Reinventing Organizations
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- Опубліковано 3 жов 2024
- A talk, followed by Q&A, by Frederic Laloux about "Reinventing Organizations", a research and book that is turning into an international phenomenon.
Increasingly, employees and managers (but also doctors, nurses, teachers, etc.) are disillusioned with the way we run organizations today. We all somehow sense that there simply must be better ways to run our businesses, nonprofits, schools and hospitals.
This hopeful talk shares the key insights from groundbreaking research into the emergence, in different parts of the world, of truly powerful and soulful organizations that have made a radical leap beyond today's management thinking.
(It starts with the story of how organizations evolved over time. You can skip to minute 28 to hear the story of Buurtzorg, one of the extraordinary pioneering organizations, that revolutionized home care in the Netherlands. At minute 36, the talk goes into self-management. At minute 52 into wholeness at work. And at 1:06 into evolutionary purpose in organizations. Q&A start at 1:21.)
Correction: As I was quoting figures from memory, I got two figures wrong related to Morning Star's market share in tomato paste in the US, and in tomato trucking. In both cases Morning Star's market share is above 30%. As 'The Economist' says in such cases: sorry.
A jornada de rótulos da AMBEV é não só gratificante como o retorno já é visto no decorrer do processo, grande retorno e inspiração para além da empresa, pra sociedade, grato!!!
Também estou nessa jornada, gratidão AmBev !!!
@@flaviooliveira3652 Sim também concordo com vcs, é muito bom participar
Super concordo também 👏🏽
não poderia ter comentário melhor! Estamos juntos nessa!!
Boa sorte a todos , Murilo sempre podemos aprimorar nossos conhecimentos , verdade Mateus.
Excellent presentation. In order to reinvent an organisation in this way, people have to be willing to give up their perceived positions of power and control. Regrettably, too few are willing to do this. It is therefore probably more of a generational process.
I am still amazed by the ideas in this video and the examples. The interesting thing is when I tell my colleagues about the concepts they all find it feels kind of natural and that it confirms their own personal view. It is still tough to implement in many organizations...
Agradeço por tudo, AMBEV!
A cada etapa aprendo mais, que processo seletivo. Um dos processos mais dinâmicos e explicativos que já participei.
Acredito que no processo, já aprendemos muito sobre a empresa.
some good notes to accompany the lecture agilewarrior.wordpress.com/2015/04/07/reinventing-organizations-frederic-laloux/
Obrigada Ambev! Gratidão por participar da jornada e ter acesso a tanto conhecimento!
Fantástico os ensinamentos proporcionado aos seus candidatos ,grato
When I see the (known) names of some commentators here, I know two things: 1. this is the start of an important movement, that may touch many, yet may also stay a story many wish to avoid out of fear of losing (their own) control. 2. Change needs both heart and idea. Organizing and guiding it is half the story. And the great things is, many ideas go for the self organizing population too. Self organize the new!
Thanks. Indeed. They are afraid. But for their wallet or their power? And don't they know more of the same is getting a huge problem for the whole world?
E, Quanto mas conheço a Ambev acredito que podemos fazer a diferença sempre, obrigado por esta proporcionando todos esses convencimento.
Breathtaking. These new ideas are so exciting they kept me awake last night. Thank you thank you. This is biomimicry in the world of business and organisations. Wow.
realmente intrigante, me fez pensar um pouco além. obrigada pela oportunidade AmBev!
Gratidão AmBev!!!! 🙏🏽❤️✨
Obrigado AMBEV, essa jornada ta sendo incrível, agregando sempre conhecimento e cada vez mais apaixonada pela companhia!!!
Obrigada Ambev! Processo recheado de aprendizados
Henry Mintzberg, offers some practical solutions "coaching ourselves". Worth checking out.
This is very interesting. Thanks @Ambev
Obrigado AMBEV!!! #ambev#acredite
Very inspiring ideas! It will be lovely to watch and help them spread.....
Wonderful talk! I wonder if there was an Advice Process for selecting the microphone Frederic used?
Excellent talk, highly recommend it to any manager and/or entrepreneur.
Challenging... Inspirational. Big Vision.
Awesome, ambev!
anarcho syndicalism isn't a new idea.
