues employees is Orange Ergo, Teal is the best and Laloux is a genius I am not joking, this is the rationalization used by the book Teal structures aka anything he likes are subtitled as EVOLUTIONARY, in case you weren t aware how forward thinking he was.But even putting aside his complete lack of consistency, logic, or attempt to make a intellectually honest argument I am completely unconvinced that Teal would work It s not like he s inventing anything new You can run things the way he descries in small companies No budgets, no central strategy, everyone does what they think is best But when businesses grow you either need structure and guidance or the org dies I ve been in an organizations that would seem to fit as Teal people pick their own projects, can spend their own money, entirely mission driven It s hell The company is stretched too thin No one has direction The organization doesn t work on the most important issues, but on what is most popular or fun It s a total shitshow People are empowered and yet not any happier There s a lack of visibility, direction, support and TONS of process to make anything work So maybe I had a bad experience, but Laloux does little to convince me otherwise He provides no evidence for his claims beyond some cherry picked anecdotes Example If I heard a company lost 50% of new hires in the first year, that would be a giant red flag for a dysfunctional org But for Laloux, it s just evidence that some people are so brainwashed by Orange organizations that they can t adjust to the employee paradise that is Teal His bias is so transparent that I have trouble taking anything he says at face value Could Teal work He provides zero neutral evidence Zappos, the only org I know that fully embodies what he advocates, is a mess that had 20% turnover last year This book is all pseudoscientific Age of Aquarius psychobabble It s the Myth of Progress, false equivalence and total BS This book doesn t even deserve to be caused anecdotal evidence With anecdotes, I expect something intended to be a generalizable example of something truth This is just plain cherry picking Oh and the supporting anecdote about the person with fucking PSYCHIC POWERS How does an editor just not burn a manuscript after that This rage typed, unedited mess of a review is stillcoherent than this nonsense.As a manual for unleashing the potential of your employees, I award this book 1 star Read Drive

  9. says:

    Reinventing Organizations could have been a great book if it was not full of spirituality and and if the author would have been less superficial When I read this book, I went through a whole bunch of different feelings First excitement because I like the idea of self managed teams Then disappointment when I realized, that it is sometimes a bit flat and superficial Then interested again when I read about all the companies having employed self management, from most of which I have not heard be Reinventing Organizations could have been a great book if it was not full of spirituality and and if the author would have been less superficial When I read this book, I went through a whole bunch of different feelings First excitement because I like the idea of self managed teams Then disappointment when I realized, that it is sometimes a bit flat and superficial Then interested again when I read about all the companies having employed self management, from most of which I have not heard before This interest resulted in research in the internet which resulted in anger I had to realize, that the author at best has a selective perception, at worst is not sincere with the reader, because things depicted in the book are in a way which underpins his spiritual way of thinking If you read other sources things get another, less spiritual and we all love each other because we are good and we only want the the best for the world therefore sacrificing our self flavor At the end it just was a torture to get finished If someone is really interested in self management and self organizing teams and wants to know what to do to get closer to this ideal apart from believing in the good of men and blaming management to subdue employees this book does not help very much

  10. says:

    Wonderful content with unfortunate packaging.5 stars for the content 2,5 stars for the writing style and choice of terms Workplace happiness would have clickedwith me than wholeness, soulfulness, et all Couldn t help to think sometimes That sounds exactly like Star Trek utopia or wow that sounds pretty hippie Might be because of myachievement oriented up bringing and the work environments I ve witnessed in the last 15 years, though That being said, having worked the last 10 Wonderful content with unfortunate packaging.5 stars for the content 2,5 stars for the writing style and choice of terms Workplace happiness would have clickedwith me than wholeness, soulfulness, et all Couldn t help to think sometimes That sounds exactly like Star Trek utopia or wow that sounds pretty hippie Might be because of myachievement oriented up bringing and the work environments I ve witnessed in the last 15 years, though That being said, having worked the last 10 month in a fully self managed team I certainly can see the advantage of working that way Especially flexible roles vs narrowly defined, fixed responsibilities is something that worked amazingly well for us And guess what, every team member likes that setup a lot I ll definitely continue researching this topic space

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