An organization can conduct effective experiments by fostering a strong sense of collective purpose, decentralizing authority, and creating a dynamic network of small, self-sufficient teams. These teams should have the freedom to organize around projects and programs, control their resources, and innovate using local methods and tools. The organization should minimize meetings and ensure all information is readily available. Teams should be allowed to continually reinvent themselves and learn from each other. The organization should start with a small group and give them the space to practice looping: identifying tensions, proposing practices, and conducting experiments. Starting with smaller, shorter experiments and gradually expanding to the wider organization can help. Eventually, the change reaches a tipping point where the focus can be on sustaining a more autonomous and evolutionary organization.

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Examples of autonomous and evolutionary organizations are those that have a strong sense of collective purpose, decentralized authority, and a dynamic network of small, self-sufficient teams. These teams have the freedom to organize around projects and programs, control their resources, and innovate using local methods and tools. They are allowed to continually reinvent themselves and learn from each other. The organization starts with a small group and gives them the space to practice looping: identifying tensions, proposing practices, and conducting experiments. They start with smaller, shorter experiments and gradually expand to the wider organization. Eventually, the change reaches a tipping point where the focus is on sustaining a more autonomous and evolutionary organization.

An organization can effectively give a small group the space to practice looping by starting with a small group and allowing them to identify tensions, propose practices, and conduct experiments. It's important to start with smaller, shorter experiments and gradually expand to the wider organization. This process should be supported by a strong sense of collective purpose, decentralized authority, and a dynamic network of small, self-sufficient teams. These teams should have control over their resources and be free to innovate using local methods and tools. Information should be readily available to all participants and meetings should be minimized.

Some strategies for minimizing meetings in an organization include decentralizing authority and creating a dynamic network of small, self-sufficient teams. These teams should have control over their resources and be able to innovate using local methods and tools. Information should be readily available to all participants to reduce the need for meetings. Additionally, allowing teams to continually reinvent themselves and learn from each other can also reduce the need for meetings. Starting with smaller, shorter experiments and gradually expanding to the wider organization can also help minimize meetings.

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