Highly enlightening and inspiring information, but I wish this talk was much shorter (concise)
Obrigada, AmBev!🧡 É sensacional fazer parte de um movimento como esse, e que vai #alémdosrótulos mesmo, é satisfatório agregar conhecimento e valor para nós 😍
Obrigada, Ambev.
Your story about organizations is not very honest as it tries to compare organizations with different objectives, such as comparing the Catholic Church (which has no objective of producing goods and services) with modern companies (which have the objective of creating goods and services). You should focus only on productive organizations, which, in the case of the Middle Ages, would be guilds, which are not so centralized, so your argument would lose strength.
2024. I’m happy to have found this video. Although I don’t know how it found me. I’m sad though, that it’s 10yrs old. But I’m excited to try and implement something with some actual data already out there. Thank you. All the way from Arkansas.
The three brain model, maps exactly to the Chinese concept of tan-tiens, which are situated in the same place as our physical three brains. Head, heart, and belly. Focusing on the "Western" view of history misses so much that has already been learned by humanity.
Achei uma pena ter legenda apenas em japonês. Inglês é um diferencial para os candidatos, mas acho que mesmo quem não possua fluência ou um bom listening deveria ter oportunidade de assistir e compreender o que está sendo visto. Não sei se existem versões com legenda em português desse vídeo, é a primeira vez que ouvi falar dessa palestra mas, tirando esse detalhe, é muito bom ver que a companhia preza pelo pensamento crítico e liberdade para inovação.
Oi Alliny , é só você configurar para a legenda em português,vai em detalhes >legendas > traduzir automaticamente> escolher português (no PC) .
em configurações tem como mudar para português a legenda :) [ Na engrenagem ao lado de " legendas" > Legendas /cc > traduzir automaticamente > escolha o idioma]
Regarding the number people who leave a company that begins this new system: it isn't 2-3%. Today, May 8, 2015....Zapatos announced they would assume the new management style and 14% choose the buyout option rather than stay and "convert". Just sayin...
John Pacella The Zappos example isn't entirely indicative of workers not embracing this organizational change. It is indicative of how many employees value 3 months salary in exchange for no work versus changing the management structure. Once the change is complete, Zappos will be better off without the workers who left because they placed little value in the new system. There will be other workers, conversely, who place significant value in the new system and will be welcome additions to the company. As with any change, some people will embrace it and others will shun it. Freedom to choose is a good thing.
Douglas Huber point taken! Actually if you think far in the future, probably those employees would have costed Zappos a lot more if they would have stayed inside the company.
+Douglas Huber You are absolutely right! In addition to the removal of employees that did not value the system, many of the people who left took the money to pursue lifelong passions. Some moved home to be with their ill/aging family members. Others took on full time parenthood. A surprising amount started their dream business or put it towards their children's education. There was a laundry list of reasons that small percentage of employees took the deal. It was marvelous!
An excellent talk and a wonderful proposal. Perhaps we require a new consciousness to put in practice this new model, but there is a new movement in that direction.
It definitely requires a new consciousness put into practice
Obrigada Ambev
Mais uma das coisas que eu não acharia se não fosse pela jornada da AmBev.
Why is this Teal concept being presented as something new? It is based on the work of Clare Graves and Don Beck and their research into spiral dynamics. Dr. Beck explains that all these stages - beige, red, blue, orange, green, yellow and turquoise - are stages of development rooted in our personal stage of development and we evolve naturally from one stage to the other. Each has healthy and unhealthy states. So an organization can be a healthy red and function very well, with happy people. A red organization is needed if they deal with emergency, life threatening situations (a mine, a petroleum platform in the middle of the sea).
I am eager to learn more. The presentation is prolix. Get to the point. Not all points require a story prior to their statement. The book can provide the supporting data.
Russ Ackoff gave this talk 30 years ago
According to Bertalanffy, Aristotle pushed the systems theory approach 2300 years ago.
Homespun trivialities and he never gets to the point. Annoying that he goes "hm" all the time. Sloppy details Zappos is both stage 4 and stage 5. A non charismatic preacher I'm afraid. Typical approach of having several stages, and then a NEW stage (teal) and maybe even a hint an even newer stage (and another book).
