A team lead once told me: "I spend half my day asking people for updates." She wasn't micromanaging. In fact, she wanted her team to take more ownership. But every question she asked reinforced the same pattern: information flows upward, decisions f...

You've tried fixing meetings before. Better agendas. Time limits. Facilitation training. Maybe it worked for a week. Then everyone slipped back into the same patterns. Not because you lack discipline, but because you were treating symptoms whil...

Stop calling it feedback when what we really mean is: “Do what I say.” Real feedback offers perspective. It gives people something to reflect on—and the freedom to act on it or not. When someone in power gives feedback and “no” isn’t an acceptable r...

What if the people who irritate you most are just holding up a mirror? There’s a specific kind of judgment — sharp, disproportionate — that’s rarely about the other person. It’s about something in us we’ve disowned. The loop we are in goes like this...

Why does accountability feel like blame—even when it’s actually a sign of trust? Most of us flinch at the word. We hear “accountability” and picture finger-pointing, awkward performance reviews, or tight-lipped check-ins. But accountability isn’t th...

Stop trying to make people happy at work. That’s not your job. And it’s exhausting, too. You don’t have control over how people feel. But you can shape the environment they work in. So instead of chasing smiles, create space for something deeper: fu...

Ever wish you could go back and undo something you said or did at work? Something that left a crack in a relationship or a weight in your chest? We all do. And we all can’t. But we can change the story. Not the facts but what they mean. That’s what ...

You will never finish your to-do list. And that’s by design. Think of your workload like a treadmill that speeds up the harder you run. There’s no finish line, just faster running. Organizations are built to optimize output. That means your inbox wi...

We talk a lot about autonomy at work. But too often, we get it wrong. Supporting autonomy doesn't mean saying yes to everything. It doesn't mean stepping back and hoping for the best. It means creating conditions where people feel trusted, heard, an...

The words and phrases we use shape our perception. Here is one that quietly shapes how organizations frame leadership. In many companies, we draw a hard line between “leaders” and “individual contributors.” Titles become destinies. Leaders lead. Oth...

Unsolicited advice can sometimes feel like a lifeline when we’re stuck — a stroke of luck when someone steps in with the perfect solution. But more often than not, it doesn’t land that way. It’s not that the advice itself is bad; it’s that it’s ofte...

Interactions at work throw us off balance sometimes. The ability to bring ourselves back to a regulated state can significantly impact our decision-making, interpersonal interactions, and overall productivity. Let’s explore how to recognize and navi...

Understanding nervous system states in the context of work isn’t just helpful, it’s essential. Because work is social. And your nervous system doesn’t care if you're in a jungle or in a meeting. It just wants to know: Am I safe? If not, it...

Looking for an intrinsic motivation boost without reinventing your entire workflow? Here are 4 low hanging fruit based on the four core psychological needs behind it: Autonomy, Mastery, Purpose, and Belonging....

In my work helping companies on their New Work journey I’ve noticed something: there’s a pattern behind the most fulfilling workplaces—and it’s not about free snacks or unlimited vacation. It’s about designing work in a way that makes...

Ever notice how the real workplace drama rarely happens in the formal processes or dashboards? It’s in the undercurrents. The little eye-roll. The Slack silence. The way someone "forgets" to loop you in. Here’s the thing: the&nbs...

Feedback is a strange thing. We seek it because we want to grow—but we also avoid it because we want to feel accepted as we are. That’s because feedback sits at the intersection of two core drivers of intrinsic motivation: 🎯 Mastery -...

Today, we’re taking a closer look at something that affects motivation more than most people realize: Expected vs. Surprise Rewards. 🥕 Expected rewards (think: “If you hit your target, you get a bonus”) are everywhere in the workplace...

In previous issues, we’ve covered Theory X vs. Theory Y, Extrinsic vs. Intrinsic Motivation, and the four pillars of intrinsic motivation: autonomy, mastery, purpose, and belonging. It’s easy to think of extrinsic motiv...

Many people think individualism and autonomy are the same. After all, both seem to emphasize personal freedom, self-reliance, and independent decision-making. But according to Self-Determination Theory (SDT), they are fundamentally different—and und...

“As a startup grows, adding bureaucracy is unavoidable.” Or is it? When faced with the choice between chaos and bureaucracy, most founders reluctantly opt for the latter. However, this is a false dichotomy. Yes, as a startup or department within a l...

Have you ever been in an argument where someone outright refuses to even consider your point of view? Maybe they dismiss it immediately, calling it "ridiculous" or "unrealistic." Or perhaps you've caught yourself doing the same. This harding of side...

Have you ever wondered why some people resist even the best-intentioned initiatives? Why does a new policy, designed to improve motivation, instead spark resistance? The answer lies in an instinctive force called counterwill—a natural...

What truly motivates people at work? The answer lies in understanding intrinsic and extrinsic motivators—and how they shape workplace engagement and fulfillment. In this issue, we merge Herzberg's Two-Factor Theory with...

How many people can you truly maintain meaningful connections with? Anthropologist Robin Dunbar has an answer: about 150. But it's actually not just one number. His research suggests that human social circles are layered, each with it...

Most organizations struggle with accountability. Either they lean into punitive, shame-based systems that kill motivation, or they avoid the topic entirely and hope things work out. Neither approach works. In this conversation, organizational coach ...

My conversation with Rich centers around community and what creates it. We dive deep into what defines a community, the importance of community in personal and societal development, and practical ways to foster a sense of belonging and solidarity. R...

