Your Input for the #Stoos Gathering

I have blogged about Global Management Warming in Stoos several times. And so did Steve Denning, Peter Stevens, Sanjiv Augustine, and Roy Osherove. And we asked for your input in 100 words or less.

This is the feedback I have collected so far. They are (for me) the highlights of the various conversations that have already taken place on our blogs and in email discussions. If you feel some insight or angle is still missing, feel free to let me know. I will make sure this feedback serves as an information radiator during the #Stoos gathering.

Note, these slides are meant to be representative, not exhaustive.

  • Prelude to #Stoos: Looking for the Great Thought
  • Stoos Network (part 1): About Communication
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  • Evanleonard

    Holacracy appears to have been left out of the section on models. We discussed it over twitter.

  • Jurgen Appelo

    Hi Evan, can you give me something in < 100 words that fits on one slide? It makes no sense to participants when I mention only the term "holacracy", and a URL is also not helpful. I need some text to put on the walls. Thanks, Jurgen

  • Patrick Verheij

    Wow, 62 slides with good stuff already.
    From my point of view, a lot of managers still get away with being waste. How crude is that when referring to people? Maybe that’s a reason why management does not change fast enough: are we afraid to properly address incompetency? Or are we merely incompetent?
    A manager’s job is to facilitate value creation. He or she should provide means to make that happen and help demolish impediments that stand in the way. That’s the core and there’s a lot more to it, which should be taught to managers who consider contribution more important than their own personal gain.
    My 2 cents. Looking forward to the outcome of this astonishing event.

  • Paul Boos

    To follow-up a bit on Patrick’s comment, there are two other items a manager can address (when you are trying to have the self-organizing teams they ‘oversee’- using that term lightly – be more effective):
    1) Facilitate the team finding solutions by taking a more systems thinking role; using techniques like Eva Schiffer’s Net-Map ( for example can help a team in finding out who to influence to be successful. Hopefully being in a managerial role gives you broader view across the organization to help here.
    2) Removing impediments that the team can’t or at least bubbling the issue up if you (as manager) can’t coordinate a resolution on your own. If the impediment/constraint has to remain, helping the team work effective with it in place.
    3) Helping the team(s) understand how they fit into the larger organization and how their products and services will be used and the goals they need to achieve.
    Each of these add value IMHO.

  • Jurgen Appelo

    Thanks, I will add this in the 3rd and last version of the slides.

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