John Featherby

Yes! No third party manages the trajectory of our lives and yet we get on perfectly fine. Sure we make mistakes, but that’s how we learn, innovate and improve. At the community level, no one manage...

A self-managing business model is not structureless; it does still adopt a guiding form. In his landmark study, Reinventing Organisations, Frederick Laloux describes three “Archetypes of Structure”...

Before we approach anyone to discuss performance, we must first take on a few tasks in preparation: Consider our own role and the wider context by asking ourselves some key questions and preparing...

Alongside the processes used to address conflict when it arises (see: “What is a healthy way to approach conflict resolution?”) we can put in place certain structures to create and maintain a suppo...

A straight “yes” or “no” answer oversimplifies the complexity of this issue and the broad spectrum of people in the workplace. We know in ourselves that being dictated to is disempowering and ultim...

Healthy conflict is a vital component of creative, collaborative workplaces. Working environments devoid of it can be assumed to have neither authentic dialogue nor decision making excellence. More...

C21st Orgs are like networked communities with a higher sense of dependency upon - and conscious responsibility for - wider humanity and the planet in general. When we choose this perspective we ac...

Fundamentally, in 21st Century Orgs, responsibility for recruitment and selection lies with the people that a candidate(s) will work alongside. It is deemed too personal a task to reallocate to a d...

There is no promise of a risk-free process:  if there’s no risk there’s no real change. And the greatest risk lies in action. Yet, some may take advantage. Partly because they can, partly because t...

Sense-and-respond is the alternative model to the one that dominates the status quo: predict-and-control (see: "What is predict-and-control?"). Essentially the idea is that we can absorb a range of...