Sublime

How high you reach depends on your talents, your interests, your character, and the support you inspire from colleagues; it is no longer artificially constrained by the organization chart.

Without exception, one-firm firms are led (not managed) in a consensus-building style. All have (or have had) strong leaders who engage in extensive consultation before major decisions are taken.

understanding precisely what makes your best people succeed in your unique environment

While vast literature is not dedicated to this topic, there is enough to suggest that, due to differing KPEs, diverse groups might lead differently. It’s fascinating.

Teal Organizations, in contrast, keep staff functions to an absolute bare minimum.

The further a culture falls toward the task-based end of the scale, the more people from that culture tend to separate affective and cognitive trust, and to rely mainly on cognitive trust for work relationships. The further a culture falls toward the relationship-based end of the scale, the more cognitive and affective trust are woven together in b

Social belonging is paramount in the Conformist-Amber paradigm. You are part of the group, or you are not—it is “us” versus “them.”