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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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.4 EVOLUTIONARY PURPOSE

1.4.4 Theory U

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Last updated 5 years ago

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When working on our strategy, we often use . In fact, during some of our quarterly meetings we have followed the process inspired by Theory U that we have learnt from Marcus Rama from Bananalyze at the Teal Camp in 2016:

Step 1- DOWNLOADING: in groups of 3, each person speaks 2 min and downloads what’s going on. Step 2 - SEEING: define a few perspectives/roles/stakeholders (determined in advance) that you would like to explore. Then ask each person to take the perspective for that perspectives/roles/stakeholder and says what he/she « sees » or . Step 3 - SENSING: write down or draw everything that you see on post its and stick them on a wall. After that make a pattern/relation map. Try to have everyone looking at the post its in silence. Step 4 - LETTING GO: what should we NOT be doing? What is taking a lot of our energy? What bothers us? What processes waste time/energy? Step 5 - LETTING COME (idea finding methods): brainstorming, silent brainstorming OR do nothing… send people out in nature with a piece of paper. This is the space for the open: what « wants to happen » can emerge. Step 6 - CRYSTALLIZING PHASE: capture what (everything that) is present and try to turn it into something tangible / options. Step 7 - PROTOTYPING: selection of what’s been crystallized to make prototypes. use of simulations with 2 or 3 prototypes. Which strategies will we use?

Important: TRANSITIONS between the phases need to be designed carefully.

This process has helped us many times to look back and forward.

Theory U
3D sculpting