Starting with a small group can benefit the whole organization in several ways. Firstly, it allows for a more focused and efficient approach to problem-solving and innovation. The small group can identify tensions, propose practices, and conduct experiments without the distractions and complexities that come with larger groups. Secondly, it provides a platform for learning and change. The small group can learn from their experiences, adapt their methods, and continually reinvent themselves. This learning can then be shared with the wider organization, fostering a culture of continuous improvement and innovation. Lastly, starting with a small group can help to drive change throughout the organization. Once the small group has demonstrated success, their practices can be gradually expanded to the wider organization, eventually reaching a tipping point where the whole organization becomes more autonomous and evolutionary.

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Brave New Work

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The organization needs a strong sense of collective purpose, decentralized authority, and a dynamic network of small, self-sufficient teams whose members are free to organize around projects and programs. Each team should be able to learn and change course, have control over its resources, and innovate using local methods and tools. Minimize meetings and make sure all information is readily available to all participants. Allow teams to reinvent themselves continually and to learn from each other. Start with a small group and give them the space to practice looping: identify tensions, propose practices, and conduct experiments. Start with smaller, shorter experiments and gradually expand to the wider organization. Eventually, the change reaches a tipping point where you can focus 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.

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