E-BOOK The Post-COVID Organization

During the COVID pandemic we’ve all learned to work differently. A new balance between office and remote work is likely to remain. Now is the time to reflect on these learnings and fast forward your future of work with what we’ve dubbed, The Post-COVID Organization.

In this E-Book, we focus on how to organize your post-COVID organization. There are challenges that all organizations had to face, and are still facing. But the temporary measures they’ve put in place for working from home can act as catalysts for creating a lasting change within your organization. There’s bound to be a new focus on mutual trust. But, are trust and shared control enough to make remote working a true success? What else is required from companies to act successful in the future of work and to move with the times? And how does the new role of leaders look like?

All information and advice in this eBook are intended to help you to sustainably change and shape your post-COVID organization by turning the pandemic challenges into chances.

E-BOOK Everyone’s a Boss

Countless case studies and books about self-management have been written. However, many organizations are still struggling with the question: how do we get started? We see more and more organizations encounter the same stumbling blocks.

In this E-Book, we explain how you can start working with agile principles and successfully grow towards self-management. It starts with giving complete trust to employees. This will allow them to serve your clients quicker and better. How do strong, autonomous teams emerge? What does it take to stay in control without actually being in charge? How do you make this transformation within the management team? The information and advice in this E-Book are intended to help you build a solid foundation so that your company becomes agile and work becomes awesome.

E-BOOK Top 10 Myths About Democratic Management

It’s being said that every revolutionary idea passes through three stages: at first, it’s ridiculous, then people find it dangerous, and in the end, it’s like it’s never been different. That is certainly true for democratic management or its younger brother self-management.

Although there are more and more examples of companies that report lower absenteeism, a higher employee satisfaction and better results after introducing self-management, a lot of misunderstanding and skepticism surround the topic.

Ricardo Semler, the pioneer who almost 30 years ago, successfully introduced a radical form of democratic management in his company Semco, is ideally positioned to debunk the most common misconceptions about his ‘Semco Style’ of organization.

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