My conversation with Steffen centers around performance evaluation and profit sharing. I've known Steffen since we first met at an org exchange in, I believe, 2017. Which was an exchange format between progressive companies. He later hired me a...

My conversation with Lisa centers around adult-to-adult relationships - in particular but not limited to in the workplace. I’ve known Lisa since we first met at Meaning Conf in Brighton in 2019. I had listened to many episodes on her podcast Leaderm...

My conversation with Natacha focusses on how she came to be interested in self-organization as the founder of a B2C company and consequently going all-in and transforming the company. I’ve only gotten to know Natacha recently for this conversation. ...

My conversation with Steffen focusses on how he came to be interested in self-organization as a founder of a SaaS company and consequently going all-in and transforming the company. The central theme is Steffen's journey to consciously work on ...

My conversation with Lyn focusses on psychological safety which has been her research focus already during her Masters in Business Psychology. Fast forward to today, where she’s supporting teams and organizations in creating collaboration that is ef...

I am working with Eddy (a process tool company) on their internal goal alignment process. Here is the distribution of labor that we agreed on. Eddy Eddy is the process backbone. It defines who does what, in which order, with which permissions. It ma...

This post summarizes a branding exploration conducted across two AI advisors (Claude and Gemini) to find a successor term for "New Work by Design" (NWbD). The goal: a brand name that captures both the structural outcome (how the organization...

I love hearing org designers talk about org design: "We create the conditions for self-management!" "We build psychologically safe environments!" Beautiful stuff. Completely useless for getting hired. Maybe you say similar things about what you do, ...

I'm reading "Humanisierung der Organisation" and it's irritating me in a productive way. The authors argue that organizations have gone too far in treating people as "whole persons." They say companies should return to a cl...

1️⃣ Find a committed sponsor with a top leadership role Change needs backup from the top. Not because people need permission, but because culture is social. When the most visible people act with conviction, others will follow. Your sponsor doesn’t h...

Do you know that situation when a friend vents about work because they’re stuck under a bad boss or caught in a system that makes them feel powerless? I help companies make sure that people don’t feel that way about their work. Now, don’t get m...

"If I have seen further, it is by standing on the shoulders of giants." - Isaac Newton Here are the giants whose shoulders I am standing on. Human Behavior and Decision-MakingDaniel Kahneman – A psychologist and Nobel Prize winner in economi...

An adult-to-adult relationship is a dynamic where two individuals engage as equals, grounded in mutual respect, open communication, and shared responsibility. It emphasizes emotional maturity and avoids power imbalances or manipulative behaviors. He...

❓ Question: “What to do when you need someone's rare expertise on two teams?” #askingforafriend #orgstructure ❗️ My answer: Challenges🤹 Reduced capacity: A person on two teams doubles their meeting load and responsibili...

The future of work is hybrid, blending co-located and remote work. While this approach offers unparalleled flexibility, it also presents unique challenges: like how to stay connected. Connection is the lifeline of (hybrid) work We are social creatur...

"Psychological safety is the most important factor for high team performance." This key finding from Google’s 2012 Aristoteles Project has been supported by numerous studies. If you want to improve employee engagement, understanding this concept is ...

Imagine embarking on a 12-week expedition where you’ll conquer 9 summits with fellow org designers. Each summit represents a key practice in transforming your organization into a New Work role model. ⛺️ 🏔️ ⛰️ 🏔️ 🏔️ 🌋 ⛰️ 🌋 🏔️ 🌋 🎉 This cours...

❓ Question: “As a change agent, how do you deal with different wants from your sponsor and the organization itself?” #askingforafriend  ❗️ My answer:🤝 Multipartiality: This is not an either/or, but a both/and quest...

Emotions at work? Yes, but...   1️⃣ Work is not a self-help group 2️⃣ Work is not therapy   I am a big advocate for caring relationships at work. They are essential for creating a sense of belonging and fostering intrinsic motivation. Emot...

This is the list of books that most shaped my perspective on work, culture, and relationships. They are listed in the order I read them, as I believe a book's influence is greatest when the reader is ready to embrace its message. Therefore, the sequ...

When discussing decision-making, use the 7 levels of delegation to categorize decisions. This framework clarifies who makes the decision (!) and if anybody needs to be asked (?) beforehand. Use appropriate decision-making practices on each...

❓ Question: “How do you deal with "fatigue”, indifference, and inaction when it comes to culture change?” #askingforafriend  ❗️ My answer:🤝 Empathy over blame: Avoid villainizing those who seem indifferent. Often, these individuals ha...

Most of the time, 1:1s with the people you lead can be about what is currently going on for them. Every once in a while, however, it is useful to bring a more structured approach to a session, if you think that they could make a leap in a certain ar...

Over the past decade, I've worked with three companies full-time, transforming them into New Work role models. Through these experiences, I've distilled nine key practices necessary for a sustainable New Work implementation. You might ask ...

In my opinion, New Work is to Include people in decisions that shape their work → Co-create, don’t dictate. Involvement creates commitment.Share all relevant information openly and proactively → Radical transparency builds trust and enables smart de...

I think that everyone deserves to work on something that feels meaningful to them,in a way that feels fulfilling to them. I consider this my ethics. I specialize in organizational design for New Work environments, helping scale-up companies (25-75 e...

Everyone deserves to work on something that feels meaningful to them,in a way that feels fulfilling to them.