Update (@mrjn): I’ve replaced the book names with links to amazon.
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I have yet to read How to win friends and influence people – probably read it long time ago, don’t remember.
Just came across this:
Some of the many champions of Holacracy include Tony Hsieh, CEO of Zappos.com (author of the #1 “New York Times” bestseller “Delivering Happiness”), Evan Williams (co-founder of Blogger, Twitter, and Medium), and David Allen."
They claim it’s not anarchy, rather provides more structure than in conventional companies.
I read an article about this not working out well earlier this year.
By the way Delivering Happiness by Tony Hsieh is a very good book.
Based on this article, managers left when they decided to roll out the system, not once the system had been active. Not defending the system, just commenting based on the impression I got from the article 
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Btw, @pawan are you able to edit my replies as well? Or, is it just one way, where I can update your replies, but not the other way round.
I get the option to update, so yes I can
Also these systems have much more chance to succeed in smaller organisations.
Great way to achieve consensus, if we ever have to vote. Just change the votes ;-).
Watching this:
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Very interesting philosophy behind this and a bold move by Tony Hsieh. I don’t think they’ve quite finished implementing Holacracy at Zappos so it’s still a work in progress.
Buffer tried something similar, but then retracted it:
From this:
to:
Also, I listened to some more talks, and read some articles about Holacracy – their constitution seems to be built for lawyers, not engineers. Lot of jargon, makes you wonder who his prime targets are – young companies, or old traditional ones.
This sounds like something that is very relevant to us. Particularly around self-managing teams.
The way we manage organizations seems increasingly out of date. Survey after survey shows that a majority of employees feel disengaged from their companies. The epidemic of organizational disillusionment goes way beyond Corporate America-teachers, doctors, and nurses are leaving their professions in record numbers because the way we run schools and hospitals kills their vocation. Government agencies and nonprofits have a noble purpose, but working for these entities often feels soulless and lifeless just the same. All these organizations suffer from power games played at the top and powerlessness at lower levels, from infighting and bureaucracy, from endless meetings and a seemingly never-ending succession of change and cost-cutting programs.
Deep inside, we long for soulful workplaces, for authenticity, community, passion, and purpose. The solution, according to many progressive scholars, lies with more enlightened management. But reality shows that this is not enough. In most cases, the system beats the individual-when managers or leaders go through an inner transformation, they end up leaving their organizations because they no longer feel like putting up with a place that is inhospitable to the deeper longings of their soul.
We need more enlightened leaders, but we need something more: enlightened organizational structures and practices. But is there even such a thing? Can we conceive of enlightened organizations?
In this groundbreaking book, the author shows that every time humanity has shifted to a new stage of consciousness in the past, it has invented a whole new way to structure and run organizations, each time bringing extraordinary breakthroughs in collaboration. A new shift in consciousness is currently underway. Could it help us invent a radically more soulful and purposeful way to run our businesses and nonprofits, schools and hospitals?
The pioneering organizations researched for this book have already “cracked the code.” Their founders have fundamentally questioned every aspect of management and have come up with entirely new organizational methods. Even though they operate in very different industries and geographies and did not know of each other’s experiments, the structures and practices they have developed are remarkably similar. It’s hard not to get excited about this finding: a new organizational model seems to be emerging, and it promises a soulful revolution in the workplace.
“Reinventing Organizations” describes in practical detail how organizations large and small can operate in this new paradigm. Leaders, founders, coaches, and consultants will find this work a joyful handbook, full of insights, examples, and inspiring stories.
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Zappos also switched from Holacracy to Teal, which is what Reinventing Organizations is about.
Have ordered my Kindle, eager to pick up these books and get into them. Btw, @staff – feel free to order your Kindles, and get them reimbursed from the company.
@ashwin95r @koppula Its a good time to order them in India, amazon is giving a 2k discount
@pawan: I reckon @koppula would agree to getting you a Kindle as well. So, why don’t you order it – we’ll reimburse it.
In fact, I’m thinking of having a day of the week (read Friday) dedicated to reading, where the only office work would be a meeting to go through our tasks, and reorganizing it – so we enter the weekend without nagging thoughts and fresh commitments.
That sounds super awesome @mrjn. We could also share our learnings with each other at the end of the day if they can help others.
Thanks, I will go ahead and order it. Yay 
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Just sent out a meeting invite for the Weekly Review.
@pawan: I’m sending you GTD as a Kindle Gift. Highly recommend that every one in @staff reads it, and apply it’s principles at work.
@pawan: Just noticed, it’s a lot cheaper for you to buy from Amazon India. Why don’t you do it – again, any kindle book purchases would be reimbursed.
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@mrjn Thank you, I will read it on this weekend itself. Eager to read and learn from it.
Sure, I will buy it.
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Yes, we should all be getting our Kindles. And that applies to you as well @pawan. I just ordered mine.
@mrjn Are you thinking we should move the Monday staff meeting to Friday?
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No. Friday should be a quick one just to clarify on all the cards we already have. This is keeping up with the Reflecting stage of GTD, so we don’t have un-actionable cards around, and if we need to rearrange or reassign them, we can do that in the meeting.
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Yay , my Kindle is here. Excited about our first read only Fridays.
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Read only Fridays – I like it! Read only Fridays would put a new definition to TGIF 
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