This video is very interesting and beneficial for all levels of companies, not only hospitals but also automotive companies, retailers, and other industries that deal with people. I will analyze it and try to implement its practices within the company I'm working for, bringing new ideas based on this video.
What a great example of the approach that results in a radically different set of foundations for a service organisation. The video describes the key to making it work; Purpose that is the focus for everything they do, followed by key principles that direct how they design their way forward. Then see everything else rooted to these key principles. It demonstrates a paradigm that is diametrically opposite to that of what we could call 'normal' organisation design. Its not rocket science, but the barriers Jos de Blok had to face to make it happen can rarely be overcome easily. In the public sector in the UK, there have been many prototypes that mimic Buurtzorg principles, but they all fail once they get exposed to the rigidity of the national restrictions that are in place. And when they exposed to the 'normal' command & control management thinking.
It would be interesting to see if you could apply this to poverty alleviation in developing countries. Self managed councils over neighborhoods where those in the community come together to solve systemic poverty neighborhood by neighborhood. Although I am thinking you would want "circles within circles." so Neighborhood by neighborhood, but also community, region, state, and national frameworks. Each circle is embedded in a larger circle, but the larger circles are not "above," each council would be fully autonomous. Gandhi visualized the ideal society as self sustaining circles, is it possible to combine Gandhi's vision for the poor of India with community, technology, and business best practices into one coherent system in which we completely change the way we handle poverty?
Yes please! We are aware of several NGOs organized like this, but this idea would take that to a whole new level. If you'd like to join our Masterclass and apply for a scholarship, we'd be likely to help you and give you the tools to make this a reality.
@kennethyoung7564 that is an amazing way to look at things - this is logical and practical but for some reason, this idea will be shot down by those having the resources to make it happen.
Duidelijke animatie, bedankt voor het maken! Puntje van feedback; door de rode en donkere kleuren + de 'ouderwetse videotape'-filter lijkt het soms op een thriller ondanks de sfeervolle muziek.
How do they manage under performance within a team dynamic and who decides who they hire? What about support for individuals who are struggling is it peer to peer? Would love to directly ask these questions as it would be great to give it all over to a team to self manage themselves but HR/tribunals and well being support would be my worry.
Teams decide who they hire. Support comes mostly from peers and the coaching network. If you'd like to ask them directly you should join our Academy as that's exactly what we provide! Also, you can check out the blog posts we wrote on Buurtzorg here: corporate-rebels.com/search/?q=buurtzorg
Hello, this video is very interesting and gives a good insight of how this company works. I was wondering if you could tell me where you that the statistical facts from ?
While I commend a new way of managing organizations, I know that it is not going that ideal either. I am aware of plenty of frustrations, underperformances, clashes among teams because they lack a personal contact of a leader. I think its not such self explanatory that problems are solved by omiting leads.
Totally correct. It's not easy, it's hard and challenging work. Just ditching the leaders isn't going to fix it, you'll need a robust system for self-management in place. Otherwise, there's a big chance for it to fail. Interested to learn more on that, check out the courses we offer on running and scaling self-managing organizations: corporate-rebels.com/
@@CorporateRebels I would say the idea is not to ditch leaders. It is move away from command and control styles of management. Leaders will always be around us and they will be discovered in self-managed teams. Depending on the situation or task, you can expect 1-2 team members step up and lead rest of the team. This gives opportunities for everyone to discover their potential without being put in a box.
@@theoneviewer17 You're totally right. In ditching leaders, we meant ditching top-down appointed managers. Leaders will indeed arise naturally, which is why this approach can be so powerful.
This video is very interesting and beneficial for all levels of companies, not only hospitals but also automotive companies, retailers, and other industries that deal with people. I will analyze it and try to implement its practices within the company I'm working for, bringing new ideas based on this video.
