Geoff McDonald describes how the company succeeds in engaging workers by providing an inspirational business purpose, a decision making framework and focusing on employee well-being.
Paul Dolman-Darrall discusses incremental improvement: small changes headed towards the huge ambition of turning a whole company radical.
Karl Scotland advises changing the perspective and using an experimental approach based on trial-and-error for organizations that want to evolve through learning.
Matt Ballantine shares the approaches that have helped him to successfully deliver change in organizations by focusing on emotional reactions, stages of learning, old vs. new, peers influence.
Daniel Doubrovkine discusses mentorship, how to structure a mentorship program, talk risks, costs and rewards based on material sourced from the fellow members of the New York CTO Club.
Chris Angove outlines the challenges having only a linear growth option, the organization of Spotify and the attempt to provide non-linear options to improve happiness and retention within the team.
Amber Case discusses cultural changes when switching from a team of 6 to one of 20 in a new 3,000 people organization.
Linda Rising challenges organizational myths like "it's enough to have smart people" or "just have a transition plan and explain it" and it will work out, introducing and sustaining new ideas.
Tim Lister presents the advantages—and the dangers—of practicing risk management in an adult-like fashion, offering a process for tailoring an organization and discussing how it can grow up.
Gerry Kirk introduces the 7 levels of delegation by playing Delegation Poker, a game to make clear who’s responsible for what and on what level, useful to make decision making process explicit.
Alan Claypool discusses a methodology meant to bring coherence to an organization based on a strategic vision and clear focus on core values, over-communication and up-down accountability.
Torbjörn Gyllebring discusses the importance of organizational and personal mindset, and introduces the Rightshifting model which is meant to bring organizational effectiveness.