Many organisations struggle to build structures that balance leadership and equality. Traditional hierarchies often lead to inefficiency, lack of clarity, and a stifling of innovation. Employees can feel disconnected or undervalued, and companies can lose sight of their mission in pursuit of profits.
Mark Vletter’s approach offers a different way forwards. By embracing self-management and holacracy, organisations can create a culture where decisions are made collectively, accountability is clear, and everyone has a voice. Steward ownership ensures the company’s mission is safeguarded for the long-term, free from the pressures of maximizing shareholder profit.
This conversation will help you
- Create clarity on accountability without traditional hierarchies
- Hire people who are strong where you're weak and who can constructively disagree with you
- Transition to steward ownership, where a company's mission is safeguarded beyond individual interests
Highlights
- [00:07:11] Mark is given an ultimatum
- [00:09:48] Mark's first hire
- [00:14:01] Transitioning to holacracy
- [00:18:23] On the desire for constant improvement
- [00:21:35] Moving Voys to a steward ownership model
- [00:26:12] Does everyone want to be a leader?
- [00:27:28] Communicating vertically vs listening with curiosity
- [00:32:40] Fear is a bad advisor
- [00:37:01] Your organisation is part of a bigger ecosystem
- [00:41:09] What Fearless Forward means for Mark
- [00:42:23] Takeaways from Sally-Anne
Resources
