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The identity of the corporate rebel is revealed. Will he get away with it?

Marie aggressively confronts Paul about the salary disparities in the engineering department. Later, she learns from Mark that Paul is under a lot of pressure because of a legal dispute with the ex-CFO Frank.

Marie and her team facilitates a townhall meeting where the employees in Zebra Apps  work through the company values and what they mean. During the meeting, one of the  engineers from Willie’s department makes a scene and leaves the room. The CTO Jenni admits to Marie that the engineering department is dysfunctional and asks Marie to “fix her team”.

Thank you to Katie Christensen for reading this episode.

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Is purpose your boss? In the second commentary episode of chapter 3, we have an interesting talk with Marc-Peter Pijper about holocracy, purpose, how to succeed and learn together as a team, equal pay for equal work, motivation, and not least the many metaphors of Marie's story.

Is the pile of junk in the basement a metaphor for all the problems of the company - and Marie's way of dealing with them? Learn how Marc-Peter thinks Zebra Apps could benefit from using their basement as a space to enable the organization to flourish. We also discuss what would happen if we skip traditional performance bonuses and reward people for their loyalty instead, and how to successfully approach the changes needed in Zebra Apps by starting small and experimenting with self-organization on the team-level.

Frameworks and concepts

• Holocracy
• Self-managing vs. self-organizing teams
• Self-determination theory
• Autonomy, mastery and purpose

Curious to learn more about these topics? Marc-Peter is a columnist for Corporate Rebels, and you can find all his columns  here.

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Going to get the cinnamon buns from the pile of junk in the basement, Marie finds a hidden sugar stash and meets the datacenter technician Willie. During lunch hour in the canteen that day, a dramatic happening occurs, involving sugar and a banner falling from the stairwell.

Marie and Erik learn from Shaine, who was recently headhunted from ConvoSystems, that he has told Willie about his salary in Zebra Apps, which is twice the amount that Willie gets paid. Marie confronts Mark about the salary difference, and Mark indicates that this is not a problem because Willie is loyal to Zebra Apps.

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In this first commentary episode of chapter 3, we are delighted to talk to Rob England and Dr. Cherry Vu, partners in life and in their company Teal Unicorn. Together as a team, they transform organizations to New Ways of Working and Managing by being 'midwifes to the solution' for their customers (listen to the episode to find out what we mean).

Hear real-life examples from Teal Unicorn about how other companies have introduced rituals to cope with and learn from failure. Why is it a problem that there is a lack of psychological safety in Zebra Apps? How could Marie and her peers benefit from the good old marriage counsel 'X, Y, X formula' for feedback? And where would Cherry and Rob start if they had to help Zebra Apps investigate and solve their retention issue?

Visit https://tealunicorn.com/ to get Cherry's facilitation and Big Room Planning (Teal Planning) tips and tricks, as well as a lot more great content for making work better in organizations

Frameworks and concepts

• Humble Consulting by Edgar Schein
• Open Space Technology
• The Phoenix Project by Gene Kim

Pssst: Cherry and Rob write books in English and in Vietnamese about New Ways of Working, Open Management, and even how these ideas illuminate raising a family. Find a full list here: https://tealunicorn.com/books/

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In this first episode of chapter 3, all the sugar packets mysteriously disappear from the tables in the canteen. 

Sheila feels bad about her experience with Frank, and Marie and her team members get together for a structured exercise to cope with failure, each sharing a mistake and celebrating the learnings. Will this exercise help Sheila feel better? And what happens when Marie reluctantly admits to having dropped the bag of cinnamon buns down the stairwell into the heap of junk in the basement of Zebra Apps?

Thank you to Katie Christensen for reading this episode. 

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In this special edition episode, international thought leader, author, lecturer and practitioner Christian Nissen interviews Ivanna and AK about the first two chapters of Marie's journey in Zebra Apps. 

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In this final commentary episode of chapter 2, Futocracy Network host Dr. Ross Wirth joins us to provide some constructive criticism to Marie and her approaches.

What are some of the missed opportunities and facilitation basics that Marie failed to get right at the leadership offsite? How could the five levels of involvement help Zebra Appa succeed with their culture program? And are we naive when we build organizations for stability and expect change readiness?

Frameworks and concepts

• Five levels of involvement 
• Kurt Lewin’s change management model
• Edgar Schein’s learning process

Feeling inspired? Join the Futocracy Network to explore new ways of thinking about organizations, leadership and change with other passionate change-makers.

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The culture program is approved at the leadership meeting. Marie meets with Todd from HR in ConvoSystems to get the scoop on Jaque, and Todd shares some unsettling news about Anne and Zebra Apps co-founder Richard.

Marie and her team facilitates the leadership offsite meeting. Marie’s team member Sheila has an uncomfortable facilitation session with the CFO Frank. Later that same week, Frank retires from Zebra Apps and Marie is so startled that she drops a bag of cinnamon buns down the stairwell to the basement floor.

Thanks to Tiffany Lam and Katie Christensen for reading this episode.

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Author and coach Heidi Helfand helps us dissect the second episode in chapter 2 of Marie's journey.

While Marie learns more about Mark and his background, an unknown company rebel hangs post-its on the recently installed soda fridges. Heidi Helfand shares her insights on how Marie and Mark's relationship could be improved using Organizational Relationship Systems Coaching's methodologies. Is Marie unknowingly violating international coaching etiquette? Tune in to learn more about how to coach organizational entities!

Coaching & working with teams

• Organization and Relationship Systems Coaching (ORSC) by CRR Global: Coaching organizational dynamics as systems
• Five dysfunctions of a team by Patrick Lenzioni
• Creating intelligent teams by Dr. Anne Rød & Marita Fridjhon
  • A series of facilitated instructions e.g. deep democracy facilitation exercises

Finally, Heidi quoted fabulous Brené Brown: "In the absence of data, we will always make up stories"

You can contact Heidi on LinkedIn or via email: [email protected]. Learn more about her book Dynamic Reteaming on the website heidihelfand.com.

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While Marie gets closer to understanding Mark and his background, an unknown company rebel hangs post-its with insults on all the soda fridges. The HR Development team members plan the culture program, and Mark and Marie presents it to Natalie. But how will she react to the resurfaced company values? And is she even ready to approve a culture program that will require time and effort in the leadership team and among employees? 

Thank you to Tiffany Lam for reading this episode.

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Anne Katrine & Ivanna