Interview: Be the hero of your story

Interview: Be the hero of your story

What you’ll learn about in this episode

  • The three prong approach that Karim uses with every organization that he works with
  • The importance of organizing around the work, instead of the people
  • Stepping out of the victim mentality and becoming the hero of your own story
  • Creating clarity and structure that gives people the power to step into their best selves
  • Using the power of the group and the collective to keep each other honest and disciplined
  • How to enforce positive behavioral change with discipline
  • A painful lesson that taught Karim to look inwardly instead of blaming other people
  • The importance of knowing how to strategize and say ‘no’ to things
  • Making the implicit explicit
  • Appreciating the ingenuity and creativity of having different people with varied ideas on your team
  • How having objectives and key results in place can lead to big wins

Interview: Business Leadership Series

Interview: Business Leadership Series

In this episode, Derek Champagne interviews Karim Bishay. Karim Bishay helps companies became insanely efficient. His purpose at Living Orgs is to empower organizations towards a clear, agile structure and stronger purpose. He is an industry leading consultant in the areas of Holacracy and building Adaptive Organizations.

Interview: The Funadmentals of Holacracy

Interview: The Funadmentals of Holacracy

Karim Bishay was featured on the businessownersradio podcast. In this interview, he shares the fundamentals of Holacracy and explains how companies are using this framework as a catalyst for cultural change. Learn how you can adapt the lessons from this powerful framework to create a more efficient and accountable workplace.

Interview: Can Holacracy replace bureaucracy?

Interview: Can Holacracy replace bureaucracy?

Karim was interviewed on The Age of Organizational Effectiveness show on how Holacracy can replace Bureaucracy.

A lot of times, an organization that is more bureaucratic can lead to interpersonal dynamics and processes getting in the way, and work gets bogged down. And, people often find themselves frustrated in bureaucratic organizations, because they don’t buy into the mission.

In this interview, Karim talks about how Holacracy addresses these issues and creates companies where people align around a purpose, take accountability for their work, and have a sense of ownership over their roles.

7 Advanced Tips to for Getting the Most out of Asana

7 Advanced Tips to for Getting the Most out of Asana

Asana is an excellent tool for project and task management.  But it is also a broad tool, built intentionally to suit many needs and purposes.  For this reason it isn't very opinionated about how you use it.  This makes it similar in some ways to email; While offering amazing potential, if not used with discipline and common practices can become more of a pain than a support.  See if your team can follow these seven steps to make sure Asana is working optimally for you.

3 Things You Can Learn From the Zappos Holacracy Implementation

3 Things You Can Learn From the Zappos Holacracy Implementation

There’s been a lot of buzz about Zappos implementing Holacracy, primarily negative.The real story, of course, is a lot more nuanced and complicated than can be shared in any one article.  And, I personally believe that if Zappos hadn’t been such a shining star in the first place, the “hot” stories would have been about how Holacracy at Zappos has succeeded instead of how it hasn’t.

All that being said, as a Holacracy coach and consultant, and someone who’s had his fair share of successes and failures with Holacracy, I wanted to share some tips about how to make your implementation of Holacracy even better than Zappos’.

Holacracy's Response to The Five Dysfunctions of a Team

Holacracy's Response to The Five Dysfunctions of a Team

In 2002, Robert Lencioni published The Five Dysfunctions of a Team in which he described a vicious circle of dysfunction that even the best of teams find themselves falling into and which, if not addressed appropriately, can lead to long-term subpar performance and the demise of any sense of collegiality or satisfaction among team members (Lencioni, 2002).  In this blog, I want to briefly describe Lencioni’s model of team dysfunction and then demonstrate how Holacracy can help to avoid being sucked into the vortex of team dysfunction.

The Problems with Self-Management & How to Fix Them

The Problems with Self-Management & How to Fix Them

The idea of an organization filled with highly motivated and talented people who act autonomously and creatively as they strive to accomplish a shared purpose without the need for top-down command and control has become a kind of leadership Holy Grail. Developing this sort of an organization holds the promise not only of helping organizations become more effective and nimble, but also doing so in a way that enhances the work life, uniqueness and dignity of all.  Self-Management, as this approach to leadership and management is widely called (What is Self-Management, 2015), is a worthy goal, but one that is difficult to achieve without the support of a clear and highly adaptable organization structure.

Weaving Learning Into Your Organization Through Mentoring

Weaving Learning Into Your Organization Through Mentoring

Mentor/mentee relationships benefit both parties.  Mentees who are entrusted to a respected mentor not only reap the obvious benefits of the information the mentor provides them but also often feel more welcomed by the organization and personally shepherded through the “ins” and “outs” of organizational life. 

Five Myths about Holacracy

Five Myths about Holacracy

As the practice and discipline of Holacracy has grown in popularity, been adopted by more companies and become more prominent in both the academic and business press, a number of myths and misconceptions have also arisen distorting some people’s appreciation of Holacracy and what it can offer them.  I’d like to address five of these myths about Holacracy and clarify how they serve to misconceive the process.