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

• Connect with Mark via LinkedIn
• Holacracy: dive into the world of self-management – from the Voys blog
• Connect with Sally-Anne via LinkedIn