Hello, dear Frederic! Thank you very much! I heard about your book couple years ago, but start to read only week ago. Im deeply impressed! Unfortunately Russian subtitles is available if I saw the video on laptop only, and it is not available in mobil version. I would like to help to make real subtitle in Russian if you give me text in Word format. Ill be happy to expand your ideas during this difficult time! World really needs them very much!!!!
Unfortunately I don't have a word document with the english text. I was speaking freely, not from a script :-) and I don't think anyone has every gone through the trouble to make a transcript. If you find time and energy to do the Russian subtitles, that would be amazing!
@@reinventingorganizations2595 I see. Ok, I'll think how I can do it :)
how did you do it can you share with me , thank you
The open source educational game that Frederic is referring tom at the very end, anyone know where this open source project might be? I'd love to try that with my own business.
Completely new energy system. I would like my family to operate in this way.
Hmmm, very interesting and stimulating...
This is the future according to Laloux and I really hope people will meet and take this serious talking about, what we can do together to be a part of a future, where organisations fit the thoughts specially: how we swift thinking e.g. becoming better to control our egos. We could make networks on facebook. So now I´ll start making a group there calling: reinventing organizations.
Dear mr. Laloux. If, if You could pin-point hiërchy, I would say that it is constant manifest in our society in all its varaties. There is nu such as a hierchy as You assume. And most of all, not a thing like better and best.
Fantastic to read your PDF file and listen to this talk.
But i am afraid this level of thinking will hold good to a highly developed society and the kind of Organization that functions in such a environment . We in India are at the bottom of the Pyramid and not many managers and executives including the workmen are mature enough to think differently .
Good luck in your endeavours to change some of the Organization in Europe and North America where they are open to new thinking and changing the paradigm.
Thanks for educating me about the developments that is happening in advanced Economic countries.
Kasturi G
Is there an optimum company size where the probability of success may be higher?
1 person. Haha. To be more realistic, many of the best startups start with 2-3 people with the direction.
Se não fosse pela AMBEV, eu provavelmente não faria essa revolução na maneira de pensar em organizações
53:30 WHOLENESS SHOWING UP WITH EGO IS ACCEPTABLE BUT SHOWING UP WITH DEEPER QUESTIONS, DEEPER HOPES AND DEEPER LONGINGS BECOMES VERY RISKY. THIS IS SO VERY TRUE AND CAUSED A LOT OF PROBLEMS FOR ME RECENTLY
AMBEV . Muita Diversidade , até nas oportunidades de conhecimento!
Grande aprendizado. As politicas são organizadas não só pra o hoje e sim para as próximas gerações.
É notório o alto grau de atenção que a AmBev investe em seus funcionários, o próprio processo seletivo nos ocasiona um crescimento pessoal.
AMBEV agregando conhecimento as nossas vidas e abrindo suas portas por meio do mesmo. Deixo aqui a minha gratidão a essa empresa incrível e dinâmica.
Gratificante ter o privilégio de assistir a esse vídeo! Conhecimento agregado check rss Vocês são top Ambev !
This is great! Thank you for your inspiration
Fantastico Ambev ,o processo esta sendo maravilhoso estou aquirindo muito conhecimento me sinto muito motivada ira contribuir muito para meu desenvolvimneto pessoal e profissional
I actually find it disturbing that Mr. Laloux doesn't mention at all spiral dynamics and the work of Clare Graves and Dr. Beck.... How is that possible?
a very good remark, I've been pondering the same question since I heard about red and orange.
I see we are going backward now away from scientific thinking
Galera, como assim Ambev, é o Frederic Laloux kkkkkkkkkk.
Ambev fazendo acontecer o desenvolvimento do ser humano como um todo, parabéns, espetacular!
Wow... ! That is what I was looking for.
Agradeço muito a AMBEV pelo vídeo. Mais aprendizado para a vida.
8:25 "It took 2000 years for someone to say, 'why don't we just count?'" Well, that's not quite right. Aristotle *did* rely on observation: "Males have more teeth than females in the case of men, sheep, goats, and swine; in the case of other animals observations have not yet been made:..." - johnhawks.net/weblog/topics/history/aristotle_wisdom_teeth.html
Yes, he did. What I'm referring to here is that it took almost 2000 years for our culture to catch up with him and correct his mistaken observation. It took 2000 years and the scientific revolution for us to think it's the most natural thing in the world to use data to test a hypothesis - in this case, counting.
