We support leaders and teams who are ready to embark on an authentic transformation journey to improve their overall performance, combining as much as possible the improvement of employee well-being, societal impact and financial results.
We serve companies wishing to set up collaborative management, such as “Teal” (Frédéric Laloux), “Liberation” (Isaac Getz) or “Circle-based” (holacracy & sociocracy) and based on the Agile Manifesto.
On Sunday, February 20, 2019, rhmagazine.be presented Phusis and collaborative governance.
How to live this new year with happiness and serenity? In a world where ecological disasters are increasingly imminent and growing social inequalities are explosive. In a world where these risks are becoming almost less scary than the barking of the advocates of authoritarian neo-liberalism, who are currently thriving by denying these same risks.
Collaborative governance: How to articulate the different leadership roles in a collaborative organization?
In a collaborative organization, everyone is a leader: everyone is the ultimate decision-maker for the specific roles assigned to them, according to specific implementation modalities, which can vary greatly.
While we are convinced of the importance of fostering the development of each person at work, we can legitimately ask ourselves whether certain current Personal Development (PD) practices really contribute to this
Training in benevolent communication (non-violent communication…) for all employees of a collaborative organization must allow everyone to tackle difficult subjects with the necessary finesse to avoid hurting each other.
Autonomy is the freedom to be able to take initiatives that achieve the goals of the organization as it seems appropriate for anyone to do given his/her roles.
Interested in collaborative management?
We will gladly answer all your questions about our work and our approach.