Great to hear, Marcelo. If you're looking for more examples, case studies and practices, check out corporate-rebels.com
What a great example of the approach that results in a radically different set of foundations for a service organisation. The video describes the key to making it work; Purpose that is the focus for everything they do, followed by key principles that direct how they design their way forward. Then see everything else rooted to these key principles.
It demonstrates a paradigm that is diametrically opposite to that of what we could call 'normal' organisation design.
Its not rocket science, but the barriers Jos de Blok had to face to make it happen can rarely be overcome easily. In the public sector in the UK, there have been many prototypes that mimic Buurtzorg principles, but they all fail once they get exposed to the rigidity of the national restrictions that are in place. And when they exposed to the 'normal' command & control management thinking.
Fully agreed, John. Even though it might sound and look simple, it's definitely not easy!
Amazing video! Thank you for producing this!
You're welcome, Charlie! Glad you like it.
It would be interesting to see if you could apply this to poverty alleviation in developing countries. Self managed councils over neighborhoods where those in the community come together to solve systemic poverty neighborhood by neighborhood. Although I am thinking you would want "circles within circles." so Neighborhood by neighborhood, but also community, region, state, and national frameworks. Each circle is embedded in a larger circle, but the larger circles are not "above," each council would be fully autonomous. Gandhi visualized the ideal society as self sustaining circles, is it possible to combine Gandhi's vision for the poor of India with community, technology, and business best practices into one coherent system in which we completely change the way we handle poverty?
Yes please! We are aware of several NGOs organized like this, but this idea would take that to a whole new level. If you'd like to join our Masterclass and apply for a scholarship, we'd be likely to help you and give you the tools to make this a reality.
@kennethyoung7564 that is an amazing way to look at things - this is logical and practical but for some reason, this idea will be shot down by those having the resources to make it happen.
@@CorporateRebels I'd be interested.
Duidelijke animatie, bedankt voor het maken! Puntje van feedback; door de rode en donkere kleuren + de 'ouderwetse videotape'-filter lijkt het soms op een thriller ondanks de sfeervolle muziek.
Thanks voor de feedback, maar dat stoere waren we bewust naar op zoek.
How do they manage under performance within a team dynamic and who decides who they hire? What about support for individuals who are struggling is it peer to peer? Would love to directly ask these questions as it would be great to give it all over to a team to self manage themselves but HR/tribunals and well being support would be my worry.
Teams decide who they hire. Support comes mostly from peers and the coaching network. If you'd like to ask them directly you should join our Academy as that's exactly what we provide! Also, you can check out the blog posts we wrote on Buurtzorg here: corporate-rebels.com/search/?q=buurtzorg
Very good video, thank you !
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You're a hero! Welcome to the club :)
Hello, this video is very interesting and gives a good insight of how this company works. I was wondering if you could tell me where you that the statistical facts from ?
They're coming from various sources, including research by KPMG, Effectory, and Buurtzorg itself.
Refreshing!
While I commend a new way of managing organizations, I know that it is not going that ideal either. I am aware of plenty of frustrations, underperformances, clashes among teams because they lack a personal contact of a leader. I think its not such self explanatory that problems are solved by omiting leads.
Totally correct. It's not easy, it's hard and challenging work. Just ditching the leaders isn't going to fix it, you'll need a robust system for self-management in place. Otherwise, there's a big chance for it to fail. Interested to learn more on that, check out the courses we offer on running and scaling self-managing organizations: corporate-rebels.com/
@@CorporateRebels I would say the idea is not to ditch leaders. It is move away from command and control styles of management. Leaders will always be around us and they will be discovered in self-managed teams. Depending on the situation or task, you can expect 1-2 team members step up and lead rest of the team. This gives opportunities for everyone to discover their potential without being put in a box.
@@theoneviewer17 You're totally right. In ditching leaders, we meant ditching top-down appointed managers. Leaders will indeed arise naturally, which is why this approach can be so powerful.
I love this video until the very last line. The autonomy of the process IS anarchy. This is basically an anarchist model for healthcare.