Crystallising steps in the right direction
Sensacional a jornada da Ambev, sempre com esta visão de futuro.
Aquela empresa que agrega valores para a sociedade e não para seus interesses. Alargando as tendas do conhecimento, porque tem uma empresa que nos motiva para isso.
Obrigada Ambev.
Too long
Thank you for sharing this! :-)
Nunca imaginei que um processo seletivo seria tão gratificante, com certeza levarei vários aprendizados daqui!!!
O processo da Ambev está me agregando tanto conhecimento apenas por participar do mesmo, estou adorando esta dinâmica.
Gratidão Ambev por proporcinar essa oportunidade de aprendizado.
Is there somewhere the sub-titles for this video?
Agradeço por tudo, AMBEV! Desenvolvendo conhecimentos/habilidades em diversos segmentos!
Pls anyone can tell me A short introduction of reinventing organization pls..... Video is buffering
Tanya Singh There’s a New Way to do shit, and it’s Way Better! ;)
Muito obrigado a jornada de rótulos da Ambev estar participando destes aprendizados está sendo muito gratificante e inspirador só agregando conhecimentos !!
So happy to find you... We are just begaining to redo our guild and this is my vision to use this ... I have been talking and now I realize the "hows".
+Linda M This is like the company I am working with. Keller Williams
Holcracy! I'd love to implement that system one day for my own organization! ;p
Incrível!! Obriago Ambev
Thanks for your work. I love the talk and the book, really inspiring.
Have you done the experiment with the business school you’re talking about at the very end of the talk. I’d love to be able experiment that as a "game".
No, unfortunately the business school ended up getting cold feet :) but if ever you or someone else wants to take on my rough ideas and turn them into a game, you are welcome (here is a link to the structure I had cooked up: 1drv.ms/w/s!AvD4RCmlr5K0tndtoLihxMlYiiKj?e=WbUpee)
@@reinventingorganizations2595 Great ! Thanks a lot for sharing this with us, really appreciate. I'll talk about it with people around me that are very into this kind of initiatives and see how we can put that into action.
Ambev 🧡🌟🤩
Impressionante como os conteúdos da Ambev nos acrescentam tanto! Gratificante!
Que conteúdo simplesmente incrível!
Obrigada Ambev!
Hi!
Any chance of having spanish subtitles?
Nada! Ai caramba!
Só pra me tá em inglês ???
Brilliant research and talk; chapeau !
Ambev é muito pra frente
I am interested in anything that can inspire to change.
Hello, do you guys know other public companies that operate in this way? Except the ones presented in the video?
Apparently only 300 companies worldwide do this, most small. But Zappos is trying and they are struggling. Many articles are written about it.
Roy Piper I think Zappos are using holacracy as a methodology
Ambev é demais! vídeo ótimo
Gratidão AMBEV!
AmBev obrigado !!! 🧡
Was the 3-day game version from the French school ever made available?
Brad Fotsch Brad, I have drafted a script for it a while back, but it wasn't yet fleshed out and prototyped, as the decision making mechanisms in the school to get a large group together prove quite lengthy. If you feel like prototyping this, you can contact me via www.reinventingorganizations.com/contact.html
Has this endeavor gone forward?
It was really hard to watch with the constant pops and breath noises louder than the actual voice. It is years to late, I know, but for anyone who holds a talk with a similar setup - get the microphone further away from the mouth and make sound tests before the talk.
Thank you! Great work!
Great, very great !
there's a bank which works this way and it's called Bitcoin
Also Swenska Banken
Are you referring to Handelsbanken?
They are a forerunner in Beyond Budgeting, which basically means that they have done away with budgeting. Which is super cool and true.
However, in most other traits, Handelsbanken is what the author is calling Amber organizations.
#allmalepanel
sounds like European Union
Bullseye!
Obrigada Ambev. Participar do processo seletivo está sendo de grande aprendizado.
To bad the sound is muffled. Presentation is ok, but nothing new.