📖An everyone culture: becoming a deliberately developmental organization

(first chapter is kind of hard to read and I got a lot of ego resistance)

p.1 people spend time hiding imperfections and playing politics

• re: Teal organizations > wholeness

p.3 it’s hard to see deficiencies looking at “normal” organizations. You can only see them when you look at organizations that do things differently

p.50 Bridgewater records every meeting and unless client’s private data is discussed, the recording is available for everyone in the company

• that also helped the company to win a couple of sues (they showed that company operates the way it tells)

p.52 Pain + Reflection = Progress

p.57 in DDO, development means developing the person (self-development). Career advancement and company growth come as a result

• p.58 construction of reality becomes more expansive, less distorted, less egocentric, and less reactive

p.60 mental complexity increases continuously with age (there is no peak) → Mental peak at 25 is a misconception, Man’s mental complexity never peaks

p.61 individual growth happens in jumps and plateaus

• re: Mastery

• “Levels of mental complexity”

• p.63 stages:

  • The socialized mind (stage 3). Agenda and worldview is set by others.

    • p.64 groupthink: withhold information and go with project that is doomed to fail to “support” the leader

  • The self-authoring mind (stage 4). Self-coherent belief system.

    • p.66 filters information based on its own preset agenda

      • even if an aspect is explicitly communicated as important (and acknowledged), it can still be filtered out and ignored (until there are consequences)

        • e.g., being told by boss that teamwork is important, acknowledging it, and the still playing solo (because that’s your paradigm)

  • The self-transforming mind (stage 5, <1%). Can reflect on self belief to be just a perspective. Can hold multiple systems.

    • p.68 still has a filter but it is not fused. Person can take a step back and look at the filter.

• p.76 — see for distribution among stages

p.83 DDO is not for all. It is designed for one thing specifically: developmental transformation. And it is favored by those who regard as precious the opportunity to learn and grow.

DDO: high turnover first 12–18mo

p.85 depth of community (home) × breadth of practices (groove) × height of aspirations (edge)

p.87 adults can grow

p.124 current organizations focus on performance, not practice

provide practices at different levels: personal, team, organization

p.152

Every practice rests on theory, even if the practitioners themselves are unaware of it. —Peter Drucker

p.166

• delegate authority downward

  • people do what they would have to wait for for a couple of years in other companise

• review the role of coaching

p.170 intrinsic (job opportunities) / extrinsic (money) motivation