euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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  • Working principles
  • Principles we used during the Journey to reinvent euforia (2017)
  • Principles developed during our Biarritz workend (August 2016)
  • Principles used in (almost) all our trainings

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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.1 Structure

Working principles

PreviousVolunteer task forcesNext1.2.2 Processes

Last updated 5 years ago

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Working principles

Why have working principles? Working principles give some concreteness to our values, make it more tanglible how we want to apply them in our everyday life. They also support us when making decisions, whether everyday small ones or big strategic ones. As you can see these are still a work in progress, hopefully we'll have "definite" ones soon!

Principles we used during the Journey to reinvent euforia (2017)

  • Unreasonableness over security

  • Sense and respond

  • Radical Candor over avoiding conflict

  • Both over either

  • Done over perfect

Principles developed during our Biarritz workend (August 2016)

  • Done over perfect

  • Transparency over trying to protect people/our organization

  • Room for Honesty over keeping a good atmosphere

  • Always our values over anything else

  • Scale values over programmes

  • Self Responsibility over Control

  • Wellbeing (not individual but as a team (collaboration, teamwork, working structure), is more important than anything else

  • Trust over fear

  • Impact: Aim for impact even over security and stability

  • Take care of our people even over growing

Principles used in (almost) all our trainings

  • Safe space

  • Be present

  • You get what you give

  • Step out of your comfort zone

Source document (only accessible to employees).

Source document .

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