JPC is for sure a different type of cleaning service: Family owned and people empowering with training sessions as well as the chance to have responsibility and communication towards clients. JPC installed ‘mental health first aiders’ for support in urgent cases and have just a 2% turnover rate, which is crazy! Most leadership positions are filled by people who were operators before, due to internal training.
The IHK Fulda is helping to shape Fulda's economic future and assuming overall economic responsibility in the process. They are on the way to a modern work company with little hierarchy and crossfunctional structures, more freedom and responsibility than before the transformation process. Transparent communication has increased. Motto: "just do it, it could be good". A first team – Communication – works completely self-organised, without hierarchical leadership.
The Purpose of Quantum Holistic Advisory Services is to support people who want to choose an alternate choice of living based on wisdom – Higher Consciousness, Truth and Joy! Their work approach focuses on self-evolvement at an individual level so that the level of consciousness of the person evolves over time.
Companies, where modern work initiatives are already embodied within the company
The Seniorenwohnhaus Nonntal purpose: Support and care for seniors. All teams are mostly self-organised and in charge of their own decision-making. Their key success factor is mastering communication. They follow the model of non-violent communication. A key aspect of how they work together is the inclusion of those involved and affected into decision-making and change processes. Due to our flexible mode of working together the teams can make autonomous decisions relatively quickly, which enables them to respond to the needs and wants of their clients
Konsileo works in the deeply traditional industry of general insurance commercial broking.They build a different type of organisation, one based on the Teal principles of Evolutionary Purpose, Self-Management, and Wholeness as detailed in Frederic Laloux’s Reinventing Organizations. They have replaced traditional hierarchical structures and processes with self-management, peer review, collaboration and transparency. As an employer Konsileo’s purpose is to have “the happiest, best rewarded, most professional” brokers in the industry.
They put Patients, People & Planet at the center of our decisions and actions. Ten23 health has a holistic approach, with the human at its center; considering all various elements of work, including culture, organization, collaboration, leadership. The organization is organized, non-hierarchically, in circles in a role-based set-up. Basis of our organization is the “Loop approach”, incorporating elements of Holacracy.
Companies, where modern work initiatives are an integral core.
Sina’s Purpose: A global movement of self-organized and freesponsible learning spaces, contributing to self-reliance and collective systemic change. Sina is self-organized with distributed authority. Their term “Freesponsibility” combines freedom with responsibility and is the awareness of the positive and negative effects the execution of freedom has on others as well as the environment. SINA becomes more and more successful: So far 58 social enterprises have been established, which have created more than 340 new jobs and are solving diverse local and global challenges. One wonderful example is "Uganics"- a social enterprise producing organic mosquito repellent soap that prevent moscito bites and with that Malaria.
Esentri is a peer managed organization, employees work self-organized. To quote them: “Leadership is too important to be left to leaders alone”. The business units are highly autonomous and all employees are supported in the implementation of their ideas and initiatives. One successful example is their digital pioneers’ conference. One employee wanted to set up a this conference - and he just did it!. For internal learning essentri has an academy from employees for employees. Many teams conduct reviews, retrospectives in order to inspect, adapt and establish empirical learning processes.
The Svenska Returstystem makes the Swedish food industry's supply chain more efficient and way better for the environment. Their pooling system is based on the principles for circular economy and sustainable growth. The company works transparently, openly and autonomously. Their culture is based on a non-hierarchical approach where cross-disciplinary cooperation is the basis. Decisions are made by those closest to the problem, creating a high degree of flexibility and rapid adaptability to changing conditions.